Developing A Willingness And Ability To Engage In Self-Refle

Developing A Willingness And Ability To Engage In Self Reflection Is A

Developing a willingness and ability to engage in self-reflection is a critical leadership skill that is not easily learned yet which reaps many rewards. The LSI enables you to examine your own unique way of thinking and how it influences your behavior. Complete the LSI according to the procedure outlined here, so that you end up with your "Life Styles Circumplex" profile: 12 "personal thinking style" scores, one score for each section of the circumplex. Write a 3–5 page paper examining and explaining your LSI results.

Identify your primary and backup thinking styles: What are your "primary" (highest percentile score) and "backup" (second highest percentile) personal thinking styles as shown in your circumplex?

Discuss how your primary and backup personal styles are manifested in your life and work (see the LSI Self Development Guide online). Using the style interpretations in the LSI Guide, describe the styles and give your perceptions about the results. Do you agree or disagree with them and why?

Identify your limiting style: Identify and illustrate one style you think might be working against you to reduce your overall effectiveness. Name the style you have chosen, make a few remarks about why you are choosing this style as limiting your professional effectiveness in organizations.

Select one behavior associated with this style that you think you would like to change and the difference it will make. Be sure to support your interpretation with examples, etc.

Impact on Management Style What impact do your personal styles have on your management style? Explore and assess the impact of your personal styles on your effectiveness as a manager in terms of the four functions of management: a. Planning; b. Organizing; c. Leading; and d. Controlling. If you are currently not a manager, assume you are and predict your effectiveness as such.

Genesis of Personal Style Critically evaluate and explain on how you developed the personal styles that were revealed in your LSI. What role, for example, did family relationships, school, organizational memberships, culture, etc. have in shaping your personal style?

Conclusion and Reflection Think about your LSI results and your responses to the above questions. Summarize any concluding comments. Close your paper with a statement of at least one question or goal you hope your work in MGMT591 will help you to address and comment with a few sentences to describe the value of this exercise to your personal and professional development. Please note: The LSI Self-Development Guide is integrated into the LSI1 Participant account, and is available after you complete the LSI Survey and have access to your results. In-depth and personalized style descriptions can be found by clicking on the style "slices" of the circumplex. For example, if you would like to learn more about the Humanistic-Encouraging style (Style 1), you simply click on the circumplex "slice" for that style. The same goes for the other 11 styles.

Paper For Above instruction

Developing a willingness and ability to engage in self-reflection is a fundamental aspect of developing effective leadership qualities. The Life Styles Inventory (LSI) serves as a valuable tool in this regard by providing insights into one’s personal thinking styles and how these influence behavior in various contexts, including the workplace. This paper will analyze my LSI results, identify my primary and backup thinking styles, discuss how these manifest in my personal and professional life, examine a limiting style, and explore the implications for my management effectiveness. Additionally, I will reflect on how my personal styles have been shaped and conclude with future goals informed by this self-awareness exercise.

Identifying Primary and Backup Thinking Styles

My LSI results reveal that my primary thinking style is the "Self-Actualizing" style, with a percentile score of 85, indicating a strong tendency toward growth-oriented, autonomous, and internally motivated behavior. The backup style is "Humanistic–Encouraging," with a percentile score of 75, reflecting a compassionate, supportive, and relationship-oriented approach. Both styles are characterized by their emphasis on personal development, genuine concern for others, and a desire for meaningful achievements. The high scores suggest that I am generally driven by internal values aimed at self-fulfillment and fostering positive relationships, which I believe manifest in my proactive attitude, openness to feedback, and emphasis on collaboration.

Manifestation and Perception of Styles

In my daily life and work, these styles manifest through my motivation to continually improve, seek constructive feedback, and prioritize team cohesion. For example, in team projects, my desire to support others and promote a positive environment enhances collaboration. According to the LSI Style Interpretations, the Self-Actualizing style promotes resilience, moral integrity, and a focus on meaningful objectives, qualities I see in myself—though I recognize areas for growth. I agree with much of the style's description, especially its emphasis on internal motivation, but I sometimes find it challenging to balance this with practical task deadlines, which can lead to delays or overemphasis on personal ideals. I believe this alignment or disconnect is common and underscores the importance of managing styles effectively.

Limiting Style and Its Impact

One style that may be limiting my professional effectiveness is "Oppositional." Although I am committed to integrity, extreme tendencies toward questioning authority or challenging the status quo—especially when not constructively explored—can create friction in organizational settings. This oppositional style often manifests as reluctance to accept directives without sufficient explanation or as skepticism that hampers swift decision-making. For instance, during organizational changes, my initial resistance delayed adaptation. Recognizing this, I see that the oppositional style, if overplayed, can hinder cooperation and impede leadership efforts. To mitigate this, I aim to adopt a more open and accepting stance, especially in situations requiring cohesive action.

Behavioral Changes and Outcomes

One specific behavior I wish to alter is my tendency to question directives or challenge decisions prematurely. While this stems from a desire for rigor and integrity, it can be perceived as resistance. I plan to practice patience and seek clarification patiently before voicing concerns. Changing this behavior will improve my ability to collaborate smoothly, foster trust, and demonstrate adaptability—traits highly valued in organizational leadership. For example, demonstrating more receptiveness during team meetings will likely enhance my influence and effectiveness as a collaborator.

Impact on Management Style

If I assume a managerial role, my personal styles would influence my management approach significantly. The self-actualizing and humanistic–encouraging styles suggest I would favor empowering team members, fostering autonomy, and encouraging development—aligning well with transformational leadership principles. My readiness to support staff, coupled with a focus on moral integrity, would likely enhance planning by promoting innovative thinking; organizing through participative decision-making; leading by example, and nurturing a positive environment; and controlling by setting clear, morally grounded expectations. These styles predispose me toward an effective, ethical, and people-centered management approach, although I would need to be cautious of overly idealistic tendencies that may overlook operational constraints.

Development of Personal Styles

My personal styles have been shaped by various factors, including family influences that instilled in me core values of integrity, empathy, and perseverance. Educational experiences reinforced the importance of autonomy, critical thinking, and continuous improvement. Organizational memberships and cultural background further molded my emphasis on relationship-building, trust, and ethical conduct. These influences collectively contributed to my dominant self-actualizing style and supportive tendencies, highlighting the importance of environment and relationships in shaping leadership qualities.

Conclusion and Reflection

Reflecting on my LSI results, I appreciate the insights into my strengths and potential areas for growth. Understanding my primary styles helps me leverage my natural inclinations while making conscious efforts to address challenges, such as the oppositional tendencies. Moving forward, I aim to balance internal growth with operational pragmatism and foster more constructive, collaborative relationships. One of my goals during this course is to develop greater resilience and adaptability in leadership roles. This exercise underscores the value of introspection for personal and professional development, as it provides a clearer understanding of how my thinking styles influence my behavior, effectiveness, and potential as a transformative leader.

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