Strength-Based Leadership Paper

Identifying and understanding your own personal strengths is key to being a successful leader. Knowing your strengths means you can focus your efforts to maximize results, in yourself and in others. Strengths Finder 2.0 is designed to uncover your strengths and utilize these strengths to your advantage (Rath, 2007). Identifying and applying these strengths to your leadership style, will enhance your effectiveness as a transformational leader.

In this journal, I will discuss my strength skills and skill that I would need to make growth in. Then I will discuss strategies I can use to enhance my group leadership skills that I need growth in.

The intention of the following individual action plan is to recognize my leadership strengths and identify areas where I am able to further develop and strengthen my leadership qualities. The challenge within the action plan is to be cognizant of my strengths and weaknesses within the context of my professional and personal life allowing for me to constructively work towards strengthening my weaknesses. The deeper subset to the challenge will require that truth and sincerity of my experiences both professionally and personally be disclosed. The sense of urgency is present and current, I have personally

In the book Resilient Leaders, Robert Dees (2013) very clearly points out that leadership is a contact sport in which tribulation can and will occur. In order to successfully navigate inevitable challenges, a certain amount of resiliency must be present, both in the leader as well as in those who are being led. He also discusses selfless service. When hearing someone talk about selfless service the first thing that comes to mind is doing something for someone with no thought or hesitation. You should never put yourself before others. Dees (2013) explains how using resiliency and selfless service tools can benefit organizations and help guide them toward organizational success.

(Focht, 2015). In a previous role I held, I had three direct reports. Each were at different

Tom Rath, Barry Conchie .”Strengths-Based Leadership: Great Leaders, Teams, and Why People Follow”. Publication, 2009.

To be a successful leader you must contain the characteristics, skills, and also being concerned for workers and focused on long-term relationships. A leader who is, ambitious, adaptable, persistent, assertive, energetic, and responsible is more likely to be effective in leading their employees because they have characteristics compatible with trait theory. For example, Southern Regional Health System lacks assertiveness and energy at all levels of management, which leads to poor leadership and disparities in treatment. Because many of the traits of a good leader can also be considered skills, the skill theory was developed (Olden, 2015, p. 166). The skill theory really looks at a leader’s ability to influence their employees effectively.

As Gallup studied and worked with thousands of leadership teams, we began to see that while each member had his or her own unique strengths, the most cohesive and successful teams possessed broader groupings of strengths. So we initiated our most thorough review of this research to date. From this dataset, four distinct domains of leadership strength emerged: Executing, Influencing, Relationship Building, and Strategic

Leadership is something that we are all born with because we are all born. Therefore, who is a leader and who is not depends on who really wants to be a leader and who does not. Leadership is a skill and so it can be learned. As anything that is learned it demands practice and practice to be the best. It would not be something that will happen in a matter of a day. There are multiple elements that make a leader. Collaboration is a key element for successful teamwork. Therefore, a leader must always be in the look for ways to foster collaboration. Creating trust within the team, support face-to-face collaboration, transfer responsibilities when making decisions, and ultimately teach other how to be leaders. All of this is not done if it is not done from the bottom of your own heart.

One of my strengths is being objective. Being objective is extremely helpful when it comes to this leadership style because it enables me to gather all the facts before hastings to a decision. The participative leadership theory notes that inclusion much like the interactive leadership theory, engages employees to be more apt to higher productivity and minimize workforce reduction (McCaffrey, 1995). motivated with their work

It’s weaknesses are: 1) the extensiveness of the Skills Approach seem to expand further than the boundaries of leadership, 2) it can not explain in specifics how skills lead to the effective performance of a leader, 3) although it claims not be a trait approach model, a huge component of it does in fact include individual attributes, 4) it may need to be proven in generalized organizations and populations because findings were constructed using only military personnel in the armed services. (Northouse, 2010).

Using the Strength Finders 2.0 Assessment, I was able to identify my personal strengths, which would identify my personal leadership skills. My strength assessment results where Harmony, Consistency, Empathy, Achiever, and Belief. This paper will identify each strength, how they relate to my leadership style and approach to leadership.

Furthermore, I had asked him what he believes is his strength and weakness. He found his weakness to be being unorganized, which I had seen was one of his lowest types in my assessment. He is aware of how unorganized he is and the issues he runs into because of it. His strength was his positive mindset. I find that his awareness is refreshing. I am too aware of my own weaknesses and try to improve them constantly. It is something that keeps us motivated, and Mr. Carbajo knows his organization skills must improve to continue achieving nothing but success with clients. Mr. Carbajo believes that motivation and positivity are what has

The ways in which my leadership strengths are capable of being used within in organization had never been something that I had thought about prior to the strength finder activity. For me a position of leadership had always been a potential future responsibility of mine. However, upon taking the strength finder quiz, three of the results that I received were developer, connectedness and learner, and I began to see how I could use these in my work upon graduation. The future of the way in which individuals approach work is changing, no longer is the need of the organizations paramount over the employers. In order to be a productive member of the future of organization, I need to understand how I can use my leadership skills within the

‘Delegating’ is one of the four leadership styles under the Hersey and Blanchard model, and it is defined as a style where “leaders are responsible for their teams, but provide minimum guidance to workers or help to solve problems” (Spahr, 2015). To delegate work effectively, a leader must be able to quickly assess the strengths and weaknesses of the individuals he is working with to best ensure the efficiency and quality of the work performed. I pride myself in a near-uncanny ability to quickly access a person’s professional strengths and weaknesses after only a brief period of observation and work, and if I am ever in doubt, I’m not above asking direct questions to ascertain which individuals are the best resources to use in accomplishing a