Leadership Portfolio: Phil Iacono


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The following is a leadership portfolio that I portrays my knowledge of different leadership philosophies and how they shape me as a person.

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Leadership Portfolio: Phil Iacono

  1. 1. Leader Profile: Phil Iacono“Look at things differently”California Polytechnic State University, San Luis ObispoBusiness Administration – Accountingwww.linkedin.com/in/philiacono
  2. 2.    2Table of ContentsIntroduction……………………………………………………………………………3Apex Consulting……………………………………………………………………..4User Manual..………………………………………………………………………..5Code of Ethics….…………………………………………………………………….6Strengths Assessment……………………………………………………………….7Ascent Plan……………………………………………………………………………8Leadership StylesAutocratic/Laissez-Faire Leadership……………………………………..9People-Oriented/Task-Oriented Leadership…………………………..10Transformational/Charismatic Leadership……………….…………….11Bureaucratic/Servant Leadership……………………………………….12Transactional/Democratic Leadership………………………………….13Case Study: Establishing Sustainable Leadership……………………………14The Real Deal……………………………………………………………………….16Adversity Quotient…………………………………………………………………17Statement of Leadership………………………………………………………….18
  3. 3.    3Hello,Welcome to my leadership portfolio. In the following pagesyou will find multiple documents and projects that depict myascent to the peak of becoming a leader. Since my enrollment inBusiness 270, a leadership course that helps young collegestudents develop leadership skills and promotes individuality toset us apart in the eyes of future employers, I have traveled tothe deepest part of my creative mind which is relayed in theupcoming pages.Although this is not a completed picture of my talents andskills as a whole, this portfolio accurately portrays how myknowledge of leadership will affect my future plans and goals inlife. Feel free to provide any feedback, as I am always willing togrow and develop as a person. Sit back, relax, and enjoy myascent 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
  4. 4.    4What is APEX Consulting?APEX Consulting is a young and innovativeconsulting firm that provides fresh insight toleadership issues that arise in the professional workplace. We are comprised of six team members thatpledge to take your company to the top!________________________________________________________Justin N icoleC haseDanielle  AndreaPhil
  5. 5.    5User Manual for Phil Iacono  My name is Phil Iacono and I am Business Administration student with aconcentration in accounting at Cal Poly San Luis Obispo. Despite being anumbers kind of guy, I thrive in a group atmosphere and love working withothers 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 toachieve and go above and beyond our goal.    Strengths• Communicationo It is important to me to stay on the same page as every groupmember. I enjoy laying everything out on the table to produce highquality work• Criticism/Honestyo Being able to take criticism is essential to a successful group. I liketo give out criticism, however I do so in a professional manner.• Planning aheado I believe that planning ahead is the most effective way to produce agroup project. It is not only extremely easy to do, but it alsoreduces stress levels as deadlines approach.Weaknesseso Frustrationo Although I am very understanding and easy to work with, whengroup members do not pull their weight, I get quite frustrated.This is a quality of myself that I need to work on.o Domineeringo I love being the center and focal point of a group but sometimes Ican be to dominate and take over the entire project. I need to workon knowing my place in the group and realizing that there areother people in my group as wello Trusto Often times I find myself doing other peoples assigned taskbecause I feel they are not able to complete it well. I need to realizethat I go to an esteemed school with more than capable studentswho can produce high quality work.
  6. 6.    6Personal Code of EthicsProfessionalism• I commit to maintaining the upmost professional attitude and appearancewith all students, peers, and professors• I will complete all work to the highest standard and leave nothingincomplete• I swear to ongoing refinement of my work and relationships with peers tobetter my futureHonesty• 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 tofurther improve the quality of work• I will stay honest to myself and not let outside factors get in the way ofmy idealsInnovation• I will consistently think of new and original ideas to set me apart fromthe rest• I will perform all tasks in a way that is different than the normLoyalty• 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 ofmyself, friends, or group members  _______________________________________________________                                                        ________________  Signature Date
  7. 7.    7Strengths AssessmentThe following is a strengths assessment that will provide feedback about my strengthsin leading others. A score of 5 signifies a very strong aspect of leadership and a scoreof 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.ScoringScore the survey by adding the numbers that you circled: 80A score of fifty or higher indicates a desire to become a leader and a perceived abilityto 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 strengththat I find most useful in my life is planning. As deadlines approach, I do not getstressed or confused about directions due to the plans I make. I am also good atadmitting 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 isclear and easy to understand. Another area for me to grow in is handing complaintsfrom other group members.
  8. 8.    8  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  
  9. 9.    9Autocratic Leadership    BenefitsThere are certain circumstances and situations in which this leadership philosophythrives under. One such instance is when decisions need to be made quickly. Havingan entire group debate about an issue takes time, which they may not have, thereforeit is critical to have one main leader who can step in and make the decision for thegroup.  DownfallsAlthough there are perceived benefits to authoritarian leadership, ultimately itbecomes problematic. In a large group setting, group members see the dictator asbossy and controlling, which often leads to indignation amongst group members.______________________________________________________________________________Laissez-Faire LeadershipLaissez-faire leadership, also known as delegative leadership, is a leadership style inwhich leaders are hands off and give group members complete freedom to make themajority of decisions on their own.    BenefitsLaissez-faire leadership is proven to be beneficial in a few different circumstances. Itis the most effective when group members are highly skilled and motivated to solvethe task at hand. It is extremely conducive to creativity due to the fact that groupmembers are essentially allowed to do as they please as long as the task getscompleted.DownfallsLaissez-faire leadership is not ideal in situations where group members lack theknowledge or experience they need to completes tasks and make decisions. Ifemployees are not self-motivated, projects often go off-track and deadlines can bemissed.Autocratic leadership, also known as authoritarianleadership, is a leadership style characterized byindividual control over a group of people. It is a verynarrow minded form of leadership as the dictators makedecisions based on their own interest rather than theinterests of the group.Martha  Stewart  
  10. 10.    10People-Oriented/Relations-Oriented LeadershipPeople-oriented leadership focuses on organizing teams as well as developingrelationships among group members. It is a leadership philosophy that promotesparticipation and creativity and works best in combination with task-orientedleadership, which is described in more detail below.BenefitsOne of the benefits of people-oriented leadership is that it creates a team thateveryone wants to be a part of. Group members are inclined to participate and takerisks as they know they have a leader that will support them if need be.DownfallsOne of the downsides of this leadership philosophy is that sometimes leaders maytake the style too far and forget about deadlines and details that are essential to theproject.______________________________________________________________________________Task-Oriented Leadership        BenefitsThere are many benefits of task-oriented leadership as it ensures that deadlines aremet and the work is completed to a high standard. It is very advantageous for groupswith members who have poor time management as leaders can focus on relaying thecorrect procedures to get the job done correctly and efficiently.  DownfallsTask-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 moreof a dictator role. Ultimately, motivation and retention issues arise and becomeharmful to the well being of the group.Task-oriented leadership is when leaders focus on tasksthat need to be completed in order to achieve a goal orcertain performance standard. It is best used whenleaders need to focus not only on the administrativeaspect of the project, but also the decision making side aswell.Steve  Jobs  
  11. 11.    11Transformational LeadershipBenefitsTransformational leadership leads to high productivity and the engagement of everyteam member, which is attributed to the extensive involvement of the leader withinthe group. Also, transformational leadership leads to the growth of a company due tothe ongoing development of employees and departments.    DownfallsAlthough transformational leadership brings motivation and growth to groups, thereare instances in which details may be lost. For this reason, transformationalleadership works best when combined with transactional leadership where, a managercan be assigned to the details while the other to the enthusiasm and group.______________________________________________________________________________Charismatic LeadershipCharismatic leaders are quintessential communicators. Not only are they effectivecommunicators but they connect with group members on a deeper, emotional level.Charismatic leadership is most effective in group settings where there is a lack ofmotivation and drive.BenefitsDownfallsCharismatic leadership does come with some downsides. Often times the leader is thelife of the project and if they leave, the project may collapse. Leaders may feel a senseof invincibility due to such strong support from peers but it is the wrong path for anorganization to follow.One of the major benefits of charismatic leadershipis that it inspires others. It is meant to motivateyour group and make them see their task not as ajob, but rather as a vision. This style of leadershipmakes people want to follow the leader and isadvantageous when a job seems tedious or boring.  Dr.  Martin  Luther  King  Jr.  Transformational leaders are consideredinspirational and expect a high work ethicfrom every member of their team.Coach  K.  
  12. 12.    12Bureaucratic Leadership  Bureaucratic leadership is a leadership style in which the leader manages their groupin an exact, specific way not only to ensure a safe working environment, but topromote accuracy as well.  BenefitsBureaucratic leaders are generally very meticulous when it comes to assignments anddirections of a project. This leadership philosophy works well in dangerous workenvironments where strict directions are necessary to promote safety. It also workswell in assembly lines where employees are asked to perform repeated tasks for anextended period of time.DownfallsThere are many situations in which bureaucratic leadership is not ideal. Often timeswhen the directions become too meticulous, managers are viewed more as anautocratic leader. Additionally, creativity is lost in this style of leadership as employeesare 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 anylevel of the project who leads by meeting the needs of a specific member or the teamas a whole. Servant leaders often have high integrity and are extremely generous. It ismost useful in politics or large committees where leaders are elected to serve a specificteam.BenefitsDownfallsDespite the benefits of servant leadership, people believe that in a competitive workenvironment 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 theybelieve it is useful in a world where morals and ethics arebecoming increasingly important. It is generally associatedwith a positive corporate environment and high moraleamong group members.Robert  Greenleaf,  Founder  of  Servant  Leadership  
  13. 13.    13Transactional LeadershipWe can derive the definition of transactional leadership directly from its name. In thisinstance, a “transaction” is made between a leader and a group member essentiallysaying the leader will compensate the group member for their efforts. People may usethis philosophy as more of a management style rather than a leadership style.BenefitsTransactional leadership is very beneficial due to the fact that it makes everyone’stasks and responsibilities clear for the project. Also, because personal responsibilitiesare clearly defined from the beginning of the project, it is easy to identify the groupmembers who are not pulling their weight.DownfallsA common issue that arises with transactional leadership is that higher, critical levelsof thinking skills are not utilized. It is also not conducive to creativity due to the strictrules and objectives that are laid out before hand.______________________________________________________________________________Democratic LeadershipBenefitsOne of the benefits of democratic leadership is that it is conducive to creativesolutions because group leaders encourage the sharing of ideas and opinions. It is alsobeneficial because all group members become involved—creating a sense of unity andappreciation among the group.DownsidesAlthough there are upsides to democratic leadership, there are a few downsides aswell. Sometimes group members may not have the necessary knowledge or skill set tomake a significant contribution to the group which can ultimately lead to unfinishedprojects.  Democratic leadership is an engaging form ofleadership that encourages participation andcreativity among all group members including theleader. It works best when group members are drivenand eager to complete tasks.  President  Dwight  D.  Eisenhower  
  14. 14.    14On the following pages you will find a case study for Mr. JonathanGandhi, a young entrepreneur in the process of starting his own hotelbusiness but is struggling to sustain respect and leadership amongstseasoned professionals. The following information is a solution providedand presented by APEX Consulting in hopes of establishing andsustaining leadership among experienced professionals.______________________________________________________________________________                  Associate  with  Colleagues                                        Prove  Commitment                                        Establish  Credibility                                            eXpect  Adversity  Establishing Sustainable LeadershipMr. Jonathan GandhiMay 6, 2013
  15. 15.    15May 6, 2013Jonathan Gandhi1700 Bassett St, Unit 2121Denver, CO 80202-1946Dear Mr. Gandhi:It was a pleasure to meet with you this past Wednesday to discuss your exciting businessendeavors and current difficulties as a young entrepreneur. Below you will find that we haveprovided key suggestions that we feel are essential to the longevity of your business, as well asyour personal growth as a sustainable leader.In reviewing your case, we identified several areas of weakness that may currently prevent youfrom being an established leader. Given your young age, it is automatic that older leaders maygreet you with apprehension. Unfortunately, this may occur for good reason. The Wall StreetJournal found that 75% of start-ups fail within the first year. In addition to having gonethrough 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 asarrogant or overconfident. These qualities, many of which are out of your control, canultimately cause unintended harm to your project.Forming genuine, lasting relationships are critical to the success of your company. You mustharvest open, honest friendships with your employees, clients, and vendors that allow you totruly understand who you are working with. Remember that over-communicating is alwaysbetter than under-communicating. There is no harm in ensuring that your directions arereceived and understood.Conflicts are to be expected, and even encouraged, in the work environment. The solution issimple: conflicts must be constructive. Keeping an open mind, listen and collaborate withyour team. To further establish credibility with these team members, launch a routine. Set upbi-weekly calls with contractors or take individuals out to lunch once a month. Setting up aroutine will prevent miscommunication and will ensure your project meets deadlines. It willalso demonstrate responsibility and a commitment to this job.It was noted in our conversation that you were having trouble obtaining capital to fund yourbusiness venture, as banks see you as a high-risk client. We feel that rather than goingthrough banks to finance your project, you should consider angel investors. Though you maysee this as not being ideal, this solution allows you to prove credibility with banks andfinancial institutions. It establishes yourself as a business entity and eliminates the high-risktitle 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
  16. 16.    16The Real DealThe Real Deal is a value defining exercise that begins with a unique deck of cards with60 different life values on each. It quickly and simply pinpoints what really makes youtick—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 whythey make me an attractive employee.1) Achievement- I love the sense of achievement I gain from completing a difficultproject. After putting in countless hours of meticulous work and viewing thefinished product, the feeling that I have achieved my goal is priceless. It givesme 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 familymember, college friend, or fellow employee, you never know when you maycross paths with those people again. It is extremely important to me to not onlyestablish genuine relationships but maintain them as well. When times gethard, I look to the relationships I have built in my friends and family to keepme going.3) Excellence- Every project and assignment that is pushed my way I complete tothe upmost excellence. The way I see it is if you don’t complete something thatyou are proud of and put 100% effort in to, why turn it in at all? My work andactions are a reflection of my character and I want my character to sayexcellence.4) Opportunity to innovate- Being one of nearly 20,000 students here at Cal Poly itis easy to get buried in the masses. That is why I value the opportunity toinnovate. My mind is constantly thinking of different ways to approach projectsand situations I might be placed in so I can differentiate myself from the rest ofthe Cal Poly population.5) Trust- As I grow older and become wiser, the meaning of trust becomesincreasingly defined. Trust plays an integral role in everyday life and definesnot only who I am associated with, but also who I am as a person. I have foundthat being a trustworthy person, other values such as respect and responsibilitycome with it.
  17. 17.    17Adversity QuotientYour AQ is the lens through which you see and navigate life. It represents yourpattern of response to adversity, and even life in general, that activates in your brainwhen you are confronted with difficult or challenging circumstances. The AdversityQuotient Profile is the most widely used gauge in the world on how individualsrespond to adversity.My overall CORE score of 133 falls into the below average range; however, I look atthis score as a challenge to prove to myself that I can face adversity by making thefollowing 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 caninfluence difficult situations.• Although my AQ score of 29 falls in the below average range, there are manyways that I can improve the way I control situations such as focusing onsituations I can control and gaining confidence and momentum from them.  Ownership (45) –The O dimension measures the extent to which you tend to stepup 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 anormal but not perfect level of responsibility. Ways I can improve this score areby recognizing small situations that are easy to improve and working my way upfrom there.  Reach (32)  –The R dimension assesses the extent to which you let a setback in onearea of your life reach over and affect other areas.  • My reach score of 32 also falls into the average range, signifying that I havesome difficulty controlling the aspects of life that adversity affects. However,when adversity strikes, I can think of the personal strengths I have that enableme to combat adversity.  Endurance (27)  –The E dimension of your AQ assesses how long you perceive adverseevents will last or endure.• My endurance score of 27 falls into the below average range, however I amquite confident I can bring my score up. I can simply take specific actions thatwould help reduce the duration of the adversity that faces me.
  18. 18.    18Statement of LeadershipAlthough my time in Business 270 is coming to an end, my journey toleadership is steadily ascending. This program has been, above all, a growingexperience that I can build off for the rest of my life. Through the various activitiesand 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 leadershipphilosophies that I base my ideals and values from: people-oriented leadership andtask-oriented leadership. These two leadership styles compliment each other nicelybecause one deals with the relationships leaders have with their group members andthe other deals with assigning and completing tasks given by the leader. Building andmaintaining relationships is imperative in a group environment because it motivatesgroup members and makes them feel as if they are part of something important. Thetask-oriented style of leadership is critical to use hand in hand with people-orientedleadership because it ensures deadlines and responsibilities are met. Ultimately, Ibelieve a balance of the above leadership styles suits me best and I will be able tothrive in a work environment that displays these styles of leadership.I have picked up a plethora of leadership skills throughout my time inLeadership Summit that pertain more to just the classroom. The AQ Profile hashelped me accept and correct the issues I face when adversity strikes. By the end ofthis year, I would like to see my AQ score rise over the average of 154. I believe that byworking towards this goal, I will be able to better utilize my intelligence and workethic 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 fellowclimbers who have assisted and inspired me in becoming a better leader, and mostimportantly, a better person.Until next time,Phil Iacono“Leadership and learning are indispensable to each other”- John F. Kennedy