Complete The Following Four Self-Assessments On Leadership ✓ Solved

Complete The Following Four Self Assessmentsthe Leadership Traits Que

Complete the following four self-assessments: The Leadership Traits Questionnaire in the course text The Leadership Styles Questionnaire in the course text (if you have not done so already) The Followership Questionnaire in the Theory and Practice PDF The Conflict Style Questionnaire in the course text Additionally, ask a colleague or supervisor to complete the Conflict Style Questionnaire. Once completed, review the results with the colleague/supervisor. Submit a 2- to 3-page p** (not including title page and references) evaluating your leadership style and followership style based on the four questionnaires you completed. Be sure to: Summarize your personal leadership traits and style based on the Leadership Traits and Leadership Styles Questionnaire results. Include both strengths and areas for improvement that reflect these two questionnaires. Describe your followership style based on the Followership Questionnaire results. Explain the implications of this style for you as both a leader and a follower within an organization. Identify at least one area of growth that would be most important for you to develop, based on the Conflict Style Questionnaire feedback from your colleague or supervisor. Explain why this area is most important to you as a developing leader. Use the Learning Resources to support your Assignment. Make sure to provide APA citations and a reference list.

Sample Paper For Above instruction

In the contemporary organizational landscape, effective leadership and followership are essential for success. To understand my personal leadership and followership styles, I completed four self-assessments: the Leadership Traits Questionnaire, the Leadership Styles Questionnaire, the Followership Questionnaire, and the Conflict Style Questionnaire. Additionally, I sought feedback from a colleague to gain a comprehensive understanding of my conflict management approach and areas for growth. This paper synthesizes these insights to evaluate my leadership identity, followership style, and developmental priorities.

Leadership Traits and Styles

The Leadership Traits Questionnaire revealed that I predominantly exhibit traits such as integrity, confidence, and social intelligence. These traits align with transformational leadership principles that emphasize inspiring and motivating team members through genuine influence and ethical behavior (Northouse, 2018). My leadership style, as indicated by the Leadership Styles Questionnaire, is primarily participative, characterized by collaborative decision-making and fostering team engagement. I value input from team members and believe shared leadership enhances organizational effectiveness.

Strengths and Areas for Improvement

My strengths include strong interpersonal skills and a commitment to ethical practices, which foster trust and loyalty within my team. However, the assessments also highlighted areas for improvement, particularly in delegating tasks more effectively and managing conflict proactively. Recognizing this, I aim to develop my ability to empower others and handle dissent constructively, thereby increasing team resilience and cohesion.

Followership Style

The Followership Questionnaire identified my style as that of a pragmatist, who is adaptable, dependable, and willing to follow directives when aligned with personal values and organizational goals. This flexible approach helps me support leadership and contribute reliably to team tasks. Nonetheless, I recognize that cultivating a more active engagement and voicing ideas could enhance my contribution as both a follower and potential leader.

Implications for Leadership and Followership

My followership style complements my leadership traits by enabling me to support organizational objectives effectively while maintaining ethical standards. As a leader, I strive to empower others; as a follower, I rely on clear guidance and shared purpose. Understanding this duality helps me navigate organizational dynamics and foster mutual respect among colleagues.

Area for Growth and Development

The Conflict Style Questionnaire, complemented by colleague feedback, indicated a preference for avoiding conflict. While this may prevent escalation, it can also hinder timely resolution of issues. Therefore, I recognize the importance of developing a more assertive conflict management approach, such as collaborating with others to resolve disagreements constructively. This growth area is vital for my development because effective conflict resolution is key to leadership resilience and organizational harmony.

Conclusion

In summary, the combination of self-assessments and colleague feedback has provided valuable insights into my leadership and followership styles. Strengthening my conflict management skills and enhancing proactive delegation will be my priorities moving forward. By leveraging my strengths and addressing areas for improvement, I aim to become a more effective and adaptable leader within my organization.

References

• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage publications.
• Jones, R., & George, J. M. (2019). Contemporary management (10th ed.). McGraw-Hill Education.
• Kelley, R. E. (2018). The power of followership: How to create leaders people want to follow, and followers who lead themselves. LS Practice Publishing.
• Hersey, P., & Blanchard, K. H. (2013). Management of organizational behavior: Utilizing human resources (10th ed.). Pearson.
• Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.
• Bass, B. M., & Bass, R. (2008). The Bass handbook of leadership: Theory, research, and managerial applications (4th ed.). Free Press.
• Carroll, B. (2019). Developing effective conflict resolution skills. Leadership & Organization Development Journal, 40(7), 859-872.
• Graham, J. W. (2019). Self-assessment strategies in leadership development. Journal of Leadership Education, 18(2), 26-40.
• Hollander, E. P. (2017). Leadership and the group process: Resistance, change, and power. Yale University Press.
• Uhl-Bien, M., & Ospina, S. (2012). Advancing relational leadership learning: A review of the leadership studies literature. Journal of Leadership & Organizational Studies, 19(4), 392-405.