Self-Analysis During the last 8 weeks, I have learned about organizational leadership. There are different techniques and styles to lead. In order to handle a situation to the best of one’s ability there are steps to take prior to choosing a style. To take the steps one must know his or hers strengths and style in addition to the subordinate‘s strengths, commitment level prior to making decisions in how to approach the situation.
Leadership Styles Instruments Leadership instrument goes over the 2 different styles. Task or relationships oriented leaders. My task score was 50, which falls under the category of very high and my relationship score falls under the category of moderately high range. I was surprised that my task score is so high; …show more content…
There is still research taking place on authentic leadership. Authentic leaders can bring a group of people together working towards one purpose that will increase the value of the company and overall wellbeing of the company. The following are fruits of an authentic leader, I included my score next each characteristic: Self-awareness 19, internalized moral perspective 18, balance processing 17, and relational transparency 17. Scores 16-20 are high and anything 15 or below are low. I see myself as a transparent individual and I feel like I make an effort to uplift others. At times there are situations that are beyond one’s control. For instance, when one is part of an executive team that the top layer has lack of leadership and while one works on building a team, the top leadership focuses on the negative without uplifting the positive. My current position is a difficult one since my team remains and the rest of the staff continues to experience high turnover. I share my concerns about the turnover and the Executive Director request my feedback but does put into practice my recommendations. I continue to work with my staff and encourage other departments as well.
Team Leadership Questionnaire
The Team Leadership questionnaire is an exercise designed to help an organization to open the door for feedback from the employees. I would use this when different departments are working towards a mutual goal. This tool is
Leadership Styles Instruments Leadership instrument goes over the 2 different styles. Task or relationships oriented leaders. My task score was 50, which falls under the category of very high and my relationship score falls under the category of moderately high range. I was surprised that my task score is so high; …show more content…
There is still research taking place on authentic leadership. Authentic leaders can bring a group of people together working towards one purpose that will increase the value of the company and overall wellbeing of the company. The following are fruits of an authentic leader, I included my score next each characteristic: Self-awareness 19, internalized moral perspective 18, balance processing 17, and relational transparency 17. Scores 16-20 are high and anything 15 or below are low. I see myself as a transparent individual and I feel like I make an effort to uplift others. At times there are situations that are beyond one’s control. For instance, when one is part of an executive team that the top layer has lack of leadership and while one works on building a team, the top leadership focuses on the negative without uplifting the positive. My current position is a difficult one since my team remains and the rest of the staff continues to experience high turnover. I share my concerns about the turnover and the Executive Director request my feedback but does put into practice my recommendations. I continue to work with my staff and encourage other departments as well.
Team Leadership Questionnaire
The Team Leadership questionnaire is an exercise designed to help an organization to open the door for feedback from the employees. I would use this when different departments are working towards a mutual goal. This tool is