Leadership is something I feel is both learned and skilled. Personally, I’ve always felt that I was a more than adequate leader and my decision-making skills were both popular and correct. In this lesson, we’re testing ourselves with tests to determine where we actually fit as leaders. I have never taken tests like this, so was honestly excited to see how I scored.
Exams
We’ve been assigned to take three tests from three different sections; emotional intelligence, decision making, and leadership. I selected three of the tests and started taking them. The first thing I noticed was my want to answer based upon what I felt would lead to a score that made me look like a good leader. Halfway through the first decision-making exam, I caught
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I do have a hard time working with other popular leaders as the work then tends to become split between the two of us which I feel makes us both ineffective.
Consensus of Leadership Assessment I think this test is honestly a tad skewed. It really talks a lot about popularity and the view of others to you. I know many people who are nice and popular, but aren’t very effective leaders. Most people want to be “boss” or leader, but being desire and popularity don’t make an effective leader (Maudal & Fossen, 2014).
Conclusion
I think these exams confirmed the things I knew about my leadership style. In my honestly opinion, I think a person would know where they fit in the leadership ladder before taking these tests. One can still be effective in an organization by not being a leader and having these traits. Mid-level management is a great place for people wanting to be leader and honing their skills to become a more effective leader. Leading small teams under positive leadership would give them the ability to rise up and learn. They would need to avoid common biases in decision-making, like strong emotional ties and the pursuit of popularity. I would advise such potential leaders to avoid making decision to ensure people like you. People will like a leader for the impact they make and not if they’re “nice”. This would be a way to be a more effective decision maker. You need to do what is right for the company and your
I believe to be a successful leader it is important to not just focus on one particular style, but to incorporate many. If you take a few high points from each style and learn to mesh them together you should have a better understanding of leadership as a whole. This class has taught me that being a leader is a lot more challenging than people may think. Leaders have to wear many different hats in many different situations. To become an effective leader you have to work at it. It may come easy to some, but to others it is a skill that is shaped and molded over time. Different experiences and situations help mold leaders into who they become. I hope to use the different styles we have learned about to mold me into an effective leader in today’s society.
“A leader must be willing to sacrifice likeability in order to make decisions that are for the good of the people.” This is entirely true. When someone is a leader, their job is to watch out for the people and make the right decisions. Not every decision will be favored, but it’s most likely the best. A leader will understand that.
You can lead a horse to water, but you cannot make him drink is a proverb I have heard since I was young. Leadership is the skill of influencing people to accomplish goals (Huber, 2014). In today’s world with policy and technological changes the leaders must use their leadership skills to not only get the horse to the water, have him drink, but also do it with a smile an invite others to join him. Leaders use a variety of styles to accomplish their goals. I will discuss the leadership style that I utilize most often, how my style relates to leadership theories and the work type environment it is most useful in.
When comparing my Big Five Personality scores to the class average, I received a score of 6 and the average was 5.7, one score did not come to a surprise. My personality is reliant on my strength of conscientiousness. Individuals who score high in conscientiousness tend to be methodical, well-organized, achievement orientated, and ethically guided. The conscientious personality type has a strong correlation to leader emergence which I can attest is true. I often am the first individual in the group to take reigns because of my organization, self-discipline, and need to create a plan before acting.
A leader is not a super hero. They may be able to fix many problems, but they cannot fix them all. Some natural leaders may appear to be able to solve any issue. However, just as any other person, they have their own weaknesses. Just as superman was weak to kryptonite, some leaders may have shortcomings to public speaking, one on one communication, organization or hundreds of other weaknesses that could be catastrophic if put into the wrong situation. A leader who brushes up these weaknesses will be able to work through even the most trying conflict.
In my career…in my life I have been exposed to a handful of exceptional leaders that have influenced me in positive ways. For me, it took time to ascertain who those good leaders were – mostly because of my tendency to perform long and drawn-out analysis of their traits before forming a conclusion - typical ‘C’ personality (DiSC). The person that has always been at
The breakdown was as follows, in the area of self-awareness, the score was a 19, in the area of internalized moral perspective, the score was a 19, in the area of balanced processing, the score was a 14 and in the area of relational transparency, the score was a 15. The total scores received reflected high self-awareness and internalized moral prospective and low balanced processing and relational transparency (Northouse, 2013). The higher scores were indicative of me being a strongly authentic, whereas, the lower scores showed that there was some weakness in authentic leadership (Northouse,
According to Grossman and Valiga’s Leadership Characteristics and Skills Assessment, the interpretation of scores for perception of what makes a good leader gave me the following results: good perception of a good leader and the scores for perception of your own ability to lead resulted in low perceived leadership ability for myself (Grossman and Valiga, 2013). With these results, I have concluded that I have low confidence in my leadership skills and ability. This would be an area of improvement needing work on my part. Part of being a good leader is being confident in one’s abilities and skills. Who would want to follow a leader who has n...
The role of leadership has become increasing valuable for organizations to be successful. According to Huber (2014), Leadership can best be defined as method utilized to ensure that an objective is completed. There are many different types of leaderships that can be found within each organization. In this paper I will highlight an example of a specific leadership style that we come across in healthcare settings. I will review my leadership self-assessment results and discuss the impact of leadership on staff and groups.
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”.
For many years, I have been told by teachers, family, and friends that I am a good leader. Until fairly recently, I had never truly thought about what it means to be a good leader and just took it as a compliment. Leadership is an intangible concept which cannot be properly outlined in a dictionary, but one which must be formed and explained only through one’s own philosophies and experiences.
The leadership is a result of a combination of traits, with special emphasis on the personal qualities of the leader, which he should possess certain personality traits that would be special facilitators in leadership performance. This theory shows that leaders are born as such, there is no likelihood of 'making' them later with personal development techniques.
In my view, people employ certain traits that differentiate us from our neighbor next door, and leadership is no different. The test produced by the University of Kent in the United Kingdom (University of Kent, n.d.) has developed a process that I feel accurately defines what sort of leader you are based on 50 simple questions. I was not surprised by the results and found them to be quite accurate and expected. In this essay, I will explore why I feel the test is an accurate way to determine your leadership style due to my personal experience with
Leadership is something that is heavily prevalent in the workforce and in the world today. Being a leader, in my opinion, takes someone (or a group of people) who is willing and able to lead a few or many people. Not every leader though is successful or leads in a positive way. There definitely exists both good and bad leadership. Many leaders fail while many achieve extraordinary milestones. But everyone, not just leaders, have their pitfalls and rough patches in life. I know that I myself have some weaknesses as a leader, and that is what I want to take some time to reflect on.
...lanned and things are just not going to work out. A leader with is experience and capability should be able to quickly assess the causes and try and fix those problem.