W6LeadershipAssg

Signature Theme Report

Student’s Name

Institution

Date

Signature Theme Report

According to my CliftonStrenths profile, I embody strengths that include responsibility, include, strategic, learner, and developer. Upon reflection of my leadership qualities, I realize that I subscribe mostly to a combination of transformational and strategic models. As such, I believe that there is always room for growth and that good leadership embodies constant employment of strategies with which to effect results and transformation. In my pursuit of great leadership, I have submitted to the need to strengthen some values, strengths, and characters.

As advanced by the transformational leadership model, effective communication among team players is a critical tool with which to bring the desired transformation (Banks et al., 2016). Therefore, the role of communicating well with team members is underscored and, by extension, placed on the shoulders of the team leader. In light of the incumbency, I would like to strengthen the value of responsibility and its role in my leadership style. On the other hand, I appreciate the fact that strategic leadership calls for organizational strategies that must be influenced by the leader (Yahaya & Ebrahim, 2016). As such, I purpose to build on the value of the creation of appropriate and disruptive strategies that are bound to effect desired results in the future. In so doing, I realize the overlapping nature and roles of these values as potential strengths with which to succeed as both a transformational and strategic leader.

I have a conviction, just as determined by the signature theme report, that I am naturally an ‘includer’ and that I’m also strategic in my dealings. Therefore, in light of the fact that I’m pursuing to become better in leadership with every passing day, I’m looking forward to building on these two strengths. As a transformational leader, I appreciate the role of creating a vision and then mobilizing group members to share the vision and drive the course forward (Banks et al., 2016). In so doing, I’m often appreciative of the different gifts and inputs offered by different people within the workforce. On the other hand, my inbuilt strength to be strategic is one I plan to also build on as I climb the strategic leadership ladder.

Based on my assessment profile, I realize the need to strengthen my characteristics of being a learner and developer. Inspired by the constructs of the transformational leadership model as submitted by Banks et al. (2016), I like the idea of building something out of nothing or just improving its state. If not wanting and seeking to build something, it is oftentimes someone. Realizing the central role played by development, I tend to notice the potentials and strengths in other people around me. I am a firm believer in the idea that everyone has something significant to offer. As such, I have a habit of wanting to see beyond the physical and identify what an individual is good at. It is then that I do what I can to support their gifts.

Lastly, I am in agreement with Thorpe (2016) and other management studies that have reiterated the need for hunger for knowledge. Unlike other times when I was younger and did not fully appreciate the role of constant learning, I’m currently a big consumer of knowledge daily. I give credence to the fact that is seeking to always learn breeds maturity and wisdom in all spheres of life, including leadership and management. Be that as it may, I purpose to build on my appetite for knowledge and not to squander opportunities to do so.

References

Banks, G. C., McCauley, K. D., Gardner, W. L., & Guler, C. E. (2016). A meta-analytic review of authentic and transformational leadership: A test for redundancy. The leadership quarterly, 27(4), 634-652.

Thorpe, R. (2016). Gower handbook of leadership and management development. CRC Press.

Yahaya, R., & Ebrahim, F. (2016). Leadership styles and organizational commitment: literature review. Journal of Management Development.