Personal Leadership Philosophy for Bradley Corporation

Personal Leadership Philosophy for Bradley Corporation
Introduction:
To me, leadership is no longer a role but the dynamic process of influencing and inspiring others
toward shared objectives by guiding and nurturing them. In my view, effective leadership is
empathetic, truthful, and adaptable. Strategic, value-oriented, people-focused, and adaptive: my
leadership philosophy is driven by personal beliefs and academic insights. Newly appointed as a
leadership consultant for Bradley Corporation, my focus will be developing a leadership
environment that, aside from satisfying organizational goals, realizes continuous improvement and
a resilience culture relating to information and building resilience. I draw on core academic
theories and models to provide a comprehensive leadership approach to Bradley Corporation's
vision and objectives.
My Personal View on Leadership:

According to my understanding of leadership, it is the process of encouraging people to act toward
the attainment of a shared purpose that matches organizational and personal ambitions. My
leadership vision is derived from the transformational leadership theory that insists on vision, the
importance of influence, and individual interactions in the management of groups (Burns, 1978).
These involve initiating and changing the old ways of thinking and practicing that inspire people,
build their loyalty, and can also provide them with innovative ideas to transform, grow, and
succeed. I, therefore, share this theory of motivation with the theory of values-laden leadership
that I hold in high esteem as a leader. In addition, servant leadership influences my views on what
leaders should seek in their positions.
According to Greenleaf (1977), servant leadership prioritizes the growth of team members whereas
the leader is more like a servant. This aligns with my leadership philosophy of believing that
leadership ought not to be based on a person’s rank or power but on people and circumstances
everyone feels empowered and useful. Transformational and servant leadership brings a notion of
goal achievement through team motivation through ideas, passion, and support from the leader.
From the perspective of Bradley Corporation, this concept of leadership can improve commitment,
strike innovation, and foster a culture that makes people want to make a difference for the
company.
The Importance of Effective Leadership for Corporate Success:

Leadership is fundamentally important to any organization that has its sights set on future success.
Ultimately leadership is central to defining the organization's strategy, establishing the
organizational culture, and managing performance. Strategic objectives of any company are as
effective as how the human capital of an organization is willing to support and contribute to deliver
them and this calls for nurturing by the leaders.
Two of the theories that support this view include the situational leadership model developed by
Hersey and Blanchard in 1969. According to this model, the leaders should be fluid in their
leadership practice depending on the organizational member readiness and development. This
flexibility is important because human resources should be able to meet the needs of the employees
and adapt to change in the external environment. In the case of Bradley Corporation, situational
leadership enables a manager to handle numerous issues in the organization, including innovation
projects and interaction with the market, based on the situation in which the team is positioned.
The second useful theory for understanding the situation described here is Leader-Member
Exchange (LMX) which points to the need for leaders and subordinates to develop high-quality
dyadic relationships (Graen and Uhl-Bien 1995). Leaders who build good quality communication
and interact with their subordinates can come up with more committed, loyal, and efficient
employees. Thus, by implementing such relationships, the leaders at Bradley Corporation can
create a stronger and longer commitment and integration for achieving the tact and strategic
objectives in short and long-term perspectives.
In practice, leadership means that employees care and feel motivated, that work is organized in
the best possible way, and that the organization is ready to respond to change. In today’s highly
competitive world, Bradley Corporation needs a leadership strategy that actively, addresses threats
and opens up opportunities that the firm can harness. By improving the leadership, Bradley can
make progress in terms of business environments for organizational development and innovation.
How Leaders Should Behave and Engage with Those Around Them:
Leadership activities involve some specific types of behaviors and ways of communicating that
support changes to organizational climate. I believe that leaders should embrace a friendly nature,
honesty, and openness which are important in creating a conducive working environment. Most of
these behaviors are basic to the establishment of rapport, the improvement of group cohesion, and
a culture of constructive candor.
One specific behavior that I stress is EI, as defined by Goleman (1995) as self-awareness of one’s
moods and feelings and the ability to recognize the same feelings in other people. The members
who possess high EI can face any obstacles and difficulties, and make proper decisions that
concern not only the condition of the team and its members but the objectives of the organization
as well. It facilitates the ability of the leaders to create an environment that would make people do
their best because they are recognized and appreciated.
About the last one, as far as I’m concerned, leaders should be engaged in open and active
communication with subordinates. This approach is consistent with the Lights of Transformational
Leadership; the leaders make the employees have confidence in them and offer them full details
of the vision while involving them in decision-making. Participate leadership style, also known by
the name of shared decision-making is effective in avowing organizational commitment (Yukl,
2013). For Bradley Corporation this situation means establishing avenues of bi-directional
communication through which employees can express their ideas and opinions.
The Leader-Member Exchange (LMX) theory also offers direction on how leadership should be
performed when addressing the various members. Thus, based on LMX, leaders are expected to
develop; close superior-subordinate relationships to acknowledge and appreciate the human capital
of their team. According to the literature, to develop trust and respect, leaders need to acknowledge
the recognition of each member to enhance performance in the organization. In Bradley
Corporation, it becomes that leaders and managers who foster positive working relationships with
their employees; can improve employees’ well-being and productivity hence increasing
organizational cohesiveness.
Implementing My Leadership Philosophy at Bradley Corporation:

In the case of Bradley Corporation, my leadership philosophy when in charge of the organizational
change will involve a heavy emphasis on the culture change, specifically, a people-centered
performance-oriented culture. Managers would be friendly, caring, and passionate about grooming
their subordinates. Through increased employee transparency and free communication, the
employer would be motivating the employees to do their best.
One someone could purposely cultivate was to create a culture, where there’s constant feedback,
creating a detailed development plan, and appreciation of the individual. This would improve the
amount of commitment by the employees and make them work following what Bradley has in
mind.
However, I would also give importance to equality and diversity as I know that when any group
of people is excluded the team will not be as productive as a team with inclusive personnel. To
begin with, practicing executives work harder at creating a sensitive environment that enhances
productivity as well as the image of the company.
Conclusion:
I envision the leadership philosophy for Bradley Corporation as a blend of transformational and
servant leadership focused on the contingency theory as well as significant relational integration.
In my view, leadership motivates people to realize their potential for the benefit of the
organization. Leaders have to use understanding, credibility, and flexibility to shape and foster an
environment that fosters personal and organizational excellence.
I believe that at Bradley Corporation it is important to develop a culture where everybody will feel
motivated and work towards the company’s success. Therefore, by extending a culture of trust,
healthy communication, and participation which I had outlined above I am sure Bradley will stand
to greatly benefit and ultimately record long-term success in the face of a volatile global market.

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Personal Leadership Philosophy for Bradley Corporation

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Personal Leadership Philosophy for Bradley Corporation

My Personal View on Leadership:

The Importance of Effective Leadership for Corporate Success:

Implementing My Leadership Philosophy at Bradley Corporation:

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