Personal Leadership Assessment

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Leadership Profile and Action Plan 1. Which results or interpretations of the Self-Assessments surprised you? I was very surprised and shocked by some of the concluding answers in the assessments. There were somethings that I thought that I was not very strong in the different assessment and, there were some skills I thought I was great in and the assessments concluded the opposite. I thought that my self-confidence was weak. I have a hard time seeing the good in myself. I always worry that I am doing something wrong or I won’t say the right thing. I am also terrified in public speaking and I worry that in my writing I am not as professional as I would like to be. In one of the assessments it concluded that I have a high desirable level of…show more content…
A key role for followers is to collaborate with leaders in achieving organizational goals, as reflected in the emphasis on collaborative leadership (DuBrin, 2016). I am a fast learner and I love to learn new knowledge. I learn hands on but it is also helpful to have someone with me in the process to give me feedback and tips on what I am doing well and what I can improve in. I feel like before I can work on those stronger leadership qualities that I would need to be in a leadership position I first need to learn to be stronger in those basic skills. I feel like this would be a great starting point for me. I think that I definitely lack in some important areas and levels. I want to change those things within myself and it will take sometime as I still have some things I need to learn. With the correct guidance I think I will do well and become stronger in my leadership skills to move on quickly. I just need a strong push and I will get there. The leadership life cycle is the other approach which was introduced by Block and Manning (2007). They emphasized the main elements that are necessary to make an effective leadership development system and their approach comprises of six stages. Identification of leadership needs is the first step. Designing the content for education and learning processes which specifies the knowledge and skill gaps is the second step. In the third step, action learning is considered. In the fourth phase, workplace support such as mentoring has to be considered to make sure that the developing leader will receive partial direction and worthy feedback. In the next step, in order to recognize the developing leader's commitment, there is a need to establish some appropriate

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