Self Evaluation Influences Leadership Development

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

Self esteem is how an individual evaluates their worth as a person. It is not a person’s talents or abilities or how they are seen by others It is seen as the feeling of not being good enough. However, that does not mean people with high self esteem view themselves as

The two theories that I chose to do my self-assessment by are the authentic leadership theory and the servant leadership theory. The authentic leadership theory was chosen due to my desire to stay true to who I am and what I stand for. However, the servant leadership theory was chosen because of my desire to meet the needs of others while doing what I can to help others succeed as well as meet their set goals. Being a servant while being authentic are the traits I want in my style of leadership and are assessed throughout this paper along with my strengths and weaknesses in the area of leadership.

Throughout the entire course of this class, I have been asked to fill out different self-assessments related to whatever topic or approach to leadership Peter Northouse (2013) was discussing in his book Leadership Theory and Practice. Each one of these self-assessments were intended to help me in discovering who I was as a person and a leader. Some of the leadership self-assessments included the Least Preferred Coworker Measure from the Contingency Theory chapter, the Leader-Member Exchange Questionnaire from the Leader-Member Exchange Theory chapter, and the Servant Leadership Questionnaire from the chapter that discussed Servant Leadership. Many of these questionnaires I found to be very effective in helping me discover more about my personality traits and leadership style.

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.

I had no clue how the online assessments that I took would help me, like any other person would think. But later, when I took the tests, I realized the importance of these assessments which gave me an insight of my true self, and helped me pin point my strengths and weaknesses in almost every department. These assessments helped me connect more to myself and the people around me. In this paper, I am going to discuss all the results from the various tests I took online and show how they reflect my leadership style and how I analyze the results to my own leadership potential, with help of examples experienced by me in life.

7) Reflection – Introspection and reflection can foster self-understanding and understanding from lessons learned from experience. In leadership development, reflection can be used to uncover a person’s hidden goals, talents, and values, as well as their impact on a person’s work.

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, as well as develop and improve relationships with other leaders and colleagues (Giltinane, 2013). In this paper, I will discuss my style of leadership based on the completed self-assessment and describe what leadership and management theories align with my leadership style. I will also discuss the type of work environment and three key actions or behaviors that I must demonstrate to be a successful leader.

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.

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.

Before this class, I had a very primitive and vague definition of leadership. Not only did I define it as per my views and ideologies, but I also said that each individual has their own definition of leadership. My initial belief was that leadership does not have a clear cut definition, but there were well defined leadership traits which made an individual. I also initially believed that personal traits did not translate into leadership traits with no strong correlation. After going through the various modules this class offered, it is safe to say that I have significantly redefined leadership and underwent a strong personal assessment. This paper talks what I took back from each of the class activities, assignments and how my self-assessment compares to the perception of others.

This paper will incorporate four of the self-assessment I completed (Leadership, 2004). They are as follows; social motives in the work setting, my leadership styles, emotional intelligence, and team excellence. I will also identify and discuss my leadership characteristics, strengths, and weaknesses. We must first understand what leadership means. To lead, nonetheless, is to excite, to impact, and to inspire. Successful leaders move others to draw in incredibleness, to stretch out themselves and to go past their perform work necessities by producing innovative thoughts. It has been said that directors are individuals who do things right and leaders are individuals who make the best choice." This refinement is to some degree exaggerated since successful leaders do a considerable measure of overseeing and compelling chiefs need to lead.

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.