Strength Finder Themes Upon completion of the strength finder report, five themes were listed as a top five in matching the personality of the participant. Moreover, the top five themes that matched were Input, Discipline, Arranger, Belief, and Responsibility. The results of these strengths should help in understanding the unique talents the participant may portray, along with knowledge in helping put those strengths into actions, and finally how to use these strengths in working with others. Through reflection of the top five themes, there are definite talents within each theme that reinforces what an effective leader depicts. Becoming an effective leader takes not only initiative, but willingness to make mistakes and learn through these …show more content…
This theme takes a more subjective view about behavior. The attention to detail and accountability are two trademarks that stand out. When they say, let your conscience be your guide, they are talking about taking responsibility.
Theory
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In leadership positions, keeping your promise helps in retaining reliability. Order and structure help with getting things accomplished although it can sometimes become overwhelming. Rath (2007) forewarned saying the willingness to help others can lead to taking on more responsibilities that you can handle. Be cautious and not allow your undertakings become your burdens.
Reflection
This virtue is one that is necessary in any leadership position, whether you are in charge of a corporation or head of household. You have to be held accountable for your choices, even when they are unpleasant.
Conclusion
Discussed in this paper are five out of the thirty four themes from Raft’s (2007) Strengthsfinder book. Even though they have similar traits, each one has something that stands out over the rest. Input focuses on talent and instinct where discipline is more about maintaining order. Arranger encourages progression through flexibility and belief is more on the spiritual side that focuses on the time for family. Finally, responsibility, the fifth theme stresses the attention to detail and being held accountable. When working in a leadership position, it isn’t so much about being able to identify with just one theme, but more of being able to look at each theme, take something from it, and apply it to your lifestyle which will aid in becoming a more effective
Before taking the StrengthsFinder® assessment I didn’t know what type of leader I was, but I felt I had leadership traits that I could not describe. After answering several questions from the Clifton StrengthsFinder® 2.0, I found out my top five strengths. These strengths consist of individualization, arranger, learner, input and responsibility. The purpose of this paper is to go over my top five strengths to talk about which four domains of leadership these strengths fall under, how class material is applied, and the actions to best utilize my strengths.
(Conchie, 2008) One might get the impression that this might be a weakness and create lots of rigidity and a certain amount of conflict with in a team. However the belief theme leader places greater value on opportunities to provide higher levels of service than on opportunities to make money. They will strive to be fight for something not against it and the will unify people through these core values and enable people to see the broader picture. (Conchie,
My first Theme is Harmony. It states that is one of my guiding values. I tend to steer clear from conflict. I feel conflict is an unproductive way to handle differences. I believe if we would keep our opinions in check it would bring greater results in a shorter frame of time. I can relate to this and find it a fact. I’m the youngest from 5 sisters. When it comes to the family having differences they tend to always turn to me to guide them back to common ground.
Kouzes, J., & Posner, B., (2007). The leadership challenge, (4th ed.). San Francisco, CA: Jossey-
Understanding one’s strengths and weaknesses is essential to becoming and being a good leader. “Purposeful leaders understand who they are” (Mayfield, 2013). The author of this paper has had previous opportunities to lead, and will reflect on her experiences using the assigned inventory. She will evaluate her skill set and discuss ways she can be an advocate for change with the hospital and community in which she is employed. Lastly, she will identify one personal goal for her leadership growth and explore different avenues for obtaining that goal.
One may wonder exactly what it is that qualities a strong leader possesses. A strong leader is determined, and strong willed. They must be of good judgment, and without bias. They cannot easily be persuaded, and they are firm, yet at the same time, a good lead must also empathize with his subordinates, and have the best interest at heart for said subordinates, at all times. However, with that being said, a good leader cannot be afraid to discipline his subordinates when necessary. Unmistakably, being a leader is a very difficult feat – one which not everyone can accomplish. A leader must be an authority, a friend and a counsellor, all at once. They must be responsible, and always take into account the disadvantages of a situation. Not everyone is suitable to be a leader, whereas, just about anybody can be a good role model.
There have been countless books, lectures, and and trainings, and retreats constructed around the idea of cultivating leadership in an individual. However, cultivating individuals’ ability to follow great leadership has received far less attention. Who are these people leading if each person within an organization is being trained to be a leader? The word follower has negative connotations, evoking the images of a weak, uncreative, milquetoast personality. However, Jimmy Collins, in his book, “Creative Followership: In the Shadow of Greatness”, suggests that the ability to be led brings as much creativity, consciousness, and indeed leadership to an organization or team as the leader himself.
Assessment tools can be a good start for individuals to assess their leadership characteristics and skills, such as Grossman and Valiga’s Leadership Characteristcs and Skills Assessment (Grossman and Valiga, 2013). These tools may be helpful but its accuracy is questionable. The assessment can overestimate or underestimate an individual’s skills since it is a self-subjective administered assessment that is biased towards the taker. An overconfident person may perceive their skills highly and an under confident person may have low results.
For me to be an effective leader, I must first evaluate my strengths. I took the Gallup 2.0 Strength Finder report which showed my strengths in an insight and action planning guide. The results indicated the top five themes for me were input, learner, responsibility, maximizer and arranger. I believe the evaluation offered an accurate assessment of my strengths. The input theme states my mind is like a sponge, soaking up information. As a lifelong learner, the second theme is also, correct. I have a quest for knowledge about things that interest me. I am responsible, in my job and life. As a maximizer, I focus on long term goals and strive toward excellence. As a nurse, working in an environment of change, the arranger strength in my personality allows me to adapt easily and figure out the best way to accomplish tasks (Strengths, 2012).
The general personality traits, which are related to success both in and outside the workplace, are all inherent in my answers given in the Leadership Assessment Quiz. With statements such as, “it is easy for me to compliment others” and “team members listen to me when I speak,” it is apparent I possess these characteristics. Whereas my task- related personality traits associated with successful leadership, such as courage, still need to be developed. Not only do I know this in myself, but it is clearly pointed out throughout the test, with statements such as, “resolving conflict is an activity I enjoy” and “I would enjoy coaching other members of the team”.
Being able to know individual strengths and weaknesses is so crucial in our lives other than our careers. It is not only the positivity 's that matters, the negativities are very crucial too because they make us work harder to improving and getting better in what we do by helping us to achieve our goals after going through all those experiences. I have rated myself as a nurse by using the nurse manager inventory tool and saw a lot of competences on my experiences/skills. I also rated my strength and weaknesses. "According to Merriam-Webster 's collegiate(R) dictionary, Strength is defined as the quality or state of being strong" (Strength. 2012). "Weaknesses is defined as lack of strength" (Weakness. 1997). "Self-Understanding helps individual in his or her recognition of weaknesses assisting the person to overcoming any shortcomings in the nursing field" (Carson, 2005). To be a good leader, you must be empowered with the Knowledge on strengths and weaknesses. "Personal accountability hold us responsible for the work that we do followed by the quality of their actions by others (Basset, 2005). With this paper, I will be able to write after rating myself on strengths and weaknesses in connection to personal and professional accountability, career planning, personal journey discipline, and reflective practice reference /tenets. Again, I am going to discuss on how to use current leadership skill to advocate for change at workplace. Finally, I am going to recognize and implementation plan on achieving personal goal on leadership growth.
Personality as well as intelligence tells people a lot about an individual. Certain characteristics of one’s personality such as impression and reputation in a social environment may or may not be a good way to gain acknowledgement. In becoming a leader, work ethics must be strong, precise, and others must be able to feel one’s presence. The three abilities that successful leaders have are; the ability to get along with others and build teams, the ability to make sound and timely decisions and the ability to get things done. The mass amounts of leaders only possess one or two of these abilities and a smaller percentage having all three. According to the Five Factor Model (FFM), it is important for leaders to possess dependability, adjustments and surgency. (Hughes, Ginnett and Curphy, page 235)
This paper describes about my leadership strengths and areas for growth/future study. It also included how these qualities are used in my daily work routine, self-assessment results and a brief explanation on Individual style in leadership.
My employees have a written guide to follow and they are equipped with the training to ensure that they are conducting themselves ethically. The strategies that I have created will help me develop as an ethical leader who has an ethical organization that lives and breathes its ethics and core values (Mind Tools, 2017). As a leader, I must demonstrate the highest moral standards and ethical conduct in my everyday talk, actions, decisions, and behaviors so that others in my organizations can follow suit (Toor and Ofori,
After understanding the theory behind both the trait and skill approach, I was eager to evaluate and reflect on my own leadership traits. It was interesting to see how the trait approach allowed me to better understand whether or not I have certain traits considered to be important for leadership, while skills approach allowed me to evaluate my strengths and weaknesses in the technical, human and conceptual skills. From completing the Leadership Trait Questionnaire (LTQ) and the Skills Inventory, I was able to reflect more on how I behave towards others in a leadership context, as well as the skills that I currently possess. As a naturally extroverted person, I have been taking on leadership roles from a young age. The findings from these two