Creating a Plan for Positive Influence

As revealed by my personal Life Styles Inventory (Figure 1), my primary thinking style and back-up thinking style were Conventional (4 o’clock position) and Affiliative (2 o’clock position) respectively. There are many ways in which both the Conventional thinking style and Affiliative thinking style manifest in my life and work, none of which were all that evident until I explored my personal Life Styles Inventory. As stated in the Life Styles Inventory, my primary thinking style, the Conventional Style “measures our tendency to act in a conforming way…representing a preoccupation with adhering to rules and established procedures, maintaining a low profile, and

The first section of this paper details the elements that a personality type assessment typically measures. The second section contains discussion on the personality type assessment of the author of this paper. In the third and last section, the author shares how his personal assessment outcomes could affect his work relationships with his colleagues.

Actions that a leader can take to create a climate for change and encourage risk-taking is to listen more to others instead of telling others what to do, recognize those who are taking risks, reward positives as well as failures, ask others their suggestions, and set goals for new innovations.

In today’s business world, one of the most important contributing factors to the overall success of an organization is the effectiveness of their leadership. Effective leaders carry with them a strong skill set along with a broad knowledge base gained from experience that allows them to effectively and efficiently manage change initiatives. An organization that possessing an effective leadership team is more likely to experience success, especially it comes to creating effective change. The leaders’ role is crucial during a change

Truth is, every leader is going to bring change; it’s integral to your role as a leader. Knowing how to do it well is probably one

Leadership is important within in the Marine Corps because it serves as a path of guidance for subordinates to follow and emulate. There are many traits and principles that are taken into consideration when describing a great leader however; there is always room for leadership improvement no matter how great an individual may be. The leadership principle: know yourself and seek self-improvement, is one that is significantly lacking most amongst the noncommissioned officer ranks because, leaders are failing to check personal attitudes, participate in self-reflection, and aren’t willing to admit and learn from failures and weaknesses. By adhering to this principle it would certainly benefit the noncommissioned officer in meeting the obligation that the Marine Corps expects from its leaders. To begin, one way to effectively change one’s leadership positively is by examining one’s own attitude.

Next, my backup personal thinking is Approval style, passive/defensive cluster, is about people sets goals that please others, support those with the most authority, agrees with everyone, and reluctantly deals with conflict. I totally agree with this score. According to LSI result, the approval scale measures our need to be accepted by others to increase or sustain our feeling of self-worth. I think dependent and approval styles both are similar to explain me. I like to work many people but I will be a good listener. This might be cause from I don’t like to read since I was young until now. I want to change myself to be a good reader, so, I might have more knowledge to discuss, suggest, and participate with others people.

My personality type according to the KTS-II assessment is Artisan. As an Artisan, I seek constant change, adventure and enjoy taking risks (Kiersey, 2015). The assessment aligns with an extroverted personality. An extroverted person is outgoing and talkative, often enjoys being the center of attention. An extraverted leadership skill is to focus one’s dominant characteristics on empowering and motivating the team rather them oneself. An extraverted leader is more likely to express charisma, provide intellectual stimulation and individual consideration to their coworkers (Grant, Gino, & Hofmann, 2011). Being free willed and seeking risk can conflict with opposite personality types, such as those who seek safety and certainty. Understanding

Within my organizations, our current leadership challenges are not easily solved for, but doing so is critical to changing our decreasing engagement. Without leadership adopting the same values preached to the larger audience our company will struggle to stay united. Richard Johnson postulates in his article on Leading by Example: Supervisor Modeling and Officer-Initiated Activities, “leaders could gain followers by taking actions that supported the greater good of the organization, so long as the leader’s actions were observable to the rest of the team members” (Johnson, 2015). This then is vital to our ability to solve many of the issues noted above. As a director, I am in a position to not only be an example to those that work for me, but for those that work around me. I believe that the ability to lead others is not dependant on a title, but on the relationships. The ability to influence others is critical to effecting positive

Although leadership traits can be studied from textbooks, the best way to adopt good leadership traits is to follow an example of positive leadership. In my career, I’ve been very fortunate to have had numerous positive role models on which to model by own behavior after.

After reading the information about my style (C/DS) I feel it accurately describes many traits I possess. The traits that stood out the strongest were mainly traits associated with Cautious but I can also see how the Supportive and Dominant traits influence my personality. The hardest part was to weight how strongly the two secondary traits influence my main trait of Cautious. It was interesting to know only 15% of people have two secondary traits that support and influence their primary behavior trait.

The Type C personality is formed by a number of attributes drawn from Type A and B personalities (Schafer, 2000). Individuals with the Type C personality encounter challenges head-on with success and vitality. Several qualities exhibited by Type Cs include their inspiring self, optimism, impulsive nature, and their vigilant focus (Schafer, 2000). The Type C model, developed by Robert and Marilyn Kriegel (1990, as cited in Schafer, 2000), categorises three patterns; challenge, confidence, and control, which closely resemble the three Cs of the hardy characteristic discussed below.

People with the steadiness style are "slower-paced and relationship-focused. They are also open and indirect, relatively unassertive, warm, and reliable,(assessment survey). They like to know how others feel about decisions they had made and tend to avoid confrontation. Personal relationships are high priorities for the steadiness style. People with this behavior style have a strong tendency to

Leadership is about change which can be one of the toughest aspects of any leadership position. The best tool for leaders is to understand the predictable sources of resistance in each situation and then strategize around them.1 Smart leaders invite others into the planning and allow those affected by change to make choices. A leader, must identify the problem, choose the best method to change, develop an alternative solution to the problem, implement the selected alternative, and finally evaluate the decision outcome. Post implementation evaluation determines whether the problem has been fixed as a result of the changes or not, and what improvements are needed for the changes to be more effective.

The impact of leadership style in the change process of an organization influences the performance; Leadership as stated by Martin, Liao and Campbell (2013) remains one of the most consequential contextual influencers of employee performance. Latson (2014) elucidated that some leaders may have the best intentions, but the impact will not be in alignment with the intension. But leadership trait is the ability to inspire, motivate and engage the followers to make the inspired vision happen beyond their normal capabilities (Mendez, Munoz & Munoz 2013). A change is the most frequent phenomenon of today's reality and a good understanding of how to manage the change process is very essential; Change is translation from one state into