...Self-Assessment of Leadership Practices In this paper, you will be introduced to my leadership self-assessment based on seven habits profile. I will share with you more in detail regarding my strengths, weaknesses and recommendations for leadership development. In the end, I will present you with SMART goals in order to support my future goals. Seven Habits Profile and Findings Seven habits profile is a self-scoring statement form. Using the best judgment, reading each statement, I circled the number that indicated how well I perform in each of the eight listed categories. After completing the seven habits profile, I ranked as follows: OUSTANDING (17 points) Emotional Bank Account Think Win-Win Seek First to Understand Synergize VERY GOOD (15 points) Be Proactive Put First Things First Sharpen the Saw VERY GOOD (14 points) Life Balance Begin with the End in Mind I have chosen to group the results based on the number of points. My results of seven habits profile indicate that I am people-oriented person rather than task oriented person. Indeed, throughout my working life, I made individual decisions to step out of career path and instead serve others as a lay missionary or volunteer. Following the dream to explore and discover the world, I also dedicated one entire working year to just traveling, meeting with people from different cultures. The results of seven habits profile also shows the opportunities for my future...
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...------------------------------------------------- Task 2: Self-Assessment of Leadership Practices Contents Self-Assessment of Leadership Practices 3 Seven Habits Profile and Findings 3 Leadership Strengths 3 Leadership Weaknesses 4 Recommendations for Leadership Development 5 SMART Goals 6 References 8 Self-Assessment of Leadership Practices In this introduction paragraph, provide the reader with a brief overview of what is included in this paper. Seven Habits Profile and Findings The Seven Habits Profile scores indicate I operate more proficiently in habits 4-6. My comfort zone has always been working with and supporting others. I have always been much more effective dealing with others situations; listening to their concerns and then offering solutions that they can easily implement with their existing resources and tool set. As a leader, I strive to seek balance with staff, inspiring them to meet organizational goals in ways that do not compromise their own personal beliefs and objectives. I make it a priority to listen to others and communicate in a manner that they can relate. My leadership style is very hands on and engaged with my staff. I spend time getting to know them personally and professionally and often work side by side with them to learn more about their needs as individuals. I am open and authentic with employees and feel that this builds a high level of trust and mutual respect. Leadership Strengths I am using the Transformational Leadership Theory to evaluate...
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...foundation in the Leadership Communication textbook is that “effective leadership depends on effective communication” (Barrett, 2014, p. 4). Without effective communication, leaders accomplish little (Barrett, 2014, p. 4). The lack of communication from a leader, makes him or her not a leader (Barrett, 2014, p. 4). Mastering communication for leadership allows for leaders to move into leadership positions and lead a group to a common goal (Barrett, 2014, p. 5). Effective leadership communication requires the leader to anticipate, transmit, appreciate, understand, and craft messages to reach the wanted recipient as intended (Barrett, 2014, p. 7). Current Assessment Leadership Communication Ethos/Image Based off of the Self-Assessment of Leadership Communication Capabilities, my leadership communication regarding ethos and image are acceptable, but could be worked on as I scored a 3.5/5.0 (Self-Assessment of Leadership Communication Capabilities). This result showed me that my strengths were in relation to my understanding of how people viewed me and my willingness to improve. I am aware of myself enough to see how me leadership style is and how it affects others. But my weaknesses could hinder this, as I do not like to ask for opinions of my style and I lack confidence (Self-Assessment of Leadership Communication Capabilities). Audience Analysis and Strategy My Audience Analysis and Strategy was one of my lowest scores, scoring a 3.0/5.0 (Self-Assessment of Leadership Communication...
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...you: Assessment / Johari Window Student Mohamed Kamara Professor Hammad Elbedour Course Leadership and Organizational Behavior Date 01/19/2014 Upon completion of my self-assessment, I have developed a profile of my personality characteristics based on assessment results. This essay summarizes my assessment results with analysis of attributes that addresses my career choice as leader in management. My self-assessment also includes learning of the Johari window in my leadership practices. My career choice has been enhanced with understanding of management issues, styles and practices. I have reviewed what it takes to be a twenty first century manager, leadership styles, intuitive ability, conflict management strategies, time management profile, organizational design preference and cultural learning. A twenty First century manager The assessment determines competencies and profile of managers. My PMF score is 7, which means there are areas in management I need to develop. The learnings are managerial skills one can develop to be successful. They include resistance to stress, tolerance of uncertainty, social objectivity, inner work standards, stamina, adaptability, self-confidence, introspection and entrepreneurism. I will continually strengthen these managerial traits in my leadership practices...
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...Leadership and Leader Identity Module Code: HR 4033 12/13/2014 LONDON PROPERTY AND FINANCE Word Count: 4370 except conclusions Table of Contents Introductions 4 Self awareness; 4 Importance for managers and leaders; 4 Continuing Personal and Professional Development [CPPD] 5 The CPD procedure is important for managers and leaders as 5 My role in my own organisation and experience of leadership: 6 My role in London Property and Finance: 6 Change in the management and its impacts on my role: 6 Leadership and identity: 8 Leadership- A preface 8 The current literature on leadership contemporary theories and models- A review: 8 Importance of values in leadership behaviour: 8 Self concept and its Importance to leadership effectiveness: 10 Application and relevance of self awareness to my role in London Property and Finance: 10 Leadership Tools and Techniques-A Brief Discussion & Self Analysis 11 Traits leadership 11 Strengths of Trait Theory: 11 Limitations of Trait Theory 11 Implications of trait theory in my job roles: 11 Findings in relation to my practice as a manager/leader: 11 Situation leadership 12 Strength of Situation leadership: 12 Weakness 12 Findings in relation to my practice as a manager/leader: 12 Authentic leadership 12 Strength 12 Weakness 12 Implications in my jobs roles: 13 Findings in relation to my practice as a manager/leader: 13 Self Analysis through leadership Tools –My Methodology 13 The Johari Window 13 Findings in relation...
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...1 of 16 Gain insight into your leadership skills. Learn what areas you can improve to become a more effective transformational leader. Increase your impact with self, others, teams, and organizations. Name of Participant: Sample Tester Date of Assessment: 2011-09-30 by Terry D. Anderson, Ph.D., with Ken Keis, M.B.A. Published by Consulting Resource Group Canada: PO Box 418 Main, Abbotsford, BC V2T 6Z7 * USA: PO Box 8000 PMB 386, Sumas WA, 98295-8000 Website: www.crgleader.com © 1990-2011, CRG Consulting Resource Group International, Inc. All rights reserved. This material is protected by law and may not be reproduced in any form. Printed from http://www.crgleader.com 2 of 16 Online Leadership Skills Inventory - Self (LSI-S) © 1990-2011 Consulting Resource Group Professional Development and Planning Section Why Become a Transforming Leader? Skilled Leaders are critical to the success level of any venture, both profit and non-profit. This was validated in the research Jim Collins and his team conducted for his book, Good to Great. They confirmed that the most successful organizations had skilled Transforming Leaders at the helm. (Jim Collins called them Level 5 Leaders.) Our research, however, has shown that fewer than 1 in 10 professionals (as observed in video-taped assessment sessions) have competency in the whole range of skills to Level 4 competency (scores of 7 to 8). And even fewer individuals have the abilities—Level 5 competency, scores of 9...
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...competencies across the system. Unit Based Competency Business Case As we examined the dynamics in healthcare, we pursued the introduction of a new unit based competency model. This shifted the paradigm from yearly skills labs that were non productive to the UBC model as it was the right thing to do. The ability of the nurses at the point of service is constantly plagued by intricate innovations in the areas of equipment’s, staffing, requirements from regulatory bodies, on-line documentations, and the like. The current trend in healthcare is highly motivated by a well-educated clientele of the community, hence an escalating expectation from the nurses is inevitable, most specifically the competency. Competency assessment as required by external and internal standards is a must for every healthcare facility. The controversy however, arises as to how an organization comprehends and interprets competency verification. Various interpretations are available; annual skills fair, competency days, education days, etc. Understanding the intent behind competency is vital to the determination of whether the purpose is to provide information or to measure competency. An organization has to explore various methods to...
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...Each class member is required to develop an individual Leadership Development Plan (LDP) reflecting the results and evaluation of the Self-Assessments and Skill Development exercises completed during this course, leading to a detailed Personal Situation Analysis. The LDP should clearly demonstrate a synthesis of relevant leadership theories explored in this class in the formulation of a Personal Action Plan that includes specific development activities, necessary resources, and target completion date. Guidelines Papers must be 15 or more pages in length, 12 point font, double-spaced, include a cover page, table of contents, introduction, body of the report, summary or conclusion, and reference page. Even though this is not a scientific-type writing assignment, and is mostly creative in nature, references are still very important. At least six authoritative, outside references are required from the Online Library (anonymous authors or web pages are not acceptable). These should be listed on the last page titled "Reference." Appropriate citations are required in the body of the report. All DeVry University policies are in effect including the plagiarism policy. Papers are due during Week 7 of this course. Any questions about this paper may be discussed in the weekly Q & A Discussion topic. This paper is worth 250 total points and will be graded on quality of research topic, quality of paper information, use of citations, grammar, and sentence structure. Milestones ...
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...Running head: DARK LEADERSHIP 1 Team Research Paper: Discovery of Women’s Dark Leadership Intro Leadership whether it is dark or integral, is the ability to influence individuals or groups toward the achievement of goals. Leadership, as a process, shapes the goals of a group or organization, motivates behavior toward the achievement of those goals, and helps define group or organizational culture. It is primarily a process of influence. The quality of leadership is a primary factor in the success or failure of any business. Individuals in positions of leadership have a direct influence on the level of commitment, motivation and performance of their organization. Leadership definitions on the other hand are simple statements that encapsulate the core beliefs, values, and attitudes a person holds towards leadership. This paper will explore the differences in leaders when it comes to ethics in leadership, transactional, transformational and spiritual leadership. Literature Review Ethics Research Ethics in all forms of leadership has emerged as a concern which has led to studies being completed in both academic literature and business press alike. These concerns are widespread in newspapers, magazines, internet and television broadcastings within multiple associations to include organizations, law, medicine and education. According to FirstSearch, 2002 there were over 1,000 scholarly and practitioner articles along...
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...Leadership and ethics Name Professor Course Date Some of the ethical issues that management may need to address include corporate social responsibility. This refers to the operation of a business or organization in a manner that takes into consideration the environmental and social aspects created by enterprise. It implies the commitment to create policies that include responsible practices in the undertakings of the entity. Corporate social responsibility policies serve as self-regulatory measures for the organization in monitoring and ensuring that it complies with ethical standards, regulations and societal norms. This practice takes responsibility of the organizations actions to facilitate a positive impact of the organizations...
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...ALVERNO COLLEGE JoAnn McGrath School of Nursing Visionary learning for a lifetime of influence N-460 Leadership for Change in Healthcare Philosophy of Nursing Introduction: The American Association of Colleges of Nursing (AACN) embodied the view that values “are beliefs or ideals to which an individual is committed and which are reflected in patterns of behavior. Professional values are the foundation for practice; they guide interactions with patients, colleagues, other professionals, and the public. Values provide the framework for commitment to patient welfare, fundamental to professional nursing practice” (AACN, 1998, p. 8). Through your previous coursework, you have explored various concepts, frameworks, and theories in previous courses; liberal studies and nursing courses. In this senior course, you will continue to explore these concepts by focusing on the course outcomes that involve integration of disciplinary frameworks to communicate effectively with individuals and aggregates in diverse settings, apply ethical frameworks, principles, codes and professional standards of practice in clinical decision-making and professional conduct, and conduct a reflective self-assessment to demonstrate attitudes and behaviors of responsible membership in the profession and community. This exploration will continue throughout your senior year of study, which will affirm, alter and/or expand the philosophy you develop this semester. Outcome: You will succinctly articulate a personal...
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...Free.com HR Orientation Project Leadership Assessment U10a1 Project Assignment TS5335 – Project Leadership and Management March 16, 2012 Submitted By Richard Lesh Table of Contents Abstract 3 NearlyFree.com EOLMS Project Summary 4 Project Description 4 Project Scope 4 Team Members 5 Budget 6 Schedule 7 Risks 7 Organizational Assessment 9 Leadership Aspects 9 Project Effectiveness 9 Leadership vs. Management 11 Organizational Leadership Assessment (OLA) and Team Effectiveness Questionnaire (TEQ) 13 Assessing NearlyFree.com using the OLA and TEQ method 14 Leadership Assessment Metrics 15 Traditional Leadership Assessment 15 Using Myers-Briggs for Leadership Assessment 15 360° Feedback Assessment 16 NearlyFree.com Approach 17 Best Practices and Measuring Success 18 Learning Development Best Practices 18 Instructional Design Best Practices 18 Measuring the Project’s Success 20 Effective Project Teams 20 Team Diagnostic Survey (TDS) 20 Conclusion 22 References 24 Appendix A 26 Abstract Successful project outcomes are in large part dependent upon the leadership skills of the project manager. As project management students, we have been taught the management facets of our profession. We have learned how to produce a project’s scope, schedule, and budget. We have learned how to recognize and mitigate potential risks factors. However, leadership skills are often overshadowed by...
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...discuss the benefits of self evaluation/self assessment as it relates to leaders today. Understanding human behavior is critical to managers at all levels inside any organization. Individual managers within the organization can especially benefit from conducting self-evaluations. It is essential for managers to be self -ware and understand how their own behavior and personality can give them a better perspective while working with others. Being self-aware allows one to recognize and improve their strengths and weaknesses in order to maximize their leadership potential. In Organizational Behavior, Robins & Judge (13th Edition) tell us that organizational behavior is the knowledge gained about individuals, groups and the effect of structure on behavior in order to make organizations work more effectively. A major goal for any organization should be to work more effectively and to continuously make improvements, this is summarized by the Japanese Philosophy of Kaizen. For an organization to strive to continuously improve the leadership and management must adapt and learn. There are many ways in which a manager can strive to improve and one of those is through self-evaluation. What is a self-assessment or evaluation? Daniel Goleman (2000. Page 80) tells us that an accurate self-assessment is a “realistic evaluation of your strengths and limitations” . A manager conducting a self-evaluation can evaluate...
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...Learning Team B Leadership Analysis To become a leader in the 21st century requires the tenacity to embrace change. For example, how information is transmitted, and how resources are allocated requires visionary leaders who are equipped with a broad range of talents and temperaments. According to Clawson (2006), "the more organizations are built around teams; the more old measures of performance become outdated" (p. 241). Leadership in the 21st century requires the tenacity to embrace change, and have a broad range of talents and temperaments. According to Wren (1995), “the only thing of real importance that leaders do is to create and manage culture, and the unique talents of leaders is their ability to understand and work with culture” (p. 273). In the past 100 years, researchers have studied the means, methods, and models of building and leading teams. The research on leadership models and behaviors emerged through the modernization of manufacturing and production of goods and services. Studies included the study of biographical characteristics of members, such as sex, age, education, marital status, race, religious affiliation, geographic region of birth, weight, and height are some of the data collected (Bass, 2010, p. 7). Moreover, the purpose of this essay is to give an overview of the team’s online assessment scores and how each team member’s leadership style translates into specific leadership behaviors and practices. In addition to the overview...
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...person relaying the information will transmit it. It’s upon him or her to decide if to treat it as positive or negative feedback. The person who treats it as positive feedback has the ability to change the areas that need change without much resistance and while the person who perceives the feedback as negative will tend to bend low with a dwindled self-esteem and may end up reacting in a depressing manner. When the information being communicated is a critique, the recipient is also the determinant as to whether, the feedback will bring a change in the person or he or she will react to the information. Openness to feedback is a challenge to many people today since when one speaks about their personal experiences they fear being judged inappropriately. In the work place, workers are afraid of getting back information because they fear being perceived as weak, uncertain and deficient of confidence. Therefore, they tend to evade returning information that would result to change and that would bring about positive outcome in the organization (Reeves, D. B., 2006). Some factors that may make an individual to react negatively is lack of self-esteem and the inability to pick out their strengths and utilize the information they get about their mistakes to build more vigor on them. The moment a person incorporates a negative attitude during feedback, the intended impact is distorted. Willingness to disclose information is inherent within a person. When a person decides to give information...
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