Leadership - Self Assessment Is A Important Factor For Every Individual

Keirsey’s temperament theory, there are four temperament groups which describe human behavior such as artisan, guardian, rational and idealist (Keirsey Temperament Website, (n.d.)). These four temperaments groups can be further subdivided, often referred to as “Character Types” (Keirsey Temperament Website, (n.d.)). Thus, there are now four types of each group of artisan, guardian, rational, and idealist. Therefore, the result of this test is a four-letter abbreviation of the test taker’s dominant personality type. In which, these four letters can help an individual to view themselves and others and how to interact effectively. In this case, based on Figure 1, the personality type result of this test indicates that the test taker is a guardian. According to Keirsey Temperament Sorter (Keirsey Temperament Website - Portrait of the Guardian (SJ), (n.d.)), the one word that best describes a guardian inspector is being dependable. Guardians can also be described as a hardworking, helpful, dutiful, with a very strong work ethic that can take them far (Keirsey Temperament Website - Portrait of the Guardian (SJ), (n.d.)). For that matter, based on Figure 2, by using the four letter abbreviation, the guardian mentioned is categorized as an ISTJ that stands for introverts, sensation, thinking and judgment. According to ISTJ Strengths and Weaknesses, (n.d.), an individual with ISTJ has some strengths as follows: honest & direct, strong-willed and dutiful, very

As an officer in the United States Army, it has been imperative for me to understand every facet of leadership and why it remains important to be an effective leader. During this course, I have learned some valuable lessons about myself as a leader and how I can improve on my leadership ability in the future. The journal entries along with the understanding of available leadership theories have been an integral part of my learning during this course. For all of the journals and assessments that I completed, I feel it has given me a good understanding of my current leadership status and my future potential as a leader. All of the specific assessments looked at several areas in regards to leadership; these assessments covered several

Unit 1 Assignment Leadership Style and Personality Assessment Anioushka G-Saint Cyril HA510 Professor Yu-Wei Yang August 4, 2015 There are many leadership styles and is important to know which style you are. There are many ways one can learn their leadership style, for example, through assessments. Knowing your leadership style will help you become a better leader. Although there are many leadership assessments our text discussed four assessments that can give insights into building blocks of personality most commonly identified by peers, subordinate employees, and supervisors (Ledlow, et al, 2014). These assessments include: Hemisphere Dominance assessments; Jungian assessments; Vark test; Struder Group; Price Group; and many

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.

  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 California  Department of Education (CDE) and aiding others in finding their financial independence, while my long term goals  are to become an elected official, create policy, and serve my community in a manner that inspires others to serve  their communities as well.  This plan incorporates my total leadership experiments as opportunities to overcome areas of concern  and become a more holistically empowered leader. These areas of concern are time management and organization  and education policy knowledge and skills.  Knowledge gained, self assessment, and discussion of experiences  While I have always seen myself as an introvert, a variety of data stemming from assessment results and  feedback from others have resulted in my reconsideration of my identity. When identifying my core leadership  value of shared identity, I realized that being an extrovert was an integral part of operationalizing that value. The  implied moral and normative aspects that oblige a person to treat others as fellow human beings and equals  requires interaction with others. This results in a genuine, people‐centered orientation where people engage in  service of others around them and are committed to their communities. Among friends, one must be an  transformational leader and community organizer. As foot soldiers, they must be reliable, and the ones who step  forward to volunteer. They must be quick to lend a hand and share their skills and knowledge freely (i.e. by  teaching children, working with the less fortunate, or facilitating community workshops, etc.). They must help with  a big, free smile. This leads to loyalty, commitment, and perseverance.    2  Shared identity manifests itself in an interpersonal value of shared perception, or knowing through  feeling. This compliments shared identity. It is a participatory process, where emotions tend to be experienced  mutually. Heightened sensitivity and the ability to read body language are good survival tools in a society where  not all social interactions are carried out with words. Here, only carefully feeling out one another can help us  navigate the ambiguities of life’s encounters—like knowing when to join a group or how to blend in with people.  Connectedness, however does not equate with collectivism and the subjugation of an individual to the  group. I also value freedom, the idea of self‐determination and self‐actualization. The concept of having agency  and the ability to positively influence those around you is incredibly important to me. Autonomy, the  independence to make one’s own decisions is essential for progress. Rather, shared identity and perception is the  emphasis of the whole plus its isolated parts and on blending and collaboration, as well as how to enhance and  support others. It is important that people pool their strengths and achieve common goals by working together, by  sharing surplus, instead of hoarding and racketeering. We must make sure the heart is also full, not just the  stomach or the bank account.  These values stand for an organic concept of the world. They thrive on basic connectedness—of person  with person, of person with nature, of person with the unseen spirit worlds and, ultimately, of person with God.  For these values, the most impactful and supportive leadership topics were emotional and social  intelligence, the effect of gender on leadership, authentic leadership and self‐monitoring, leadership ethics, and  personal development. These topics intersect to create the platform upon which sustainable, transcendental  leadership can spring forth.  My value of shared identity is one that seems strongly interconnected with emotional and social  intelligence. Emotional intelligence can be divided into two dimensions: (1) non cognitive self‐management  personae; and (2) social dexterity (Wakeman). Similarly, social intelligence contains seven components: (1)  empathy; (2) attunement; (3) organizational awareness; (4) influence; (5) developing others; (6) inspiration; and (7)  teamwork (Goleman and Boyatzis). In order to create and develop a shared identity and a shared perception  between people, one must demonstrate high emotional and social intelligence. The social intelligence quality of 

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.

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

Self-evaluation or “self-leadership” (Runn, 2011) forms a critical part of a leaders repertoire and some key blocks of the foundation for this persons leadership. If someone can ultimately say that they fully understand themselves, they will find it much easier to understand others around them.

Self-Assessment and Reflection Ayofemi C. Cassell Grand Canyon University: UNV-605-0500 Leadership and Organizations 14 January 2015 Self-Assessment and Reflection Self-Awareness, self-concept and emotional intelligence are effective managerial concepts that will result in leadership success. According to Stanford University, having these soft skills are indispensable traits that good managers should develop to be successful leaders. Managers strive to become aware of who they are, what their values, attitudes, skills, and abilities are. These values drive them to achieve and will eventually result in them become more effective. (Showry & Manasa, 2014, p. 15)

* A correct and appropriate description is given of two or more issue that will influence the choice of leadership styles or behaviours in workplace situations although the description may be limited and the links to workplace situations may be more understood than clear (criteria for

Strong and effective leadership is one of the most significant factors in determining the success and durability of an organization or group (Huber, 2014). A health care professional that is able to identify their own style of leadership can develop their unique characteristics and skills and become a better leader,

Reflective Review: M5.29 ASSESSING YOUR OWN LEADERSHIP CAPABILITY AND PERFORMANCE Learner Name | Anton Farrugia | Centre Name | Mdina Partnership | Centre Number | R28231 | Learner Registration No | N51233L41611-08 | Introduction 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.

The Trait Approach was the 1st systematic attempt to study leadership. In the 20th century it was known as the “great man” theory. This approach takes a look at the leaders personal attributes such as but not limited to: motivation, energy, intuition, creativity, persuasiveness and foresight. Some of the traits that are essential to this list include: intelligence, self-confidence, determination, integrity and sociability. Thus it focuses mainly on the leader and not on the followers or situations. The strengths of the Trait Approach includes: 1) it is intuitively appealing, 2) it has research to back it’s theory, 3) it highlights the leader, 4) it identifies what the traits of a leader should have and whether the traits we do

How useful is the Trait Approach to Leadership 1. Introduction Leadership defined as position (power and responsibility relation) or person (personality traits) or result (outcomes) or process (Grint, 2010). Person-based leadership resonates with the traditional traits approach. Trait theory, as the name gives away, is an approach to identify human personality and

In the research carried out by Bass (1990), they found out that trait leadership theory believes some people are born to lead because of their personal qualities, while others are not. Trait theory also suggests that leadership is only accessible to the chosen ones and not available to all. In the past researchers focused on traits that were able to measure such as physical characteristics, aspects of personality and aptitudes. The current trait research has pointed the focus to more specific traits like stress tolerance, energy level, emotional maturity, integrity and self-confidence. Reviews of the trait research have found all of the above traits to be related to managerial effectiveness Bass (1990) and Marques (2010). When looking at the results of