Leadership Self Assessment
Overview
For this assignment, you will be taking a more thorough look into your leadership self-assessment results that you reflected on in Module One. This assignment will help in the creation of your personal development plan, which will be submitted in Module Six.
Scenario
You work as a director of leadership and learning for an organization that makes prosthetics. The organization has been in business since 1999 and employs over 350 people in its Tampa, Florida, headquarters and three plant locations across the Southwest. While the business is currently based in the United States, the organization is exploring ways to move into Canadian markets within the next three years. This year’s employee engagement survey results for the organization show that some leadership practices were rated lower, while some practices were rated higher. The new chief human resources officer (CHRO) met with the team to discuss the general results. Everyone agrees that the company’s focus should be on both specific leadership development areas perceived as strengths and on those rated as areas for improvement, primarily regarding social intelligence, emotional intelligence, and the interpersonal skills of effective leaders.
To help this initiative, your manager, the vice president of leadership and learning, asked you to create an adaptive leadership toolkit that can be used throughout the organization. To begin this work, you conducted a personal leadership self-assessment, and now you will be taking a closer look at these results to produce a self-assessment report. You plan on exploring how this self-assessment would make a beneficial contribution to a personal development plan and adaptive leadership toolkit, which will help to resolve the leadership challenges the organization is currently facing.
Prompt
For this assignment, refer to your results from your self-assessment and use the LPI Self Percentile Ranking to determine where each of your five leadership behaviors rank.
Leadership Behaviors
Model the Way
Inspire a Shared Vision
Challenge the Process
Enable Others to Act
Encourage the Heart
For further information on each leadership behavior, please refer to The Ten Commitments of Exemplary Leadership.
Self-assessment: In this part of your report, you will use the results from your self-assessment to identify leadership behaviors where you ranked highest and where you ranked lowest, and begin thinking about how this information impacts your ability to lead. This work will help to inform your personal development plan, which you will create in Module Six.
Identify the leadership behavior in which you ranked lowest and define what this behavior means to you.
For the leadership behavior in which you ranked lowest, describe the importance of developing this area to improve skills related to leading others.
Identify the leadership behavior in which you ranked highest and define what this behavior means to you.
For the leadership behavior in which you ranked highest, describe how this area helps support skills related to being an effective leader.
Adaptive leadership toolkit: In this part of your report, you will use your findings from the Employee Satisfaction Survey and the leadership behaviors you reviewed in the self-assessment to identify areas of leadership the organization should focus on developing. This work will help to inform the adaptive leadership toolkit that you will develop in Module Seven.
Based on your review of the Employee Satisfaction Survey, identify the leadership behaviors the organization’s leadership should focus on improving and explain how developing these areas will address the business problems the organization currently faces.
Based on your review of the Employee Satisfaction Survey, identify the leadership behaviors the organization’s leadership is currently successful in and explain how maintaining these areas can help in managing relationships between the leaders and their direct reports.
What to Submit
Submit your report as a 3- to 4-page Word document using 12-point Times New Roman font, double spacing, and one-inch margins. Sources should be cited according to APA style. Consult the Shapiro Library APA Style Guide for more information on citations.
Leadership Self Assessment
Author's Name
The Institutional Affiliation
Course Number and Name
Instructor Name
Assignment Due Date
Table of Contents Self-assessment 3 Leadership Behaviors. 3 Lowest Leadership Behavior 3 Highest Leadership Behavior 4 Adaptive Leadership Toolkit 4 Areas for Leadership Enhancement 5 Leadership Strengths Identified. 6 References. 8
Introduction
The Leadership Self-Assessment is crucial for helping people understand their leadership abilities and where they can improve (Shahbal et al., 2022). Leaders can improve their abilities to steer teams and organizations towards success by assessing their performance in crucial behaviors like setting an example and inspiring a shared vision.
Self-assessment
Reviewing the results of my leadership self-assessment, it is evident that "Enable Others to Act" is the area in which I excel, with a score of 48. This demonstrates my skill at creating an environment where team members feel safe enough to share ideas and work together and competent enough to take charge of their development and career path (Moldoveanu & Narayandas, 2019). On the other hand, the domain "Encourage the Heart" achieved a score of 39, indicating that there is potential for enhancement in this area (Iqbal et al., 2019). While I acknowledge the accomplishments of individuals, I may not consistently communicate these acknowledgments publicly or actively celebrate collective values and triumphs, thereby hindering the development of a necessary sense of community. With critical analysis, it is clear that while I am good at encouraging individuals, I need to put more effort into fostering team spirit and morale, which are crucial to the success of any organization.
Leadership Behaviors
Lowest Leadership Behavior
Among the many leadership traits, my "Encourage the Heart" score of 39 is the lowest. The "Encourage the Heart" concept encompasses acknowledging and valuing individual contributions, expressing authentic gratitude, and cultivating a sense of community commemorating shared achievements. The concept involves more than simply observing the achievements; it entails experiencing and articulating appreciation for them in manners that deeply resonate with the team. The significance of enhancing this specific behavior should not be underestimated. Acknowledging and commemorating achievements can cultivate motivation, enhance morale, and underscore the importance of each person's contribution (Johnson et al., 2021). Leadership entails directing or motivating others and appreciating and rewarding them. By developing these abilities, leaders can inspire their teams to achieve more by creating a culture where everyone feels heard and appreciated.
Highest Leadership Behavior
With a score of 48 on the self-response sheet, "Enable Others to Act" ranks as my highest-ranking leadership behavior. I believe this behavior represents the fundamental concept of empowerment (Kim et al., 2019). Hence, it emphasizes how crucial it is to create an atmosphere where coworkers and team members feel supported in their choices, valued for their contributions, and confident in their abilities. Furthermore, the most influential leaders inspire those around them, foster an atmosphere of trust, and forge bonds of cooperation that propel their teams to success.
In addition, this behavior serves as a clear demonstration of essential skills required for effective leadership. Leaders who possess the ability to empower others play a crucial role in promoting collaboration, thereby ensuring that the combined efforts of individuals are directed toward common objectives (López-Cabarcos, Vázquez-Rodríguez & QuinoA-Pineiro, 2022). Therefore, it involves recognizing the strengths of others and capitalizing on them for the team's and organization's benefit. By enhancing their capabilities, individuals have the potential to enhance productivity, foster creativity, and drive success.
Adaptive Leadership Toolkit
Areas of Focus
Supporting Data
Trust in Supervision
24% current satisfaction score indicates significant trust issues with supervisors.
Recognition & Appreciation
Satisfaction has decreased from 55% to 38%, showing a need to enhance recognition programs.
Reward System Alignment
31% feel rewards do not match effort, suggesting the system needs to be more transparent and fair.
Communication & Transparency
Both trust and appreciation issues can be tied back to communication breakdowns.
Skill Development Opportunities
A future state goal is to provide more growth opportunities, highlighting a current gap.
Leadership Training for Supervisors
The tru...