Running Head: SELF-ASSESSMENT 1
3-2 Milestone One: Leadership Skill
MBA 530
SNHU
SELF-ASSESSMENT 2
Identification of leadership behavior
The self-assessment that I conducted with the help of the Leadership Practices Inventory®
questionnaire helped me to get a detailed insight into my leadership behavior. In the initial
section of the report, I have identified the key leadership behaviors where I have ranked the
lowest and the highest by using the LPI Self Percentile Ranking.
1. Leadership behavior with lowest rank
Out of the five leadership behaviors, I got the lowest rank in the ‘Encourage the heart’
category. This leadership behavior involves recognizing the contribution of others and showing
them an appreciation for their individual excellence. It also encompasses celebrating the victories
and values by creating a sense of community in the work setting. I believe that this leadership
behavior is of extreme importance in the dynamic work setting. It makes sure that a leader is able
to play a proactive role and motivate the employees for the performance and contribution that
they make (Kouzes & Posner, 2013, p. 16). Even though my rank in this leadership behavior is
low, I really value it. It is necessary to keep the organizational personnel motivated so that they
would be able to create a healthy work environment where people are able to showcase solid
performance at the individual level.
2. Importance of developing area to improve skills related to leading others
The ‘Encourage the heart’ leadership behavior mainly deals with acknowledging and
showing appreciation towards employees for the contribution that they do at the individual level.
It relates to how appreciation is used as a source of motivation in the organizational context and
the impact that it has on the individual performance of the employees. Researcher Varma has
stated that employee motivation is an indispensable element in the organizational setting. In the
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competitive business landscape, employers and managers must make sure to appreciate the
employees who perform well so that they would be encouraged to demonstrate similar
performance. It not only influences individual performance but also has an impact on the
organizational performance (Varma, 2017). Due to the high importance of the leadership
behavior, I must work on the area. It would enable me to lead others by appreciating and
motivating them.
3. Leadership behavior with highest rank
The leadership behavior in which I ranked the highest was ‘Enable others to act’. The
behavior basically revolves around fostering collaboration in the work setting by focusing on
building trust and facilitating relationships. The behavior also relates to strengthening others by
increasing their level of self-determination and developing their competency level. I have
attained a high score in this area as I believe in teamwork and professional relationships. Stone
and Gandolfi have argued that an effective leader is one who is able to enable others to work in
teams and work towards the team and organizational goals (Gandolfi & Stone, 2018). I consider
this leadership behavior of paramount importance as it allows leaders to nurture professional
relationships in the work setting, which influences how effectively and efficiently individuals are
able to function in teams.
4. Role of the behavior to be an effective leader
The leadership behavior ‘Enable others to act’ revolves around team building and creating
relationships in the work setting. Leaders are considered to be important agents that encourage
individuals to function in teams in order to meet the organizational goals and objectives.
According to Berber and Slavic, leaders exert a considerable degree of influence on the
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organizational behavioral aspects and the ability of individuals to work in a cohesive and
coordinated manner with others (Berber et al., 2020). In organizations, a majority of the
objectives are attained at the team or departmental setting. By focusing on the specific behavioral
aspect, they are able to foster collaboration in the team setting and help to attain organizational
goals. Thus, by focusing on the behavioral aspect, they are able to function as effective leaders.
Adaptive Leadership Toolkit
In this section of the report, I have presented an adaptive leadership toolkit by referring to the
findings from the Employee Satisfaction Survey and the leadership behaviors that I have
reviewed in my personal self-assessment.
1. Identification of leadership behavior to be improved
On the basis of the Employee Satisfaction Survey, the specific leadership behavior that the
organization needs to focus upon is ‘Inspire a shared vision’. There is a scope for the leaders to
ensure that a consistent vision exists throughout the organization, which guides as well as
motivates the employees to contribute in the work setting. Researcher Hasbi has argued that
leaders need to understand that a well-defined vision could bring about a revolutionary change in
how individuals and organizations operate (Hasbi, 2012). By ensuring that there exists a shared
vision, it would be possible to strengthen the relationship with the employees. They could get a
clear insight into their goals and objectives and how their contribution could influence the
performance of the entire company. By focusing on the leadership behavior, the company would
be able to strengthen its ‘working conditions’ focus area.
2. Identification of successful organization’s leadership
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Based on the Employee Satisfaction Survey, the leadership behavior that the organization is
currently successful at is ‘Challenge the process’. The company has been able to create value for
its clients and customers by constantly striving to create value for them. In order to create value
for its stakeholders, the company focuses on short-term wins, which helps it to operate in an
innovative way and deliver value for its key stakeholders in the market setting. It can be
considered to be a major strength for the business as it can broaden the perspective of the
company and create a win-win situation for itself as well as its customers. Focusing on the
‘client/customer’ focal area can help the business entity to manage the association between the
leaders and the direct reports. This is because they would be able to operate in a cohesive and
coordinated manner in order to serve the customers in the best possible manner. The leadership
behavior can help the organization and its employees to think in a creative way by challenging
the existing processes (Kouzes & Posner, 2013).
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References
Berber, N., Slavić, A., & Aleksić, M. (2020). Relationship between perceived teamwork
effectiveness and team performance in banking sector of Serbia.BSustainability,B12(20),
8753.
Gandolfi, F., & Stone, S. (2018). Leadership, leadership styles, and servant leadership.BJournal
of Management Research,B18(4), 261-269.
Hasbi, H. (2012). Leader Vision for Effective Leadership.BPolingua: Scientific Journal of
Linguistics, Literature and Language Education,B1(1), 18-22.
Kouzes, J. M., & Posner, B. Z. (2013). LPI®: Leadership Practices Inventory®.
Varma, C. (2017). Importance of employee motivation & job satisfaction for organizational
performance.BInternational journal of social science & interdisciplinary research,B6(2).
