As an ISTJ (Introvert, Sensing, Thinking and Judging) leader I am capable of understanding the needs of my team by taking time to listen and aiming to appreciate the needs of each individual. As leader I am also able to influence my team to work with me and not for me by utilizing my conscientiousness and by being an example of the behavior I expect to see. My ability to form good one on one relationships with my team members allows me to create a work environment that is rooted in loyalty and trust. Before undertaking this course and gaining self awareness, I was a leader that struggled to appreciate or understand how different people react or work based on their personality type. I just expected everyone to be at the same standard as myself.
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From the SCARF model I will be able to leverage my knowledge by providing non-monetary rewards to my team by increasing the reward aspect of five domains as follows:
Human Domain 1 Status – I will make time to acknowledge progress or achievements made by team members in team meetings or group settings as well …show more content…
This will involve ensuring everyone is aware of the change, creating the desire for the change within my team, providing knowledge in terms of what is required in the change, empowering my team with the ability to get through the change and finally reinforcing the need for the change.
Human Domain 3 Autonomy – To increase autonomy and sense of ownership within my team, I will ensure each team member is aware that being a leader is not about a job title and each member respectively is a leader. I will take time to help my team members develop their leadership skills and provide them with opportunities to put their skills in to practice, by refraining from “doing it all” as is typical of ISTJs.
Human Domain 4 Relatedness – As previously indicated, I will take time to form one on one relationships with all my team members and try to find some common ground. This will help my team members to trust me and understand me better. I will also create a program unique for our team where we spend an hour a week bonding as team such as a soccer game or a board
From the SCARF model I will be able to leverage my knowledge by providing non-monetary rewards to my team by increasing the reward aspect of five domains as follows:
Human Domain 1 Status – I will make time to acknowledge progress or achievements made by team members in team meetings or group settings as well …show more content…
This will involve ensuring everyone is aware of the change, creating the desire for the change within my team, providing knowledge in terms of what is required in the change, empowering my team with the ability to get through the change and finally reinforcing the need for the change.
Human Domain 3 Autonomy – To increase autonomy and sense of ownership within my team, I will ensure each team member is aware that being a leader is not about a job title and each member respectively is a leader. I will take time to help my team members develop their leadership skills and provide them with opportunities to put their skills in to practice, by refraining from “doing it all” as is typical of ISTJs.
Human Domain 4 Relatedness – As previously indicated, I will take time to form one on one relationships with all my team members and try to find some common ground. This will help my team members to trust me and understand me better. I will also create a program unique for our team where we spend an hour a week bonding as team such as a soccer game or a board