Leadership Self Analysis

The leadership self-assessment above indicates own leadership strengths, specifically interpersonal skills. These skills include verbal and non-verbal communication, negotiation, problem-solving, and assertiveness. As a matter of point, interpersonal skills build strong working relationship among employees, hence, improving efficiency in management. Besides, political skills help to manage the organizational politics and reduce workplace conflicts (Hersey, Ken, and Dewey 15). However, self-assessment indicated some weakness in analytical and drama fairness skills that needs development.

In order to demonstrate my leadership development, I will complete an assessment of my personal leadership styles and behaviours, as evidenced through a series of validated self assessment methodologies and tools. My self reflection will include a summary of leadership strengths and weaknesses, in

This work is part one of an ongoing communications portfolio which will be expanded upon weekly. Barrett (2011) describes leadership communication as “the controlled, purposeful transfer of meaning...” (p. 6). The following is a self-assessment (Barrett, 2011, pp. 407-411) which will help gauge my current leadership communication abilities. Each area will be answered with either excel (master of skill) , competent (acceptable but could improve) or need to develop (needs attention).

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 “new” leadership driver self-assessment tool was mostly accurate in evaluating my leadership style. I found that the overall scores in the four categories reflected my strengths. The tool also pinpointed specific points regarding my leadership abilities.

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 first year as a Peer Leadership student, I have learned crucial life skills that I hope to carry with me for the rest of my life. At the beginning of August, I did not really know what to expect. Over the course of the year, I have gained courage, which I never had, leadership, and most importantly patience.

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

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

Leadership is based on a complex interaction between the leader and the existing social and circumstantial environment, i.e. the current team and project characteristics. With continuous changes in team and project structure, the leader is expected to modify his/her efforts accordingly in order to ensure efficiency and success. Therefore, leaders find themselves in a never-ending learning experience during which adjustments in leadership style will not only be required, but will have to be sought and actively embraced. Such a constant evolution and progression of one’s leadership style also involves continuous self-assessment in order to evaluate the past and current performance and consequently improve the future leadership potential. The following four paragraphs aim to identify and discuss some of the major benefits that leaders will have when engaging in an honest self-assessment process, but will also highlight typical pitfalls in self-evaluation.

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.

From the result of my Leadership self-assessment I can see what my areas of weakness are and my strengths. I scored a 75 out of 100, which, to me was not really what I thought I would score. I feel secure in a leadership position, and I feel like I know how to push people do better. Out of the teamwork section of the quiz I found one question a bit strange, the "when working in groups I am more concerned about the team's grade not my own". I answered disagree. The reason, I feel as though to be a good leader I have to personally focus on the grade. This is not to say I do not think of myself as a team player, I believe that if I care and I am doing it for myself I will be more motivated. It also means I will keep stress at bay, because I am

The results of the self-assessments are not consistent. According to the Authentic Leadership Self-Assessment, I rated low on self-awareness. This is due to my inability to recognize my strengths and weaknesses. I did, however, rate high on internalized moral perspective, balanced processing, and relational transparency. Next, the LMX 7 Questionnaire, I rated high. This questionnaire was given to my supervisor and one of my followers. The results of my Path-Goal Leadership Questionnaire, I rated average in all leadership styles. I rated highest in the directive style. The Skills Inventory Assessment resulted in a high score in technical and human skills, and moderate in conceptual skills. Having a moderate score in conceptual skills results in my inability to see the goals of the organization. I should familiarize myself with the organizations aims and objectives and align my goals with theirs. Furthermore, the Leadership Trait Questionnaire scores averaged between a 3 and 4, the highest scores being in dependability and friendly.

During the past ten weeks, I have strengthened my concept of what constitutes effective leadership. Importantly, it is a leadership style that maximises the contributions of followers to achieve the desired outcomes for the organisation they represent. As Nanjundeswaraswamy & Swamy (2014, p.57) explains, effective leaders need to balance the drive to achieve a task with managing relationships. Therefore, it is essential for good leadership to not only focus on the task but develop, motivate and empower team members to strive for the achievement of task goals.

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.