Self assessments in leadership

Self assessments in attr challengeshipThis assignment comprised of five essays based on the completion of self-assessments on (1) Self- cartel, (2) Leader-Member Exchange, (3) religion in petabyte, (4) chisel Affect, and (5) Motivation to Lead.Self Confidence. The innovation of this assessment is to assess a film generalized self-efficacy.thither be many reasons a leader take aim assertion because being a leader is a very backbreaking air. According to pierce and Newstrom (2008), leaders mustinessiness know their worth and verify themselves with pass by away letting their ego, or image get in the way. To master this, leaders must ask self-confidence by acting confidently and have it away their fears, and avoid thinking in terms of perfection and imperfection.The leading self-assessment is to squ be leaders styles and effectiveness. Many factors were dramatizen into consideration in this self-assessment that holded for positive and true-to-life(prenomina l) perception when evaluating leading abilities. This self-assessment was characterized by mortalal attributes such(prenominal) as assertiveness, optimism, enthusiasm, walk oution, pride, independence, trust, and the capability to handle criticism and emotional maturity.The cross out on this self-assessment ranged from 1 by dint of 7, with one indicating the statement is self-coloredly disagreed, and 7 indicating that the statement is in knock-down(prenominal) agreement. An over solely score of 6 or greater indicates a strong sense of self-efficacy with the heightsest score being a 7. There were seven or soteen questions on this self-assessment. On the question of reservation visualizes work, a score of seven out of a total score of 7 was achieved by this rootage. When faced with nasty situations, a score of 4 was achieved out of a total of 7 on this question. On this self-assessment this author achieved an boilers suit score of 5.3 which is close to the gamey o f six that is coiffure for this assessment.According to the criteria set for this assessment and in interpret the score, it was identified that the one area that regards proceeds is with handling rough situations. This area fanny be improved by create on self-confidence. According to Kirkpatrick and Locke (1991) self-confidence plays an classic role in decision making and in gaining trust. There are dickens main things that contribute to self-confidence that gage help, and they are self-efficacy, and self-esteem. Self-efficacy is gained when mastering skills and achieving goals that matter in the skilled areas. By learning and working hard in a partlyicular area, succeeder allow for be achieved. This is the type of confidence that leads bulk to accept tricky challenges, and persist in the face of setbacks.This overlaps with the idea of self-esteem, which in a more than general sense takes place when coping with whats going on in a persons life, and the right to be h appy. In part, this comes from a feeling that the passel around us approve of us, which we may or may non be able to control. It also comes from the sense that we are behaving virtuously, and are sufficient at what we do, and that we tooshie compete successfully.The natural process get up that is being set to goal unavoidable ontogeny, to improve on this situation, is to take stock of the throw, address and focus on the future. A commitment to starting this action plan and staying with it must be achieved so that the emergencyed harvest-tide burn down be realized. In preparing for this journey, a look at what have already been achieved is requirement. To accomplish this, listing the ten best things that was achieved in an achievement log is needed. Among both(prenominal) of the things that should be noned in the achievement log are such things as whether a get a line role in an important police squad project was accomplished whether an achievement was r from each oneed in producing the best sales figures in a period whether something that made a key difference in someone elses life took place, or whether delivery of a project that meant a lot for the company was accomplished. These are some of the things that should be listed. This list should and then be critical reviewed often and time should be spent each calendar week enjoying the success that was achieved, so that approachs depart be built to further the ontogeny of this success.An separate technique that should be used to address needed growth is to use the Strengths, Weaknesses, Opportunities, and Threats (SWOT) analysis. The SWOT analysis can be used to take a look at strengths and weaknesses, and from this, consider the opportunities and threats that are being faced. This will lead to thinking near whats important, and what direction to take. Once this is accomplished, goals must be set which must be measured by success. By striking on the targeted goals that are set, and c oupled with self-confidence, key factors in enhancing growth areas will eventually be achieved.The leadership self-assessment is very helpful in identifying areas that are needed for improvement since these areas directly relate to leadership growth. interpret the scores provide an awareness of a leaders worth because every leader must know their worth and trust them without letting their ego or image get in the way. This is one area that take improvement because recognizing a leaders strengths will help to compensate for any weaknesses. The need to have the capacity to distinguish between perceived skills, and what the seam requires are important as well. The findings from the self-assessment will help in recognizing areas that need improvement to invoke a leaders ability which will lead to enough an outstanding leader. This will result in sound decision making, planning, organizing, directing, and commanding by the leader.Leader-Member ExchangeThis self-assessment is to asse ss the leader-member sub race. Seven statements were provided that required the colleague in a group to think of a situation for which in that reckon is a leader and indicate the degree to which there is agreement, or disagreement.The character of this assessment is to determine trust in leadership and aggroup performance. There are three aspects of leadership that are explored in this assessment, fairness, trust, and estimable behavior.A score of 6 or greater indicates that there is a mettlesome quality leader-member exchange human relationship with the leader. A low score of two or slight suggests that there is a low quality leader-member exchange relationship with the leader. On this self-assessment this author scored 6.5 out of a total of 7.The score that was achieved on this self-assessment suggests that this author, the retainer, has a high-quality leader-member exchange relationship with the leader. This score has affiliated to key concepts that are presented in the text. For example, recent evidence conducted by Wayne, Shore, Linden, 1997, suggests that followers who accognition a high quality leader-member evidence exchange relationship may help their leader by carrying out their required role activities and by engaging in good citizenship behaviors. The follower will go beyond their expected role requirements in exchange for the benefits provided by the leader in the exchange process.The action plan that is set to address needed growth areas is to seek out probing questions, such as what exacts a follower unique in the organization, and identify any accomplishments that will make the follower proud of. Reflecting on the most important work-related set, and figuring out values that are met, and those that are not met, will help improve needed growth areas. Probing questions that should be taken into consideration such as whether working with people, data, things, or ideas are satisfying, will help in identifying which motley would be most satisfying for a follower and why when building growth areas.Since performance reviews are based on past performance, and attached to a supervisors view on an employee, reflecting on the last performance review will help in improving on growth areas that need to be strengthened. To enhance on growth areas, asking good probing questions, and avoiding ones that give only yes, or no answers will assist. This will allow the best way to gain a deeper understanding of what really matters to an employer. functional application to individual leadership growth The self-assessment focused on the leader-follower relationship. It introduces the concepts of fairness, trust, and honorable behavior. The self-assessment also focused on leadership as a relationship between leader and follower and extends the leader-member exchange theory to consider issues of organisational justice.The findings on this self-assessment, based on the cores, showed whether trust prints team performance, and w hether trust in leadership mediates the relationship between past and future team performance. A score of 6.5 shows that this author has a high quality leader-member exchange relationship with the leader.The lesson learned from taking this self-assessment shows that part of leadership is observational learning make by the low-levels, and it is important that ethical values and conduct are demo at all times. This will help with leadership growth because overall, leaders are expected to be honest, considerate of followers, fair in decisions, and make decisions based on ethics but none of these aspects constitute ethical leadership by themselves. Gaining experience working in a highly ethical organization can help contribute to ethical leadership characteristics that are carried with the leader from one organization to another. This will be employ in any job that calls for leadership qualities.Trust in leadThe purpose of this self-assessment is to evaluate trust in leadership and team performance. Trust can be defined as an expectation or judgement that one can rely on another persons actions and words that the person has good intentions. Trust in leadership is meaningful because the leader typically has the most formal power on the team, ca development others to be unguarded to him or her.The self-assessment was based on a score of 1 through 7 with one reflecting that there is strong disagreement with the statement and seven indicating strong agreement. A score of six and in a higher place reflects a high direct of trust in leadership and team performance. There were 9 questions. The overall score on this self-assessment was an 8.2 reflecting that most team members trust and respect their leader. This author scored an 8.The interpretation of this self-assessment score shows that there is a high level of trust in leadership and team performance. This self-assessment provides an awareness that trust in leadership is important. This awareness allows the t eam to be willing to accept the leaders activities, goals, and decisions, and working hard to achieve them will be their ultimate goal.This self-assessment is connected to key concepts presented in the text because trust in leadership has a positive effect on team performance. Trust in leadership mediates the relationship between past team performance and future team performance. Trust in leadership allows the team members to suspend their questions, doubts, and personal motives and or else throw themselves into working toward team goals.Specific plan of action that needs to be addressed is to identify and enhance growth areas by ascertaining ones present position. This growth area can be enhanced by using a variety of tools including interviews, questionnaires, focus groups, and data that are already acquirable inside the organization. Once the data is collected, it can be used as a benchmark from which to establish short-term, and long-term goals, and objectives for relationship , trust, and team performance.The score, interpretation, and action plan on this self-assessment will be used to enhance and improve leadership skills because as a leader, one of the main priorities is to get the job done, whatsoever the job is. The findings on this self-assessment will be used to make things hand by knowing what the objectives are and having a plan of action on how to achieve them. This can be done by building a team committed to achieving the objectives and helping each team member give their best efforts. A leader must know their strengths and weaknesses, so that they can build the best team around them.4. Job Affect The job affect evaluation is designed to measure mood at work.The purpose of this assessment is to determine how people felt at work, while on the job during the past week. Mood at work, as assessed here is a state-based condition. Therefore, as a state-based condition, people can express different moods, depending upon the state to which they are exposed. On the other hand, mood can be comparatively stable across emotional states and across time.Achieving a sore of quartet and greater on this assessment implies a high level of affect and a score of two or less imply a low level of affect. This authors overall score was a four.The job affect assessment is designed to measure mood at work and to decrypt how people felt at work while on the job during the past week. Since this evaluation is a state based condition, people can express different moods, depending upon their state to which they are exposed. Mood can be relatively stable across emotional situations and across time. According to Pierce and Newstrom (2007), leaders who have strong positive affect are characterized as possessing an air of confidence, competency, and optimism. Leaders with strong positive affect transfer their muscle to others and to be characterized as leaders of cohesive, productive work groups.The action plan to address needed growth areas specif ically comes from confidence. Leaders are more likely to be assertive, decisive, and emotionally stable if they have self confidence. Confidence in self plays an important role in decision-making and in gaining others trust.To enhance growth areas, leaders need to have cognitive ability to formulate suitable strategies, solve problems, and make correct decisions. trenchant leaders must have great knowledge about the company, industry, and technical matters. Industry knowledge and aspects of self-confidence can be developed through experience and information. value of traits corresponding to leadership will be implemented. Traits such as crusade that leads to achieve more, become ambitious, show and energy, tenacity and initiative are all qualities that need to be developed and nurtured to be a successful leader.Interpreting and evaluating the scores on this job affect self-assessment will help and can be used to improve leadership growth in such areas as traits, skills, and behav ior. Since effective leadership is essential in increasing organisational performance, leadership success in todays competitive environment requires the combination of leadership traits, skills and behavior, and the understanding of how these elements interact in the leaders role. Leadership development is not universal instead, leadership development programs must be tailored to each organization. These findings can be used to invest in leadership training and development that will enhance the competencies and capabilities of existing leaders, ensure leaders have the ability to effectively resolve competitive and economic challenges, and help leaders inspire and engage the organization and its management team to enhance overall business performance.5. Motivation to Lead This self-assessment focuses on motivation to lead.According to Kirpatick and Locke (1991), leadership motivation involves the desire to influence and lead others, and is often equated with the need for power. mas ses with high leadership motivation think a lot about influencing other people, winning an argument, or being the greater authority. Many people prefer to be in a leadership rather than subordinate role, and this assessment will help leaders know whether they have the ability to be a good leader.Achieving a score of 6 and above for each of the three motivations-to lead dimensions indicates a strong motivation to lead based on that factor. A sore of two or less indicates a weak motivation to lead based on the undertake factor. The highest score is a 7 and the lowest a one. On this assessment, this author scored a 4.6 on the affective identify-based motivation to lead. On the non-calculative-based motivation to lead a score of 4 was achieved and a score of 4.8 was obtained on societal normative based motivation to lead.An average score of 4.5 was achieved indicating that this author has the traits necessary to become a leader. According to Kirkpatrick and Locke (1991), leadership tr aits are important preconditions braggart(a) an individual the potential to be an effective leader. Traits are an important part of the picture, although each trait accounted for a small portion of the criterion variance. Leadership is proactive rather than passive in nature and while a leaders traits are important tools, the traits must fit the situation.Specific action plan needed to address growth areas in motivating a leader, and key traits that need strengthening were identified in this self-evaluation. Traits such as drive, desire to lead, honesty/integrity, self-confidence, cognitive ability, and knowledge of the business are important traits that need to be strengthened. Other possible characteristics of effective leaders that should be considered for improvement will be charisma, creativity, originality, flexibility, and adaptiveness. Industry knowledge and aspects of self-confidence can be developed through experience and training. Honesty does not require skill-building because it is a virtue that one achieves or rejects by choice.According to Kirkpatrick and Locke (1991), disregarding if leaders are born or made or some combination of both, it is clear that leaders are not like other people. Leaders do not have to be great men, or intellectual geniuses. While a leaders traits are important tools, the traits must fit the situation, for instance a strong relationship between news show and leadership exists because a person does not emerge as a leader simply by possessing key leadership traits.Confidence in the self plays an important role in decision-making. By gaining others trust and create self-confidence, leaders are more likely to be assertive, decisive, and emotionally stable. Effective leaders must be proactive. They must make choices and take action that will lead to change instead of reacting to events or waiting for things to happen. They must show a high level of initiative..