Transition From Direct And Organizational Leadership

This is an introduction to the Skills Inventory introduced in Chapter 3 of the textbook “Leadership: Theory and Practice” by Peter Northouse, a tool by which one can measure leadership strengths in three major skill areas, Technical, Human & Conceptual (Northouse, 2016). An additional introduction is made to the Leadership Behavior Questionnaire, which measures the type of leadership behavior style one is most likely to practice, the task style or the degree to which you define the roles of others, or the relationship style -the degree to which you attempt to make others feel at ease (2016). Upon taking these two assessments, the responses when combined will indicate my personal leadership philosophy. When analyzed in conjunction with Katz’ Three-Skill Approach, the outcome should be in alignment with the experiential and educational leadership background I possess thus far (Katz, 1955).

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.

Self-development is an essential part of mission success and the welfare of the unit. A mission’s success predicates itself on the effective training of each individual. This training is not confined to military training. For example, I am pursuing an M.P.S in Cybersecurity. Doing so provides me with a better understanding of my role as a 35Q in the Army. It also allows me to train my soldiers better. All levels of leadership should

Leadership development in the military is critical to its mission and objectives. Understanding and embracing leadership will foster an agile culture and facilitate attainment of strategic goals. People desire quality leadership to assist with achieving their goals, albeit personal or professional development. Having a clear vision and the motivation to perform at high-levels influences others to work synergistically together to achieve organizational goals. Insomuch, employees value being treated respectfully, fairly, and ethically. Leaders serve people best when they help them develop their own initiative and good judgment, enable them to grow, and help them become better contributors.

As an officer in the United States Army, it has been imperative for me to understand every facet of leadership and why it remains important to be an effective leader. During this course, I have learned some valuable lessons about myself as a leader and how I can improve on my leadership ability in the future. The journal entries along with the understanding of available leadership theories have been an integral part of my learning during this course. For all of the journals and assessments that I completed, I feel it has given me a good understanding of my current leadership status and my future potential as a leader. All of the specific assessments looked at several areas in regards to leadership; these assessments covered several

Abraham Lincoln once said, “Perhaps a man’s character was like a tree, and reputation like its shadow. The shadow is what we think of it; the tree is the real thing.” These sage words will serve as a reminder to me when called upon for duty as a senior leader. As it stands today, I argue that my ability to lead at the senior-leader level is deficient. My limited overall experience level, especially in the Joint, Interagency, Intergovernmental, and Multinational (JIIM) environment, not only weakens my reputation, but will pose an uphill battle to achieve a necessary level of competence, and ultimately relevance. In the following pages, I will first discuss the link between experience level and reputation, and then examine how that inexperience manifests itself in competency. I will then scrutinize my relevance by exploring the remaining tenets of the Right to Lead Assessment Model (RLAM), and my strengths and weaknesses therein. Finally a “get well” plan for the next 10 months will emerge which should mitigate my lack of experience, lead to increased competence, and ultimately transform me into a relevant JIIM leader.

What makes up my character, is my determination to finish things that I start and my willingness to help others. When I am given a task, I will stop at nothing until I am sure that it is completed. Whether it is school, sports, or community service, my focus is always on completing the task. Whenever I see a classmate struggle with something, I am always there and ready to assist them with their problem. My willingness to help others and my determination to complete tasks is what makes the person that I am. The shy quiet kid that I used to be has turned into a helpful, determined, sincere

It is on a personal note, that I believe that character is effected by one’s relationship with the other three core values. With the proper sense of scholarship in a person they would have the intelligence needed to get through life. The correct amount of leadership in a person they would have responsibility and the ability to take charge when necessary. Then with just the right sense of service they would be helpful and assist their community or others when they are in need of it. It is also my personal believe that I as a person do not have a perfect character but will always make an effort to have an exemplary

When I was a lieutenant, one of my mentors told me that the officers ‘job is first and foremost about leadership. For senior officers, then, one must say everything is about leading strategically. In order to be an effective strategic leader, my self-assessment has led me to focus on the following goals during this academic year at the Air War College (AWC): to improve my understanding of the strategic environment; to learn to be strategically relevant, to shape my ability to communicate effectively at the strategical level.

Character is key because it “stimulates a person to do the right thing, which is manifested through right and proper actions...” Thus, character drives ethical reasoning. My strength of character is derived by my faith in a higher, Judeo-Christian power, which typically manifests itself as a virtue-based ethic when I make decisions. However, in a JIIM environment this also means I tend to be indecisive because wicked problems often require consequence-based reasoning, which can

Character has proved useful in situations where I received a chance to participate in addictive activities such as smoking and drinking. In these situations, I’ve said no, sticking to the lessons of abstinence that my upbringing taught. As a result, character has taught me conviction when making decisions. Throughout high school, I’ve applied service

In order for someone to be an effective leader, one would have to bestow certain skills and characteristics or some can be obtained over a period of time. Various assessments and questionnaires are designed to measure and give insight on certain skills or traits an individual may have. Some of those assessments include the skills inventory, leadership trait questionnaire, style questionnaire, leadership questionnaire, least preferred coworker, path goal, LMX, and the authentic leadership self-assessment. By conducting these questionnaires and assessments, not

To develop this complex and comprehensive set of leader capabilities requires a strategy that employs federal and civilian education, leverages experience gained during positions within operational or staff models, as well as self-development activities that are broad ranging. This strategy must product a steady flow of talented, agile leaders who are proficient in core leader and functional competencies across the protection and mission support

One of the most important aspects of leadership is self-knowledge and particularly awareness of your priorities and values. As a leader it is imperative to improve your leadership ability on an everyday basis. Great leaders have great strategic dreams, visions of what could be and what they think should be. In this paper I will be discussing my plan and the theories that support my plan. I will also be discussing my leadership strengths and weaknesses

The results of the self-assessments are not consistent. According to the Authentic Leadership Self-Assessment, I rated low on self-awareness. This is due to my inability to recognize my strengths and weaknesses. I did, however, rate high on internalized moral perspective, balanced processing, and relational transparency. Next, the LMX 7 Questionnaire, I rated high. This questionnaire was given to my supervisor and one of my followers. The results of my Path-Goal Leadership Questionnaire, I rated average in all leadership styles. I rated highest in the directive style. The Skills Inventory Assessment resulted in a high score in technical and human skills, and moderate in conceptual skills. Having a moderate score in conceptual skills results in my inability to see the goals of the organization. I should familiarize myself with the organizations aims and objectives and align my goals with theirs. Furthermore, the Leadership Trait Questionnaire scores averaged between a 3 and 4, the highest scores being in dependability and friendly.