Reflective Report On Leadership Self-Insight Quizzes

Assessing the results from my leadership self-insight quizzes

This reflective report will elaborate on assessing the results from my leadership self-insight quizzes and would provide a succinct summary of my key strengths and weaknesses. It would also assess the need for more information on my attitudes and behaviours and would articulate my vision for developing as a leader. I shall also specify my developmental objectives in this paper along with the actions for achieving each of the developmental objective. Furthermore, in this report, I shall also be describing about the resources which I would be using for the implementation of my plan as well as the mechanisms that I would be using for getting feedbacks on my leadership behaviours and for tracking my progress. With the same, I shall be describing my strategy that I have planned to use for reviewing and revising my plan in the future. Lastly, I shall be discussing about the recommendations that were made from the part of my supervisor to revise my plan.

Outcomes from leadership self-insight quizzes 

From my leadership self-insight quizzes, I have found that, considering my leadership role, I have a very low motivation for leading a team or group. I feel that I do not have the right skills to become a leader and I have very less confidence upon myself. Hence, I think I need a nudge in right direction. I would become a great leader by a difficult patch. However, I have also found that I let my team finish their tasks in the way they want to as long as they meet the deadlines and deliver the results. With the same, I make sure that my group follows the standard processes for maintaining quality and accuracy of work. Furthermore, while making any decision, I do not make them for my people, they make their own. I always inspire them for making the best one for all the concerned. Hence, I think I am a good decision maker. It is to mention that the highest score that I could have made for every activity was nine. Also, my behaviour score along with the score my initiating structure behaviour was five. As per the provided information, my score of four for the very starting activity have suggested that I am to some extent, very concrete in my opinion regarding how I consider myself being a leader. Furthermore, my score of four in the second activity have suggested me that I have a very strong opinion towards the “initiating structural behaviour” as a leader. I would like to state that I do agree within this result or outcomes even though I have not really worked under any kind of significant leadership role yet, other than that in my school days and some university projects. Because of this, I still feel that I could be a very efficient leader. And by having the right experience and knowledge about the same, I could become better in my future. The next activity of mine where I need to do with my personal opinion regarding the leadership behaviour and an analysis of the style of leadership that I possess. In that activity, I scored three for true and three for false. Since the score in between four and five would be regarded as high, hence, I think that my score to be high-low. However, the outcome of this activity suggest me that the most ideal situation for my leadership style is that of working with small group of people. Therefore, I think I need to start right from the bottom and this would gradually help me in becoming a good leader and gaining the experience to be capable of seeing what it means to monitor and to supervise a person. After all, everyone needs to start from some or the other point and I think this would be my starting point. Furthermore, I scored high in people orientation, while scored medium or average in task orientation. Leaders could have either very high people orientation or high task orientation (Shamir and Howell, 2018). Also, sometimes, they tend to have both. It is to note that a leader who have is people oriented is more concerned about the needs of the employees and he tries to provide them respect and trust. On the other hand, the task oriented leaders is very thoughtful regarding the job and regarding meeting the requirements of the organisation itself by completing the task in right time and right manner. However, under the interpretation and scoring of the leader frames and orientations of reference, I have scored the highest (five) under the Human Resource and the second highest under symbolic frame. On the other hand, two of the lowest scores of mine were under political and structural. This scoring provided me with information about myself that I already had an idea of the type of leader I am. I do tend to be more people oriented and I also believe that employees are a company’s most important asset. State of the art machines can help production but cannot assist in the organizations knowledge and decision based competitive advantage. As per the leader orientation system of scoring, I have scored the lowest in the political frame. Hence, I think I do not consider organisations as everyone competing for the resources or for the requirement of building alliances for the company to succeed. 

My strengths and weaknesses as a leader

Summary of your key strengths and weaknesses

To my view-point, there are many strengths of mine that I think is capable enough to make me an effective leader in my career. The most significant of them to mention in this context is of good communication skills, social skills, effective listening skills, determination and the capability of team working. I am very clear on my goals that I set and I ensure to do the same because I believe that the performance of mine in order to achieve my goal would be reflected back to me, whether be it good or bad. Also, I always make sure that I speak clearly while taking to someone and I also ensure that the electronic messages of mine are not vague in any way. Furthermore, I tend to get gel up with people very easily and I am social to a great extent. I like knowing new people and culture. Hence, I can say that a have a good social skill. With the same, I could speak very confidently regarding my business and at the same time, I also possess a very strong skill of listening others effectively. I always listen to any suggestions and problems that other people give me or might have respectively. Furthermore, I can work effectively as a part of a team. I always play an active role in what is going in the team and I make sure that my team succeed in whatever we do. I am very determined towards my goal and objectives as well. If I feel like I need to gain a thing, I don’t let any stone unturned in order to gain that. However, as far as my weakness is concerned, I would like to mention that I lack in confidence that I would be able to lead a team, although I have all the capabilities and potentials of doing that. I could not show my confidence proudly and could not explain my feelings towards a particular thing as I fear that the other person might not trust my judgement.

The need for more information on my behaviours 

In order to assess how my perceptions about myself match and collide with the perceptions that my colleagues possesses about me, I have made use of different options, particularly by casually asking them and evaluating my previous performance. By doing this, I have identified that what I perceive about is somewhat different from what my colleagues perceive. My colleague thinks that I am not approachable to that extent and I always maintain my own weight. On the other hand, I used to think myself as an approachable individual. With the same, I have also found that my colleagues thinks that I am a very good team member and is determined in any activity that is given to me. Although this perception of theirs matches with that of mine. I am a really determined candidate and I never leave any task in the half way of its completion. My colleagues have also indicated that I am a bad public speaker and I tend to get nervous while doing so. Well, I too believe this fact because many a times I found myself stammering and getting nervous while delivering speech in front of a good number of people. Furthermore, they told me that I am not an effective listener and I tend to get distracted from slightest interaction and interference. However, I do not believe so because to my knowledge and experience I think I am the opposite of what they perceive. I was always told I my past that I am a very good friend because I listen more than speak. I always try to listen what my peer is saying and try to make suggestions and give effective answer to them. I am never told that I am a poor listener in any way. I do not why my colleagues think so. 

Perceptions of myself versus my colleagues

My vision for developing as a leader 

My vision is developing myself to my greatest and highest most capacity and help my peers and others to thrive in every stages of their lives. I will live courageously and consciously and at the same time, would link to others with both love and compassion as well as leave this world better for my contribution. With the same, I strive to become a friend for others who could be encountered on every way.

Developmental objectives 

Actions to achieve each of the developmental objectives 

In order to achieve each of the developmental objectives, the following action plans are made:

 Resources required for the implementation of the plan 

Mechanisms that I would use for getting feedback on my leadership behaviours and tracking my progress 

I order to get feedback on my leadership behaviours as well as to track my progress towards self-development, I would make use of strategies like, discussing with my mentors and supervisors about the same, asking from their feedbacks upon whether or not they are noticing any type of improvement in my leadership behaviours and attitudes. With the same, I shall also be asking from my peers for their valuable feedbacks.

Strategy to review and revise the plan in future 

I shall be using the strategy of semi-annual review in order to review and revise my plan. I shall be monitoring the budget of plan along with the expenses as well and would then ensure that expenditures are falling within the expected budget. Also, I shall also monitor whether or not that changes that are implemented in the plan for reducing the expenses and for increasing the revenue in order to see that they are meeting the set goals. This strategy does not require a new plan generated bit if main changes are required in one area of the plan that area must be revised and must be immediately implemented so that I could continue to move forward towards my ultimate goals (Chung et al., 2018). Furthermore, it is also to mention that for minor changes in this strategy of semi-annual reviewing, I shall be looking after some elements in order to assess whether any revisions and updates are necessary. Those elements are- whether the resources are still sufficient for meeting my needs and whether my goals are still realistic and achievable (Friedman, 2017). Moreover, for moderate changes, there are certain items that are necessary to be looked at and any revisions and updates that are necessary are to be made. Those items are- the set timeline for review of the changes to see if any further revisions are needed and reviewing the tactics that are linked to the revised tactics for ensuring shared resources is not effected in any way. With the same, I shall also be using the leadership Annual Review in order to take a stock of the progress of my leadership skills and attributes. I would assess whether or not I possess the immediate goals and met the plan, whether or not the resources that are allocated to me are meeting the demands or is there any type of shortfalls or are there any significant changes in me that are not addressed in my plan. 

My vision for developing as a leader

Revisions that are made after discussing the plan with the supervisor

When discussed my plan with my supervisor, my supervisor had made several recommendations. He said that my I must ensure that the objectives that I am setting are SMART, i.e., they are specific, measurable, attainable, and realistic and are time-bound (Bjerke & Renger, 2017). It is to note that the theory of SMART goal setting is a very well established tool which could be used for planning and achieving the goals of an individual in effective and productive manner (Haughey, 2015). He have said that I have not defined what makes a great leader and that this is the very first step in creating a personal developmental plan. Before, starting making the plan I must keep in mind what I need to become and the skills that I must possess to become so. With the same, he have also suggested me to choose a role model for my-self. He said, the rest other things are ok but I have not mentioned the time that I would be requiring or have planned to attain my objective within. Hence, I have decided to revise my plan once again by adding time frame for my developmental objectives and with the same, I have also assessed what a leader is in true terms. I have also chosen my role model, like whom I want to become and whose leadership skills and styles I would like to attain. Furthermore, my supervisor have advised me to add the time frame for each of the goals of mine, which I have not done earlier. Hence, I decided to set a deadline for each of my goals so that I could celebrate the success in future. 

Conclusion

Hence, it is to note that in this paper I have provided a brief on my leadership insight of my quizzes. I have built a self-awareness report and have also identified the various leadership attributes that represent my strengths and weaknesses and opportunities to improve. I have went beyond my own leadership development needs and consider future challenges that I or my organisation could face in the near future. Furthermore, I have also assessed the leadership skills that I would need to address these challenges. Lastly, I have discussed about this issue with an experienced colleague and/or mentor and revised my personal leadership development plan. 

References:

Bjerke, M. B., & Renger, R. (2017). Being smart about writing SMART objectives. Evaluation and program planning, 61, 125-127.

Chung, A., Sun, J., Lee, K., Peng, P., Apakama, D., Genes, N., & Richardson, L. (2018). Using a Clinical Dashboard to Empower Resident Education: Does Incorporating Objective Feedback Into Semi-Annual Evaluations Improve Insight and Impact Clinical Behaviors Among Residents?. Western Journal of Emergency Medicine: Integrating Emergency Care with Population Health, 19(4.1).

Friedman, S. D. (2017). Succession systems in large corporations: Characteristics and correlates of performance. In Leadership succession (pp. 15-38).

Haughey, D. (2015). SMART goals. ProjectSmart. co. uk. Np, nd Web, 11.

Shamir, B., & Howell, J. M. (2018). Organizational and contextual influences on the emergence and effectiveness of charismatic leadership. In Leadership Now: Reflections on the Legacy of Boas Shamir (pp. 255-281). Emerald Publishing Limited.

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