Part 1: Team LeadershipAs a group, review  academically reviewed articles on Team Leadership. Develop power presentation based on the articles. Support your presentation with appropriate references.

Forum Assignment for the Week: 250 Words minimum
For this week's Forum, respond to the following:   

1. Write a one-two sentence personal definition of leadership. Base you definition on what you have encountered this week, as well as on what you have already learned about leadership.

2. Discuss the statements: "Leadership is everybody's business” and “Leadership is not an affair of the head, but rather an affair of the heart.”

3. Finally, write about the differences between leadership and management. 

***Your post must also end with a "Question to the Class" - something related to the topic that you found thought-provoking and about which you'd like to know more and have further dialog. ***

No sources or citations required

General Instructions Applicable to All Forums:

 To receive 100% as a grade (the exemplary level) for the weekly forums, you should ensure that your responses meet the following criterion:

Critical Analysis - Discussion postings display an excellent understanding of the required readings and underlying concepts including correct use of terminology. Postings are made in time for others to read and respond as well as deliver information that is full of thought, insight, and analysis. The information presented makes connection to previous or current content or to real-life situations, and must contain rich and fully developed new ideas, connections, or applications. (It is important that you integrate the weekly readings in your response. One way to do that is to make position statements, then discuss supporting evidence (i.e. research and/or personal experience).
 

Professional Communication and Etiquette - Written interactions in the Forum show respect and sensitivity to peers' background and beliefs (Regardless of the position you are taking, please ensure that your participation comments are respectful to your peers’ background and beliefs).

Writing Skills - Written responses are free of grammatical, spelling or punctuation errors.  The style of writing facilitates communication. (Make sure your work is free of errors.  If there are any errors as outlined above, you will not receive 100% for the forum). 

Welcome to module week 6. Last week we covered organizational design and the different types of structures. This week we are going to jump into personalities in the workplace and why they matter. Relationships are a big part of our lives, both personally and professionally. If we have functional relationships, we can get things accomplished. Let’s look and see how this is all tied together.

Building and cultivating relationships is an integral part of any career strategy. Whether you are a job seeker, manager or entrepreneur, you are in the relationship business. When it comes to building relationships you must start with self-knowledge, and that starts with personality.

The study of personality is fundamentally about asking: Who am I? I know it sounds cliché, but before you can effectively reach outward to others, you have to be able to look inward. The study of personality provides some great insights into how to do this.    

Personality can be tough to define; from the four temperaments of Hippocrates (choleric, melancholic, sanguine, and phlegmatic) to Freud’s theory of the unconscious there have been countless attempts at nailing down this highly abstract thing we call personality.

According to personality expert, Professor John Mayer, “personality is the organized, developing, the system within the individual that represents the collective action of that individual’s major psychological subsystems.” In layman’s terms, I like to think of personality as that inherent driver of how we act. It’s that natural disposition we fall back on when all those other forces of the outside world are accounted for.

When thinking about and observing personality I always caution people to keep two things in mind: behavior and intent.

Behavior is what we observe in others as bystanders. We all learn about others and make attributions based on what we see. However, personality is not the only driver of behavior, there are always external forces operating to influence how we behave. Thus, we have to be careful about the attributions we make based on limited observations within certain contexts.

It is important to remember that we all have the ability to act counter to our preferences, which he often referred to as acting out of character. When trying to get a sense of someone, look for consistent behaviors as opposed to unusual behaviors.   

A frequent complaint I hear from clients is that one of their colleagues is intentionally holding back and not asserting himself. In their mind, this person is actively going against the grain. The issue is not that the person is trying to be different than you; he/she is actually different from you!

Five.

This weeks lesson looked at the importance of relationships in the workplace and how personalities matter. We learned that to be successful, we must learn to understand our own personality and the personalities of those around us. The better we understand, the better positioned we are to form successful relationships. Next week we will look into corporate culture.

Readings:

Arthur, C. A., & Hardy, L. (2014). Transformational leadership: A quasi-experimental study. Leadership & Organization Development Journal, 35(1), 38-53.

Blomme, R. J., Kodden, B., & Beasley-Suffolk, A. (2015). Leadership theories and the concept of work engagement: Creating a conceptual framework for management implications and research. Journal of Management and Organization, 21(2), 125-144.

Carnes, A., Houghton, J. D., & Ellison, C. N. (2015). What matters most in leader selection? the role of personality and implicit leadership theories. Leadership & Organization Development Journal, 36(4), 360-379.

Hannah, S. T., Sumanth, J. J., Lester, P., & Cavarretta, F. (2014). Debunking the false dichotomy of leadership idealism and pragmatism: Critical evaluation and support of newer genre leadership theories. Journal Of Organizational Behavior, 35(5), 598-621.

Nichols, T. W., & Erakovich, R. (2013). Authentic leadership and implicit theory: A normative form of leadership? Leadership & Organization Development Journal, 34(2), 182-195.

Odumeru, J. A., & Ogbonna, I. G. (2013). Transformational vs. transactional leadership theories: Evidence in literature. International Review of Management and Business Research, 2(2), 355-361. http://www.irmbrjournal.com/papers/1371451049.pdf

Parris, D. L., & Peachey, J. W. (2013). A systematic literature review of servant leadership theory in organizational contexts. Journal of Business Ethics, 113(3), 377-393.

Thompson, G., & Glasø, L. (2015). Situational leadership theory: A test from three perspectives. Leadership & Organization Development Journal, 36(5), 527-544.

Toor, S. (2011). Differentiating leadership from management: An empirical investigation of leaders and managers. Leadership and Management in Engineering, 11(4), 310-320.

Winston, B., & Patterson, K. (2006). An integrative definition of leadership. International Journal of Leadership Studies, 1(2), 6-66.

Dr. Woody. (2011, March 7). Why personality matters in the workplace [Web log post]. Retrieved from http://www.foxbusiness.com/personal-finance/2011/03/07/personality-matters/