MY PERSONAL LEADERSHIP EVAL: A FORMULA FOR SUCCESS<\/p>\n
Running head: GUIDED IMAGERY AND PROGRESSIVE MUSCLE RELAXATION<\/p>\n
2<\/p>\n
Name<\/p>\n
My Personal Leadership Evaluation<\/p>\n
Course<\/p>\n
Instructor<\/p>\n
Date<\/p>\n
Leadership is a skill that many look to develop to enhance their ability to delegate tasks, inspire others, and enrich their communication ability. Effective leadership, on a personal level, is an ability that I am constantly seeking to improve. With enhanced leadership, one is bound to develop stronger relationships that allow one to excel. For instance, Scales, Pekel, Sethi, Chamberlain, and Van Boekel (2020) use the context of a teacher-student relationship to illustrate how it can be strengthened through effective leadership. The context that Scales et al. (2020) infer is that alongside helping to enhance engagement and bolstering performance, leadership can be used as a motivational tool (Scales et al., 2020). When assessing one’s leadership capabilities and strengths, tools such as the CliftonStrengths assessment and theoretical frameworks such as transformational leadership can play an integral role. Applying theoretical frameworks makes it easier for a party to ascertain its strengths and weaknesses. Personal leadership goals, while serving as the lens through which a party can assess and ascertain their abilities, key measures, and steps are necessary to ensure that identified weaknesses are identified while existing strengths are leveraged. <\/p>\n
A: Reflection on the Results of the\u00a0Five\u00a0Categorical Strengths<\/p>\n
The results of the five categorical strengths were insightful as they showcased my abilities while outlining the areas where I excel as a leader. The five definite strengths encompass my leadership approach and style: consistency, relator, self-assurance, competition, and restorative. I can assert that these strengths accurately represent my persona and overall approach to leadership. Goleman (2018) shares my overview that leaders tend to demonstrate intellectual and technical abilities. My take on this stance is that these skills interrelate mostly since they are used in different contexts and are meant to offer an avenue and a means of pursuing and attaining certain goals. The results that were obtained upon taking the CliftonStrengths assessment were not only correct but also illuminating. For instance, according to these results, consistency is one of my strengths. Indeed, I always aspire to treat people equally regardless of underlying issues. I advocate for equality as it is one of the easiest ways to create and sustain a just society. Also, the results showed that I am a realtor. This trait is characterized by the ease of creating new friends and relationships. I can also affirm that I am an intimate person. A leader must show concern for the feelings of others as it only shows they are empathetic and willing to relate deeper. Consistency and relator are character traits that highlight how I view others and how I am likely to engage with them as a leader. Hence, these traits are a representation of a leadership persona.<\/p>\n
According to the results of the CliftonStrengths assessment, the other three strengths I exhibit include self-assurance, competition, and restorative. Self-assurance, as the results highlighted, indicates that I am self-confident. I was somewhat unaware of this aspect, considering that I am always meek, especially when the situation I am exploring is characterized by uncertainty. Nonetheless, I do not shy away from challenges and complicated situations. However, I agree with this trait because I am very confident in my judgment. I tend to use facts and integrate the views of others before making a decision. This has largely contributed to most of the correct choices I have made throughout my life. Upadhyay, Talwar, Tiwari, and Gujral (2020) share my outlook as they assert that self-confident people are sensible and trust their capabilities. My self-assurance is founded on the ability to adequately examine facts and process information before making informed decisions. Competition, as an additional categorical strength, showcases one’s awareness of the performance of others. I can assert that I am self-critical and seek to evaluate my performance while comparing it to others to ensure that I progress. The essence of being competitive is that it propels one to continually seek growth and expertise. Finally, restorative is a strength that I exhibit according to the results obtained. I easily overcome setbacks to my goals, and I am willing to learn from hardships encountered. All the same, these strengths correctly portray my leadership. Therefore, I can affirm that they are not an exaggeration of leadership persona. <\/p>\n
B: Leadership Theoretical Framework (Servant Leadership Overview)<\/p>\n
One effective way to assess one’s leadership skills, strengths, and abilities is through a theoretical framework. Such frameworks offer insight from informed literature in which a party can ascertain its capabilities and weaknesses. Thus, developing evidence-based solutions to addressing and alleviating the identified weaknesses is possible. Servant leadership includes the theoretical framework that can be useful in assessing my leadership. Sfetcu (2021) defines servant leadership as focusing on employees\/subordinates while supporting them to attain their professional and personal goals. Sfetcu (2021) adds that by pursuing their goals, the subordinates\/employees can also propel the firm toward meeting its objectives. Thus, the essence of this theoretical framework is that success is attained through empowering others to attain their goals. When people are supported and elevated to meet their objectives, it is apparent that their success will translate to the high productivity of the entire organization. Based on this overall outlook, I can attest that I embrace servant leadership. Strengths such as relator and consistency illustrate that I exhibit servant leadership in select scenarios. Furthermore, I tend to establish and sustain positive relationships, which I believe play an immense role in encouraging others to excel while meeting their professional and personal goals. I also ensure that my relationships are intimate, which helps to ensure that I have deeper and more meaningful connections. These connections can be used to ensure that I not only constantly excel, but I can motivate others to perform better. As such, servant leadership is a framework that highlights certain aspects of the leadership approach. <\/p>\n
The three strengths of my leadership that can be assessed through the servant leadership framework include competition, restorative, and self-assurance. Competition relates to servant leadership as it is a trait that entails comparing my performance to others and continually seeking to grow and bolster my proficiency levels. This strength aligns with the servant leadership framework as it also helps me to challenge others. I can challenge others by being competitive. In so doing, they can also attain growth. Healthy and productive competition helps sharpen people’s skills and share knowledge that can benefit all parties. By being competitive, I can assert that I help others grow, making it easier for them to meet their goals. Sfetcu (2021) shares this outlook adding that servant leaders can enhance high performance by encouraging others and pushing them to excel. Restorative and self-assurance are additional strengths that showcase my overall leadership outlook. By being restorative, I exhibit high problem-solving abilities. These skills I can deploy these to others and my colleagues and help them overcome setbacks that hinder them from their goals. As a result, I am contributing to their progress. Finally, self-assurance allows me to showcase my ability as I am confident in my skill level. Such confidence can be addictive to others as it can help them elevate. <\/p>\n
My weaknesses as a leader include overworking, low confidence in others, and failure to issue positive feedback. Overworking is a weakness that relates to servant leadership as it illustrates the inability to delegate tasks, thus compromising the growth of others and their ability to meet their goals (personal and professional). I am easily affected by burnout because of this weakness. Low confidence in others is the second weakness. Again, it relates to the servant leadership theory as it highlights a lack of trust in the ability of others, which impedes their growth as I do not issue challenging tasks that might enhance their development, thus allowing them to elevate professionally. The third weakness is the failure to offer positive feedback. Lee, Idris, and Tuckey (2019) explain that feedback shows employees that they are valued. Again, this weakness relates to servant leadership as it highlights the inability to motivate subordinates through feedback that discourages them from pursuing their professional and personal goals. <\/p>\n
The three actionable steps I seek to deploy to enhance my leadership skills and alleviate the identified weaknesses include embracing teamwork, adopting open communication (two-way feedback loop), and setting attainable goals involving others. With effective communication, Contreras, Baykal, and Abid (2020) recommend that cultural differences be applied to inform the communication process and use tools that allow for efficiency. Embracing teamwork relates to the servant leadership framework as it can serve as an avenue through which I encourage team members to pursue their professional and personal goals. Adopting open communication relates to servant leadership as it prompts me to offer feedback to others and offer advice that can be adopted for them to easily meet and pursue their objectives. Finally, setting attainable goals relates to servant leadership as it encourages and motivates others to meet their goals through steps that help them gain confidence to pursue more demanding and challenging aims.<\/p>\n
C: Short-Term Goals<\/p>\n
a. To improve on my active listening and become an active listener in two weeks<\/p>\n
b. To improve on constructive feedback and offer positive remarks that facilitate growth within a month<\/p>\n
These short-term goals offer an avenue through which I can undertake steps to improve my leadership skills. These goals are objectives that reflect my weaknesses as a leader. For instance, the first short-term goal is to improve o active listening. The first actionable step I will take includes working with a team. In the team, I will delegate the decisions to other team members. In so doing, I will take their feedback and actively listen to their suggestions for resolving different issues. The second action step includes posting questions to the team. The feedback will be issued as suggestions, and I will focus on these sentiments to inform my overall outlook. On the other hand, the second short-term goal is to improve my ability to offer constructive feedback. The first action step I will take will include identifying the small achievements and positively remarking on them. The second action step will entail sharing goals with the subordinates so that joint efforts can be used to track progress. Every successful step will be complemented and recognized while also being motivational. Through these undertakings, these short-term goals will be met.<\/p>\n
Inferences and assertions show that key actions and processes are required to address a leader’s weaknesses. Developing personal leadership goals is the lens through which a party can examine and determine their talents. Although many people strive to become better leaders, they must be dedicated to improving their capacity for work delegation, motivating others, and improving communication skills. On a personal level, I am continuously working to develop effective leadership skills. One is likely to have greater relationships that help one succeed in their endeavors with improved leadership. In addition to boosting performance and increasing engagement, leadership can also be employed as a motivating strategy. In my case, tools (like the CliftonStrengths assessment) and theoretical frameworks (including transformational leadership) were useful. They were relevant in evaluating my leadership weaknesses and strengths. Using theoretical frameworks makes it simpler for a party to identify its advantages and disadvantages. Key actions and processes are required to ensure weaknesses are found while utilizing current strengths. Through the outlined action steps, I can enhance my leadership and overcome the weaknesses that undermine my proficiency.<\/p>\n
References<\/p>\n
Contreras, F., Baykal, E., & Abid, G. (2020). E-leadership and teleworking in times of COVID-19 and beyond: What we know and where do we go. Frontiers in Psychology, 11, 590271. https:\/\/www.frontiersin.org\/articles\/10.3389\/fpsyg.2020.590271\/full<\/p>\n
Goleman, D. (2018). What makes a leader? In Military Leadership (pp. 39-52). Routledge. http:\/\/lrhartley.com\/seminars\/CP-Leader_article.pdf<\/p>\n
Lee, M. C. C., Idris, M. A., & Tuckey, M. (2019). Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention. Human Resource Development International, 22(3), 257-282. https:\/\/www.tandfonline.com\/doi\/pdf\/10.1080\/13678868.2018.1530170<\/p>\n
Scales, P. C., Pekel, K., Sethi, J., Chamberlain, R., & Van Boekel, M. (2020). Academic year changes in student-teacher developmental relationships and their linkage to middle and high school students’ motivation: A mixed methods study. The Journal of Early Adolescence, 40(4), 499-536. https:\/\/files.eric.ed.gov\/fulltext\/EJ1246124.pdf<\/p>\n
Sfetcu, L. (2021). An introduction to servant leadership and its potential for nonprofit organizations. Journal of Community Positive Practices, (4), 48-60. http:\/\/catalactica.com\/jppc\/index.php\/jppc\/article\/view\/442\/363<\/p>\n
Upadhyay, D., Talwar, S., Tiwari, S., & Gujral, H. (2020). SELF-CONFIDENCE IS A DEMEANOR TO EMOTIONAL INTELLIGENCE. Proteus Journal, 11(11), 120-134. https:\/\/www.researchgate.net\/profile\/Harminder-Gujral\/publication\/346082374_SELF-CONFIDENCE_A_DEMEANOR_TO_EMOTIONAL_INTELLIGENCE\/links\/5fba8619a6fdcc6cc65c6819\/SELF-CONFIDENCE-A-DEMEANOR-TO-EMOTIONAL-INTELLIGENCE.pdf<\/p>\n","protected":false},"excerpt":{"rendered":"
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