Leadership Potential Self Assessment

Assessment tools can be a good start for individuals to assess their leadership characteristics and skills, such as Grossman and Valiga’s Leadership Characteristcs and Skills

In order for someone to be an effective leader, one would have to bestow certain skills and characteristics or some can be obtained over a period of time. Various assessments and questionnaires are designed to measure and give insight on certain skills or traits an individual may have. Some of those assessments include the skills inventory, leadership trait questionnaire, style questionnaire, leadership questionnaire, least preferred coworker, path goal, LMX, and the authentic leadership self-assessment. By conducting these questionnaires and assessments, not

The road to becoming an exceptional leader while rewarding, is one filled with numerous challenges. Developing the necessary skills required in order to successfully lead others is a life-long process. In this paper, I will discuss in details my leadership qualities. I will include results from my Seven Habits Profile, evaluate my strength and weaknesses and adopt leadership theories that will help guide my self-evaluation. In addition, I will analyze proven theories that will help me address skills, weaknesses, and behaviors in my leadership skills. These theories-based changes will help form and guide my set of SMART goals. I will draft a plan for success in my journey towards becoming a great leader.

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..

In completing the Leadership Skills Questionnaire, I realized that I ranged from moderate to very high. This questionnaire definitely highlighted my strengths and weaknesses as a leader. In beginning from the results from my administrative skills, I scored a 23 out of a possible 30 points. This scored helped me understand that I range high at handling a wide variety of responsibilities as a leader. As I think more deeply about this score, I believe that it is important to have a high range for the company will operate much more fluently.

I am a very goal oriented person and will help people to achieve my goal or theirs if I can. Everything I do is because of a goal that was set either by myself or by a situation. I’ve had many times in my life where that has served me well, but at times it has also created a moment of loss of understanding.

After completing the leadership strengths assessment, my two strongest results were Influencing and Strategic Thinking. I have worked in the Sales industry for the past 7 years and one aspect for my success has always been with the capacity to influence the clients to do business with me and my firm. My personal mantra when working with clients is the adage of treating people as family. The client has the opportunity to experience this with each time we work together. Furthermore, each scenario must have an optimum result one is interested in reaching. In order to accomplish this task, Strategic Thinking needs to be involved as well. To reflect from the previous question; I would have an open dialogue with the group. Furthermore, once we would

Emotional and social intelligence has the greatest influence on the health care leader competency of communication and relationship management. “At its core, the communication and relationship management competency is about how clearly leaders understand the people they work with and how effectively they use that knowledge in building high-performance working relationships.” (Garman, 2006, p.291) This competency is focused on the workplace relationships. As we have learned in this course, social and emotional intelligence is essential to be able to build these healthy relationships and to have the greatest influence on our co-workers and staff.

Personal Assessment and Leadership Development Plan  Introduction  The focus of my personal assessment and leadership development plan is to denote the values, beliefs,  thoughts, and actions that will propel me into a state of personal fulfillment as a more complete leader at home, in  the workplace, and in the community.   The preparation of this document will result in the creation of a deliverable to be frequently referenced  and used as a reminder of the overall direction and more specific strategies to achieve my personal and  professional hopes, dreams, and aspirations, as well as put into place a foundation for facilitating leadership  development in my communities. My more immediate aspirations include being promoted at the

I scored an eighty-seven (87) on the How Good Are Your Leadership Skills? Self-assessment quiz, which rated my skills as excellent. This score was not surprising to me because I’ve worked hard to become the best leader possible, and leading people is something I enjoy. Motivating people to achieve or surpass a particular goal is rewarding to me.

During my relatively short time with my present company compared to that of many of my colleagues I have seen numerous changes in the senior management structure that has resulted in differing styles of leadership over the years from Autocratic to

In this review, my own organization’s leadership capabilities and performance will be assessed. This review will be based on Computime Ltd organizational structure and I will be showing my own understanding of the leadership styles within the organisation, reviewing the effectiveness of my own leadership skills but also discuss the adoption of an effective leadership style to motivate staff to finally meet the organizational values and goals.

I also believe that an effective leader plays a significant role in promoting and molding individuals’ readiness as it relates to motivation and commitment. As such, I developed my leadership assessment with these points in mind. The assessment focuses on 14 attributes that I believe are important not only for a leader to be successful within the parameters of the SLT, but for most any leadership model adopted by a successful leader in the modern business environment. The assessment was completed by Bobby, my manager of nearly six years, and by Katrina, my highest-ranking direct report of nearly four years. Each was asked to assign a candid rating to each attribute using a one-to-ten (worst-to-best) scale as well as to make notes or offer any suggestions so that I may incorporate it into my leadership style in an effort to improve the areas of weakness and become a better leader. In addition, I did a self-assessment using the same criteria. It should be noted that while Bobby offered both a ranking and narrative feedback, Katrina completed the assessment using the numerical ranking only. The results were consistent in some areas and mixed in others, but revealed some valuable information that I can use not only within the context of this course, but also as my career is better defined over time.

Characteristics’ and behaviors of successful leaders are both innate and learned (DuBrin, 2013). Assessing ones personality, cognitive abilities, emotional intelligence, and behavioral characteristics assists in determining the areas in which there is opportunity to increase ones effectiveness as a leader. Utilizing the Humanmetrics Jung Typology Test, the Big Five Personality Factors, in addition to three self-assessment quizzes from the Dubrin (2013) text this paper will discuss the instruments chosen for the self-assessment and their results, personal reaction to the assessments, what the results convey regarding leadership performance, and a summary of the most significant insights gleaned from the assessment.

The first leadership activity titled leadership self-assessment activity, I scored eighty seven. A score of fifty or higher indicates a desire to become a leader and perceived ability to perform the tasks of a required leader (Clark. 2010, p. 3). This particular tool helped me determine the strong features in my leadership skills and the areas I could improve. I feel the survey suggested my strengths are the ability to participate in a team atmosphere and manage the department when I am charge nurse. I work in a recovery room and function as a leader with other members in the operating room including surgeons, nurses, anesthetists and auxiliary staff facilitates the progression of emergency and elective surgeries. I work diligently as a leader to improve the patient’s safety during their stay. It is important to use a team approach in all areas of the hospital, as with limited resources and a hospital moving towards a lean approach; it decreases the financial burden for hospitals, improves safety for the patient and helps utilize all members of the team. It is also important to encourage all staff to engage in decisions and care. Collaboration is a dynamic process by which persons with shared interests work together in partnership or in teams to