kim woods

Running Head: PERSONAL LEADERSHIP EVALUATION 0

Personal Leadership Evaluation

LDR 531

April 28, 2017

Abstract

After taking the mastering leadership self-assessment, the writer found out that have self-confidence as one of the strengths. For any aspiring leader, self-confidence is necessary. The role of leadership is demanding. For this reason, leaders need to have the self-confidence to boost their performances. Leaders need to know their worth and also trust themselves without allowing their ego to overtake them. For that to be accomplished, the leaders need self-confidence. They need to act confidently and write down their fears. Altogether, the leaders need to avoid thinking regarding perfection and imperfections.

Personal Leadership Evaluation

The mastering leadership self-assessment is aimed at determining some of the leadership styles and their effectiveness. During the self-assessment, several factors were put into consideration. Those factors were used to allow positive and realistic perception of evaluating the leadership abilities. The mastering leadership self-assessment is characterized by personal attributes that include assertiveness, independence, trust and the abilities to handle critics. According to "The New Standard Of Leadership Development" (2017), ‘The Leadership Circle Profile is the most comprehensive leadership assessment system available. It is unique for two reasons. First, it is the first competency tool to measure both the inner and outer aspects of leadership. Second, it is organized into a very powerful system for understanding human behavior and development, and for making sense of the interrelationships between the many dimensions being evaluated in you.”

The writer believes that in other to assess growth, SWOT analysis is conducted. The analysis can be used to explore a person’s strengths, weaknesses, opportunities, and threats. The assessment would ensure that the right direction is made. After the deficiencies are eliminated, goals need to be set that would bring success to the company. Two divides mastering leadership self-assessment half, one is the Creative competencies and the Reactive tendencies. In addition, inside of those two half there are eight dimensions that will describe in more detail the writer leadership competencies. The scores are interpreted to create awareness of the leader’s worth. Every manager needs to know their value and avoids letting their ego get in the way. Those are the qualities that make outstanding leaders. Such leaders make sound decisions. They plan, direct and control their organizations in prudent manners.

The writer result on the first creative half of the circle can be analyze in the graph that were higher score than the other half reactive that can be notice that the writer had a lower percentage. With the graph and assessment results the writer can identify that she has a high Relationship competency, for example in the Relating dimension the writer score 98% in the Caring Connection and Mentoring Development yet in the Interpersonal Intelligence 99%. These can describe that the writer has the ability to mentor, help and develop others. Also, the ability to pursued interpersonal effectiveness and engages in conflict and controversy situation in a positive manner. For the writer the ability to see other professional growth is a satisfaction feeling. In addition, in the graph demonstrate some opposite results in the same half. In the Authenticity dimension the writer score a 0% on Integrity, this result were very surprising for the writer the ability to be trust is very crucial in any field. If there is trust, the leader can mediate the broken relationships between the past team performance and the future performance. In a team, trust allows the team members to throw away their questions and work hard towards the company goals. The other purpose of the assessment was to determine how most of the people feel while they are at their places of work. The writer realized the weakness while at the place of work. Sometimes the writer moods get low, and may end up feeling tired while working. Job effect assessment is used to show the attitude at work and show how leaders feel while working. Leaders tend to have positive leadership traits, which are followed by competency and optimism.

Leaders who have strong effect pass the energy to the employees leading to a more productive workforce. To address the issues of low mood, the writer would ensure that when she start to feel depressed, she take a short break to clear the mind and then resume the duties. A successful leader is expected to have energy, tenacity, and qualities that need to be developed for one to become successful (Leviton, 2006). Altogether, the found out that some of her traits need improvements to correspond with leadership. The writer will ensure that she will incorporate characteristics such as a drive that would lead to the achievement of more goals. The self-assessment showed that the area needs improvement. Apparently, if the areas were improved then effective leadership would be attained. Effective leadership would be essential in enhancing organizational performances. In the current competitive environment, leaders need to have energy that would go handy in achieving the company goals. Altogether, the writer would suggest that leadership development programs be started at the enterprise to assist people like me to become productive. The test implies that the writer should get training to enhance her competencies and capabilities. The training will also empower her to have the abilities to resolve harsh economic challenges that would improve the overall business performances.

Usually, according to the mastering leadership self-assessment, the writer has strength, which is motivation to lead. Leadership motivation comprises of the desires to influence and lead other people. Leadership is equated with the need for power. Individuals who have leadership motivation think of influencing others. It is true that most of the people prefer to be in leadership rather than work on the minor roles. Some of the leadership traits are important preconditions that give people the abilities to become successful leaders. Arguably, leadership is proactive rather than passive.

The traits are equally ideal if the leader wants to lead. There are specific actions that are required to motivate a particular leader. Some of these traits include desires to lead and cognitive ability. The writer found out that she possesses all of those characteristics. she also have other leadership related characteristics that include flexibility and abilities to adapt to any situation. Also, realized that honesty is a virtue that any person can accept or reject. The writer believes that leaders are made. Some argue that leaders are born. All the same, the writer tend to believe that leaders are not like just any other people (Meese & Ortmeier, 2004). The leaders don’t have to be great men or even geniuses. Even if leader’s traits are important, the characteristics need to fit in the situations. Self-confidence plays a crucial role in decision-making. Gaining the trust of other people makes the leaders assertive and decisive. On top of that, the test reveals that am a proactive individual who makes choices that shows a high level of maturity.

In summary, leaders need to have personal qualities and be able to perform a series of tasks. The leaders need to work hand in hand with the upper management as well as other employees. The team leaders are evaluated on the basis of their communication skills and ability to get things done. Similarly, an effective leader needs to have good communication skills since they hold positions of authority that evokes respect from other people. The manager needs to have a positive appraisal that includes high ratings. Leaders who have negative evaluations tend to have low ratings and treat the other workers in disrespectful ways. The manager needs to have excellent planning skills. That is because; they are the ones responsible for arranging working hours and gauge the completed projects for quality purposes. The leader should also develop a system for tracking employees who don’t show up for work. Also, leaders need to take initiatives that would improve performances (Neck & Manz, 2010). For example, a team leader should ensure that the upper management understands what the team is doing.

In conclusion, the overall work achievements should be gauged to evaluate the work performances. The reviews are intended to find out whether the leader has negative traits that need to be rectified. Lastly, the self-evaluation has revealed that the writer is a good leader. Even so, some areas need improvements to make her an even better leader. Therefore, she intend to work on those weak areas to improve her overall performances as a leader.

References

Anderson, R. J. & Adams, W. A. (2016). Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business Results. Hoboken, New Jersey: John Wiley & Sons, Inc.

Cunningham, G., & Kitson, A. (2000). An evaluation of the RCN clinical leadership development programme: part 2. Nursing Standard, 15(13), 34-40.

Houghton, J. D., & Neck, C. P. (2002). The revised self-leadership questionnaire: Testing a hierarchical factor structure for self-leadership. Journal of Managerial psychology, 17(8), 672-691.

Leviton, L. C. (2006). The handbook of leadership development evaluation (Vol. 32). K. Hannum, J. W. Martineau, & C. Reinelt (Eds.). John Wiley & Sons.

Meese, E., & Ortmeier, P. J. (2004). Leadership, ethics, and policing: Challenges for the 21st century. Prentice Hall.

Neck, C. P., & Manz, C. C. (2010). Mastering self-leadership: Empowering yourself for personal excellence. Pearson.

The New Stardard of Leadership Development. (2017). Retrieved from https://leadershipcircle.com/assessment-tools/profile/