Graduation Speech : An Achiever

Recently, our doctoral cohort was given two surveys that prompted reflection upon our leadership skills. One survey, the Skills Inventory (SK), yielded some very confirming as well as surprising results while another, Leadership Traits Questionnaire (LDQ) produced results that were not as telling due to the requirements of participation. According to Northouse (2016), “the skills inventory is designed to measure three broad types of leadership skills: technical, human, and conceptual” (p. 67). This measurement was the most effective of the two tools because it produced specific data that aided in insightful reflection. The LDQ’s results were not as reliable because it was intended to be administered to five others including the leader. The Skills Inventory; however, consists of eighteen statements that describe an individual to some degree. Once complete, the surveyed is to add up the scores to specified numbers indicating the skills that one possesses.

The leadership skills inventory is a series of eighteen questions that assess three broad areas of leadership skills, technical, human and conceptual (Northouse, 2016). Scoring of the inventory is interpreted by a score ranging in either the high, moderate or low range. According to Katz, it is important for a leader to possess some combination of skills from each of these categories, however, the higher up the manager, the more

Gallup’s (2017) StrengthsQuest assessment lists my five greatest strengths as competition, achiever, learner, input, and strategic. After reviewing the detailed descriptions of these strengths, I am confident that I can successfully apply these skills to my job as an investigator and further develop my capacity in leadership. Before taking this survey, I was certain that focus would be among my five greatest strengths, but after considering the book’s description of the achiever theme, I am convinced of the accuracy of this evaluation. Outlined below is my interpretation of these talents, their intrinsic drawbacks, and several illustrations of how they have helped me achieve success. I have also included a few examples of how I can implement

The Clifton Strength assessment I took listed my top five talent themes as Responsibility, Achiever, Learner, Focus, and Connectedness. Three of these top five fit into the executing domain; Responsibility, Achiever, and Focus. They deal with working hard and getting the job done. My strategic domain is as a Learner; this skill allows me to think outside of the box and tailor the approach to the specific situation. The fifth theme, Connectedness falls into the relationship-building domain. This is the strength that I feel is most important in my life and would like to continue to develop it throughout my entire life. It is the summation of all aspects and who I strive to be.

That is exactly what I did. I am glad I fought because if I didn't fight I wouldn't be here today to tell you my story that has made me who I am today. Even though I had some difficulties learning in school I didn't get discouraged I tried my hardest and wouldn't give up and because I didn't give up I am currently nineteen years old and about to graduate from high school and have been on honor roll for four years in a row and was inducted into The National Honor Society my sophomore.

Tom Rath began working with a group of scientists in 1998 to start a conversation about our strengths (Rath, 2007). A 40-year study, led by Donald O. Clifton, helped to create a language of common talents, and in 2001, included this assessment into their bestselling management book Now, Discover Your Strengths (Rath, 2007). During their study, they found out that “people who do have the opportunity to focus on their strengths every day are six times as likely to be engaged in their jobs and more than three times as likely to report having an excellent quality of life in general” (Rath, 2007, pg. iii). A major problem with this was a majority of people were either unsure of or unable to explain their strengths (Rath, 2007). When developing StrengthFinder 2.0, the ultimate goal was to build upon your true strengths which take practice and hard work (Rath, 2007).

For this assignment, I have decided to use the leadership trait, skills and style questionnaires. For this questionnaire, I asked 5 different people that know me in different contexts in life, such as personal, school, and work environments. For the majority, I rated myself higher on the traits than my fellow colleagues. On some of the traits however, I was rated higher than what I thought. Overall, I averaged a 4/5 which means that everyone agreed with the traits that were given. For the style questionnaire, I found out that I place more emphasis in building relationships rather than completing tasks. Finally, the skills questionnaire, my leadership skills are in the high range for technical skills, and my human and conceptual skills are in the moderate range.

Having worked in corporate, I have completed a vast number of professional assessments over the years, including the Myers Briggs Type Indicator (MBTI), Strong Interest Inventory Assessments, DISC Profile Assessment, Gallup Strengths Finder and even the more comprehensive executive leadership assessments. In corporate, these are generally performed prior to a promotion or during integration of a merger or acquisition. Initially, my thinking was, these were worthless time wasters; so I put very little stock in any of the broad array of assessments, to which I felt subjected. Surely, proper evaluation had to be more than a game of twenty questions. Across the years, I have saved my results in a small moving box as we have relocated nationally and internationally. I gained a deeper understanding of, belief in and reliance upon the power of assessments. In the last three years, I have sifted through my individual results with a fine toothed comb looking for similarities, consistencies and an underlying foundation on which to strategize the next phase of my life based upon my foundational principles. Interestingly enough, my results across the board, have not changed throughout more than 20 years of completing these assessments. As a result, there were no surprises seeing the result of the MindTools (2015) Leadership Skills Assessment..

According to Richard Step, my top five strengths are faith, purpose, integrity, determination, and risk taking. I am very faithful, because I align my values with the values that are a part of my work place as well as my Christian beliefs. Along with being faithful, I am very purposeful. I like to stay busy and attend any meetings or events that has purpose of me being there. Also, I do not like any slackers. Besides being purposeful, I have a lot of integrity. I stay true to my commitments. I do not like to rush because I value quality. I am a self-starter and require little supervision. As well, I value flawless ethics. Furthermore, I have a lot of determination. I am determined to get things done and improve on the feedback others give me because I value feedback and what others expect from me. Finally, I am a risk taker, because I try new things and don’t worry about the

The achievement gap is a term that has evolved over the past decades to describe

Strategic thinking an area of great strength for me, scoring highest in the areas of Leaner, Ideation and intellection aligns with relationship building and offers a strong sense of people. Being a learner; I enjoy studying others as well as processes. It is difficult for me to just “settle” I must know what it takes; how to accomplish a task; what motivates others and the outcomes of such. Along with this I grow bored easily; I would not do well in a mundane position where the same tasks are required day in and day out.

Leadership Instruments can be classified as a tool that helps an individual assess his or her own skills in context of leadership. The results of the selected instruments can be further reflected on how an individual may apply it for personal and/or career growth. Personally, I selected the two instrument provided, the Leadership Trait Questionnaire and the Skills Inventory. After completion, I found that the Skills Inventory provided better insight on my strengths and weakness in leadership. My personal and career goals are very similar in regards to traits, therefore when discussing the two they will be interchangeable. My results showed that my “human skills” (which scored at high range) is the majority of my leadership skills and conceptual skills (which scored at moderate range) need improvement. My strengths and weaknesses can be further reflected on in regards to my hopeful future in Human Resources.

After taking this Strengthsfinder test, I feel that it was relatively accurate. I absolutely agree with achiever, futuristic and ideation. I can also see learner. Competition is the one that was somewhat surprising to me, but I can see how it fits into my personality. According to this book and these strengths I am a hard-working person who likes to look to the future.

Self-Management: here we are identifying self-confidence, the ability to manage stress, personal creditability, creativity, and flexibility. Likely, an individual may test high in creativity, flexibility, and confidence (Janz, & Mooney, 2000). Whereas, they may score lower on self-starter, and attention to detail. This individual shows strength in an ability to work in a non-conformist business, they tend to approach ideas from a new vantage point, however, they are less likely to pay close attention to detail or begin a project until creatively inspired (Janz, & Mooney, 2000).

In EDCL 5339, Understanding Self, I took the Learning Styles Inventory (LSI). The results showed that my confirmed strengths are Oppositional, Power, Competitive and Perfectionist. I do not demonstrate strong Oppositional self. I tend to keep an open mind and am willing to listen to others’ opinion. Sometimes, I feel I go along with what others want easily. In my close relationships, I am more opinionated than I am with my colleagues. I would like to develop the ability to be more analytical and ask tough questions. I think this is an important skill of a leader. As for my lower Power, Competitive and Perfectionist self, I am content with who I am in those areas. I am a team player and I work well with individuals. I would not want to change a thing. I am not interested in controlling or “one-upping” others. I enjoy working with others and celebrating their achievements, along with mine.