Interpretation of Self-Assessment Results

Interpretation of Self-Assessment Results


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#20 T-P Leadership

Effectively leading a team: Occasionally

This assessment helps one to evaluate how he/she will oversee the stages of team development and management. Team leaders should create effective teams in order to improve the output of the organization. Effective team building has been a success due to the mutual trust existing among team mates, and provision of essential resources and the required training. Making each team player responsible for the team’s goals and purpose has led to the creation of effective team.

Team members have different personalities and skills. There are four types of skills that are required for a team to work effectively. Having team players with decision-making skills, good interpersonal skills, and problem-solving skills and possessing technical expertise. Strengths and weaknesses of team players are diverse. As a team leader this helps create an effective team by capitalizing on their strengths and compensating for their weaknesses.

#21 “TT” Leadership Styles

The complexity and uniqueness of challenges encountered by leaders require creativity in order to solve the problems. Creativity can easily be improved by expanding one’s mind’s abilities by opening up to new concepts and paying attention to intuition. Creativity in problem solving can be improved by thinking outside the box, brainstorming with colleagues, and stepping out of the comfort zone, implementation of creative ideas into action.

Listening involves paying attention and interpreting, it is hard work because it requires one to comprehend the message from the speaker’s point of view. Active listening skill can become more effective by making eye contact, avoiding distracting gestures, seeking clarifications, paraphrasing, avoiding over talking, and showing affirmative nods. An active listener smoothly transitions from being a listener to a speaker and back to a listener; he also shows attentiveness by using nonverbal signals such as appropriate facial expressions.

#24 Job Design Preference

It helps one determine what he/she wants to achieve out of their work experience- specifically performance goals. One should have a deep understanding of goals she is trying to achieve. Supervisors and managers are responsible for helping members of the organization to set work-related goals. Ways of making goal setting more effective are specifying goal deadline; establishment of challenging, and measurable goals for each job responsibility; prioritizing and rating goals; and rewarding goal attainment.

Here, the areas of strength are proper understanding of job description, being able to participate actively in setting goals. The first step of goal setting is defining what is to be accomplished, each employee’s job description provides such information. Since employees are actively involved in goal setting, it is easier to realize the set goals. Deadlines for the set goals reduce ambiguity, however, deadlines must not be assigned arbitrarily. Another way of goal setting is building feedback mechanisms that will be used to evaluate goal development.


Jarr, K. A. (2012.). “Education Practitioners’ Interpretation and Use of Assessment Results.” PhD (Doctor of Philosophy) thesis, University of Iowa, Retrieved from

Kelvin, T. H. (2011). Student Self-assessment: Assessment, Learning and Empowerment. Singapore: Research Publishing Services.

Roberts, T. S. (2006). Self, Peer, and Group Assessment in E-Learning. Information Science Publishing, Hershey, Pennsylvania.