Table of ContentsLeadership ApproachesTrait ApproachBehavioral ApproachSkills ApproachConclusionReferencesObserving the different leadership approaches in my current workplace ranks as one of the best things that came out of this leadership class so far. Beginning with the trait approach, this essay covers my observation of leaders' demonstration of these leadership theories, including skills and behavioral approaches. By analyzing my observation notes with these theories, I delved deeper into my views and listed my recommendations for each leader in the report. This observational essay concludes with the importance of being mindful of leadership approaches in our lives and suggests some action steps I should take as a leader in training. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get the original essayApproaches to LeadershipTrait ApproachThis assignment couldn't come at a more interesting time. The longest government shutdown in history impacted my office as we had to cancel all of our public events. Additionally, our spring programming has been suspended due to lack of approved funding. As the shutdown dragged on for weeks, employees became fatigued and lost morale. Here entered the first leader I observed for this report. During the unusual circumstances of those weeks, she had to lead an increasingly confused group of people through uncharted territory. One of the first things this leader did every Monday morning during the weeks of shutdown was to call an all-hands meeting to check in with people, also to provide the latest update from the Hill. During these meetings, I noticed that she was calm but full of self-confidence. Her outgoing personality shone through as she walked around the room engaging with each individual. She wasn't afraid to crack a joke or two to ease the tension. She easily grabbed everyone's attention by sharing the latest updates. And she always ended the meetings with words of encouragement for the staff. Northhouse (2018) defines the trait approach as the innate qualities shared by leaders. Even though I didn't report directly to this leader, I couldn't help but notice her strong leadership traits from the first time I met her. She was quite charismatic. As one of the few leaders who was not furloughed, she had to constantly make decisions to keep staff informed of the status of pending events. More delicately, she had to maintain our partner relationships while our office canceled or postponed yet another program due to the closure. From my observation, I saw a considerable amount of determination and drive in his decision making. The last few weeks have helped me notice more of his other leadership traits such as sociability and integrity. During a meeting, a staff member raised concerns as rumors suggested employees could miss pay for a week. She approached the issue with honesty and compassion. Even though she didn't have an immediate answer for us, she made sure people felt heard and reassured. Although we admired him as a leader, some colleagues felt that his strong personality sometimes overshadowed his skills. She made leadership seem more like a gift thanskills that people could acquire, which created a distance and an unhealthy comparison between her and the rest of the leaders. I wish this leader would give more opportunities to other colleagues to speak up and take over from time to time. Behavioral Approach The behavioral approach shifts the focus from traits to action. He argues that the key to leadership lies in a well-balanced relationship between leaders' professional behavior and their relational behavior. The two main studies on this topic, one from Ohio State University and the other from the University of Michigan, disagreed on the exact correlation between leadership effectiveness and the role of guidance. people in relation to leadership effectiveness.task orientation. Nevertheless, Blake Mouton's managerial grid placed the two studies halfway. The same leader I mentioned above balanced both behaviors effortlessly while adapting to her new role in the office. During her first few weeks in the office, she spent equal time getting to know her staff while also effectively helping us streamline some of our scheduling procedures. She didn't hesitate to standardize our reporting system when she noticed redundancies and gaps in our old reports. Some team members have not welcomed the changes with open arms. While others showed some resistance or protesting comments. She nevertheless listened to people's concerns while answering these questions with patience. I had my doubts when I first heard about what she was trying to accomplish as a new hire on the job. I thought she was just another leader “coming in with new ideas but not realizing the reality on the ground.” After several weeks, she won me over with her sincerity towards change and her exceptional active listening skills. As Simon Sinek (2014) mentioned in his thought-provoking TED talk, as a new leader, she has made myself and others feel safe in a time of confusion and change. Although she did not hesitate to encourage and praise people when she felt the staff needed it, her actions spoke louder than her words. Her excellent interpersonal skills and excellent task orientation place her high on the management grid as a team leader in the organization. Lately I've noticed she's trying to spend more time in her office than investing in people. I understand that as several project deadlines approached and the New Year transition season approached, she felt the need to act in a more task-oriented manner than before. However, I hope she can devote more time to employee development. Because only when staff feel connected and motivated will they feel motivated to act as leaders. Competency ApproachDifferent from trait and behavioral approaches, the competency approach shifts the focus from leaders' innate characteristics to their abilities and knowledge (Northhouse, 2018). This approach maintains that leadership skills are learned rather than being born with a set of character traits. With this theory in mind, I refocused my observation on one of the longest-serving leaders on the job. This leader has reached his current position through decades of experience and a deep understanding of our programs. Many of our contacts have known him for years; they trust him during our negotiations. As a team leader, he demonstrated skills.