Researching of Leadership Styles: Model the Way

Subject: Leadership Styles
Pages: 2
Words: 653
Reading time:
3 min
Study level: College

The Most Important Values for a Project

Considering the further development and promotion of the student Library club idea proposed during the previous writing assignment, there are a number of values the project will require to be completed. While most of the mentioned areas are essentially important, I feel that the ability to be inspiring and competent will be the most crucial part of this work. Needing to manage finances, coordinate common efforts, set a personal example, and additionally gather people under a common cause requires a great deal of cooperation and compassion. By understanding each member of the team, their point of view, and their role, can a project be completed successfully?

My Organization’s Values

As an organization primarily made up of fellow students, I feel that the common values and goals can be found in the organization itself and the project that will be undertaken. While no particular written or stated values have been published, the overall mindset of a person willing to participate in a book club is already a big signifier of organizational attitudes. In particular, I think that compassion and the common good are a big consideration for most, as well as the virtue of helping people in need.

What is the best way to Establish More Clarity about Values?

In terms of organizational values and their clarity, there are a number of ways to make them more understandable to the members of the organization. Firstly, the values of an organization should be identified and published in an official manner, helping to further define and characterize them in terms of context. As a leader, I will also strive to be a reliable and dependable source of organizational values, putting the actions behind my words and promoting trust (Kouzes, 2017). Additionally, value-driven language and messaging can be used in the promotion of the business, improving the clarity of purpose. The last important part of gaining clarity about values is discussing them with one’s team in a controlled positive environment. This can help all members of the team express themselves and contribute to the creation of organizational identity.

Personal and Organizational Values

As the leader of the project and the organization, I think the values generally proposed for this work and my personal values align to a nearly perfect degree, embodying both my personal thoughts and the ideas of other people. The virtue of helping others and spreading learning is something I feel very passionate about, which is a feeling shared within the company itself as well. In terms of conflict, the only consideration I can see presenting a conflict involves monetary spending for a charitable cause. While I feel that there is a great need to perform such an activity, and organizing a literature club is a great way to do it, I cannot deny that the idea of buying such a large amount of books using my own earnings is frightening.

Building Consensus

The best way of building consensus on shared values and promoting an open organizational climate is to hold regular meetings, in both informal and formal settings, as a way to better align oneself with their colleagues. The process of professional and casual communication can be a great way to channel ideas together, discuss or set common values, and decide the general direction an organization moves in.

Aligning Leadership with the Shared Values

A leader should confidently present the common values and ideas to their team, emotionally influencing others through effective and transformative leadership. This includes speaking to people with confidence, kindness, and honesty, understanding their employees, and using various mediums to reinforce the key values (Kouzes, 2017). The use of corporate promotion, meetings, and discussions combined creates a climate of value-based leadership. The leader should be able to continuously self-evaluate as well, understanding the role they play in the team and checking whether their current approaches correctly align with the overall mindset of an organization.


Kouzes, J. M. (2017). The leadership challenge: How to make extraordinary things happen in organizations. Wiley & Sons, Incorporated, John.