Leadership Self-Assessment Analysis

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According to Jenkins (2009), a leader must be able to influence, motivate and empower others to contribute toward the effectiveness and success of the organization. The use of right leadership style is also paramount to influence the effectiveness of change in the organization. (Jenkins, 2009) Therefore, leadership self-assessment is an important tool for leaders to understand their personal leadership style, traits, characteristics, behaviours, and cognitions so that organizational change can be successful (Edmunds, n.d.) With reference to the previous leadership self-assessments, I am a person with high conscientiousness, believe in theory Y, relationship oriented and utilize consult leadership style. People high in conscientiousness are often organized, thorough and utilize planning. (Lussier & Achua, 2013) Since strategic planning is an important phase when initiating a change in the organization, people high in conscientiousness will be more committed in strategic planning. (Lawlor, n.d.) Being organized and thorough, leaders will be able to find and sustain competitive advantage by building core competencies so that the change can be effective and successful. (Lussier & Achua, 2013) In addition, the pros and cons of the change will also be thoroughly reviewed during the force field analysis - unfreezing phase. According to Lussier & Achua (2013), leaders believe in theory Y assume that given the right environment people are more willing to contribute to the organization’s success. This means that with proper planning, employees are more willing to accept the changes being implemented. Connelly (n.d.) mentioned that the change phase is the most crucial as employees are unsure or fearful. Therefore, creating the right env... ... middle of paper ... ...s personality can be effective in the unfreezing phase, theory Y belief in the change phase, relationship-oriented leadership in the refreezing phase and finally consult leadership style in all three phases. However, these are just theories on how different leadership characteristics can be linked to effective change in the organization. Whether or not my leadership characteristics can effectively operationalize to implement a change is questionable. The effectiveness of my leadership characteristic on the change process can only be justified if I am given the opportunity to implement changes in the organization in the future. Adding on, future researchers should also put my leadership characteristics to test in a real world environment and collect data to justify whether my leadership characteristics are effective when implementing change in the organization.
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