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picture credit by: https://www.tlnt.com/should-we-be-developing-leaders-or-developing-leadership/

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Leardership VisionFocus on forming an efficient team to help employees and organization develop in a comfortable and friendly working atmosphere.

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Leardership VisionFocus on forming an efficient team to help employees and organization develop in a comfortable and friendly working atmosphere.

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3.Summary and implementation.In summary and implementation, I need to combine the results of the first two actions and the usual job performance for the employees.For example, there is an employee working hard, but because of introverted character, he is not good at talking with colleagues. I still think they will be a good employee in my team. Because I will summarize his professional ability, work attitude, work efficiency and character to decide whether they are an excellent team worker for me. For example, an employee has strong professional skills and rich professional experience, but his language is aggressive and makes colleagues, guests and other departments extremely dissatisfied. I will ask this team to leave the poison because he is far less beneficial to the team than he does to the company.

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3.Summary and implementation.In summary and implementation, I need to combine the results of the first two actions and the usual job performance for the employees.For example, there is an employee working hard, but because of introverted character, he is not good at talking with colleagues. I still think they will be a good employee in my team. Because I will summarize his professional ability, work attitude, work efficiency and character to decide whether they are an excellent team worker for me. For example, an employee has strong professional skills and rich professional experience, but his language is aggressive and makes colleagues, guests and other departments extremely dissatisfied. I will ask this team to leave the poison because he is far less beneficial to the team than he does to the company.

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1.Open-minded. A person's work is different in the face of different people. In order to better understand the performance of a person in different circumstances, I will tend to understand the evaluation of other employees and customers.In the process of inquiring with others, there may be negative comments and even criticisms, and I will give a certain judgment in combination with my own ideas. Because, other people's evaluation is only my reference to employee evaluation.

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1.Open-minded. A person's work is different in the face of different people. In order to better understand the performance of a person in different circumstances, I will tend to understand the evaluation of other employees and customers.In the process of inquiring with others, there may be negative comments and even criticisms, and I will give a certain judgment in combination with my own ideas. Because, other people's evaluation is only my reference to employee evaluation.

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References                                                                                                              Daft, R. L. (2015). The leadership experience (Sixth edition).                   Cengage Learning.

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References                                                                                                              Daft, R. L. (2015). The leadership experience (Sixth edition).                   Cengage Learning.

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2.Engage myself into their group. I don't want to face my employees with a high position. So I'll be involved in the staff group. This can help me to communicate with them and reduce the gap. In addition, in the process of interaction, I can also be aware of the problems and performance of their work.For example, I will encourage them when they work, or chat with them during their rest, and even help them when they are in need of help. I want them to feel that I'm not supervising them, but working with them. In addition, I also hope that by encouraging them to make them feel that they are valuable in the team, and thus more effort and confidence.

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2.Engage myself into their group. I don't want to face my employees with a high position. So I'll be involved in the staff group. This can help me to communicate with them and reduce the gap. In addition, in the process of interaction, I can also be aware of the problems and performance of their work.For example, I will encourage them when they work, or chat with them during their rest, and even help them when they are in need of help. I want them to feel that I'm not supervising them, but working with them. In addition, I also hope that by encouraging them to make them feel that they are valuable in the team, and thus more effort and confidence.

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1.Open-door Policy. Because usually employees think that there is a gap between themselves and leadership.Because leaders rarely contact employees, the atmosphere of communication between employees and leaders is usually serious. So I want to get more contact with employees in the way of Open-door policy. When employees pass through the door of the office, I will take the initiative to greet them, and I will encourage employees to come in and communicate their ideas with me. And I will also be humorous to close the distance between me and my staff. That's what Mr. Jessup gives me about creating a relaxed and humorous atmosphere. As book noted: “Thoughtful attention to the needs of people for satisfying relationships leads to a comfortable, friendly organization atmosphere and work tempo” (Daft, 2015. Pg.49).

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1.Open-door Policy. Because usually employees think that there is a gap between themselves and leadership.Because leaders rarely contact employees, the atmosphere of communication between employees and leaders is usually serious. So I want to get more contact with employees in the way of Open-door policy. When employees pass through the door of the office, I will take the initiative to greet them, and I will encourage employees to come in and communicate their ideas with me. And I will also be humorous to close the distance between me and my staff. That's what Mr. Jessup gives me about creating a relaxed and humorous atmosphere. As book noted: “Thoughtful attention to the needs of people for satisfying relationships leads to a comfortable, friendly organization atmosphere and work tempo” (Daft, 2015. Pg.49).

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Use Humour to Create comfortable team atmosphere

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Use Humour to Create comfortable team atmosphere

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(picture credit by https://www.forbes.com/sites/jacquelynsmith/2013/05/03/10-reasons-why-humor-is-a-key-to-success-at-work/#4f61dbcf5c90)

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This goal of  leadership is inspired by the dialogue with Corey Jessup interview, the general manager of Sandman Hotel, and the discussion about humor sense for team work efficiency improvement during the class. It has been mentioned in the class that humor can help people work more efficiently, which reminds me of dialogue with Mr. Jessup and makes me believe in the necessity of my goal. So I hope to create a humorous, easy working atmosphere that allows employees to reduce their resistance to work to better develop their personal abilities.

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This goal of  leadership is inspired by the dialogue with Corey Jessup interview, the general manager of Sandman Hotel, and the discussion about humor sense for team work efficiency improvement during the class. It has been mentioned in the class that humor can help people work more efficiently, which reminds me of dialogue with Mr. Jessup and makes me believe in the necessity of my goal. So I hope to create a humorous, easy working atmosphere that allows employees to reduce their resistance to work to better develop their personal abilities.

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Leading with Laughter: The Power of Humor in Leadership | Paul Osincup | TEDxNapaValley

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Selecting Team Member by System Thinking.    

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Selecting Team Member by System Thinking.    

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"With systems thinking, a leader sees a big picture and connects the dots rather than just looking at the dots in isolation" (Daft, 2015. Pg.144).When choosing people to work with, I can't just focus on their professionalism. I should consider the influence of this person on other members and the whole team in many ways. Because a lot of times, a person with a strong professional ability may not be a team collaborator.This is why the application of the staff to the team should be considered with system think.

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"With systems thinking, a leader sees a big picture and connects the dots rather than just looking at the dots in isolation" (Daft, 2015. Pg.144).When choosing people to work with, I can't just focus on their professionalism. I should consider the influence of this person on other members and the whole team in many ways. Because a lot of times, a person with a strong professional ability may not be a team collaborator.This is why the application of the staff to the team should be considered with system think.

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What I care about is not just the performance of a single employee, but the connection and good chemical reaction between the employees.(picture credit by: http://kindling.xyz/next-systems/systems-thinking-complex-world/)

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2. Communication is the best way to get to know a person. On the one hand, I want to be able to learn more about the ideas that employees produce during their work. In addition, I can also make a general understanding of the inner personality of the staff in the communication. For example, some people are not good at talking and I will choose to communicate with them more actively. Because, in the process of developing the team, I also want the team members to be able to maintain good communication.

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2. Communication is the best way to get to know a person. On the one hand, I want to be able to learn more about the ideas that employees produce during their work. In addition, I can also make a general understanding of the inner personality of the staff in the communication. For example, some people are not good at talking and I will choose to communicate with them more actively. Because, in the process of developing the team, I also want the team members to be able to maintain good communication.