LEADERSHIP INTERVIEW 5
The person of interest in this assignment is Dr. Chan. I approachedhim with ease because he is a friend of my parents. I selected him asa leader because he has been instrumental in leading his firm to aplace that many would consider a miracle. He was able to take riskswhere not many can dare. He leads a team of several people and theyall seem to fall in place. The coordination of the people that heleads is simply amazing. I was interested in how he manages toachieve all that hence the reason I chose him for this particularassignment.
Dr. Chan was born in China, and moved to the USA to pursue a medicaldegree on scholarship. After six years in medical school, he got hispermit and decided to do what many medical graduates are afraid of-setting up private practice. What started as a small outpatientclinic has now grown to a big hospital with a bed capacity of 60. Dr.Chan leads a team of 70 employees including 10 specialist doctors.
From the interview, I concluded that Dr. Chan models his leadershiparound trust. He shows his employees that he trusts them to do theright thing. He does not believe in micromanaging his flock insteadhe notifies them from the onset that he trusts they will do asdirected. According to Dr. Chan, when an employee knows that hisleader trusts him, he will do what it takes to keep that trust (Chan,2016). His experience in the medical field has taught him thatjuniors have always felt treasured when they know that their leadertrusts them to do the right thing.
The leader inspires a shared vision by reminding his employees theobjectives of the organization. In the interactions that he holdswith his employees, he makes sure to remind them the reason they areworking hard in the first place. His favorite line is “Weconcentrate on healing and then the money will flow.” True to hiswords, he has always increased their salaries whenever the businessdoes well.
Dr. Chan prefers to get ideas from his employees because he believesthat they are better placed to know what requires adjustments. Thusfar, most of the unique management practices have resulted fromsuggestions forwarded by the organization’s employees. The leadercreates a favorable environment for all to share their ideas. Forinstance, the hospital administrator once noticed that the employeesrarely take interest of each other’s life outside the workplace.She figured that it impaired teamwork. She suggested to Dr. Chan thatmembers of departments should visit each other’s homes duringspecial occasions such as birth, weddings, and anniversaries. Dr.Chan implemented the suggestion.
The leader empowers others to act by reminding them that every rolecontributes to the overall success of the hospital. He also providesenabling environment to encourage his employees to exercise theirindividual skills. Whilst some leaders want all their followers tobehave and act in a similar fashion, Dr. Chan appreciates it when hisemployees show their unique creativity.
Every member of the team makes credible contributions to the successof the hospital. If a leader believes in teamwork, he will lead witha view of inspiring each and every member to bring the best ofhimself as contribution. Dr. Chan recognizes these contributions byinteracting with every member of his staff, including the lowestranking. He makes an effort to know all his employees personally. Inaddition, he personally writes performance appraisals for work welldone. During such moments, he treats the good performers to a fancydinner and gets to know them better. On days when there are noperformance appraisals, he makes an effort of congratulatingemployees by departments, according to the task they accomplished.
The organizational culture of taking interest in the personal life ofcolleagues has helped to create a team spirit. In the organization,it is illegal for an employee to sit at his workstation before havinga little chitchat with the other members of the department. Whentaking lunch, Dr. Chan is strict against the use of mobile phoneswhile on the dining table. He believes that such a time should onlybe used for eating and having one-on-one conversations with yourcolleagues across the table. He says that this is one of the waysthat teamwork is nurtured and cohesion between the staff established.
Dr. Chan refers to a leader as someone who inspires others to worktowards a common goal. He believes in taking interest in hisemployees because only then will they complete the task at handefficiently. Apart from being machines to provide labor force, humanbeings are also social animals. Their motivation to work has more todo with interactions with others than the monetary reward involved.His knowledge of the working of human communities has made a greatcontribution to modeling his definition of leadership.
The practices and views of Dr. Chan make him a leader who adoptsmodern leadership styles and values the people he is working with.According to Eagely and Johannesen (2001), such a leadership ispeople-oriented approach that combines some traces ofauthoritarianism. As much as he tries to be friendly to hisemployees, he is also very harsh when he senses misdemeanor. Herarely gives wrongdoers a second chance to prove themselves. So far,his leadership style inspires and creates order within theorganization.
Chan, J. (2016). Interview on leadership styles. Personalinterview
Eagly, A. H., & Johannesen‐Schmidt,M. C. (2001). The leadership styles of women and men. Journal ofsocial issues, 57(4), 781-797