Human Service Management Style Analysis

My top five strengths are Responsibility, Learner, Discipline, Belief, and Developer. The characteristics of “Responsibility” are following through commitment, take ownership, trust worthy, and make sure the work get it done right. The characteristics of “Learner” is looking for an opportunity to learn and grow. Next, “Discipline” is organized, ordered, and structured. As well as seek for efficiency and plan ahead before the deadline. The characteristics of “Belief” are family-oriented, altruistic, spiritual, value responsibility, and high ethics. Lastly, “Developer’s” characteristics is helping others to

2- Taking self-assessments allow for recognition and understanding concerning one-self and the qualities possessed. Various approaches to leadership, decision-making, and personality traits greatly influence communication, motivation and management abilities within an organization. These skills can be learned and enhanced. Understanding how these styles impact others can empower leaders to increase organizational performance and create an improved work environment. Great leaders have impacted our societies and organizations. They have shared necessary guidelines for increasing leadership skills.

After taking the assessment, my top five strengths were identified to be: restorative, empathy, developer, adaptability and strategic (in that order). A person that is restorative enjoys facing new

Once again, I scored evenly among the measures on the Your Leadership Potential self-assessment, answering six questions on each portion of the evaluation as “mostly true”. The results suggest that I am balanced in both management and leadership qualities or capabilities, which doesn’t surprise me as I have worked in management positions for several my past employers and went through a rigorous leadership training program prior to being promoted to a practice manager of a high revenue veterinary practice. In fact, the practice manager position within the veterinary hospital necessitated a wide assortment of skills, including both managerial and leadership competencies. For instance, some of the primary competencies required on the management side of running the hospital comprise of generating and analyzing profit and loss reports, creating a schedule

Many people in this world does not know about their strengths thus they spend most of their life searching what they are good at. Only few people on this earth are able to utilize their strengths to the fullest. Fortunately I got a chance to know about my strengths during the course of my FRX class during my fall semester. The test questioned me about certain general activities and habits that I have. Then on the basis of these questions, it logically gave me my top five strengths. Now as I know my strengths I can work on some specific ones and thus become successful as SUNY Plattsburgh and my later life.

In strengths quest there is about thirty four strengths.The top five I had were Consistency, Responsibility, Futuristic, Relator, and Harmony. These do describe me but, in very different ways. This gives you the revolutionary approach to achieving your goals. Some people may wonder how does taking a simple test describe my top strengths. Especially without testing them physically. I encourage many people to take the strengths quest test. This will show you your strengths and also help you with everyday struggles.

Through careful consideration I believe that I am an authentic leader. Authentic leaders pursue their purpose with passion, practice solid values, lead with their hearts as well as their heads, establish connected relationships, and demonstrate self-discipline. These are all things I feel as though my learning styles fit with. Being an authentic leader I believe it equips me with some very useful strengths, such as;

The strengths listed from my self-assessment were responsibility, analytical, achiever, intellection, and input. I feel that these strengths are fairly accurate when we are talking about my leadership abilities. I am a very responsible leader and in this sense of responsibility has been a gateway to the other strengths that I posses. The other listed strengths I agree strongly with is achiever and input. I do see myself as someone who is always striving to achieve more. Because I am an "achiever" this goes along with the input side of strengths. A

I will base my leadership styles and models off of my personality and the type of leader I aspire to be. The two leadership styles that I connect with the most are, Democratic leadership and Diplomatic leadership. “The democratic leadership style values the input of team members and peers, but the responsibility of making the final decision rests with the democratic leader. Democratic leadership boosts employee morale because employees make contributions to the decision-making process. It causes them to feel as if their opinions matter. When a company needs to make changes within the organization, the democratic leadership style helps employees accept changes easily because they play a role in the process. This style meets challenges when companies need to make a decision in a short period” (Johnson). The next leadership style is Diplomatic leadership. “Diplomats prize interpersonal harmony. They are the social glue and affiliative force that keeps groups together. Diplomats are kind, social, and giving, and typically build deep personal bonds with their employees. They’re often known for being able to resolve conflicts peacefully (and for avoiding conflicts in the first place). Diplomats work to avoid having people feel uncomfortable or anxious. Traditional measures of employee satisfaction are often very high for Diplomats”

Final Thoughts Understanding your behavioral style as a leader is key to improving your leadership abilities and the results that you are able to achieve through others. It is useful for you to identify the pattern of behaviors that you intend to use; however, it is even more important to gather feedback about how your style affects others. I have been assisting my clients in gathering this feedback by using a 360-degree online instrument, The Inventory of Leadership Styles (ILS). They have found it very useful for focusing their development on critical styles to improve their effectiveness at getting results through others. Please give me a call if you would like to explore this application with you or your team.

My chosen leadership style is Charismatic leadership. This style of leadership depends on leaders’ persuasiveness and charm. Charismatic leaders are motivated by commitment and conviction to their goals and objectives. Charismatic leaders are sometimes known as transformational leaders as they share many similarities (In Avolio & In Yammarino, 2013). Their primary distinction is audience and focus. In most cases, charismatic leaders try to improve their status quo, whereas transformational leaders concentrate on changing organizations into the vision of leaders (Zehndorfer, 2016)

There has been debate over what constitutes a leader so there is no wonder that the styles of leaders vary. Leaders must be able to motivate, mentor, coach and inspire others to reach organizational goals. Leadership style is the manner and approach of providing direction, implementing plans, and motivating people (Medina, 2011). All leaders of effective groups have four characteristics in common. First, they provide direction and meaning to the people they are leading and are responsible for keeping team members aware of important stated goals and objectives (Howard, 2005). Second, they generate trust by acting in an honest manner that creates an environment of trust (Howard, 2005). Third, they prefer action and risk taking and are

After taking the “leadership style” questionnaire, I discovered that my result was Steward. According to Murphy (2016),”Stewards are the rocks of organizations. They’re dependable, loyal and helpful, and they provide a stabilizing and calming force for their employees”. When working for someone that has the leadership style of a steward, you get the chance to work for a well put together team. Often stewards have little individual success and have more team success. Some of the most famous people with the leadership style of a steward were George Washington or Mother Teresa. When in the work place, resolving a conflict can be tough for anyone to handle. Stewards value rules and cooperation which means they want everyone to work together as a team and if something goes wrong they want the whole team to jump in and figure out how to solve the conflict. According to Murphy, (2016),” They believe that a chain is only as strong as its weakest link, and they move only as fast as the whole chain will allow”. Different leadership styles can sometimes be confusing for people to understand. With different styles merging together to form a team, leaders have to learn how to treat everyone and their needs. According to Van Wart (2013), “A common perspective in such books is to define leadership by one important aspect, such as the ability to influence others, the ability to change organizations, the

What I took into consideration as true strengths were those characteristics which seemed to have high reoccurrences in these analysis. These traits are as followed in no particular order; knowledgeable, charismatic, good listener, logical, open minded, and fair. Just knowing what ones strengths are is not where the value stands but understanding them is where the real insight lies.

Strengths: Are the internal positive qualities I stand out with others .During my 5 years working experience I have enhanced my skill in computer accounting. Most of my friends say that I am well organized and confident on work what I do.