Leader Profile: Phil Iacono “Look at things differently”

California Polytechnic State University, San Luis Obispo Business Administration – Accounting

www.linkedin.com/in/philiacono

   

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Table of Contents Introduction……………………………………………………………………………3

Apex Consulting……………………………………………………………………..4

User Manual..………………………………………………………………………..5

Code of Ethics….…………………………………………………………………….6

Strengths Assessment……………………………………………………………….7

Ascent Plan……………………………………………………………………………8

Leadership Styles

Autocratic/Laissez-Faire Leadership……………………………………..9

People-Oriented/Task-Oriented Leadership…………………………..10

Transformational/Charismatic Leadership……………….…………….11

Bureaucratic/Servant Leadership……………………………………….12

Transactional/Democratic Leadership………………………………….13

Case Study: Establishing Sustainable Leadership……………………………14

The Real Deal……………………………………………………………………….16

Adversity Quotient…………………………………………………………………17

Statement of Leadership………………………………………………………….18

   

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Hello, Welcome to my leadership portfolio. In the following pages you will find multiple documents and projects that depict my ascent to the peak of becoming a leader. Since my enrollment in Business 270, a leadership course that helps young college students develop leadership skills and promotes individuality to set us apart in the eyes of future employers, I have traveled to the deepest part of my creative mind which is relayed in the upcoming pages. Although this is not a completed picture of my talents and skills as a whole, this portfolio accurately portrays how my knowledge of leadership will affect my future plans and goals in life. Feel free to provide any feedback, as I am always willing to grow and develop as a person. Sit back, relax, and enjoy my ascent in becoming a leader. With Anticipation,

Phil Iacono “As we look ahead into the next century, leaders will be those who empower others.”

- Bill Gates

   

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What is APEX Consulting?

APEX Consulting is a young and innovative consulting firm that provides fresh insight to leadership issues that arise in the professional work place. We are comprised of six team members that pledge to take your company to the top!

________________________________________________________

Justin N icole

C hase Danielle  

Andrea

Phil

   

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User Manual for Phil Iacono  My name is Phil Iacono and I am Business Administration student with a concentration in accounting at Cal Poly San Luis Obispo. Despite being a numbers kind of guy, I thrive in a group atmosphere and love working with others to achieve a common goal. Although I am a fairly easy guy to work with, there are a few things about me that I believe people should know in order to achieve and go above and beyond our goal.    Strengths

• Communication o It is important to me to stay on the same page as every group

member. I enjoy laying everything out on the table to produce high quality work

• Criticism/Honesty o Being able to take criticism is essential to a successful group. I like

to give out criticism, however I do so in a professional manner. • Planning ahead

o I believe that planning ahead is the most effective way to produce a group project. It is not only extremely easy to do, but it also reduces stress levels as deadlines approach.

Weaknesses

o Frustration o Although I am very understanding and easy to work with, when

group members do not pull their weight, I get quite frustrated. This is a quality of myself that I need to work on.

o Domineering o I love being the center and focal point of a group but sometimes I

can be to dominate and take over the entire project. I need to work on knowing my place in the group and realizing that there are other people in my group as well

o Trust o Often times I find myself doing other peoples assigned task

because I feel they are not able to complete it well. I need to realize that I go to an esteemed school with more than capable students who can produce high quality work.

   

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Personal Code of Ethics

P rofessionalism • I commit to maintaining the upmost professional attitude and appearance

with all students, peers, and professors

• I will complete all work to the highest standard and leave nothing

incomplete

• I swear to ongoing refinement of my work and relationships with peers to

better my future

Honesty • I will strive to produce my honest work and complete nothing less

• I will provide my honest feedback but do so in a constructive manner to

further improve the quality of work

• I will stay honest to myself and not let outside factors get in the way of

my ideals

Innovation • I will consistently think of new and original ideas to set me apart from

the rest

• I will perform all tasks in a way that is different than the norm

Loyalty • I promise to stay true to my peers and not falter from my ideals

• I will not partake in any activity that will conflict with the best interests of

myself, friends, or group members

 _______________________________________________________                                                        ________________  Signature Date

   

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Strengths Assessment The following is a strengths assessment that will provide feedback about my strengths in leading others. A score of 5 signifies a very strong aspect of leadership and a score of 1 signifies a very weak aspect. NO                            YES  

1. - 1 2 3 4 5 - I enjoy working on teams. 2. - 1 2 3 4 5 - I am able to speak clearly to others. 3. - 1 2 3 4 5 - I enjoy relating to others on an interpersonal basis. 4. - 1 2 3 4 5 - I am good at planning. 5. - 1 2 3 4 5 - I can interpret rules and regulations. 6. - 1 2 3 4 5 - I enjoy collecting and analyzing data. 7. - 1 2 3 4 5 - I am good at solving problems. 8. - 1 2 3 4 5 - I am comfortable writing memos to others. 9. - 1 2 3 4 5 - I can delegate work to others. 10. - 1 2 3 4 5 - I am effective at handling employee complaints. 11. - 1 2 3 4 5 - Giving directions is comfortable for me. 12. - 1 2 3 4 5 - I know how to develop goals and carry them out. 13. - 1 2 3 4 5 - I am comfortable at implementing new techniques. 14. - 1 2 3 4 5 - I enjoy appraising performance and giving feedback. 15. - 1 2 3 4 5 - If I made a mistake, I would admit it and correct it. 16. - 1 2 3 4 5 - I am able to resolve conflict in the workplace. 17. - 1 2 3 4 5 - I believe in diversity in the workplace. 18. - 1 2 3 4 5 - I thrive on change. 19. - 1 2 3 4 5 - One of my greatest desires is to become a leader.

Scoring Score the survey by adding the numbers that you circled: 80 A score of fifty or higher indicates a desire to become a leader and a perceived ability to perform the tasks required of a leader. What are your strengths? � � � The above information depicts some of the strengths that I have. I think the strength that I find most useful in my life is planning. As deadlines approach, I do not get stressed or confused about directions due to the plans I make. I am also good at admitting mistakes I make which is essential to the unity of a group environment. What are your opportunities for growth? � ��� There are many areas in which I can grow, one being giving directions in a way that is clear and easy to understand. Another area for me to grow in is handing complaints from other group members.

   

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 Name:  Phil  Iacono  Date:  5/6/13      

Goal:    To  have  a  friendly  conversation  or  create  small  talk  with  one  new  person  a  day.            

Motivation:    Having  friendly  conversations  and  creating  small  talk  with  people  you  don’t  usually  talk  with  is  a  great  way  to  network.  It  is  also  good  practice  for  when  I  need  to  talk  with  new  people  and  create  small  talk  in  the  business  world.  

Action  Steps:    1.  I  can  go  out  of  my  way  to  sit  next  to  new  people  in  class,  in  the  cafeteria,  and  in  the  library.  2.  Ask  people  if  they  want  to  walk  to  class  together.  3.  Read  about  the  news  and  other  current  events  to  have  topics  to  talk  about.  

Timing:    This  goal  starts  today  but  I  feel  should  be  continued  not  only  throughout  the  quarter  but  also  through  the  rest  of  my  life.  

Obstacles:    -­‐At  times  I  can  be  extremely  shy  and  somewhat  embarrassed  to  talk  to  people.    -­‐I  often  freeze  and  cannot  think  of  topics  to  talk  about  and  sustain  for  a  long  period  of  time.    

Resources:    -­‐I  have  plenty  of  friends  that  can  ease  me  in  to  situations  where  new  people  are  present.  -­‐I  have  plenty  of  professors  that  will  support  me  and  give  me  advice  on  how  to  create  small  talk.  

Leadership  Summit  Weekly  Ascent  Plan  

   

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Autocratic Leadership    

Benefits There are certain circumstances and situations in which this leadership philosophy thrives under. One such instance is when decisions need to be made quickly. Having an entire group debate about an issue takes time, which they may not have, therefore it is critical to have one main leader who can step in and make the decision for the group.  Downfalls Although there are perceived benefits to authoritarian leadership, ultimately it becomes problematic. In a large group setting, group members see the dictator as bossy and controlling, which often leads to indignation amongst group members. ______________________________________________________________________________

Laissez-Faire Leadership

Laissez-faire leadership, also known as delegative leadership, is a leadership style in which leaders are hands off and give group members complete freedom to make the majority of decisions on their own.    Benefits Laissez-faire leadership is proven to be beneficial in a few different circumstances. It is the most effective when group members are highly skilled and motivated to solve the task at hand. It is extremely conducive to creativity due to the fact that group members are essentially allowed to do as they please as long as the task gets completed. Downfalls Laissez-faire leadership is not ideal in situations where group members lack the knowledge or experience they need to completes tasks and make decisions. If employees are not self-motivated, projects often go off-track and deadlines can be missed.

Autocratic leadership, also known as authoritarian leadership, is a leadership style characterized by individual control over a group of people. It is a very narrow minded form of leadership as the dictators make decisions based on their own interest rather than the interests of the group.

Martha  Stewart  

   

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People-Oriented/Relations-Oriented Leadership

People-oriented leadership focuses on organizing teams as well as developing relationships among group members. It is a leadership philosophy that promotes participation and creativity and works best in combination with task-oriented leadership, which is described in more detail below. Benefits One of the benefits of people-oriented leadership is that it creates a team that everyone wants to be a part of. Group members are inclined to participate and take risks as they know they have a leader that will support them if need be. Downfalls One of the downsides of this leadership philosophy is that sometimes leaders may take the style too far and forget about deadlines and details that are essential to the project. ______________________________________________________________________________

Task-Oriented Leadership

       

Benefits There are many benefits of task-oriented leadership as it ensures that deadlines are met and the work is completed to a high standard. It is very advantageous for groups with members who have poor time management as leaders can focus on relaying the correct procedures to get the job done correctly and efficiently.  Downfalls Task-oriented leaders tend to lose track of the well being of their group members. This often leads to an autocratic leadership style in which the group leader takes more of a dictator role. Ultimately, motivation and retention issues arise and become harmful to the well being of the group.

Task-oriented leadership is when leaders focus on tasks that need to be completed in order to achieve a goal or certain performance standard. It is best used when leaders need to focus not only on the administrative aspect of the project, but also the decision making side as well.

Steve  Jobs  

   

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Transformational Leadership

Benefits Transformational leadership leads to high productivity and the engagement of every team member, which is attributed to the extensive involvement of the leader within the group. Also, transformational leadership leads to the growth of a company due to the ongoing development of employees and departments.    

Downfalls Although transformational leadership brings motivation and growth to groups, there are instances in which details may be lost. For this reason, transformational leadership works best when combined with transactional leadership where, a manager can be assigned to the details while the other to the enthusiasm and group. ______________________________________________________________________________

Charismatic Leadership Charismatic leaders are quintessential communicators. Not only are they effective communicators but they connect with group members on a deeper, emotional level. Charismatic leadership is most effective in group settings where there is a lack of motivation and drive.

Benefits

Downfalls Charismatic leadership does come with some downsides. Often times the leader is the life of the project and if they leave, the project may collapse. Leaders may feel a sense of invincibility due to such strong support from peers but it is the wrong path for an organization to follow.

One of the major benefits of charismatic leadership is that it inspires others. It is meant to motivate your group and make them see their task not as a job, but rather as a vision. This style of leadership makes people want to follow the leader and is advantageous when a job seems tedious or boring.  

Dr.  Martin  Luther  King  Jr.  

Transformational leaders are considered inspirational and expect a high work ethic from every member of their team.

Coach  K.  

   

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Bureaucratic Leadership  Bureaucratic leadership is a leadership style in which the leader manages their group in an exact, specific way not only to ensure a safe working environment, but to promote accuracy as well.  Benefits Bureaucratic leaders are generally very meticulous when it comes to assignments and directions of a project. This leadership philosophy works well in dangerous work environments where strict directions are necessary to promote safety. It also works well in assembly lines where employees are asked to perform repeated tasks for an extended period of time. Downfalls There are many situations in which bureaucratic leadership is not ideal. Often times when the directions become too meticulous, managers are viewed more as an autocratic leader. Additionally, creativity is lost in this style of leadership as employees are forced to adhere to specific directions and not deviate from them. _________________________________________________________________________________________________________    

Servant Leadership  Servant leadership is a very unique style of leadership. It is defined as someone at any level of the project who leads by meeting the needs of a specific member or the team as a whole. Servant leaders often have high integrity and are extremely generous. It is most useful in politics or large committees where leaders are elected to serve a specific team. Benefits

Downfalls Despite the benefits of servant leadership, people believe that in a competitive work environment where employees are always trying to gain an upper hand on each other, servant leaders are left behind, as they are too selfless.  

There are many advocates of servant leadership, as they believe it is useful in a world where morals and ethics are becoming increasingly important. It is generally associated with a positive corporate environment and high morale among group members.

Robert  Greenleaf,  Founder  of  Servant  Leadership  

   

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Transactional Leadership We can derive the definition of transactional leadership directly from its name. In this instance, a “transaction” is made between a leader and a group member essentially saying the leader will compensate the group member for their efforts. People may use this philosophy as more of a management style rather than a leadership style. Benefits Transactional leadership is very beneficial due to the fact that it makes everyone’s tasks and responsibilities clear for the project. Also, because personal responsibilities are clearly defined from the beginning of the project, it is easy to identify the group members who are not pulling their weight. Downfalls A common issue that arises with transactional leadership is that higher, critical levels of thinking skills are not utilized. It is also not conducive to creativity due to the strict rules and objectives that are laid out before hand. ______________________________________________________________________________

Democratic Leadership

Benefits One of the benefits of democratic leadership is that it is conducive to creative solutions because group leaders encourage the sharing of ideas and opinions. It is also beneficial because all group members become involved—creating a sense of unity and appreciation among the group. Downsides Although there are upsides to democratic leadership, there are a few downsides as well. Sometimes group members may not have the necessary knowledge or skill set to make a significant contribution to the group which can ultimately lead to unfinished projects.  

Democratic leadership is an engaging form of leadership that encourages participation and creativity among all group members including the leader. It works best when group members are driven and eager to complete tasks.  

President  Dwight  D.  Eisenhower  

   

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On the following pages you will find a case study for Mr. Jonathan Gandhi, a young entrepreneur in the process of starting his own hotel business but is struggling to sustain respect and leadership amongst seasoned professionals. The following information is a solution provided and presented by APEX Consulting in hopes of establishing and sustaining leadership among experienced professionals. ______________________________________________________________________________      

           Associate  with  Colleagues  

                                     Prove  Commitment  

                                     Establish  Credibility  

                                         eXpect  Adversity  

Establishing Sustainable Leadership Mr. Jonathan Gandhi

May 6, 2013

   

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May 6, 2013 Jonathan Gandhi 1700 Bassett St, Unit 2121 Denver, CO 80202-1946 Dear Mr. Gandhi: It was a pleasure to meet with you this past Wednesday to discuss your exciting business endeavors and current difficulties as a young entrepreneur. Below you will find that we have provided key suggestions that we feel are essential to the longevity of your business, as well as your personal growth as a sustainable leader. In reviewing your case, we identified several areas of weakness that may currently prevent you from being an established leader. Given your young age, it is automatic that older leaders may greet you with apprehension. Unfortunately, this may occur for good reason. The Wall Street Journal found that 75% of start-ups fail within the first year. In addition to having gone through multiple career changes, they may worry about a lack of direction and consistency. Striving to be seen as a serious, mature leader, you may forget that it is easy to be perceived as arrogant or overconfident. These qualities, many of which are out of your control, can ultimately cause unintended harm to your project. Forming genuine, lasting relationships are critical to the success of your company. You must harvest open, honest friendships with your employees, clients, and vendors that allow you to truly understand who you are working with. Remember that over-communicating is always better than under-communicating. There is no harm in ensuring that your directions are received and understood. Conflicts are to be expected, and even encouraged, in the work environment. The solution is simple: conflicts must be constructive. Keeping an open mind, listen and collaborate with your team. To further establish credibility with these team members, launch a routine. Set up bi-weekly calls with contractors or take individuals out to lunch once a month. Setting up a routine will prevent miscommunication and will ensure your project meets deadlines. It will also demonstrate responsibility and a commitment to this job. It was noted in our conversation that you were having trouble obtaining capital to fund your business venture, as banks see you as a high-risk client. We feel that rather than going through banks to finance your project, you should consider angel investors. Though you may see this as not being ideal, this solution allows you to prove credibility with banks and financial institutions. It establishes yourself as a business entity and eliminates the high-risk title that is associated with you as a young investor. We look forward to discussing this further in person and establishing future success. One step closer to the top, Apex Consulting

   

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The Real Deal

The Real Deal is a value defining exercise that begins with a unique deck of cards with 60 different life values on each. It quickly and simply pinpoints what really makes you tick—the “what” and “why” that shape your underlying values, stressors, motivations, and priorities. Below you will find the five ideals that I value most in my life and why they make me an attractive employee.

1) Achievement- I love the sense of achievement I gain from completing a difficult project. After putting in countless hours of meticulous work and viewing the finished product, the feeling that I have achieved my goal is priceless. It gives me something to strive for every time I am given a new assignment.

2) Relationships- Relationships are an essential part of life. Whether it be a family member, college friend, or fellow employee, you never know when you may cross paths with those people again. It is extremely important to me to not only establish genuine relationships but maintain them as well. When times get hard, I look to the relationships I have built in my friends and family to keep me going.

3) Excellence- Every project and assignment that is pushed my way I complete to

the upmost excellence. The way I see it is if you don’t complete something that you are proud of and put 100% effort in to, why turn it in at all? My work and actions are a reflection of my character and I want my character to say excellence.

4) Opportunity to innovate- Being one of nearly 20,000 students here at Cal Poly it

is easy to get buried in the masses. That is why I value the opportunity to innovate. My mind is constantly thinking of different ways to approach projects and situations I might be placed in so I can differentiate myself from the rest of the Cal Poly population.

5) Trust- As I grow older and become wiser, the meaning of trust becomes

increasingly defined. Trust plays an integral role in everyday life and defines not only who I am associated with, but also who I am as a person. I have found that being a trustworthy person, other values such as respect and responsibility come with it.

   

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Adversity Quotient

Your AQ is the lens through which you see and navigate life. It represents your pattern of response to adversity, and even life in general, that activates in your brain when you are confronted with difficult or challenging circumstances. The Adversity Quotient Profile is the most widely used gauge in the world on how individuals respond to adversity.

My overall CORE score of 133 falls into the below average range; however, I look at this score as a challenge to prove to myself that I can face adversity by making the following improvements to the four CORE dimensions that comprise AQ: Control, Ownership, Reach, and Endurance.

Control (29) -The C dimension measures the extent to which you feel you can influence difficult situations.

• Although my AQ score of 29 falls in the below average range, there are many ways that I can improve the way I control situations such as focusing on situations I can control and gaining confidence and momentum from them.

 

Ownership (45) –The O dimension measures the extent to which you tend to "step up" and take the initiative to improve difficult situations, regardless of their cause.

• It emphasizes accountability and how you take responsibility for your actions. My ownership score of 45 falls into the average range, showing that I have a normal but not perfect level of responsibility. Ways I can improve this score are by recognizing small situations that are easy to improve and working my way up from there.

 

Reach (32)  –The R dimension assesses the extent to which you let a setback in one area of your life reach over and affect other areas.

 

• My reach score of 32 also falls into the average range, signifying that I have some difficulty controlling the aspects of life that adversity affects. However, when adversity strikes, I can think of the personal strengths I have that enable me to combat adversity.

 

Endurance (27)  –The E dimension of your AQ assesses how long you perceive adverse events will last or endure.

• My endurance score of 27 falls into the below average range, however I am quite confident I can bring my score up. I can simply take specific actions that would help reduce the duration of the adversity that faces me.

   

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Statement of Leadership

Although my time in Business 270 is coming to an end, my journey to leadership is steadily ascending. This program has been, above all, a growing experience that I can build off for the rest of my life. Through the various activities and exercises I have completed in this class, my vision of leadership has been shaped. As I continually develop into a well-defined leader, there are two leadership philosophies that I base my ideals and values from: people-oriented leadership and task-oriented leadership. These two leadership styles compliment each other nicely because one deals with the relationships leaders have with their group members and the other deals with assigning and completing tasks given by the leader. Building and maintaining relationships is imperative in a group environment because it motivates group members and makes them feel as if they are part of something important. The task-oriented style of leadership is critical to use hand in hand with people-oriented leadership because it ensures deadlines and responsibilities are met. Ultimately, I believe a balance of the above leadership styles suits me best and I will be able to thrive in a work environment that displays these styles of leadership. I have picked up a plethora of leadership skills throughout my time in Leadership Summit that pertain more to just the classroom. The AQ Profile has helped me accept and correct the issues I face when adversity strikes. By the end of this year, I would like to see my AQ score rise over the average of 154. I believe that by working towards this goal, I will be able to better utilize my intelligence and work ethic that are currently hindered by my weak grip on adversity. I would like to give thanks to Dr. Beaman, Dr. Stoltz, and most of all, my fellow climbers who have assisted and inspired me in becoming a better leader, and most importantly, a better person. Until next time,

Phil Iacono “Leadership and learning are indispensable to each other”

- John F. Kennedy