Running Head: SELF-ASSESSMENT m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m
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3-2 Milestone One: Leadership Skill
MBA 530
SNHU
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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. m
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
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setting. In the 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. m 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. m
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
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on the 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. m
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).
References
Berber, N., Slavić, A., & Aleksić, M. (2020). Relationship between perceived teamwork
effectiveness and team performance in banking sector of Serbia. Sustainability, 12(20),
8753.
Gandolfi, F., & Stone, S. (2018). Leadership, leadership styles, and servant leadership.
Journal of Management Research, 18(4), 261-269.
Hasbi, H. (2012). Leader Vision for Effective Leadership. Polingua: Scientific Journal of
Linguistics, Literature and Language Education, 1(1), 18-22.
Kouzes, J. M., & Posner, B. Z. (2013). LPI®: Leadership Practices Inventory®.
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Varma, C. (2017). Importance of employee motivation & job satisfaction for organizational
performance. International journal of social science & interdisciplinary research, 6(2).
