1. Personal Assessment
An effective leadership needs an effective leader, effective followers and changes (outcomes). A leader should has long-term goal to do the right things effectively. From the quiz about the leadership potential, the result is fifty-fifty, I may have potential leadership and management qualities. My score on optimism is 9 which is high, it may bring a problem that is having exaggerate positive expectations.
My leadership orientation are both consideration (relational-oriented) and initiating (task-oriented) structure behaviour, which is 4 marks and 3 marks, on the task-relationship model by Forsyth. Relational Relational-oriented leaders understand to build positive productivity, which is paramount in meeting goals
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They also need to remain cognizant of how their mood affects the mood of others in the organization—and team performance.” (Crompton, 2010)
There are four categories of Emotion Intelligence, such as self-awareness, self-regulation/ self-management, social awareness and relationship management (Crompton, 2010). As the emotional intelligence test in the lecture is done, the score for social awareness and relationship management are 4 marks and for self-awareness is 3 marks; whereas for self-management is 2 marks only which would be considered low. The main focus of improvements on my emotional intelligence are in self-management and self-awareness.
Before I design my plan, I have to know more about what is self-awareness and self-management. Self-awareness is the keystone of EQ which contains emotional awareness, accurate self-assessment and self-confidence (Goleman,
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The comments from them are crucial and useful to improve my leadership development.
About the personal traits, Sandy thinks I am a helpful, loyalty and honest person, Angel thinks I am a responsible and candid person, and Shing thinks I am a broad-minded, dependable and easy-going person.
About the leadership style, Sandy thinks I can fully prioritize the task, and I am able to discover the talents of each member which helps to give better arrangement of the work allocation when I was being a leader. Angel thinks I have leadership qualities, such as competent, insistent and persistent, i.e. I will insist what I think it is right. Shing thinks I am democratic type who listen to others opinions, clear-minded that able to come out with a clear flow for the project and supportive.
About the followership style, Sandy thinks I often question the leader’s decisions as I might have own thought, it may motivate the group discussion. Angel thinks I am helpful as I will try my best to help, motivate others and
The positive feedback provided me with things my respondents believe I should continue doing. Some respondents noted that I am confident and motivated. The results also showed that my respondents think I am efficient. Another response was that I adapt to change well. Other words like cheerful, encouraging and fun to be around were some of the positive responses received. Great communication is also something noted that I should continue to do. My responses showed that I am a hard worker. According to the respondents of the survey, I am a good listener and very supportive of others. These responses helped to boost my confidence because they helped me to know that there are things that I am good at and things that I should continue doing. It is also nice to known that people notice little things about you that are positive.
After completing the “Leadership Style Questionnaire” and analyzing my results, I have learned what my preferred leadership style is and how that influences how I lead and may be perceived from members of the group. From the results attained from the questionnaire, my preferred style of leadership is directing. This type of leadership style is best for individuals who have a low competency and high commitment level. These types of leaders are highly focused on tasks and less focused on relationships. They make decisions without consulting with the group and communicate without regarding the group’s concerns or suggestions. This type of leader also supervises the followers intently. They are very successful in creating objectives for each follower and the group as a whole to guide the group in reaching a certain goal.
Emotions are frequent companions in our lives. They come and go, and constantly change like the weather. They generate powerful chemicals that create positive and negative feelings, which have a powerful effect on leadership. Some emotions can either facilitate leadership, while others can detract from successful leadership. This course, Emotionally Intelligent Leadership, has truly opened my eyes to the affects that emotions have on being an effective leader. Peter Salovey and John Mayer defined emotional intelligence as “the ability to monitor one’s own and other’s feelings and emotions to use the information to guide one’s thinking and actions” (p. 5). This definition in itself states that emotions, whether it be ones own emotions or those of others, is the underlying factor that directs the actions of a leader. Therefore, throughout the progression (advancement) of this course, I have learned the importance of the development of emotional intelligence for being an effective leader, and because of this I plan on developing the capacities that contribute to being an emotionally intelligent leader for my own success, now and in the future.
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,
I was not significantly surprised at my results of the Personal Inventory Assessment (PIA). My personal results indicated that I have a healthy balance of patience, competitiveness, and engagement when it comes to measuring my personality (Personal Inventory Assessments, 2016). Over the course of my career I have developed my leadership skills, along with my level of self-awareness, to understand the need to approach my work as a collaborative effort and not a self-fulfilling journey. My decision making preference rated highest as a participatory style (Personal Inventory Assessments, 2016). I do believe that there are many times when a decision needs to be group based and not individual given the impact that the decision may have on the group as a whole. I can
(2013) separated emotional intelligence into four domains, self-awareness, self-management, social awareness, and relationship management (pp. 30, 38). These domains are then broken into two competencies. Self-awareness, the understanding of one 's emotions and being clear about one 's purpose, and self-management, the focused drive and emotional self-control, make up the personal competence (pp. 39, 45-46). While social awareness, or empathy and service, and relationship management, the handling of other people 's emotions, make up the social competence (pp. 39, 48, 51). These emotional intelligence competencies are not innate talents, but learned abilities, each of which contribute to making leaders more resonant and effective (p. 38). This is good news for me because I still have much to develop in regards to emotional
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 strength of my personality allows me to adapt easily and figure out the best way to accomplish tasks (Strengths, 2012). I also took the DiSC Work of Leaders Profile to analyze my style. The results indicate I fall between Steadiness and Conscientiousness, leaning more towards Steadiness which gives me the style SC.
“Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others” (Welch). Leadership is inspiring others to learn more, do more, and become more. Ineffective fail to possess certain characteristics which effective leaders do. Willingness to help others, selflessness, and strictness; these are the qualities of a both good and effective leader. Without these qualities, leadership would fail and being a leader would mean nothing.
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”.
Many Scholars characterize the core qualities and skills necessary for an effective leader. Useem defines leadership as “Creating a vision and translating that vision into actions”. Historically, an effective leader was assumed to be exceptionally knowledgeable, authoritative, and dominate. Those leaders applied the command and control method to lead an organization. With the passage of time, this definition has been changed. The modern definition of an effective leader is honest, courageous, trustworthy, inspirational, and result-oriented. Today’s leaders create shared values and vision, and empower others to achieve their targets.
The first assessment I completed was very eye opening for me as a leader. As expected, my score for the overall potential of my leadership was on the higher end of the scale because of my background and amount of experience I have in leadership positions. This assessment portrayed a very accurate depiction of my overall leadership potential because I have always placed emphasis on being very good at what I do while working hard to not follow a path that did not work the first time.
Applying these aspects of emotional intelligence has a significant enhancing effect on every aspect of life. It allows one to be self aware, improving the ability to process information about oneself accurately (Goleman, 2008). Emotional intelligence also affects management of mood in that it enhances one’s ability to manage emotions, create moods of positivity, and defuse bad moods. Emotional intelligence also comes in handy with regards to motivation of self. It increases an individual’s ability to overcome frustration, the ability to be persistent, ability to engage in tasks that are boring, but necessary, and to be involved in and cut out productive and non-productive actions respectively.
This involves development of such traits as compassion, mindfulness and hope within myself before attempting to lead and support my team in their growth and performance efforts. I understand that my unique experiences and psychological make-up influence my perceptions of others, so I will have to learn how to manage my own unique behaviors, cognition, perceptions, emotions and schemata within the coaching relationship (Kemp, 2009). According to Kemp (2009), once the initial introspection, surfacing and awareness raising phase are complete a leader can develop a deeper understanding and awareness of her unique strengths and weaknesses as a coach, this becomes a foundation for continued reflection and processing to develop a better understanding of her "self". Once I complete this, I would construct a Self-Management Plan (SMP) to include a map of my potential biases, blind spots and conditioned beliefs.
What does it take to be an effective leader? This is something that has been asked many times over the course of human history. Some might say that having a strong personality and a commanding presence is needed in order to be a strong leader. Others might say that someone who stays on top of everything and keeps order is more effective as a leader. Everyone has their own opinion on this subject and in many regards, they are not wrong. Good quality leadership is something that is hard to possess and is not something everyone can do. Leadership is something that has been studied and analyzed many times, and from these studies, many theories have emerged from them. Each of these theories of leadership has their own benefits and can be useful