MGT 321: Assessing Leadership Skills
Self awareness is a powerful tool that a leader can possess. The most effective leaders in any organization have a high understanding pf their self-awareness. By understanding yourself, you are able to have more effective relationships through greater emotional intelligence (EI). The following slides show my findings from taking the Leader’s Self-Insight activities found in the text. With these findings I will explain how the insight will help me to develop my own leadership skills.
Leader’s Self-Insight 2.2: What’s Your Leadership Orientation?
The first self-assessment in our text reflects on our own individual leadership styles. The highest score possible for this activity is an eight. The first part of this assessment represents my consideration behavior, or “the extent to which a leader cares about subordinates, respects their ideas and feelings, and establishes mutual trust” (Daft, 2018). I scored a four out of four on this section indicating that I tend to have high consideration behaviors. The second part of this assessment demonstrates the initiating structure behavior score. For this I also scored a four out of four which is considered to be high, suggesting that I have a strong orientation towards initiating structure behaviors as a leader and that I am task oriented. I tend to agree with the outcome for this assessment. I believe that with my experience in managing I tend to be empathetic however I understand that for the big picture the job needs to get done. I also believe that you are only as good as your team is and by being considerate of the employee you have a healthier relationship and a greater chance of success.
Leader’s Self-Insight 3.1: An Assessment of Style
This assessment focuses on your leadership orientation and your leadership style assessing what kind of leader you are; task oriented or people oriented. For each section the highest score would be eight. For this assessment I scored high in both sections; a four for task oriented and a five for people oriented. I would agree with the results for this assessment since I believe that all though I do believe that we work best with associated tasks as well as repercussions if you are not performing your tasks as expected, I also believe that ensuring the employee is happy is one of the best ways to drive results. Having a healthy balance between these two would help in leadership positions.
Leader’s Self-Insight 3.2 Readiness Level
The success of a leaders style could be contingent on the situation or the type of follower. According to Daft (2018), the situational theory is based on that a leader has four different styles they can adapt to based on the “situation” or the people and tasks. Which style is used is depended on the readiness of the follower. The Readiness Level activity showed that I have a moderate readiness level with a score of six. A moderate readiness level is an indication of able but either unwilling, insecure, or uninterested. The type of leader that best fits this style would be selling or participating. Selling is a leader that “provides task instruction and personal support, explains decisions, and gives followers a chance to ask questions and gain clarity about work tasks” (Daft, 2018). Participating leader style “encourages participation, consults with followers, and facilitates decision making” (Daft, 2018). I tend to disagree with the results of the assessment in my particular situation however I believe that could be because I am on the border of high and moderate. While I don’t get excited by my job I do enjoy knowing what I am doing and I perform at a very high level with little to no guidance. My manager currently leads my team successfully with a delegating style. Since our team are veteran employees with a lot of knowledge he does not have to provide much guidance or support.
Leader’s Self-Insight 3.3: Measuring Substitutes for Leadership
Some suggest that there are situational variables that could replace that of the need for leadership, or also known as the contingency approach. “A Substitute for leadership makes the leadership style unnecessary or redundant” (Daft, 2018). Research has shown that there are situational substitues that can have a greater impact on an employee than that of the leaders behaviors. After performing the activity in 3.3 I scored a three in task structure and a three for task feedback. I also scored a three for Intrinsic Satisfaction showing that all of these could be a potential for substitute for leadership.
Leader’s Self-Insight 4.1 The Big Five Personality Dimensions
Extroversion – 20
Neuroticism – 8
Agreeableness – 18
Openness to New Experiences – 18
Conscientiousness – 14
Leader’s Self-Insight 4.1 The Big Five Personality Dimensions
Researches believe that there are five basic dimensions of personality, openness, conscientiousness, extroversion, agreeableness, and neuroticism; “The Big Five” . Researchers also believe that the big five can predict if you are high potential for leadership. While I scored high in Extroversion, Agreeableness, and Openness, my predominant trait is extroversion scoring a 20 out of 20. Extrovert is someone who is outgoing and social. I tend to be very confident and comfortable in meetings and do not shy at public speaking. I enjoy meeting new people and finding new adventures. I believe that the results of this assessment were spot on. I believe that I show high scores in all of the big five personality traits with the exception of neuroticism (low emotional stability) where I score an eight. I would easily fit into a leadership role with more knowledge and training.
Leader’s Self-Insight 4.5 Personality Assessment
This assessment is based off of Jung’s Typology. Carl Jung was a Swiss psychiatrist who believed there were 16 personality types. After taking the assessment I showed my scores revealed ENFP: Extravert- Sensor- Feeler- Perceiver. This type of person tends to be imaginative, enthusiastic, good at starting projects, and know to be a good champion (Daft, 2018). This type of personality is someone who is considered fun to be around and live for the moment. The extrovert part of the personality is someone who is outgoing and energetic, sensors live in the present and rely on the facts. Feelers are people who let their feelings and emotions play a role in how they respond to other people and situations and perceivers are spontaneous, flexible and tend to thrive in an unstructured environment. Someone who is an ESFP approaches life optimistically. They see the world as it is and approach it with curiosity. They have the ability to adapt to whatever life may send their way. This assessment was very accurate. I believe that understanding and knowing where I lack in certain areas will help me to build on them and become a well rounded leader.
Daft, R. L. (2018). The leadership experience (7th ed.). Retrieved from https://content.ashford.edu/