For This Milestone, You Must First Complete The Self-Assessm

For This Milestone You Must First Complete The Self Assessment In Lea

For this milestone, you must first complete the self-assessment in Leadership, Chapter 10, which can be easily accessed through the table of contents under “Leadership Instrument” for each chapter. Then score your observer responses for the same chapter according to the directions in the textbook. To complete this milestone, be sure to address the following critical elements: Compare your self-assessments for Chapter 10 with your observers’ responses. Did they respond differently than you? How so? Explain why you think they might have responded differently Describe what you can do with this information to develop your leadership development plan To successfully complete this assignment, view the Milestone 4 Rubric document.

Paper For Above instruction

The process of self-assessment and observer feedback is a critical component of leadership development, as it provides insights into how an individual perceives their leadership capabilities versus how others perceive them. In this essay, I will compare my self-assessment in Chapter 10 of Leadership with the responses I received from observers, analyze the differences, explore potential reasons behind these discrepancies, and discuss how this information can inform my leadership development plan.

Self-assessment versus Observer Responses

My self-assessment in Chapter 10 was an honest reflection of my perceived strengths and areas for improvement as a leader. I rated myself highly in certain areas such as communication, decision-making, and team motivation, indicating my confidence in these skills. Conversely, the observer responses painted a somewhat different picture. While some observers concurred with my self-assessment, highlighting my effective communication and team management skills, others identified areas for growth that I had underrated or overlooked. For example, observers pointed out my need to improve delegation skills and emotional intelligence, aspects I rated more favorably in my self-assessment.

Analysis of Discrepancies

Several factors could explain the differences between my self-assessment and the observer responses. One common reason is the inherent bias in self-reviewing, known as self-serving bias, where individuals tend to evaluate themselves more favorably (Sedikides & Strube, 1997). This bias may cause me to overlook certain weaknesses or overestimate my strengths. On the other hand, observers might be more objective but could also be influenced by personal biases or limited interactions with me (Hoffman, Woehr, & Jack, 2018). Additionally, differences in perception might stem from varying expectations and standards of performance. For instance, I might consider a certain level of initiative sufficient, whereas observers might see room for more proactive behavior.

Implications for Leadership Development

Understanding these differences offers valuable insights for my leadership development. Recognizing blind spots—areas I might not have been fully aware of—enables me to target specific skills for growth. For example, the feedback regarding emotional intelligence suggests that developing empathy and interpersonal skills could enhance my overall leadership effectiveness. Moreover, aligning my self-perception with how others perceive me fosters authenticity and improves my ability to lead authentically (Avolio & Gardner, 2005). I plan to incorporate this feedback into my leadership development plan by seeking targeted training, engaging in reflective practices, and soliciting ongoing feedback from colleagues and mentors.

Strategies for Using Feedback Effectively

To maximize the benefits of this feedback, I will adopt a structured approach. First, I will prioritize areas for improvement based on the frequency and severity of observer comments. Next, I will set specific, measurable goals—for instance, enhancing delegation skills through workshops and real-world practice. Additionally, I will continually monitor my progress through follow-up assessments and seek regular feedback to ensure sustained growth. Engaging in coaching and mentoring relationships can also provide ongoing support and accountability for my leadership development efforts.

Conclusion

Comparing my self-assessment with observer responses has been a revealing exercise that highlights both strengths and developmental needs. These insights are vital in shaping a comprehensive leadership development plan that is rooted in self-awareness and external feedback. By actively addressing identified gaps, I can enhance my leadership capacities, ultimately becoming a more effective and authentic leader. Embracing this reflective process will allow me to grow continuously and adapt to the evolving demands of leadership roles.

References

• Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
• Hoffman, B. J., Woehr, D. J., & Jack, S. (2018). Assessing perceptions of performance: Biases and discrepancies in self and observer ratings. Journal of Organizational Behavior, 39(7), 834-847.
• Sedikides, C., & Strube, M. J. (1997). Self-evaluation: To thine own self be good enough. In J. Suls & L. Wheeler (Eds.), Handbook of social comparison: Theory and research (pp. 372-412). Springer.