My Personality, Leadership Style

When you enter a room and walk in to a group of people you may not know it but you are demonstrating group leadership skills. These leadership skills have a large range of things you may have to master. Some of these skills well be strengths and some well be weaknesses showing what type of leader you could be in a group. Because of this I am going to go over three of my strengths that I have identified with over time, and three weaknesses that I have identified with over time. My strengths that I want to talk about are becoming aware of your own culture/self-awareness, goodwill and caring, active listening and encouragers. My weaknesses that I’m listing are constancy, openness, and sense of humor. Everyone has strengths and weaknesses. With having weaknesses and strengths it shows us how we can grow by fixing problems with in the weakness and where we are at the time.

In presenting a theory about myself as a leader, I will attempt to draw conclusions about my strengths and weakness as a leader based on the things learned in this class. I will speculate on a reflective leadership best-self-portrait through my work experiences that draw on my interpersonal resources for vision. Recognizing my talents and shortcomings will help develop both micro and macro levels of resource development needed to reach my full potential.

Solving My People Puzzle Phase 1 involves discovering my personality. This paper will bring to light how I operate through the descriptions that are provided, throughout this paper. Part of this assignment, I had to submit a survey to at least two of the people who knew me best and they had to describe me based on the questions that were on the survey. I also had to participate on an online assessment and disclose its results. This journey of discovering me, made me come face to face (according to the assessment), the “me

Leadership goes beyond management, for some, leadership is instinctual and pours over into your personal life. This paper will discuss a leader I admire in my personal life, and analyze their leadership style. I will discuss how that leader has influenced my leadership style, as well as how things like environment and the economy affect my leadership approach.

A leader I admire, whether real-life or fictional character from the television, the movies or a book, will be identified. Leadership theories will be used to evaluate my selected leader to determine what characteristics and leadership abilities helped this leader become successful. I will also include an evaluation of my own leadership style and identify what my individual leadership characteristics are. The plan will be developed to improve my leadership style based upon the findings of my chosen leader’s leadership style compared to my own.

It is hard to identify a particular “Legacy Leader.” It is especially difficult when I cannot definitively state who I am as a leader. Everyone knows what qualities a Soldier should hold. Most have the desire to be of sound mind and judgment. I always put the troops and the mission first, no matter what the consequences. Primarily, those qualities came from one of the best platoon sergeants I have worked with as a Soldier and a Noncommissioned Officer (NCO). Sergeant First Class (SFC) Michael Habel always did what needed to be done for his Soldiers and to get the mission done. He is unquestionably the driving force behind who I am as a noncommissioned officer.

"Where there is no community, trust, respect, ethical behavior, it is difficult for the young to learn and from the old to maintain" (Sendjaya and Sarros, 2002, p. 68). The founder of servant leadership, Robert K Greenleaf; believes that every person ought to own values that could support and guide others. Greenleaf 's theory "the servant leader is a servant first; it begins with the natural feeling that one wants to serve" (Dierendonck & Patterson, 2010). In order to serve, people must comprehend values, which are a person 's ethics of behavior shaping his or her vision. In addition, values could be distinct from taking the survey created by Milton Rokeach; which consists of the most important morals and beliefs and how it influences people, organizations, and society (Johnston, 1995). Furthermore, servant leaders have personal models of leadership; which are the advancement of personal growth and values. My personal model of leadership reflects and creates a purpose on my values and belief, which are trust, responsibility, equality and loving; demonstrating how it impacts an individual, interpersonal, organizational and societal. In conclusion, once people comprehend their value and decide their personal model it will define them as a servant leader because it does not matter if it is today or tomorrow, the values will then have the same principles (Lee, Fabish & McGaw, 2005).

Before this lecture and assignment I never gave it thought about different leadership styles and what type I have or will deal with in the past, present, and future. This paper also gave me chance to break down how I’m a different leader depending on what situation I’m put in. As of right now it would be difficult trying to put my leadership style because I’m always in different positon that allow be that to specific leader. Right now I’m in a great position that allow me to lead other in the direction that benefit them and the

Who exactly would be considered a “Guardian” be in today’s society? The image of a knight comes to mind, armor clad and wading mindlessly into battle. How exactly does that apply to me, a 26 year old bookworm with a flair for the artistic? That was exactly the question I asked myself when I received the title “Guardian” from the Keirsey temperament sorter (similar to the Myers–Briggs Type Indicator model). Faced with a very brief description and the horrifying news that 45% of the population shares my personality (a unique snowflake, indeed) I began to dig into what it exactly it means to be a guardian. The Keirsey test provides test takers with only two of four categories that are generally used in tests of this type (with the remaining two

The five strengths identified by taking the Gallup Strengths Finder Survey were; Relator, Consistency, Learner, Responsibility and Individualization. Each of these strengths are different in their own right and give a solid base as to the type of leadership style and personality type I possess. It is the combination of these strengths and how they are utilized that will determine the type of nurse practitioner I will become in my practice.

Ms. Corson, my second-grade teacher was a democratic leader who influenced with integrity. She was the first to demonstrate equality and justice, in my world. She became the standard which I held all leaders to from that point forward. As one might well imagine, that new standard led to a great deal of disappointment and insubordination.

“Where there is no community, trust, respect, ethical behavior is difficult for the young to learn and from the old to maintain” (Robert K Greenleaf). The founder of servant leadership, Robert K Greenleaf; believes that every person ought to own values that could support and guide others. According to Greenleaf, “The servant leader is servant first; it begins with the natural feeling that one wants to serve”(…………….). In order to serve people must comprehend values; which are a person’s ethics of behavior shaping his or her vision. In addition, values could be distinct from taking the survey created by Milton Rokeach; which consist of the most important morals and beliefs and how it influences people, organizations, and society (Johnston, 1995). Furthermore, servant leaders have a purpose; which can be determined with the personal models of leadership; which are the advancement of personal growth and values. My personal model of leadership reflects and creates a purpose on my values and beliefs; which are trust, responsibility, equality and loving demonstrating how it impacts an individual, interpersonal, organizational and societal. In conclusion, once people comprehend their value and decide their personal model it will define them as a servant leader because it does not matter if it is today or tomorrow, the values will then have the same principles (Lee, Fabish & McGaw, 2005).

The aim of this article is to explore different leadership styles and the way they influence their work outcome.

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

According to Schwartz (1997), Goizueta joined Coca-Cola at a time when the company was in trouble. Slowed by bureaucracy and with an eroding stock price, the beverage maker was slowly loosing its market share to rivals like Pepsi. An inspirational leader, Goizueta was able to turnaround the beverage maker and before his exit, the company had become one of the most recognizable brands in the world. His managerial style as Rowe and Guerrero (2010) point out was more intellectual than hands-on.