Leadership and Personality assessments
Through evaluating my leadership skills using leadership and personality assessment the aspect of emotional intelligence can be fully met by my behavior of considering individuals skills and interests before assigning them various tasks. When workers are upset, I always aspire to understand how they are feeling. Based on requirements of emotional intelligence I always spend time thinking about team morale and always like to work hard as I do following my example. Based on self-awareness assessment criteria I have personal confidentiality in many of activities. I usually have a strong, optimistic approach towards most of the activities. I don’t doubt my ability and potential to succeed. Based on self-management assessment criteria I have a strong background of enjoying planning for the future with the definite long-term and short-term goals. Self-management tools include personal key performance indicators, as well as the set deadlines of accomplishing particular tasks (Mind Tool Content Team, 2016). Another aspect in the evaluation of my leadership qualities based on emotional intelligence is the aspect of social awareness. I always create enough time so that I can learn what people need from me. I always ensure individuals can be successful from what they learn from me. Finally, on social skills, I look forward to considering individual performance rather than team achievements. I lead specific people as well as teams towards gaining appropriate skill, experience, and knowledge. I accomplish the task by ensuring individuals or groups keep doing same tasks and perfecting them.
Among some weaknesses in emotional intelligence include principles of failing to introduce new skills that challenge people but instead I tend to perfect the already existing strategies. I feel threatened when other people challenge me. Most of the times social interactions made me feel upset and worried more often especially in the working place (Mind Tool Content Team, 2016).
Hemisphere Dominance Assessment Approach
The process of evaluating the aspects of hemisphere dominance involves use of creative ways of creating visions for future and providing methods of leading the people towards achieving objectives (Mind Tool Content Team, 2016). I always look for sessions and opportunities for building expert power. I can modify and creatively come up with strategic analysis techniques. I have identified several powerful techniques that can provide a team with insights necessary for achieving specific objectives. I have the potential of using creative stories that can explain visions as well as identifying methods of obtaining ideas.
Jungian Assessment Approach
Jungian Assessment criteria involve the application of family, society and environmental factors Jones & Bartlett (2010). Through Jungian assessment criteria, I can be in a position for providing opportunities for people to interact with one another. Through personal initiatives, I can organize social events that include launching retreats for a team to eat together as a family. I can also prepare for lunch meetings and barbecues for team members to enjoy as a company. Through such environments, people can chat as well as have personal conversations to create close relations with each other (Larry, 1996). I can create a moment for appreciating team through oral communication by appreciating them for the good achievements. Through such communication, teams can be allocated with responsibilities. The session should involve reminding people how they can contribute to success as well as overall objectives of the organization.
I am an extrovert capable of assembling various teams for interaction. Members can take part in various activities such as games. The teams can be involved in exchanging different ideas. The concepts of being together with various teams together can involve sessions of training, bringing teams together to acquire new skills as well as assembling people for workshop. Jungian assessment approach that involves sensing workers participation and operations involves the use of inspirational and motivational operations to make people understand various aspects of operations and convincing people to support their operations (Jones & Bartlett, 2010).
I tend to think that workers should perform their best based on being accountable for various activities that are performed in an organization. The professionalism approach is provided to workers to ensure that workers act professionally. I have a feeling that workers need to have skills that effectively. The process I use to establish individuals, and team’s skills include the use of allocating projects as well as other additional responsibilities that help employees achieve goals and objectives (Mind Tool Content Team, 2016).
Type A and B Personality Indicators
However, my judging perspective is not usually positive oriented. I have no specific methodologies for judging individual workers and teams. I have been associated with aspects of giving workers pressure and stress. Some of the team members have always complained a situation that has led to fear, anger, failure, worries, and distress. For example, based on an evaluation of either type A or type B criteria I am among individuals who rely on stress management techniques. I require enough time for resting relaxing and sleeping. In case of stress issues, I require physical exercises as a method of clearing away pressure, stress as well as getting rid of negative thoughts and feelings on workers. Although some of the issues negatively affect various activities in an organization, I have been in a position of understanding my thinking patterns as well as learning methods of identifying and eliminating negative thinking. As a type A individuals I have a good background of identifying when appropriate to deal with rising matters in the most appropriate way and event.
The VARK Test
As part of being a good learner in leadership, I rely on several methods and methodologies. I ensure I remain current as well as remaining relevant to the organization. The various learning tools and materials applied include the use of the aural committee to facilitate learning of various organization plans visions and objectives through discussions and debates and decision making. However, I have ignored aspects of reading and writing based on the fact that employees have reading communicating and emailing skills. The good leadership originates from good attributes of serving other people a leader must be founded by servants (Larry C & Robert. 2013).
New Enneagram Test
Based on aspects of new Enneagram test I lack features of being a reformer romantic and adventurers. However, I have characteristics of a helper, motivator, adventurer, skeptic, peacemaker and a leader. I tend taking part in fieldwork I demonstrate various actions and values expected to be performed by teamwork. Features of integrity and trustworthy are among the various features that are involved in dairy work by keeping workers updated under new categories (Jones & Bartlett, 2010). Through new Enneagram test, I always take time to adventure in operations by being in the front line of developing expert power among the workers.
Dynamic Cultural Assessment Approach
I have also progressed positively in the field of dynamic culture leadership and development as a way of understanding various attributes of bringing real diversity, skills, experience, and abilities in providing health leadership. Employees foster a series of dynamic leadership through utilization of benchmarking as well as participating in cultural week activities (Larry, 1996). I have a dynamic approach to various issues and aspects and always ensure workers can operate in any climate environment and situation. Collaboration with international and social affairs within the society is another aspect of ensuring that team members understand local societies and culture. I have a positive approach towards interacting and integrating with members of different classes and categories (Jones & Bartlett, 2010). Communication skills, hospitality and customer services are among the main attributes that we build a leadership style within an organization.
To facilitate effective and efficient diversity approaches I implement a foresight approach on various attributes. The workers are trained on how to implement SWOT analysis in their operations (Jones & Bartlett, 2010). I encourage workers to put their viewpoint aside as they take time to consider and accommodate other members of the organization. Being open-minded and taking a positive approach towards other workers is a way of accommodating each. Good evaluation criteria in leadership must involve aspects of Listening, Empathy. Healing, Awareness, Persuasion, Conceptualization, Foresight, Stewardship, Commitment to the growth of people and Building community Larry C & Robert K. (2013). Leadership by example is another way of ensuing workers emirate their leaders steps and abide by his or her pace.
Jones & Bartlett (2010). Determining your Own Leadership
Larry C & Robert K. (2013) Good leaders must first become good servants. Character and Servant Leadership: Ten Gifts of a servant leader.
Larry S, (1996) Reflections on Robert K. Greenleaf and servant‐leadership, Leadership & Organization Development Journal, Vol. 17 Issue: 7, pp.33-35,
Mind Tool Content Team (2016) How Good are Your leadership Skills. Essential skills for excellent career.
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