Blog 5: My Vision of Leadership

In this blog, I would explore further my own style of leadership, my vision of leadership, as well as leaders who inspire me throughout my life. I’ll discuss the feedback I’ve received from my peers regarding my leadership style, and how it helps me to develop to become a more effective leader and become closer to the leader I’m inspired to be.


What types of leader I am, what types of leader I would like to become

I’ve discussed several management and leadership styles in my third blog (Caddi, 2016: Blog 3) and introduced various leader examples. As I reflect to myself, I realized that the type of leader I want to be the most is Transformational Leader, the leader who can inspire and influence others.

Yukl (2010) stated that transformational leadership is compromised of 4 components:

  1. Idealised influence

Charisma of the leader, and the respect from followers

  1. Inspirational Motivation

Leader’s behavior that challenge the followers to work

  1. Intellectual Stimulation

Leader constantly stimulate new approach and creative solution toward problem

  1. Individualised Consideration

Leaders are concerned about the growth and development of the followers

I am really inspired by current governor of Jakarta, capital city of Indonesia, Basuki Tjahja Purnama or Ahok. As discussed in my third blog (Caddi, 2016: Blog 3), Ahok is not only the first minority – a Christian and Chinese Indonesian – who become the governor of Jakarta in 50 years, but also inspired many Jakarta residents who are majority of Muslim, to independently create organisation and collect 1 million ID to support him in 2017 election as independent candidate (Jakarta Globe, 2016; Jakarta Post, 2016). Basuki is a role model of Transformational Leader. He has shown that despite your background, if you have vision for the city, high integrity, consistency and radical action in solving problem, you can inspire others to follow you.

Figure 1. Basuki Tjahja Purnama, the Governor of Jakarta, Indonesia


Moreover, my previous working experience in Audit firm make me realized the importance of being an ethical leader, especially in Finance industry in facing pressures and global competition. A leader must be able to integrated ethical principal into Vision, and finally, Virtue to his/her leadership style (Caddi, 2016: Blog 1). I am aspired to be an ethical leader with Deontological principle, to always hold on to righteous principle and behavior (Vitel and Davis 1990; Caddi, 2016: Blog 1).

Globalisation is also become one of the important opportunities and challenges for leaders in establishing goals and communicating vision while addressing diverse and vocal stakeholders (Thompson, 2010). Therefore, it’s important for me to be able to have the skills to manage diverse team effectively, as discussed in my 2nd blog (Caddi 2016: Blog 2). It also leads back to the leadership style to approach subordinates discussed by Mullins in my 3rd blog (Caddi 2016: Blog 3). I believe that my current leadership style is democratic style and prefer the team to work together.

Globalisation inevitably leads to the need of organisation to change, and it’s necessary for a leader to have the skills to manage change effectively. I noticed that this leads back to the ability of the leader to effectively communicate the vision to stakeholder and their agility in handling resistance and removing barriers (Caddi, 2016: Blog 4). I look up to the CEO of Lloyds, António Horta-Osório in how he managed to transform Santander Bank into one of the top bank in UK by creating good strategy and constant communication with stakeholders (Caddi, 2016: Blog 4).


How ready am I to lead others? Feedback on My Leadership Style

Forbes (2016) stated that ‘the single most powerful way to grow as a leader: Become truly self-aware’.

This shows how important it is for a leader to receive feedback to improve effectiveness. One of the tools that can be used for feedback is Johari Window Model (Luft, 1961).

Figure 1. Johari Windows

Known to Self Not Known to Self
Known to Others  

1st Quadrant:

Area of Free Activity


2nd Quadrant:

Blind Area

Not Known to Others  

3rd Quadrant:

Avoided or Hidden Area


4th Quadrant

Area of Unknown Activity

Source: Luft (1961)

I’ve received feedback from my teammates and peers throughout Leadership course I’ve taken in this term based on team building activities and assignments. Some positive feedback toward me includes me being hardworking, supportive and enthusiastic, which is in 1st quadrant in model since I’m quite aware of this trait. My colleagues also described me as reliable, the trait that fell into 1st and 2nd quadrant as I’m aware of myself but I knew I still need improvement in my leadership skill. The negative feedback I received is I tend to be too democratic and sometimes let the team members take more control. Therefore, I need to develop more autocratic style to balance. This feedback is really helpful for me in order to lead the team more effectively as I’m not aware of this trait I have.


The Skills I Aimed to Develop

I acknowledge that I need to keep on improving myself to become a leader I’m envisioned to be. I’m striving to maximize the opportunity I’ve had in the university and through evaluation from Skills Audit and PDP Plan in APS class, I need to improve my leadership skill, communication skill and decision-making skill as my priority.

In his book, Maxwell (1995) stated,

“ If you want to really want to be a successful leader, you must develop other around you. You must establish a team. You must find a way to get your vision seen, implemented, and contributed to by others”

To be able to become a leader that can influence, motivate and develop others, I need to learn to have clear vision and strengthen them. Finally, I need to keep on learning to adapt to changes (Caddi, 2016: Blog 4) and continually measure my development throughout feedback from my peers.

Word Count: 796


Caddi, O. (2016) Blog 1: Leadership And Ethics [online] available from <; [26 March 2016]

Caddi, O. (2016) Blog 2: The Challenge of Managing Diverse Team [online] available from <; [26 March 2016] 

Caddi, O. (2016) Blog 3 – The Most Effective Leadership & Management Styles & Approaches [online] available from <; [26 March 2016]

Caddi, O. (2016) Blog 4 – Leadership & Change [online] available from <; [26 March 2016]

Forbes (2016) Forbes Welcome [online] available from <; [25 March 2016]

Jakarta Globe (2016) Globeasia’S Man Of The Year: Ahok, Indonesia’S Shooting Star | Jakarta Globe [online] available from <; [25 March 2016]

Jakarta Post (2016) Ahok Confirms He Will Seek Reelection As Independent Candidate [online] available from <; [25 March 2016]

Luft, J (1961) The Johari Window: A Graphic Model of Awareness in Interpersonal Relations, Human Relations Training News [online] Available from [25 March 2016]

Maxwell, J. (1995) Developing The Leaders Around You. Nashville, Tenn.: T. Nelson

Thompson, L (2010) The Global Moral Compass for Business Leaders, Journal of Business Ethics, vol. 93, pp. 15-32. Available from: 10.1007/s10551-010-0624-9. [26 March 2016]

Vitell, S. and Davis, D. (1990) “Ethical Beliefs Of MIS Professionals: The Frequency And Opportunity For Unethical Behavior”. J Bus Ethics 9 (1), 63-70

Yukl, G. (2010). Leadership in organizations (7th edition). Upper Saddle River, NJ: Prentice Hall.


Word Count: 781

12 thoughts on “Blog 5: My Vision of Leadership

  1. It was an engaging read, Olga! I really enjoyed it. Do you believe leadership is learnt in class? or the classroom just helps you with in-depth knowledge and different models and methods of leadership?


    1. Hi Luanne,
      Thank you for the comment. I believe that I’ve learned a lot about my own leadership skill throughout the theory discussed in class as well as many team building activities. Also, we’re allowed to implement our leadership style within the group in assigned week. The feedback I’ve received from my team member regarding how I lead the team during that week helped me a lot in assessing myself and understand my strengths and weaknesses as a leader, to help me develop more. I believe that good leadership skill can be learned started from a small group in class, and eventually can be implemented in large company:)


    1. Hi Afdhal,
      I think there are several measurement regarding a person’s ethical behavior.
      In Ahok’s case I believe that he shows his ethical behaviour through transparency, continuous battle against corruption in Indonesia and integrity. I believe that the moment he spoke foully is when he found injustice and foul play in government.
      Even though some people could not except his “impolite” behaviour, I prefer a leader who’s say true to right values instead the one with polite manner but do corruption. 🙂


  2. I like the use of Ahok in your blog , as i have come to see different styles of leadership from diverse cultures i believe that transparency and honesty are key skills developed and expressed through behaviours. I also like the fact that you set new goals on your strive to become an outstanding leader. However i have also written on some steps to follow to that path on my blog ,you could check it out.


    1. Hi Charles,
      Thank you for your comment. I’m glad my discussion could bring new knowledge and perspective to you.
      I will check your blog for sure, and we can have more discussion there!
      Are you also inspired to become a transformational leader?

      Liked by 1 person

  3. Hi Olga. Interesting example of Ahok being your inspirational leader. Do you think it is ethical for Ahok to collect ID’s in order to get ahead of the next election for the Governor of Jakarta?


    1. Hi Dilly,
      Thank you for your comment!
      I believe that the act of ID Collection was not initiated by Ahok himself, but from his volunteers (Teman Ahok) who are inspired by him and his leadership in governing Jakarta. Therefore, they independently make a movement to support Ahok to become independent candidate for future election. Since it’s required for independent candidate to collect 1 Million ID from Jakarta resident, it’ll surely do require a lot of time to do it properly, and they have to get ahead in doing it. I believe they didn’t break any regulation and collect the ID ethically:)


    1. Hi Lisa 🙂
      In my opinion, the leader would surely face different challenges and resistance when managing an organisation versus managing a city. However, I believe that a person’s leadership style can be implemented anywhere, started from a small team in class, to a large team in organisation, and even in regional and national scale. And therefore, it’s important to have a strong vision and value in leadership 🙂


  4. Great read olga. I really enjoyed reading how you have developed your leadership vision based on all your previous blogs. Regarding the Johari window, do you think you have any leadership trait that is in the 3rd quadrant, where colleagues do not know, but you do?


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