Importance of Self-Insight for Leadership Development
A true leader is required to have an understandable orientation and a faculty of sight of what they want to achieve. Practically, there are no valuable achievements that can establish without affecting others. A leader is required to set and accomplish objectives that are of significant stages in the pursuit of their visions (Lee, 2017).
Leadership changes due to context and time. The dimensions in turbulence organizational structure include complexity, dynamism and munificence. Challenges are more complicated. The turbulence establishes new opportunities in a wide variety sectors. Turbulence is a continuous factor that can be controlled. Sosik and Jung, (2018) indicate that robust self-insight tools can create knowledge or perception in personal leadership development plan. As a base for an individual’s leadership process of personal change and development, self-insight quizzes establish a meaningful connection with leaders to pledge to change as well as growth. From the leader’s self-insight quizzes, I had a uniform score on all kinds of reasoning by the self-insight examinations: capacity to reason, written and spoken communication, intrapersonal and skillful performance of sounds and tones. These showed that I have a personality that established in all aspects and that I can operate in different surroundings on different assignments. The self-insight quiz helps me to boost my leadership skills in the practice (Clinton, 2018).
Based on leadership potential, I scored seven which displays that I have the leadership proficiencies like creativity and change. On my skills, I scored a good 3 of the four classifications. I am convinced that I possess rigid skills which relate to communication between people. This helps me to communicate better with people in the organization. On the part of engaging with authority, I recorded 4. I accept that I am required to improve on my confidence and bravery when I deal with individuals in power since I am terror-stricken to demonstrate my point of view when it contradicts with that of the administration/authority. About networking, I scored three out of four since I join members of the team during free times and hangouts. I believe in connecting with other members to share different ideas and to understand each other more (Lussier and Achua, 2015).
On self-confidence, I scored six points which are a record above average. It shows that my self-esteem is not entirely perfect and there is a need for me to make some refinement. I ensure that I am not disheartened and should focus on accomplishing assignments after I have initiated them. On leadership orientation, I recorded eight on consideration and commencement structure, which recommends a rigid adjustment to these two features of leadership. These displays that I am influential in my point of view on the way I observe myself in administration. I scored four on the way I act and conduct myself. In my instigating structure conduct, I recorded 5. These indicate that I have sound judgment in the direction of instigating structural behavior in leadership (Lussier and Achua, 2015).
I concur with these outcomes even though I am not yet in the leadership position. I believe that I will be a good leader when offered a leadership position. When I apply an accurate understanding as well as practice to become a preferable leader, I will achieve. I had a quiz test on my leadership conduct point of view and insight into my leadership technique. My integral score for both true and false were five for both options. Although I haven’t practiced leadership in person, I would still recommend working with a larger group and start at the lowest hierarchical level as I learn more about the direction and apply the appropriate leadership techniques. In this insight, I would be a good leader as I acquire exposure to leadership to have the capability to note what it feels to oversee people. All individuals should begin from someplace as it is not lowering one’s status but a beginning level in leadership. In another insight quiz, it was to determine a choice between alternatives of if I had the capability of assuming the more title role as a leader. My basic rate was eight which signified that I possess a great extent of preparedness. The leadership category that the executives would apply on me was transformational methodology. My team must have objectives that should be achieved by the termination of specific periods where each member is required to register a particular aggregate of invoices, or they may consider as not have completed the necessary amount (Lee, 2017).
Step-by-Step Guide to Creating a Personalized Leadership Development Plan
Strengths and weaknesses in leadership are likely to be experienced during the leadership practice. As a triumphant leader, I am required to employ my powers to control others in the team, and I should make a determined attempt to decrease weaknesses which impede my capability to exercise my leadership skills. A successful leader can convert weaknesses into a positive attribute through honest efforts. At the particular moment, they invariably perform to improve their strengths at the same time striving to prevail over the weak characteristics (Northouse, 2018).
As a leader for me to exploit my strengths, I am required to examine my expertise as well as leadership techniques to know my areas of power and the areas where there is a need for improvement. The knowledge of strengths and weaknesses is the most excellent tool I can have as a leader to develop effective leadership. Leadership entails possessing natural aptitudes where I can establish my effectiveness. I am required to depend on the constructive strengths which function for me. The moment that a leader recognizes their powers, they should operate on expanding those characteristics. For leadership to be successful, a leader should inquire for assistance whenever it is required and motivate other individuals in the team to establish their natural aptitudes for the comprehensive benefit of the corporation, bearing in mind that the achievements of the juniors demonstrate the effectiveness of their leader (Northouse, 2018).
As a leader, I am required to discover equilibrium betwixt my strengths and weaknesses. It is a chief element of effective leadership. In Leadership self-insight, I am compelled to recognize that also the established powers that I have formed my status can change to be a weakness when they aren’t in equilibrium. A systematic listing of an individual’s achievement and outcomes can assist a leader to recognize the strengths as well as weaknesses that are not balanced (Lussier and Achua, 2015).
There is a need for assessment of additional information on my behaviors as a leader to know what others think about me. The evaluation of my response will be utilized to perceive, give a detailed account, describe as well as foretell my behavior. It will help me as a leader to make corrections in my actions. Leadership establishes on ideas, activities and the way individuals think about a leader. As I exercise leadership uninterruptedly, I will continuously practice this skill for my entire life. On the impression on the way other people have opinions about me is that I will be a good leader who motivates me to apply the particular leadership expertise into my implementation. Many individuals say that I am a leader who is likely to think or plan the future with wisdom and with an individualistic imagination (Parkay, Anctil and Hass, 2014).
Colleagues describe me as a leader who is ready to dare into activities to advance in my duty. Individuals say that I am that leader who is not frightened to venture in any innovation and would take the highest risk and dare by a considerable amount. I am known as a leader with integrity and courageous enough to stand for individuals whose rights are in silence. Through conversations, people describe me as a leader who is always willing to motivate others to be effective. Most people feel that I am a leader who makes my juniors think genuine and in that way, they get vitality and enthusiasm to perform. Individuals note that I engage with people and assist colleagues in getting rid of any obstacle that may intercept one from being authentic. They note that I am a leader who encourages people thus establishing a culture where the juniors are free to express themselves whenever a problem arises (Parkay et al., 2014).
Outcome of Leadership Self-Insight Quizzes
My vision for developing as a leader is to advance my leadership practice to the level of intensity that is considerably above average and in an ample environment. I want to be a leader who will be appreciated by others in the field for an extended period. I try hard to be a leader who is dependable on in all occasions. I will establish a dynasty which is sufficient for everyone and with a refined understanding where individuals will flourish and develop in person (Rothaermel, 2015).
Objectives in leadership are an essential indicator in supporting and successfully bringing out the desired purpose in my leadership practice.
Trust; As a leader, I have already developed trust in me to gain confidence from the people I am capable of leading. When individuals realize that I am so much concerned about them, they are likely to return the favor and care about me in the same way. The individuals will support me to make me successful in my position.
Productivity; I believe in productivity thus I will employ every needed effort to be productive as a leader. Productivity is essential for any institution that I may work to make it thrive.
Leadership growth: As a leader, I am mostly concerned about enabling other individuals to develop as leaders too. I believe in the refined understanding of leadership which will assist me in establishing a legacy as a leader (Lee, 2018).
Specific and measurable; As a leader, my objectives are required to be accurate and quantifiable. I should be realistic to make my colleagues and juniors to be competent in their duties. When my goals are specific and measurable, it will mean that I will have the capability to set up a firm basis for performance, by precisely elucidating what I anticipate from the people engaged with me. As a leader, I intend to set specific intervals for achieving particular objectives. It will enable colleagues to realize what we want to accomplish and at what time and adjust to it (Lee, 2018).
Motivating; I have the burning desire to drive my juniors and make them become potential leaders too. I create a leadership culture in that the entire workforces feel as leaders and not as followers. I make efforts to guarantee that the interests of the followers are in line with that of the corporation. The followers need appreciation for good things that they achieve and can also be made to earn incentives as appreciation for any achievements made in the corporation. As a leader, I champion that a worker who has made an outstanding performance in any organization should be motivated and encouraged to continue performing in the same way to guarantee success. Success made by a member of the organization is beneficial to the entire corporation (Rothaermel, 2015).
Attainable; leadership requires me to set objectives that challenge the juniors in the organization to prevent weariness of the employees. Challenging objectives can make the staffs feel disheartened if they are not convinced that the targets are attainable. Attainable objectives are goals of the corporation that are required to motivate the juniors to attain their perspective without straining too hard. As a leader, I do not set objectives that cannot be achieved or would be strenuous for the workforce to achieve.
Scoring of Leadership Potential and Skills
Relevant; As a leader, I am responsible for assigning relevant objectives by recognizing the most successful functions of each employee and then selecting goals that have a center of attention on the specific features. The objectives should be in alignment with the needs of the organization.
Traceable and time-bound; satisfactory documentation and systematic assessment in production will help me as a leader in the supervision of the advancement of the group. Periodic inspection in performance is a set of circumstances to commend the diligence of the employees and provide a reason for them to keep on the course and within a time restriction.
Advisor’s trust is an essential resource for a leader which is to the further side of mentors. They are guides that I am required to familiarize with them and personal levels and in the profession. An advisor must be prepared to share their experience, knowledge and good judgment at all times. They should have good knowledge of my activities and intensely conscious of my advantages and disadvantages. The advisors must be those individuals who have watched me develop in my career and observed as I grew in leadership and the general challenges. They are required to be those people who were firmly attached to me during my non-fulfillments and gave me their shoulders at all times. It is expected of me to be exceptionally deferential of the advisor’s time and be sensible to respond through sharing my impetus and prosperity as I consider it to be an advantage to the advisors (Cassidy, 2016).
Knowledge from failures is necessary since it’s a worthless resource. Failures will help me learn of how to continue existing in spite of any problematic circumstances, resumption and appearing entirely new. Failures should guarantee my favorable outcome (Matulich and Currie, 2016).
Diversified thought from the specific team is useful as a leader since I may not have every solution. As a leader, I am required to be free with the followers to share issues that may arise and finding long-term solutions. The diversified reasoning is a fundamental process characterized by constant change and breeds within teams that are exceptional. As a leader, I am an observant, patient and a heedful listener. It will help me grip the worth and brainpower of the team members which will, in turn, be beneficial to me (Miner, 2015).
Sound judgment from my intuitive way of thinking should be a practice in my leadership. My instincts are a useful resource the moment that I believe in myself fully and use it with my courage and determination. My instincts develop as a result of experiences that I gain which develop in my entire process as a leader (O’Keeffe, 2018).
As a leader, the manner in which I give feedback to my followers will have an immense influence on its implementation. In the process when I provide positive feedback it will lead to motivation, solution solving, workforce engagement, improved communication, and employee growth as well as situation advancement in the corporation (Shin, 2015).
Converting Weaknesses into Strengths for Successful Leadership
Right timing; I should deliver feedback at the most effective time when the idea is still new. As a proviso of specific stipulations, it is not advisable for me to provide input when my instinctive feeling is more dissenting to guarantee a fruitful feedback time (Shin and Eom, 2014).
Prepare for a feedback session in leadership. As a leader, I will be required to offer my followers with issues that need attention and thus must be thoroughly planned (Shin, 2015).
Knowledge on the impact of negative feedback is advisable. Followers are likely to respond more to negative feedback as compared to positive feedback. To engage fully with the followers, it is desirable that I utilize the power of negative feedback (Shin, 2015).
I intend to review my strategies on an annual basis to recognize adjustments in the internal and exterior surrounding. However, the essence and requirements of the corporation will matter in the organizing and rate of occurrence of my strategic plan review procedure. It will ensure that I am at peace with the current leadership updates in the organization. I will provide that I am principled to make sure that there are regular reviews when need be. As a leader, I will make use of the administrative members to know the timing of the reviewing of the strategic plan. It will enable me to determine where my strategic plan needs to be changed to suit the needs of the organization. The strategic plan will always be limited to the ideas and objectives that are in alignment with the organization (Lotz-Sisitka, 2016).
As a leader, I choose to abide by the set rules and regulations. A successful leader must also be a capable follower. I am required to be responsible to those who are responsible for law enforcement and stick to the already established approaches. I am entitled to accept the authority of those above me. In leadership, it is essential that I take the maximum risks. I am required to be inventive on when to attempt a process and administer a new policy. It is expected of me to devote myself to the team and incorporate the vision and objectives of the group (Clinton, 2018).
I am required to expect conflicts in the team and should find the suitable way to offer a solution productively. I am compelled to be honest in the process of finding a solution to a problem. As a leader, I am required to listen to every team member to benefit my leadership practice and attain the objectives of the organization. It will result in a boost of the team members’ self-esteem, confidence, and inventiveness (Dinh et al., 2014).
Leadership goes in hand with appreciating each effort made by a member of the team. All followers need consideration with the uttermost respect. I should employ the best attitude to be an effective leader. My attitude towards others in the organization will determine the position of the followers towards the organization and me. My approach will guarantee the fulfillment of leadership goals and the objectives of the team (Cummings and Worley, 2014).
Conclusion
Leadership practice depends on the understanding and capabilities that a leader possesses. As a leader, I can acquire knowledge and perfect my skills effectively.
References:
Cassidy, A. (2016). A practical guide to information systems strategic planning. Auerbach Publications.
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Lee, G. (2017). Leadership coaching: From personal insight into organizational performance. Kogan Page Publishers.
Lotz-Sisitka, H. (2016). Reviewing strategies in/for ESD policy engagement: Agency reclaimed. The Journal of Environmental Education, 47(2), 91-103.
Lussier, R. N., & Achua, C. F. (2015). Leadership: Theory, application, & skill development. Nelson Education.
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Rothaermel, F. T. (2015). Strategic management. McGraw-Hill Education.
Shin, S. J. (2015). Leadership and creativity: The mechanism. The Oxford handbook of creativity, innovation, and entrepreneurship, 17.
Shin, Y., & Eom, C. (2014). Team proactivity as a linking mechanism between team creative efficacy, transformational leadership, and risk?taking norms and creative team performance. The Journal of Creative Behavior, 48(2), 89-114.
Sosik, J. J., & Jung, D. (2018). Full range leadership development: Pathways for people, profit, and planet. Routledge.
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