The Strengths Of Self Evaluation : Self-Evaluation

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.

We went out for lunch one day, and I couldn’t help but ask him what makes a great leader, and how he avoids doubting myself. He explained that there were times when he doubted myself, but he realized that he needed to put his best self out there for the good of his employees. He said a great leader is someone who is always themself. Those words ignited something inside of me. I realized that the thing I was missing for a long time was the encouragement from someone who self-doubted himself on numerous occasions. After that moment, I knew how to make myself a better

After reveiewing my results from the self assessment test, my scores improved except for communication. In communication I scored one point higher than before. I dont think the test is accurate but it has definitely made me more aware of my practices and actions. Since taking the first assessment Ive been more mindful and have tried very hard to improve personally and professionally. My attitude/behavior is my professional strength. Im always positive and I keep a smile on my face no matter the situation. My knowledge and skills are reflected in all of the work that I complete. Through my actions my patients can see that I have a passion for helping others. I hold myself to a high standard and expect nothing but the best. Im always

Leadership is an ever evolving practice for leaders as they progress in an organization and reviews of performance (by observers) gives insight into individual progress. As leaders develop in an organizations structure habits developed throughout a career can cause stagnant growth through inward personal observations. Without input from outside sources, through measurable observations, personal growth is slowed and

Leader’s Observance: Outward struggles are often a sign that something is internally wrong. To misdiagnose this is to attempt to treat the symptom of the problem instead of the root cause of the problem. Leaders who can identify faults and discrepancies displayed in the external realm as being shaped and form internally can then seek to destroy them there. At this place troubles, problems and concerns can all be handled rather easily or at least a lot easier than when a problem becomes fully grown. Leaders who do not understand this concept will continue to struggle with two forms of problems: internal and external ones.

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.

The process of describing an effective leader first starts with analyzing what type of leadership benefits the follower. An analysis of self first comes to mind as to determine what is essential for

Effective leaders have a strong sense of self; they understand the qualities that make other people want to follow them.

Leadership is an ever evolving practice for leaders as they progress in an organization and reviews of performance (by observers) gives insight into individual progress. As leaders develop in an organization’s structure, habits developed throughout a career can cause stagnant growth through inward personal observations. Without input from outside sources, through measurable observations, personal growth is slowed and

A leader that exemplifies great leadership is not only a focus that focus on what they are doing right, but there is also a focus on what he or she is doing wrong. Leaders have habits that they practice that can be effective in their leadership and others than can cause their leadership to fail. Some leaders consistently achieve success in their organization by gaining respect, trust, and loyalty from others that they are leading. These are transparent leaders and they lead from a perspective to successful achieve positive results, while also building great work relationships with their staff. Effective leaders do not practice dismissing the viewpoints of others that are trying to express themselves, but instead they

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.

The purpose of this assignment is to go through a process of self-reflection and self-evaluation to discover the scope of personal and professional development, while enrolled in an undergraduate nursing program. This paper looks at my accomplishment of meeting all eight behaviors that are specific outcomes of the nursing program including: critical thinking, nursing practice, communication, teaching, research, leadership, professionalism, and culture. These accomplishments, over the course of my undergraduate career, will be proven using previous completed clinical logs that span sophomore, junior, and senior year in the nursing program.

When I think on outward appearances and the time and in some cases incredible effort to “look beautiful it oftentimes makes me wonder about the reason for all the fuss. Yes, it is important to take care of one’s exterior for as the popular saying goes “When you look good, you feel good”. Millions of dollars are spent annually by the cosmetic industry to enhance, to ensure, and to encapsulate our beauty. There are every kind of product to hide the lines, reduce the lines, eliminate the lines, lift the lines and some products are for “imaginary lines” that we really did not see until the sales clerk told us they were there. Trying to look our best is in and of itself is a wonderful premise however the question for this hour now becomes does our outside match our inside? Are we putting in the same amount of effort to ensure that our inner man is as healthy, whole and well as our outer man?

The ability of leaders to be perceived as trustworthy and to develop efficient and effective relationship is largely a function of their personal identities and their self-awareness in understanding and making accommodations for their weaknesses. Many theories and thinkers have attempted to explore what truly makes a new manager emerge as a leader. Becoming a truly effective manager requires a great deal of self-awareness, observation, and growth. Anthony K.Tjan in the article “How leaders become self-aware?” discussed that without self-awareness, individual cannot understand their strengths and weakness, their “super powers versus their “Kryptonite”. Successful leadership often surface when people become aware of critical personal experiences in their life, their moves and reshape their actions. That self-awareness is a critical factor for business-building success is not a new insight. The tougher code to crack is how self-awareness can impact a new manager to become a more effective leader. I believe the key to effective leadership is self-awareness. Leaders with high levels of self-awareness are viewed by their peers as being more effective with interpersonal and intrapersonal relationship.

When I think about outward appearances and the time and in some cases incredible effort to “look beautiful it often makes me wonder about the reason for all the fuss. Yes, it is important to take care of one’s exterior for as the popular saying goes “When you look good, you feel good”. The millions of dollars spent annually by the cosmetic industry to assist us to enhance, ensure, and encapsulate our beauty is mind blowing. There is every kind of product to hide the lines, reduce the lines, eliminate the lines, lift the lines and some are for “imaginary lines” that we really did not see until the sales clerk told us they were there. Trying to look our best is in and of itself is a wonderful premise, however the question for this hour