Model The Way: Team Analysis

After taking the test and receiving my results, I was not surprised by what I saw. I scored moderate in Model the Way, moderately high in Inspire a Shared Vision, moderately low in Challenge the Process, High in Enable Others to Act and Encourage the Heart. The three observers were teammates from a previous class (MGMT 313) taken earlier this year. We were assigned as a team in the beginning of the quarter and worked on multiple projects together. The leadership roles between my teammates and I switched depending on our strengths and weaknesses considering the project.

I am the most comfortable with Enable Others to Act and Encourage the Heart because it is the most natural to me in a leadership setting. I consider these leadership behaviors

For example, when I played on sports teams, I often dreamed about making it to the playoffs with my teammates and the journey we would experience together to get there. Once we made it to that place, or didn’t, it was satisfying to see the work we did collectively and how the team evolved over time. Leaders should believe in dreams and visions because if they didn’t, what would people work for? A dream drives and inspires a leader which will then influence their teammates to commit and aspire to that vision as

I know my guiding principles and that I have a voice but tend to not express it. Creating a leadership philosophy helped with voicing my values and what I believed in so in the future I can clearly state them to my co-workers or teammates. Though a leader should know their own values and guiding principles it doesn’t stop there, it matters what others values or guiding principles are too. If a leader can understand others values and differences, they can align their colleagues’ values with their own. This makes it easier to agree on decisions if everyone shares the same values because if not, it will create conflict and false expectations.

The leadership practice that I am least comfortable with is Challenge the Process because I don’t necessarily like quick changes as well as taking risks. I, personally, am not a risk taker and don’t favor the unknown. This is a weakness and an opportunity for improvement because leaders don’t wait for an opportunity, they go out and seek one. With taking risks, leaders can create an atmosphere of experimentation which will open doors for improvement. Mistakes and failures are bound to happen so accepting that fact and learning from them will only enhance my leadership and make me more comfortable with