Leadership Philosophy and Action Plan

Comparison of Leadership Self-assessment

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Comparison of Leadership Self-assessment

There were four observers giving unique responses according to the self-assessment questions. The observers responded differently from my self-assessment which indicates they identified quality and factors that I could identify on my own. For chapter 7 the average for the rating provided by the observers was different for all responses in my self-assessment except for the questions asking about self-recognition of potential and seeking level of satisfaction from the leader’s qualities. For chapter 8, the average rating for responses were all different except for the question on avoidance of making decisions, positive transactional leadership style, and reexamination of critical assumption to questions. All the assessments were effective in providing an unbiased view of my qualities. I think the observers responded differently because they were more critical when performing the assessment and would provide factual observations. My responses were factual but the observers gave an external and more objective observation. This tactic is highly effective in generating improved of all persons without creating biased observations that may not be factual or connect to other people in society.

The information obtained from the assessments shall improve my ability to get integrated into any professional area. The observers noted that I may experience issues when attempting to help out a colleague at my expense. This observation influences me to change my behavior to be more impartial to others. Application of transformational and transactional leadership would be my main focus once I join a professional organization. The leadership styles are effective in generating major improvements based on the needs of people in the external environment and creation of techniques of achieving goals (Xenikou, 2017). I would apply these tactics in my life since they would allow me to function professionally in any organization regardless of diversity. Performing assessment of the any area to determine requirements for change is another tactic that I would apply to promote better self-development.

Reference

Xenikou, A. (2017). Transformational Leadership, Transactional Contingent Reward, and Organizational Identification: The Mediating Effect of Perceived Innovation and Goal Culture Orientations. Front. Psychol. 8:1754. doi: 10.3389/fpsyg.2017.01754.