Comparing The DISC And Jung Typology Personality Assessments

ways to lead, and each style comes with its own pros and cons. Identifying which style of management is

A1. Leadership Style Upon conducting research, it is clear that the definition of “leadership” is not agreed upon. It is fluid, based upon many perceptions, situations, and surroundings. According to Robinson (2010), adopting a specific style of leadership is rather futile as it is, “contingent on the personal traits of the leader, the people being led, and the nature of the activity.” Tools are available to help guide potential leaders in determining a preferred style of leadership. For example, utilizing the “Leadership Self-Assessment

Personality is defined as the unique way in which each individual thinks, acts, and feels throughout life (Ciccarelli, 2014). Numerous individuals are curious in regards to their actions and how their mind works, thus leading companies to create personality tests, in order to provide individuals with some perspective on their personality. While individuals can take personality tests for leisure, personality tests are often utilized in situations such as job interviews, diagnosing mental disorders, and educational purposes. Two popular personality tests are the Keirsey Temperament Sorter and the Big Five Personality test. After taking both tests, I analyzed them using my knowledge of general psychology and of my own actions. I found the

7) Reflection – Introspection and reflection can foster self-understanding and understanding from lessons learned from experience. In leadership development, reflection can be used to uncover a person’s hidden goals, talents, and values, as well as their impact on a person’s work.

The Jung Typology Test provided information that was, for the most part, expected.These results do seem to be an accurate depiction of my personality. This said, my belief is that the results could change depending on who I associate with at the time. This is perhaps the reason why the percentages are fairly low on the final report.

Many different people have extremely different personality types such as, perfectionist, helper, leader, adventurer, and peacemaker. I am a variety of personalities from perfectionist to unorthodox. Due to the Jung Typology personality test, I am very extroverted and intuitive and I tend to get conflicted. Also, I am confident and sympathetic. I am extremely sociable and I enjoy the comfort of talking to friends. Even though sometimes I may be confused, I have the strength to straighten out. I have the kind of personality that will allow people to be who they want to be. I look at people the way they want to be looked at unconditionally. Last, I tend to get nervous and worried in tense situations. I have always been this way, but it goes away

How their work blend into a larger vision for the organization. This type of leadership style

With the long-term goal of becoming a transformational leader, it is often useful to consider one's strengths and weak nesses across four dimensions. These include personal and professional accountability, career planning, personal journey disciplines and reflect practice reference behaviors and tenets. The intent of this analysis is to evaluate my strengths and weaknesses in each of these four areas. In addition, a discussion will be completed on how current leadership skill sets will be used for advocating change in my workplace. The conclusion of the paper will concentrate on one personal goal for leadership growth, including an implementation plan leading to its fulfillment.

In conclusion, all the four assessments showed my leadership qualities and areas need to be enriched. Student leadership inventory showed the three areas I need to focus which are 'Inspire a Shared Vision, challenge the Process, and Encourage the Heart'. Success in enterprise and in life has been, is now, and will continue to be a function of how well people work and engage with each other. Success in leadership depends on our capacity to build and sustain collaborative human relationships.

Leadership should inspire confidence and trust, and consistently. How agile is your company? How effective are your managers at engaging and delivering the changes envisioned by your decision makers? How well does your company actually facilitate and execute on change when it is needed?

This analysis is basically a self-assessment of the current leadership and motivational skills that I possess. Throughout this course I have learned numerous new skills and tools to better the way a person leads and motivates their followers. For example, I use the situational approach to leadership but I use the skills approach in combination with the path-goal theory to influence others. This could be bettered by implementing more of the path-goal theory in the way I lead as well and the way I influence others. Although, the skills and traits that I possess have been working will there is always room for improvement. There are a number of traits I would like to strive to possess such as integrity, dominance and conscientiousness. The greatest factor to helping someone or yourself attain self-improvement goals is to develop a plan and determine ways that will be effective for the change.

There are many leadership styles and is important to know which style you are. There are many ways one can learn their leadership style, for example, through assessments. Knowing your leadership style will help you become a better leader. Although there are many leadership assessments our text discussed four assessments that can give insights into building blocks of personality most commonly identified by peers, subordinate employees, and supervisors (Ledlow, et al, 2014). These assessments include: Hemisphere Dominance assessments; Jungian assessments; Vark test; Struder Group; Price Group; and many

Other forms of leadership styles that are known to exist derive from the Leadership Style Inventory (LSI) developed by Rowe, Reardon, and Bennis (1995). The inventory identifies four basic styles; commanding, logical, inspirational and supportive. The differences in style used by leaders are based on the following two questions: How adaptive are leaders when dealing with the issues they face? How do leaders communicate with, persuade, and energize employees in the process of change?

This report also looked at different leadership styles and stated what your personality type and which

Evaluation lets you know if you getting the job done. This is a point for you as a leader to evaluate your development of those you have invested in. It is a time of introspection as well. Take what you see in who you are developing to look within for improvements for self as well. Let’s look at questions that only you can answer. The answers will give you the insight you need to continue the development of the leader and/or self. There is no right or wrong answer here only truth. The truth is what you need to discover to create the design for the leader you are develop.