Confidence can be a very crucial part of the leadership aspect as it is the direct reflection of how confident one is as a leader in his or her own field of expertise (Hackworth, 2018). It is helpful on both professional and personal front. The present report is set to reflect on my leadership traits with the help of self-assessment scoring system to identify the areas for development. The scoring and interpretation of the quiz that I undertook came to fall in the category of 35-54 score. The traits can be reflected as me being of moderate or average level in terms of self- confidence. I am well aware of the fact that it is my sentences that not only draw the employees towards me but also the way they sense my tone contributes largely to them gaining a stronger motivation from the same. As no one is perfect and everyone is having self-doubts in life at one point or another, it becomes imperative to work on those short-comings to not only ensure one’s own productivity but the team’s smooth functioning as well. If a leader is self-confident enough to lead the team, it will enable him to obtain maximum possible efficacy from the team as a whole.
For the parameter of performing well in most situations in life I would like to grant me full rating and would strongly agree on the same. I am good at maintaining work life balance. Good leaders should take inputs of his or her team as well to groom themselves and to groom the functioning of the organization as well. The adaptive leadership theory aims a defining a fine line existing between the leadership and authority (Akhtar, 2016).
A good leader should not be authoritative in approach with his employees and should be able to provide the freedom to the people reporting to him to give some insight for the work of their own. This trait also enables the leader motivate the team and can also very well influence the team as a whole to be up for any kind of challenge they are subjected to.
For the point of having been told by many people to me for having a firm handshake, I would strongly agree. I might lack self-confidence in facing the people one-on-one basis especially while addressing a group but I am confident enough in facing a person. A firm hand shake can be represented as a strong body language. It can also be seen as authoritative upon reflection.
By the first look of body language, an individual’s initial perception can be formulated. A firm hand shake can also depict that the person is well-versed with their field of work. I would also strongly agree for the fact that I am very cautious regarding making substantial changes in my life. Some might see it as a lack of confidence but for me, it can be shrewdly considered under strategic thinking.
As per the strength-based theory, a person is granted an added leverage to trust one own’s decision making (Du, 2019). By enhancing one’s own strengths, a person is able to make use of their skills in the most efficient way possible. By not getting influenced by others, one can be very well enhancing their competencies and skills over a given period of time. Leaders practicing the same can be seen as a motivational source for each of their team members as well.
Examples of some of the major strengths at workplace can be the ability to provide constructive criticism for the team members, making time for personal connection, though it may sound weird but personal connections can help an individual to grow in an organization as this can work as a source of motivation, a person in the organization must also be detailed oriented so that he does not miss out on important details in project.
For the parameter of performing in front of group, I scored maximum ratings. Different people can be seen reacting in a varied way to situations like these. As per the leadership trait theory, there are certain individuals that are born extroverts and gave the courage to speak up for them frankly. Due to this personality trait some individuals can be observed as born leader. So, the skill sets have to be modulated to attain that point.
It is also very important as the team can observe the reflection directly in my behavioural display (Carleton, 2018). For the parameter of changing my opinion just because someone challenges me, I would like to rate myself with disagree. Working in a close nit environment can be a bit challenging task for any individual. They might get influenced by other very easily.
The inclination towards going bad is more than going towards well. I do not get influenced on many occasions and follow what I suppose is best for the team. There can be although incidences that can be alluring for me as well (Sommer, 2016).
According to strength-based leadership theory, a person can be observed to be leaning on another stronger personality to lead their teams towards the set goals. However, if the inclination is bound to result in fruitful outcomes for the company as a whole, they are the ones that should be taken into consideration.
For the point of attending a social event on my own, I would like to grant myself a scoring of 5, strongly agree. I don’t enjoy others company that very often as compared to being alone. This might be a good thing about me but it can come off as very careless and self-centred attitude on my part. As per social exchange theory, a person is developed enough to choose as to with whom he or she has to enhance relations with.
The choice for dwelling alone can also be seen by other employees in negative terms. The employees might also have a perception that this behaviour might be done as self-analysing one’s own benefits they might be relying on to get from the situation. This decision can also be seen made after dully scrutinizing between the various options available for the person.
Some of the examples of weakness at the workplace are leaving the projects in the middle, taking the whole credit for the group effort and taking on too much of responsibility can also let the work and quality suffer.
Personal developmental plan mainly helps in enhancing the qualities that are held by an individual (Reichard, 2017). Self-confidence can be a critical factor to achieve in that. The plan can be formulated using SMART technique. The specification to promote for self-confidence should be preferred the most. Public speaking activities and close interactive sessions with the team members can be done to facilitate the same. Over a certain period of time the survey can be again taken to score for the improvement in the self-confidence of the person. This will also enable us to monitor the specific areas to be worked upon. The progress should also be made on an incremental pattern so that the goals set are attainable and will also help us in achieving the desired outcomes. The initiation can be done from indulging in small group addressing and can be then shifted to addressing larger group of people. The activities should also be planned in a timely manner to get the desired results. Team meetings can be planned on a weekly basis so that the leader is able to get an insight of the employees reporting to him. By establishing this type of communication channel, there will be uniformity in the system (Zwikael, 2018).
Specific – It is highly irrelevant to form such goals that are vague and does not hold substance. The goals must be formed in such a way that which leads to higher performance. Clear and established goals are the need for any organizational setup. Example-
Measurable - The aims and goals must be such that can be easily measurable in the numerical form or in the form of statistic. So the presumption can be made as to how much time will be required to complete that aim.
Achievable - There must be a proper track on the records of the company and on the progress on the company, this will help the organization to understand whether the formed goals are achievable in the true sense or not.
Realistic - The goals and aims must be realistic and not mere a day dream in order to attain and achieve success for the organization. Goals must be such that makes sense to the success and to the managers.
Time bound – There must always be a time bound to achieve the goals of the organization. But setting time bound does not mean that the goals are based on completely time crunch deadline. Reasonability must be taken into consideration. Time frame must be set keeping in mind the comfort of the whole team.
One of the smart goals in the development plan is improving the leadership quality by undertaking the leading projects and measuring them by the progress of the report of the project at the end of the month. The goal is to complete the project with the time frame of 4 months.
Akhtar, P., Tse, Y. K., Khan, Z., & Rao-Nicholson, R. (2016). Data-driven and adaptive leadership contributing to sustainability: Global agri-food supply chains connected with emerging markets. International Journal of Production Economics, 181, 392-401.
Carleton, E. L., Barling, J., &Trivisonno, M. (2018). Leaders’ trait mindfulness and transformational leadership: The mediating roles of leaders’ positive affect and leadership self-efficacy. Canadian Journal of Behavioural Science/Revue Canadienne Des Sciences Du Comportement, 50(3), 185.
Du Plessis, M. (2019). Positive Self-leadership: A Framework for Professional Leadership Development. In Theoretical Approaches to Multi-Cultural Positive Psychological Interventions (pp. 445-461).
Hackworth, J., Steel, S., Cooksey, E., DePalma, M., & Kahn, J. A. (2018). Faculty Members' Self-Awareness, Leadership Confidence, and Leadership Skills Improve after an Evidence-Based Leadership Training Program. The Journal of pediatrics, 199, 4-6.
Reichard, R. J., Walker, D. O., Putter, S. E., Middleton, E., & Johnson, S. K. (2017). Believing is becoming: The role of leader developmental efficacy in leader self-development. Journal of Leadership & Organizational Studies, 24(2), 137-156.
Sommer, S. A., Howell, J. M., & Hadley, C. N. (2016). Keeping positive and building strength: The role of affect and team leadership in developing resilience during an organizational crisis. Group & Organization Management, 41(2), 172-202.
Zwikael, O., Chih, Y. Y., & Meredith, J. R. (2018). Project benefit management: Setting effective target benefits. International Journal of Project Management, 36(4), 650-658.
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