Knowing how someone ticks is an important aspect of my life and when I meet someone as passionate about it we usually click. I only got to work with *Howard for a short period but his effect has been inspiring.  Howard is a goal-setter and organized while deeply caring about the people he works with.  He created a positive environment by learning each of us and nurturing our strengths and pushing us to do more. He was very upfront and honest which some people found to be forward but some people do not like to be pushed or hear about their weakness but feedback it what helps us develop and grow. His goal anytime was to help us become the best in what we already did great. He was a family man and work-life balance was important to him so that clicked with me. Howard used to play professional baseball and helped coach his son’s team, often coming in early so he could leave a little early to catch a game. Although at times he got upset he never lost his temper or lashed out unprofessionally but would only push as a parent scolding at times. As mentioned in lecture an effective leader will “have insight into their own psychological makeup” which he was very aware of his and took time to learn his employees as well (Penn State University, n.d.). The archetype that would best describe Howard is the coach but I believe he resembles a good mix of the most of them.

The coach leadership is described “as a form of people development” and a desire “to get the best out of people” (Kets de Vries, M. F., 2013).  Alone Howard’s background in baseball gave him ample experience in being a team player and knowing how important it is to drive everyone as a whole. He also had many years of experience in the automotive business which gave him chances to grow and absorb knowledge in the field. When he first started he laid out his goals very simply and honest and let everyone know what he expected in return. He always said he would go to bat for any of us as long as we gave him the same effort. We really started functioning as team for the first time in a long while. He guided individuals on how to excel in their strengths and rewarded us different according to our strengths. He looked for advisement from the other managers as well and included everyone on everything. He knew if we all knew the goals and how to work towards them we would function better together.

Being a coach archetype he was able to increase our productivity and performance. We were succeeding in things we haven’t in years and he was always willing to rewards us. If it was a day off to take a breather or grabbing a bite after work he was always willing to say good job. He was also quick to let you know if you let him down and would result in disappointment. It was also dealt with and then moved on, he didn’t hold on to bad feelings. While the coach is great example of Howard I would not say he is pigeon-holed to just that archetype but showed traits of others as well, very balanced. I would also describe him as the strategist as he had good vision and goals of where to take us and a plan to do it, all he needed was our support and effort. He also had strength qualities from the archetypes of the communicator, processor and the builder.

The reason I focused on the coach archetype was for one: it was his strength and two: it is a great quality and skill for a leader to have. I prefer leaders that are willing to focus on the people and not just the tasks. Peter G. Northhouse mentions that in leadership there are two types of behaviors, those related to task and those related to relationship and the better leaders find a good way of balancing the two (2016).  I also picked the coach because I learned a lot from this archetype of leadership. By supporting strengths and teamwork you can get a lot done. To be able to push your employees to their full potential, even when at times they don’t like it and want to quit, seeing the results was inspiring. The sense of accomplishment always went to the person, he never took credit for someone else’s achievement but instead embraced it and used as an example to motivate others. I think some people don’t think they still need a coach in their life after school but I find it to be very useful to have someone cheering you on and pushing you to do your best at any stage in life. I think the workplace would benefit more if we had mentorships. Having someone help guide you along who wants to see you succeed and improve has a lot of beneficial outcomes.

*the real name has been changed to protect privacy.

Kets de Vries, M. F. (2013, December 18). The Eight Archetypes of Leadership. Retrieved February 1, 2016, from Harvard Business Review: https://hbr.org/2013/12/the-eight-archetypes-of-leadership

Northouse, P.G. (2016). Leadership: Theory and practice (Seventh Edition ed.). Thousand Oaks, CA, USA: SAGE Publications.

Penn State University. (n.d.). Lesson 4: Psychodynamic Approach. Retrieved February 1, 2016, from Psychological Foundations of Leadership: https://elearning.la.psu.edu/psy/532/lesson-4/print_view