Leadership Self-Assessment

The leadership self-assessment above indicates own leadership strengths, specifically interpersonal skills. These skills include verbal and non-verbal communication, negotiation, problem-solving, and assertiveness. As a matter of point, interpersonal skills build strong working relationship among employees, hence, improving efficiency in management. Besides, political skills help to manage the organizational politics and reduce workplace conflicts (Hersey, Ken, and Dewey 15). However, self-assessment indicated some weakness in analytical and drama fairness skills that needs development.

In this journal, I will discuss my strength skills and skill that I would need to make growth in. Then I will discuss strategies I can use to enhance my group leadership skills that I need growth in.

In order for someone to be an effective leader, one would have to bestow certain skills and characteristics or some can be obtained over a period of time. Various assessments and questionnaires are designed to measure and give insight on certain skills or traits an individual may have. Some of those assessments include the skills inventory, leadership trait questionnaire, style questionnaire, leadership questionnaire, least preferred coworker, path goal, LMX, and the authentic leadership self-assessment. By conducting these questionnaires and assessments, not

The road to becoming an exceptional leader while rewarding, is one filled with numerous challenges. Developing the necessary skills required in order to successfully lead others is a life-long process. In this paper, I will discuss in details my leadership qualities. I will include results from my Seven Habits Profile, evaluate my strength and weaknesses and adopt leadership theories that will help guide my self-evaluation. In addition, I will analyze proven theories that will help me address skills, weaknesses, and behaviors in my leadership skills. These theories-based changes will help form and guide my set of SMART goals. I will draft a plan for success in my journey towards becoming a great leader.

1. Analyze the leadership styles(s) of a senior executive (CEO, CFO, COO, Director, ect.) in your current or previous organization who made a positive or negative impact on you.

In this paper, we will review four leadership models: charismatic, servant, situational, and transformational. A separate discussion describing

Avolio, B. J., & Yammarino, F. J. (2002). Introduction to, and overview of, transformational and charismatic leadership. In B. J. Avolio & F. J. Yammarino (Eds.), Transformational and charismatic leadership: The road ahead (pp. xvii–xxiii). Oxford, UK: Elsevier

An important aspect to being an effective leader is to be aware of strengths and weaknesses related to healthcare leadership. For example, critical thinking exercises and the completion of self-assessment tools to gauge how one is personally performing leadership is encouraged throughout a nurse’s career (Valiga & Grossman, 2012). For this discussion the American College of Healthcare Executives (ACHE) tool was reviewed and completed with an extensive reflection of personal communication, relationship management, and leadership skills (American College of Healthcare Executives, 2017).

I scored an eighty-seven (87) on the How Good Are Your Leadership Skills? Self-assessment quiz, which rated my skills as excellent. This score was not surprising to me because I’ve worked hard to become the best leader possible, and leading people is something I enjoy. Motivating people to achieve or surpass a particular goal is rewarding to me.

During my relatively short time with my present company compared to that of many of my colleagues I have seen numerous changes in the senior management structure that has resulted in differing styles of leadership over the years from Autocratic to

In this review, my own organization’s leadership capabilities and performance will be assessed. This review will be based on Computime Ltd organizational structure and I will be showing my own understanding of the leadership styles within the organisation, reviewing the effectiveness of my own leadership skills but also discuss the adoption of an effective leadership style to motivate staff to finally meet the organizational values and goals.

The results of the self-assessments are not consistent. According to the Authentic Leadership Self-Assessment, I rated low on self-awareness. This is due to my inability to recognize my strengths and weaknesses. I did, however, rate high on internalized moral perspective, balanced processing, and relational transparency. Next, the LMX 7 Questionnaire, I rated high. This questionnaire was given to my supervisor and one of my followers. The results of my Path-Goal Leadership Questionnaire, I rated average in all leadership styles. I rated highest in the directive style. The Skills Inventory Assessment resulted in a high score in technical and human skills, and moderate in conceptual skills. Having a moderate score in conceptual skills results in my inability to see the goals of the organization. I should familiarize myself with the organizations aims and objectives and align my goals with theirs. Furthermore, the Leadership Trait Questionnaire scores averaged between a 3 and 4, the highest scores being in dependability and friendly.

Transformational leadership are classified into four components which are pointed out by Bass (1990, p. 28), ‘charisma, idealized influence, inspirational motivation, intellectual stimulation and individualized consideration’. Apart from these basic roles, charisma leadership, a collection of personal characteristics, has its own role of literature since it has similarity with transformational leadership and they are contribution to each other (Bertocci, 2009, p. 43; Judge & Piccolo, 2004, p. 755). Leaders’ behaviour reflects them being role models for their followers. Followers respect, admire and trust their leaders who have charismatic effect on their followers to an extremely high grade are willing to take risks

The transformational leadership framework or model had a great influence on the latest and modern understanding and providing a clear and precise idea about the leadership quality and its respective effectiveness. With the advent of the leadership researcher, which have determined and identified several significant behavior, which are the representative for this leadership qualities as well as style. One of the most significant characteristics of the transformational leadership is the articulation of a compelling vision and mission (Gabriel, 1997). Another significant characteristic which are interrelated with the transformational leadership is the charismatic role of the leader which not only

As a leadership approach, it has numerous issues application that cut across leader effectiveness and is most strongly related to other leadership styles. Transformational leadership is also associated in a positive manner with employee outcomes including role clarity, commitment, and wellbeing of all stakeholders. Transformational leaders advance a cocktail of considerations from other leadership styles and are therefore to patch the gaps that arise from using single leadership approaches. This is important because it provides a more well-rounded approach in terms of achieving the benefits of the different leadership styles and mitigating the disadvantages of the other leadership approaches. There is compatibility between charismatic and transformational leadership. Therefore, charisma as an element of transformational leadership needs to be analyzed within the context of its cross-cutting considerations. According to Yukl (1999), if Charisma is central to both charismatic and transformational leadership, then it places and emphasis on the argument that revolutionary leadership is above the other leadership