Leadership Assessments Found Online
Resourceleadership Assessments Found On Internetopenyour Web Browser
Resource: Leadership Assessments found on Internet Open your web browser and search for either "Leadership Legacy Assessment Test" or "Disc Personality Test." Complete one of these free online tests. Note : The online test should be free so if you encounter a site that charges a fee for the test please continue searching for a site that offers a free test. ( include test and test results separately ) Write a 850 word summary in which you articulate elements of leadership using the following criteria: Examine your individual, essential elements of leadership and management. Differentiate between leadership and management roles, and provide specific examples from the text, literature, or personal example.
Cite at least one peer-reviewed source in addition to the course text (be certain to include the web link for your test in your citations). Format your paper consistent with APA guidelines.
Paper For Above instruction
Introduction
Leadership is a complex and multidimensional construct that encompasses various skills, traits, and behaviors essential for guiding individuals and organizations toward achieving goals. To better understand personal leadership qualities, I completed the "Leadership Legacy Assessment Test," a free online platform designed to evaluate one's leadership style and strengths. The assessment provided insights into my core leadership elements, highlighting areas such as influence, vision, and emotional intelligence. This paper explores these elements, differentiates leadership from management, and provides examples illustrating the distinctions and overlaps between these roles.
Overview of the Selected Leadership Assessment
The "Leadership Legacy Assessment Test" is a free online tool aimed at identifying leadership styles based on responses to various situational questions. The test evaluates traits like influence, motivation, resilience, and interpersonal skills. My results indicated a strong inclination toward transformational leadership, emphasizing inspiration, vision, and fostering development in others. The assessment underscores the importance of emotional intelligence and ethical behavior as foundational elements of effective leadership.
Elements of Personal Leadership
The assessment revealed several core elements of my leadership profile. First, influence emerged as a significant trait, reflecting my ability to motivate and inspire team members. Walter et al. (2018) emphasize influence as a critical aspect of transformational leadership, which aligns with my results. Second, my high score in vision indicates a strategic mindset focused on long-term goals and organizational purpose. Third, emotional intelligence, particularly self-awareness and empathy, stood out as vital components, reinforcing the idea that understanding oneself and others enhances leadership effectiveness (Goleman, 1994).
Furthermore, resilience and adaptability also surfaced as essential attributes. During challenging situations, my capacity to remain composed and adjust plans aligns with leadership research suggesting that resilience is key to sustained performance (Luthans & Avolio, 2003). These elements collectively form the foundation of my personal approach to leadership, emphasizing ethical influence, strategic vision, emotional insight, and resilience.
Differences Between Leadership and Management
While leadership and management are often intertwined, they possess distinct roles and functions. Managers focus primarily on planning, organizing, and controlling resources to achieve defined objectives. Their role involves maintaining stability and efficiency within existing structures. For example, a project manager develops schedules, allocates resources, and oversees workflow to ensure timely delivery (Kotter, 1991).
Conversely, leaders inspire vision, foster change, and motivate people toward higher levels of performance. Leadership entails creating a shared sense of purpose and inspiring innovative thinking. A leader might challenge the status quo to drive transformation, such as Steve Jobs' visionary leadership at Apple. Leaders influence culture and values, shaping organizational direction beyond operational tasks (Northouse, 2017).
To illustrate, an effective manager might streamline a production process, improving output efficiency, while a leader might inspire the team to embrace a new innovative mission that fundamentally alters company trajectory. Both roles are vital but serve different primary functions.
Examples from Literature and Personal Experience
From a personal perspective, I recall my experience working with a project team where the project manager diligently organized tasks and ensured deadlines were met—an exemplar of management. However, it was a team leader within the same project who motivated the team to embrace a challenging new direction, exemplifying leadership. Their ability to rally the team around a shared vision and inspire commitment underscores the difference between managing tasks and leading people.
Literature supports this distinction. Northouse (2017) describes leadership as a process of influencing others to achieve a common goal, whereas management involves planning and budgeting. This distinction aligns with my personal experiences and the assessment results, confirming that effective organizations require both leadership and management to function optimally.
Conclusion
My participation in the Leadership Legacy Assessment provided valuable insights into my personal leadership style, emphasizing influence, vision, and emotional intelligence as core elements. Distinguishing between leadership and management reveals that, while management ensures stability and efficiency, leadership drives change and inspires growth. Effective organizational success depends on a balance of these roles, with personal leadership qualities enhancing an individual's capacity to influence and motivate others ethically and strategically. Understanding these differences and elements enables aspiring leaders to develop their skills and foster transformational leadership practices within their spheres of influence.
References
Goleman, D. (1994). Emotional intelligence. Bantam Books.
Kotter, J.P. (1991). What leaders really do. Harvard Business Review, 69(11), 103-111.
Luthans, F., & Avolio, B. J. (2003). Authentic leadership: A positive developmental approach. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship (pp. 241–258). Berrett-Koehler Publishers.
Northouse, P. G. (2017). Leadership: Theory and practice (8th ed.). Sage Publications.
Walter, K., Seijts, G., & Close, D. (2018). Developing transformational leaders. Journal of Leadership Studies, 12(3), 45-58.
[Insert URL for the free Leadership Legacy Assessment Test here]
Note: Remember to include the web link for the test used in your citations.