Psychodynamic Approach: My Four Dominant Leadership Types

4. This assessment shows me that I have a high tendency to take the leadership role in the team environment. The positive aspect is that I willingly accept a challenge and I will lead a team towards the accomplishment of the goals, but the other results of this assessment did show me that I need to improve in several areas. I see that because of my low tendency to encourage and harmonize, I may lose some of the team members as they may not share an important idea or concept and that the existence of some conflict that may not be held in check may intimidate other individuals from sharing. This could lead to a task that is not as successful as it could have been since I did not gather all of the information that I could have. I need to work on making sure that every individual that is on the team has an opportunity to share their ideas and feels that the team environment is a place where they can share without the fear of embarrassment or conflict. Another result of this assessment was that I saw that I scored low in the area of summarizer. At first I did not think that much of the

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.

For the Leadership Archetype Questionnaire (Abridged Version), I asked three members of the clinic where I volunteer, and two of my siblings to assess on different dimensions of my leadership and I compared it with my self-assessment. While I thought that only one archetype was true for me, the other members picked more than one archetypes and agreed on most of the responses.

Social psychology, the major branch of modern psychology, is a science that studies and understands the nature of human mind and his mental system when it is at work in social life. Leadership is a psychological as well as a social process attributed by the culture and afforded by the organizational constraints and opportunities. It is underpinned by psychological concepts like motivation, perception, emotion, memory & learning and by relational aspects, which include mutual influence, power, identity, group dynamics and organization processes.

Hi Rachel! Great thought about how displayed leadership behaviors can help create a positive setting in which relationships are strengthened. This is part of what I liked about the psychodynamic approach, since it can assist in comprehending the motives of followers. For example, two people may perform the same behavior, but have vastly different reasons for what they did. The psychodynamic approach at least give possibilities for the underlying behavior and motivational patterns, which can be beneficial in being open-minded and influential with others (Northouse, 2016). Like most approaches, psychodynamic leadership takes practice and perseverance to get it right. Northouse (2016) mentions that if the psychodynamic approach is too constricted

In the Conscientiousness section of the OCEAN model of personality, I scored in the 86th percentile. According to the assessment this means I am very well-organized, and can relied upon. I am in full agreeance with this assessment of myself. Someone who scores high in this

The DISC assessment labeled me with an Interactive personality and I actually disagree. I tend to have more of a Dominance personality. I want to be in charge, keep things at a fast pace, and tend to get irritated when there is a delay in my projects. I feel "a good leader is usually passionate about the organization and his or her work, exudes confidence in his or her abilities, can organizes and makes sense of complex situations, maintains high standards and inspires others to do the same, can motivate and inspire employees, and is generally looked up to as a person of vision" (Hill, 2009). This is a quote that I want base my leadership on. I agree with everything it expresses. I feel that I could inspire greatly the members of my group and motivate him or her to accomplish their goals.

The psychodynamic leadership theory asserts that the first experience of leadership started on the day he or she was born. The rationale of the theory has it roots in the development of psychoanalysis of Sigmund Freud. The approach suggests leaders can become more efficient once they understand their own psychological makeup. It evaluates the psychological makeup of an individual by determining what motivates his or her reactions and responses to situations of people around them. The main intention of the approach applies to the enhancement of the overall situation the leader learns as well as their team members. Providing more awareness of the personality characteristics of team members, resulting in a better understanding

In my view leadership is one’s ability to make a positive impact based on the needs of many. As a leader, I consider myself to be energetic, team orientated, encouraging, and a hands-on leader that focuses on the developmental of all my staff and individuals around me. Over the week, I have been instructed to complete three assessments: Strengthsfinder 2.0., DISC, and Jung Typology Personality to provide insight on my leadership style. From these assessments, I have learned a greater understanding of my leadership style. I will be reflecting on the results and comparing patterns across the three assessments.

Leadership is, and always has been, a vital aspect of social and economic constructs. It is essential to the survival of societies, industries, organizations, and virtually any group of individuals that come together for a common purpose. However, leadership is difficult to define in a single, definitive sense. As such, theories of leadership, what constitutes a great leader, and how leaders are made have evolved constantly throughout history, and still continue to change today in hopes of improving upon our understanding of leadership, its importance, and how it can be most effective in modern organizational cultures.

Completing the personal cultural survey I was able to identify the way I approach my life through my eyes. Since completing this survey I have seen my worldview through my lens and the way I approach people, and my way of life. Furthermore, I have identified that my numbers were very similar to one another, and that my average score was (4). Thinking upon this I was pondering why my average score was a (4) for everything. Maybe I grade myself too harshly or become too analytical with this test because I am a very detailed person.

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 am in the 80th percentile for avoidance and the 75th percentile for accommodation. On the other hand I have a fairly moderate compromising and competing score. My score for compromising was just below the 60th percentile, while my score for competition was in about the 45th percentile. Lastly, my score for collaborating was extremely low. It fell in only the 10th percentile. This indicates that I overuse the avoiding and accommodating styles of conflict management. I am fairly close to the median for the competing and compromising, which indicates that for the most part I use these styles the appropriate amount. While I could probably use some improvement on my use of competing and I could collaborate a little less often, these scores are the closest to being at the median. My collaborating score is very low, which indicates that I am underusing this style of conflict management compared to the

A large amount of credit is given to Bass 's transformational leadership theory identifies four aspects of

This report also looked at different leadership styles and stated what your personality type and which