Leadership Style Interview for a Company’s Newsletter Resources: The Art and Science of Leadership, Ch. 4 & Ch. 6, Leadership Newsletter Article Template, and Phoenix Career Guidance System™ Milestone 7.8 Informational Interview Select someone in a leadership position at your organization or at a local company where you might seek employment. This individual could be a director, manager, supervisor, or CEO of the organization. View the video in the Phoenix Career Guidance System™ (Milestone 7.8-Do informational interviews) for tips on interviewing a potential employer through an investigative interview. Interview an individual who has a leadership role. Write a 1,050- to 1,400-word profile of the individual that you interviewed for your company’s newsletter, and include the following: Identify the individual and their position within the company, and briefly describe the organization. Interpret the individual’s leadership style based on the Five-Factor personality model, and offer one or more examples of the management and leadership roles of this individual. Explain one incident where this individual had to solve a difficult problem or situation because things did not go as planned. Describe the lessons that she/he learned from being able to problem solve, even when what she/he had been taught did not work. Format your profile in the form of a newsletter (the final format may vary depending upon the company’s style; please feel free to use either the provided template or to check the Internet or Microsoft® Word for additional newsletter templates).​


Organizational Leadership

Student’s Name







Heading: Organizational Leadership


  • The position of the individual at the Company and the overall description of the organization.


Ever imagined what it takes the Chief Executive Officer of any organization to provide for its growth and success? It is a question that everyone needs to ask themselves to get an understanding of what being in the top leadership requires and integrates. Many people often assume that the positions come with an easy task, but it incorporates more than that to make things happen on the ground. An analysis of an organization that deals with consultancy services sought to analyze the CEO of the company to identify the roles and responsibilities that he played with the sole aim of gaining an understanding of what being a CEO entailed. The person at hand goes by the name Oregon Med and is the acting Chief Executive Officer of a firm that covers businesses by providing them with relevant skills and knowledge on business improvement. Being the overall leader within the firm, all the focus is directed towards him to take the company to the next level where it is expected to gain an excellent corporate image among the public while at the same time attract potential clients to do business with them.


  • Traits of the leader based on the Five-Factor personality model


The CEO of the company has some traits that have made him successfully lead the organization towards a higher level of growth that has been witnessed. Based on the Five-Factor personality model, there are identified traits that can be associated with him as he strives to make the business one of the best performers in the region. The model is relevant because it contributes towards job satisfaction in any given organization (Judge et al., 2002). One of the traits evident is that of openness and intellect where it has been proven that the CEO is always informed and creative when it comes to the roles that he plays. He is expected to set the stage ready for the firm to have a sufficient playing ground that will lead towards high leveled success and in this case, being creative is one trait that should be evident as the CEO strives to come up with quality decisions. The chief executive officer of the business has worked for other companies at the same level for a couple of years, and this highlights a set of experience that once applied to the firm can take it to higher levels. The creation of the vision falls under the mandate of the CEO, and the long working experience is good exposure towards having the ability to create an excellent vision.

Notably, conscientiousness is an essential trait that is associated with the CEO, and there are expectations that he is characterized by high levels of self-discipline as it is the case for the research at hand. The identified overall leader of the firm at hand seeks to have self-discipline and also acts dutifully to fulfill the mandate that he has gotten awarded which also means that he is highly dependable. At the same time, he is always keen towards high success rate of achievement and success, and this is based on the ability to plan early in advance and not just being spontaneous especially when making critical decisions. The CEO is expected to oversee and deliver the performance that has been set through a consensus, and there is no room for failure since all eyes are directed to him to take the firm to greater heights.

The CEO is an extrovert in the sense that he has positive energy as well as emotions when it comes to the manner in which he carries out his duties and responsibilities. Emotional intelligence is one of the ways that any leader can guarantee success (Goleman et al., 2013). Also, he is sociable, and this has enabled him to create a working culture that is appropriate and where the workforce have established good working relationships with each other. The fact that the CEO is sociable and approachable had made the workers find an image to emulate hence being able to accommodate each other efficiently. Building a close relationship with the employees will make them open up and report cases that are inappropriate hence have them solved in the right manner (Sekaran, 2006). The energy trait within the CEO has enabled him to successfully pool resources for the firm ensuring that there are no shortcomings regarding resource allocations for the company.

Building the workplace culture falls under the mandate of the Chief Executive Officer, and it is highly integral towards the development of any given organization (Schein, 2006). The CEO of the identified firm above is agreeable in the sense that he is compassionate and also has a higher level of cooperation which has enabled him to drive the company towards overall success and growth. The antagonism trait that is evident in the case of the CEO has created an effective working culture, and this is highlighted by the manner in which he treats his subjects and directs them to carry out appropriate directives. For example, he is social with the employees, and they find it easy to approach him. He does not go about forcefully ordering people to carry out operations by force but does this in a manner that does not make the subjects feel as if they are being dehumanized.

Lastly, the CEO has emotional stability in that he is not often angered or else vulnerable towards prevailing adverse conditions at the workplace. Various forms of anger and depression in the case of a CEO can make the workforce feel that the workplace is not comfortable for them due to the manner that the CEO carries him/herself and consequently treating them. For example, when any worker has failed to complete a task at the allocated time, the CEO takes the time to understand the reasons behind the failure and does not judge instantly until he has acquired an explanation where he later decided it was neglect or a case of unavoidable situations. However, in the case at hand that relates to the CEO of a consultancy business firm, he can manage his emotions, and this has always created a good working environment where workforce can optimally maximize their efforts for productivity.


  • A difficult situation that the CEO had to solve


At one point in time, there arose a conflict between two workers who were having disagreements regarding how to carry out the allocated tasks. Each of them was having the feeling that the other was taking advantage in the sense that one of them ended up doing more work than the other. The CEO got to learn of it and upon doing an underground research realized that the two people were of a different background and that could have been the basis for the disagreements. Workplace diversity has been characterized by significant limitations where some of the workers are finding it hard to accommodate each other (Prasad et al., 2006). The CEO has to summon them, and he identified that the background differences are what was leading towards the adverse situations and he had to make them realize that there was a need to develop closer working relationships with each other as well as adhere to the workplace culture. The two were taken for some workshop that got based on workplace diversity where they acquired relevant training concerning how to work together within an environment that is highly diverse. Such cases had become common in the workplace, and the CEO successfully managed to eliminate the conflicts that were brought about by the high levels of diversity that are evident in the contemporary business world.


  • Lessons learnt based on problem-solving skills.


The Chief Executive Officer managed to solve all the identified problems and learn that nothing is too hard to handle when you focus towards an issue. Some of the things had not been taught to him, but it only entailed him coming up with an approach that would aid in dealing with the prevailing limitation. Creativity and self-discipline are some of the traits that enabled the CEO to eliminate the existing problems. Therefore, there is a set of positive personality traits that are expected to be portrayed by the CEO and focused towards taking an organization towards greater heights. As the workplace gets characterized by high instances of workforce diversity, it is the role of the CEO to find ways of making them co-exist with each other and reduced conflicts among the workers. The corporate image of a company also gets linked to the CEO who is required to adopt effective strategies that can guarantee a corporate image that has the potential to attract potential clients (Kapferer, 2012). Therefore, as the CEO of business, it is for an individual to realize that one has a daunting task at hand and that there is no room for failure but take the responsibility and produce excellent results.





Goleman, D., Boyatzis, R., & McKee, A. (2013). Primal Leadership: Unleashing the power of emotional intelligence. Harvard Business Press.

Judge, T. A., Heller, D., & Mount, M. K. (2002). Five-factor model of personality and job satisfaction: a meta-analysis.

Kapferer, J. N. (2012). The new strategic brand management: Advanced insights and strategic thinking. Kogan page publishers.

Prasad, P., Pringle, J. K., & Konrad, A. M. (2006). Examining the contours of workplace diversity. Handbook of workplace diversity, 1-22.

Saran, U. (2006). Research methods for business: A skill building approach. John Wiley & Sons. Schein, E. H. (2006). Organizational culture and leadership (Vol. 356). John Wiley & Sons.



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