In Modules Four and Five, there were five self-assessments that served to evaluate and strengthen my managerial and leadership skills. The scores I achieved on the self-assessment quizzes were a direct reflection of my current skill levels. A review of the scores received for each segment of the assessment forced me to look in-depth at my lowest scoring segments. Additionally, I reviewed the recommended training tools to assist in improving my current skills. First, my score of sixty-eight (68) on the Team Effectiveness self-assessment quiz was not surprising to me, as I have a lot of team experience. This score reflects that I’m a solid team member and work well as part of an effective team. My two lowest scores were in Participation
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My lowest scores were in Managing Performance and Providing Support and Stimulation. The Mind Tools training provided two excellent recommendations; match a person’s skill to a specific task and engaging your team to turn a negative into a positive. As a matter of fact, I’ve actually accomplished this in my past employment. I inherited a division that was ranked the lowest amongst U.S. Navy requirements commands; I was able to turn it into the top-ranked requirements division within all U.S. Navy …show more content…
My lowest scores surprised me because they were in Managing Agreement and Personal Integrity. The training for Managing Agreements provides excellent tools for coming to a group consensus. It recommended different questioning techniques to obtain the information or outcome you desire. I’m favorable to the Johari Window tool for building trust within a group. Every newly formed group should use this tool at their initial group meeting. My low score on Personal Integrity was shocking and surprising, as I believe in leading by example. So, my takeaway on this score is that my sensitivity to the feelings of others results in me taking a soft approach to avoid hurting anyone. I need to practice sharing my thoughts tactfully, identifying a specific disagreement or criticism of another
My lowest scores were in Managing Performance and Providing Support and Stimulation. The Mind Tools training provided two excellent recommendations; match a person’s skill to a specific task and engaging your team to turn a negative into a positive. As a matter of fact, I’ve actually accomplished this in my past employment. I inherited a division that was ranked the lowest amongst U.S. Navy requirements commands; I was able to turn it into the top-ranked requirements division within all U.S. Navy …show more content…
My lowest scores surprised me because they were in Managing Agreement and Personal Integrity. The training for Managing Agreements provides excellent tools for coming to a group consensus. It recommended different questioning techniques to obtain the information or outcome you desire. I’m favorable to the Johari Window tool for building trust within a group. Every newly formed group should use this tool at their initial group meeting. My low score on Personal Integrity was shocking and surprising, as I believe in leading by example. So, my takeaway on this score is that my sensitivity to the feelings of others results in me taking a soft approach to avoid hurting anyone. I need to practice sharing my thoughts tactfully, identifying a specific disagreement or criticism of another