Dynamic Leadership Assessment MGT601

Introduction

This presentation is focused on helping me understand how my actions and levels of emotional intelligence compare to those highlighted in a prior assessment, and how I may build on those qualities to become a more effective leader. My leadership style was shaped by the aforementioned tests, my job experience, my recollections from childhood, and the recommendations of my former employers and coworkers. Following this, I reflected on the research and theories connected to my leadership style, which together served to inform my conclusions and the most important takeaways from the report.

What the leadership theory discussed in this subject taught me about myself?

I need to focus on improving certain aspects of my character, such as learning to put less stock in the immediate results of my actions and instead trying to see the big picture, or learning to compromise rather than compete. Due to my lack of confidence in making first contact, I may miss out on meeting interesting individuals at social events. That's why I think about it and why I need to work on a strategy to get better by the time of the next evaluation.

Since I strive for perfection in all I do, I demand the same level of effort and dedication from those around me. However, if I am unable to inspire and drive them, I will inevitably be disappointed by their lack of consistent excellence. Because of my position as the eldest kid and then as the class leader from first grade through high school, I now see that I have been using legitimate power types my whole life. This authority, however, lacks the efficiency of other forms of power and cannot be used against persons such as peers in a similar position or superiors at a higher level.

Since there is no universally accepted definition of leadership excellence, each theory of leadership must be tailored to the specific circumstances of each leader's position and career. I recognize many of the qualities that Daniel Goleman identified as crucial to developing an effective leadership style in individuals (Goleman, 2012). Bawany tells me that reading this part would help me feel better about myself and identify my flaws so that I can address them by surrounding myself with individuals whose strengths complement my own (Liu et al., 2021). It doesn't matter how well-educated or experienced I am; everyone has blind spots, including mine, where they fail to recognize their strengths and weaknesses, which may lead to excessive self-criticism, an inflated sense of one's abilities, and a halt in professional advancement.

My long-term career goal is to advance within my current organization and become a senior leader. The position calls for me to manage and direct a group of other leaders. I intend to further my professional growth by taking on increasingly complex roles and responsibilities, as well as by serving as a mentor and coach to other leaders. In addition, I want to keep investing in my growth as a leader by participating in leadership-focused seminars, conferences, and other educational opportunities.

Two scenarios about the future I may face

The formation of future leaders is an area in which I hope to become a recognized authority. I intend to further my professional growth by taking on increasingly complex roles and responsibilities, as well as by serving as a mentor and coach to other leaders. In addition, I want to keep investing in my growth as a leader by participating in leadership-focused seminars, conferences, and other educational opportunities. I will also publish articles and give talks on the topic, as well as advising businesses on their leadership training requirements.

Taking leadership training in the workplace has broadened my understanding of leadership in many contexts. Something I would have liked to learn more about in this class. I had hoped we would talk about dispute resolution strategies, but it wasn't covered in class. This is because most teams include individuals with varied experiences and skill sets. Such employees usually generate strife since they don't share the company's values (Bratton, 2020). The experience of a leader with conflict management tactics considerably improves their capacity to handle and settle disagreements. The possibility to get insight into what makes for efficient collaboration among employees is what most interested me about this course. The idea of collaboration warrants serious thought due to its importance to the company's success. Collaborating helps workers develop interpersonal skills and learn to communicate in a way that fosters teamwork. To my surprise, I learned that leaders may encourage productivity gains by encouraging teamwork among their ranks. As a result, the group will be able to accomplish its goals (Bratton, 2020).

What parts of the subject have I used in planning my path forward?

After reading the Genos study, I realized how important open communication is in all facets of life, from jobs to relationships. Bottled-up frustrations, refusal to express them, and taking things personally set us up for future failure (Genos International, 2021). The advice I got from Genos was useful since it stressed listening and empathy. Because empathy training lets us put ourselves in the other person's shoes and understand their motivations. You can only discover what others think of your leadership and behavior by giving and receiving feedback. We must share knowledge whether we are leaders or not. Ask for information and examples throughout the feedback session to minimize misunderstandings.

According to Morgan, leaders that adopt this approach foster an outcome-oriented culture that produces outstanding outcomes by inspiring and motivating their teams to work towards specific goals. If I am successful in changing my character to demand excellence from others, then I may feel compelled to help them succeed (Cameron & Quinn, 2019). Clearly illustrating expectations, explaining concepts to others, and sustaining efficient information sharing are all skills that leaders should be able to grasp, according to the research.

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