Learner 's Personal Leadership Assessment

Recently, our doctoral cohort was given two surveys that prompted reflection upon our leadership skills. One survey, the Skills Inventory (SK), yielded some very confirming as well as surprising results while another, Leadership Traits Questionnaire (LDQ) produced results that were not as telling due to the requirements of participation. According to Northouse (2016), “the skills inventory is designed to measure three broad types of leadership skills: technical, human, and conceptual” (p. 67). This measurement was the most effective of the two tools because it produced specific data that aided in insightful reflection. The LDQ’s results were not as reliable because it was intended to be administered to five others including the leader. The Skills Inventory; however, consists of eighteen statements that describe an individual to some degree. Once complete, the surveyed is to add up the scores to specified numbers indicating the skills that one possesses.

This is an introduction to the Skills Inventory introduced in Chapter 3 of the textbook “Leadership: Theory and Practice” by Peter Northouse, a tool by which one can measure leadership strengths in three major skill areas, Technical, Human & Conceptual (Northouse, 2016). An additional introduction is made to the Leadership Behavior Questionnaire, which measures the type of leadership behavior style one is most likely to practice, the task style or the degree to which you define the roles of others, or the relationship style -the degree to which you attempt to make others feel at ease (2016). Upon taking these two assessments, the responses when combined will indicate my personal leadership philosophy. When analyzed in conjunction with Katz’ Three-Skill Approach, the outcome should be in alignment with the experiential and educational leadership background I possess thus far (Katz, 1955).

The book, “Remarkable Leadership”, is significant in our leadership discussion because its main focus is on bringing out the leader quality in all of us. The book’s premises rest on the belief that leaders maybe born but they can also be developed, thus leadership is learnt. The author draws reference on the fact that we are all born with some sort of talent/gift or we may have an interest in something that needs to be developed through training. The critical concepts in the books discuss the qualities and roles that leader should possess, which include being; an advocate for change, an effective communicator, a teacher/mentor, develop necessary relationship, being an innovator, know the importance of teamwork, and one who values learning continuously.

Personal Assessment and Leadership Development Plan  Introduction  The focus of my personal assessment and leadership development plan is to denote the values, beliefs,  thoughts, and actions that will propel me into a state of personal fulfillment as a more complete leader at home, in  the workplace, and in the community.   The preparation of this document will result in the creation of a deliverable to be frequently referenced  and used as a reminder of the overall direction and more specific strategies to achieve my personal and  professional hopes, dreams, and aspirations, as well as put into place a foundation for facilitating leadership  development in my communities. My more immediate aspirations include being promoted at the

My leadership assessment indicated I had the following characteristics: Ambassador 19 out of 25, Advocate 17 out of 25, People Mover 18 out 25, Truth Seeker 20 out of 25, Creative Builder 22 out of 25, and Experienced guide 24 out of 25.

Considering the Skills approach it suggests that leadership is not only about innate characteristics. Several skills and abilities which can be learned and developed helps a person to become a better leader.

Dr. Kenneth Allard’s Conceptual Foundations of Management course has improved my performance as a manager and future as a leader. I have learned the distinction between managers and leaders and what skills are required to fulfill each position. As a result of this course, I have made plans to continue my development as both a great manager and leader.

Self-leadership, just as the name suggests, refers to one is able to lead himself or herself and solve the problems in a responsible and practical way (Manz, 1992). Only when the capabilities and qualifications of employees are fully improved will they have a sense of responsibility driving them to fully devote themselves into their work, in which way, they are able to predict their working effect and have appropriate evaluations of

This paper provides and analysis and results of leadership qualities, strengths and weakness. Character treats and what can be done to enhance ones leadershio skills. Methods of analysis include strength, weakness, opportunities, and threats analysis (S.W.O.T). The Meyers Briggs Self Analysis which include favorite world, information, decisions, and structure. Along with an action plan designed to address areas of improvement. The action plan will be looking at skills, actions need, deadlines, resources and feedback. There will also be a motto with a Linked in profile with url. Results of data analyzed show that there are areas that need to be addressed in leadership qualities; in particular delegation, finance, and team building. The report finds that the

From the quantitative results, it was clear that participants reported skill increases in all but one of the leadership competencies (Table 3). From the qualitative data results, it was seen that participants perceived value in learning the target leadership competencies. This was shown by the unsolicited mentions of these competencies when asked what they learned and what they wished to learn more of (Table 4).

Leadership skill and ability is measured the same way it is developed: through the use of practical application and reflective observation. A strong leader can’t be made in a vacuum or by studying leadership theories. He or she must be tested, tried, and revealed through the heat and pressure of real-life experiences, both accidental and intentional. The following review presents a discussion of three articles related to leadership development. This discussion will identify the themes shared by the three articles followed by a presentation of the author’s recommendations for application of the concepts presented in the articles.

From mid-nineteenth century to the decade of 1940, the research on leadership was dominated by efforts to show that there are characteristics or qualities that leaders have that set them from followers. The research shows that leadership abilities are that of an effective and successful leader. Studies have focused on the measurement of leadership traits and the relationship that is between criteria and traits of leader

Leadership is something that can be taught (Northouse, 2015. There are some valuable theories, which will be discussed later in this paper, how a leader can develop into having a strong influence in any daily aspect of their lives. Also later in this paper it will be discussed the various styles of leaders that can affect the behaviors of the actions of each leader. Each leader can learn these attributes or some of them just have the natural capability of being a leader.

Self-leadership is defined as the process people influence themselves to establish self-direction, self-management, and self-motivation (Neck & Manz, 2010).

Research on management and leadership in organizations over the past century shows there are still no clear definitions or answers about what counts as effective and successful leadership; the field remains varied and argued. Actual studies of leadership began in the early twentieth century. The research and studies on leadership have resulted in defining what characters, traits and attitudes are considered to be significant for leaders to possess. The early studies of leadership theories focused on the person and their behaviors, currently known as leadership trait theories and behavioral theories. It is important for organizational leaders and managers to understand what characteristics, traits and actions of an individual mark a great leader when forming a strong diverse workforce.