A Reflection On My Leadership Practices And Style

After reading these results of the VIA Survey of Character Strengths I believe it reflected what I also thought of myself. It is not only important to be assessed to have these traits, it is also necessary to let them be incumbent in my personality so as to really captivate the people I have to lead to success.

written originally in 1988 by Stephen R. Covey and was based upon three broad categories of

Each question is on a scale of one to seven one is agree, four being neutral, and seven disagreeing. The first section asks about your sociableness, the second section focuses on your reasoning behind things, and the third section targets your moods. The fourth section relates to your compassion towards others, the fifth section cynosures your attention spanned, and the sixth section focuses on events and your imagination. The seventh section asks about how you deal with people versus productivity, the eighth section discloses your co-operation, the ninth section goes back and reruns imagination again, and the tenth quizzes about how you act in certain

My scores ranging from “good” to “very good” with one “outstanding” for the nine sections that the Seven Habits Profile examines. After reviewing my scores, I became aware of areas that I already have skills and areas that need more improvement.

Over the past 14 years, I have had the opportunity of experiencing many diverse styles of leadership ranging from the enlisted ranks in the Navy to being a commissioned officer in the Army, each experience with its own distinct style of leadership. I find that having such a diverse range of experience contributes greatly to my current position as a Maintenance Test Pilot.

The seven Habit Profile revealed that l rank between very good and outstanding in all six categories and good in 1 category. This indicates l am a very good leader but some areas do need some improvement to make me better leader. The chart indicates main two strengths include think to win-win and seek first to understand then to be understood. I always listen and try to understand my colleagues and friends before we can come up with a conclusion as to what we want to do. Another very strong strength l love to encourage and help people with life issues so they don’t feel they are left out but it create the

In the extroversion dimension, how social, talkative, and assertive I am, the agreeableness dimension, my harmony value, and the emotional stability dimension, how calm, enthusiastic, and secure I am, I score a moderate. On the other hand, in the conscientiousness dimension, how responsible, dependable, persistent and achievement oriented I am, and the openness to experience dimension, how I have a wide range of interest, I score

I agree to the final result of the three assessments. I know that there are no right or wrong answers but I would like to increase my self- awareness. The results will help me to improve my behavior and develop leadership skills. My strongest dimensions are agreeableness, adjustment, and conscientiousness. On the other hand, I have weaker scores on other dimensions such as surgency and openness to experience. For agreeableness traits, I have strong sociability. I like to spend more time with friends than things. Also, I have the ability to work well with other. For adjustment traits, I have good self-control and self-confidence. Lastly, I’m dependable. I’m willing to work hard to accomplish goals. I have high need for achievement and affiliation.

I am in the process of discovering what my leadership style is in one of my master degree classes. I intend to communicate my results from the Keirsey Temperament Sorter, the Ipersonic, the Jung Typology, the Leadership Q and the Gallup Strength Finder assessments. I hope after reading this summary about my leadership style, you will be able to assist and support me in becoming a stronger, more efficient and successful leader that others can look up to

In reflecting on my one specific leadership style is difficult because my leadership style sometimes changes depending upon the particular employee I am leading, the situations I am faced with and what I am trying to accomplish. Being the second in command of a small police agency with only twenty-two sworn officers, as well as six non-sworn employees, they all have small differences from one another. These employee differences vary widely from generational, skill sets, needs, wants and personal motivations. One particular leadership style may work well with one employee I am trying to get to complete a specific task while that leadership style may cause another employee to resist or shut down. I believe one of the true characteristics of a strong leader is the ability to recognize and appreciate the differences between my subordinates and then lead them based upon the style that they will best respond to in order to succeed.

Beginning this task with a profile worksheet took some time. I had to do a lot of self-evaluating and soul searching to score myself in each category. Evaluating yourself is difficult, and it has been a long time since I have done such a deep evaluation on myself. After much thought on my scoring, I completed the profile. The next section reveals a few of my thoughts about the results.

According to Schwartz (1997), Goizueta joined Coca-Cola at a time when the company was in trouble. Slowed by bureaucracy and with an eroding stock price, the beverage maker was slowly loosing its market share to rivals like Pepsi. An inspirational leader, Goizueta was able to turnaround the beverage maker and before his exit, the company had become one of the most recognizable brands in the world. His managerial style as Rowe and Guerrero (2010) point out was more intellectual than hands-on.

This paper is a critique of preceptor leadership methods. I will describe my current preceptor’s leadership style, giving an example of an observed valuable leadership strategy and why I found it to be successful. Shadowed by an example of an observed unsuccessful leadership strategy, how I responded, and a recommended strategy for the situation described. Ending with the type of leader I aspire to be in the future and my final thought regarding leadership.

My parents divorced when I was 11 and my mother left for Europe to be with her family. She definitely moved to USA when I was 16. I was really close to her while growing up so after she left I did not really have a female figure to look up too or to share my worries with. I grew up in the city and I was going to a private school; being the kid without a mother at home made me feel different but that was not something you could talk about in my dad’s house. He is a proud man and he put that pride in us so we had to keep our heads up all the time. Still, I had people talking on my back. I started keeping to myself from there and doing everything on my own without asking anyone help because that is how my dad wanted us to be: educated, successful, proud and independent so we wouldn’t have to deal with failure or rejection. I realize today that as people, we will always need someone’s help at some point in our life, and pride is not everything. It is hard letting go of old habits, but I am trying to be more of a people person because we can also learn from failure and rejection. They are all part of life.

Due to my passive nature, I’ve always avoided leadership roles. With that being said I still aspire to be someone who can be looked to as a leader. In order to reach that goal I observe and try to mimic the actions of people that inspire me. There have been many people I’ve taken orders from, but I have “followed” few. Those are the ones I consider to be true leaders, and have tried to be like myself.