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I need a 300 word reply[1] to each of the following two form post made by my classmates (600 words total):Forum #1Leadership Style & EffectivenessHere are my leadership style scores: Style 1: 0 Style 2: 6 Style 3: 5 Style 4: 1My score for leadership effectiveness was 9 which means moderate effectiveness. My dominate style of leadership is Style 2: Selling with a score of 6. I agree and overly rely on this style because in my current role this is exactly what I do as an Infection Preventionist. There is 2-way communication with the staff involved in the issue as hand, I provide support and data (science knowledge and number rates), but I get buy in from the staff so the change can be sustained. My second highest score is style 3 participating, which I also agree with. I believe that one key to success is having strong relationships with colleagues and to obtain team input to get the best possible solution outcome. According to the test I never use style 1 telling which I also agree with. In my line of work the most successful way to have a positive change in behavior is to have input and buy-in not just demanding that one should do something a certain way. I also do not delegate (style 4) because probably because I am supposed to lead change not delegate. I feel if I delegate then I am passing over work that I should be doing. I think one style that I do not use buy should would be delegating. By incorporating this style, I will also be helping someone grow professionally. I feel if I delegate buy provide some guidance then I can gradually move myself into a more frequent use of the delegating style. My score of 9 relating to effectiveness means that I can be more conscious of the situation and perhaps try another approach to get an even better outcome.Forum #2My dominant leadership style was #2: high task/high relationship. I feel like this is an effective style in most situations. Of course, this depends on the maturity level of the group. I wouldnt be able to rely on the same methods with a young, inexperienced group of subordinates. This particular leadership style reflects how I generally communicate in my daily interactions and relationships. I feel like we all have goals that consist of a balance between personal goals and group objectives, and a healthy balance of respect and communication can lead to them being achieved and satisfied. There needs to be a direct correlation in the achievement of personal goals and group objectives for a person or organization to be balanced. My leadership effectiveness score was 19. I have a harder time delegating without input from subordinates. I am of the mindset that if I want something done a certain way, I should do it myself. However, thats not efficient and definitely not possible. If I can create a balance between a my usual leadership style and perhaps utilize style #1 more, I could achieve a balance that works for myself, the subordinate, and the organization. [1] Main forum question was: Discuss your leadership styles scores and effectiveness scores with group members. Specifically are there styles that you do not use but should or styles you over rely on.Purchase the answer to view it
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