Self- assessment of leadership skills: Administrative Skill: 20 (Moderate) I have the ability to motivate the people I am surrounded by, I like to work along with them, learning the job, and often trying to find ways to make the work fun, easier, while aiming to perform more effectively and efficiently each time.
Interpersonal Skill: 26 (Very High) I try to be aware of my feelings and emotions, and the feelings of those who I am surrounded by. I can put myself in a person’s shoes, and try to find the best solution that makes everyone most comfortable.
Conceptual Skill: 20 (Moderate) Instead of working on my own, when needing to find solutions, I work best with others, as I tend not to be very creative at this point in my life, even so, I find
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Northouse (2015) proposes that having insights into awareness of what is important to others, how they are motivated, the problems they face, and how they react to change, will allow a leader to create change more effectively because they understand how the change might affect everyone involved. Day & Harrison (2006) state that successful leadership is linking intrapersonal skills with the development of interpersonal skills, and explain that no leadership can occur without at least one person, so we have to pay attention to this social important context as well. For this reason, it might be important to develop and maintain work-related relationships (Day & Harrison, 2006). If co-workers feel like they matter and their thoughts and feelings are taken into account, they might be motivated to try their best, which might be more beneficial for the employees and the …show more content…
Being strategic requires developing careful plans of action based on available resources and personnel to achieve a goal (Northouse, 2015). Day & Harrison (2006) suggest that developmental relationships can be fostered formally, for instance, a more senior member might interact with more of a junior protégé, sharing lessons learned, giving advice, and enhancing career development and advancement. Through observation and interacting with mentors, developing leaders can expand their perceptions of key organizational challenges and strategies (Day & Harrison, 2006). Better yet, Day & Harrison (2006) also suggest if a person is ready, challenging assignments encourage the development of new skills such as team building, strategic thinking, and social-influence skills. Perhaps a mentor might guide and support a protégé during a challenging job assignment to encourage the development of new ideas and strategic planning
A person’s title within the organization does not make them a leader. The driving factor which determines if someone is in a leader position is their behavior. This person who is a leader will guide those in the organization by influencing, guiding, giving direction, and opinions (Marquis & Huston, 2012). The culture as well as the climate of an organization begins with the leadership (Azaare & Gross, 2011). Each individual person has their own leadership style. Knowing one’s own leadership style will help them understand themselves and be able to grow as a leader. The purpose of this paper is to look at my own leadership style, including my strengths for leading others. A description of a potential challenge that I foresee due to my leadership style and a plan for my personal leadership development will be discussed.
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.
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 assignment for week four is to assess and review results from the Authentic Leadership Self Assessment Questionnaire. The ALQ was created to provide a means to assess the parameters of authentic leadership and to allow for opinion on the behaviors that encompass Authentic Leadership Style (Northouse, 2013). Basically, the questionnaire and the model allows and individual to understand how followers or people perceive leadership authenticity.
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
The contemporary leadership we researched was Situational, Distributed, and Collaborative. We researched all these because we thought that this type of prInciples would make the game more interesting for the players and leaders. I felt that with these principles we would have a chance to show how to effectively apply it, the research we did supposedly told how each principle worked and how to effectively apply it. Some other examples of the research were that what games apply to these principles the most which were for situational was capture the flag, this game was that you had to get the ball and bring it to your side, but when the opponent gets the ball from your goal. The team would have to go from attacking to defensive instantly which show that when a situation changes how a person reacts to the change, for distributed was the four squared game In which the team with the ball had to get the other team out, in this game there was a use of two principles in one collaborative and distributed as an example some people would have to mark the opponent and work together to get the person out. We used Situational, Distributed, Collaborative, we delivered collaboratively and the distributed perfectly because we worked with each other and the rest of the class to work out an outcome since our game wasn't that good and people kept asking if they could change the rules which made us think if we needed more time to execute our game , since we only had 50 mins to play . I felt that we all had a say in how to apply the principles of the group Kent said by playing the game While I went into some depth to try and think how it would affect the game and we as leaders, which came to the conclusion to play more games that would high...
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).
As an officer in the United States Army, it has been imperative for me to understand every facet of leadership and why it remains important to be an effective leader. During this course, I have learned some valuable lessons about myself as a leader and how I can improve on my leadership ability in the future. The journal entries along with the understanding of available leadership theories have been an integral part of my learning during this course. For all of the journals and assessments that I completed, I feel it has given me a good understanding of my current leadership status and my future potential as a leader. All of the specific assessments looked at several areas in regards to leadership; these assessments covered several separate focus areas and identified my overall strengths and weaknesses as a leader. Over the course of this paper I will briefly discuss each one of these assessments and journal entries as they pertained to me and my leadership.
In association with the 65 achieved in the Leadership Assessment Quiz, my readiness for the leadership role is comprehended as moderate. Meaning I have moderate readiness to take on a leadership role. A leaders traits and needs play a crucial role in determining peoples work attitudes, behaviours, and performance, in addition to organizational outcomes. Effective leaders are said to have certain personality traits, which can be divided into general personality traits, such as; self-confidence, assertiveness and warmth, and task-related traits, such as courage and control (DuBrin, Dalglish, and Miller, 2006).
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.
When considering the term management, there has always been a common miss conception that this automatically makes an individual a leader. Leadership is only a single element of the management role. Many times managers are more comfortable utilizing a particular leadership style. While this may work well the majority of the time, certain employees or situations may require a different approach. Good leadership requires that the individual recognize the need for change to motivate their employees to accomplish the task at hand or to reach common goals. Understanding the importance of leadership is essential. However, the key element to focus on is what steps can be taken to improve one’s leadership capabilities. For many individuals this may be a difficult question to answer and may only be possible through self-assessment and reflection.
Leaders require essential leadership skills to effectively lead. The Chief Petty Officer (CPO) Academy teaches those essential skills to enhance leadership ability out in the fleet. During my time at the CPO Academy, I acquired vital knowledge and skills in leadership throughout the classes I took which I will be taking back to the unit. One class that had a significant impact was the Facilitative Leadership class which gave me the tools to effectively run a meeting. In addition, the Change Management class provided me with the skills necessary to support Command Policy and get crew buy-in. Lastly, the Stress Management class imparted me with knowledge on how to deal with stress and mitigate it.
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.
Leadership skills: Is capable of thinking strategically. Can anticipate future consequences and trends accurately. Puts the team before the individual’s welfare. Coaches and develops employees. Is confident with his/her decision making and vision. Leads by