Leadership Self-Assessment Instructions: Consider How You Fe

Leadership Self Assessment INSTRUCTIONS: Consider How You Feel Ab

Consider how you feel about each of the statements below. Using the 1-5 scale, rate yourself for each statement. Be honest; no one else will see your responses. Based on your self-assessment, enter the Number 1 in whichever column most accurately reflects your self-assessment. You would enter the Number 1 even if the column is labeled with a different number.

This spreadsheet has been designed to calculate your score for you. If you enter numbers other than 1, the auto-generated score will not calculate correctly. 1 = Almost Never True 2 = Seldom True 3 = Occasionally True 4 = Frequently True 5 = Almost Always True

1. I enjoy communicating with others. I am honest and fair. I make decisions with input from others.

My actions are consistent. I give others the information they need to do their jobs. I keep focused through follow-up. I listen to feedback and ask questions. I show loyalty to the company and to the team members.

I create an atmosphere of growth. I have wide visibility. I give praise and recognition. I criticize constructively and address problems. I develop plans.

I have a vision on where we are going and set long term goals. I set objectives and follow them through to completion. I display tolerance and flexibility. I can be assertive when needed. I am a champion of change.

I treat others with respect and dignity. I make myself available and accessible. I want to take charge. I accept ownership for team decisions. I set guidelines for how others are to treat one another.

I manage by "walking around" (the front line is the bottom line). I am close to the business and have a broad view of where we are going. I coach team members. I determine manpower requirements for my department and write job descriptions for them. I interview and select the most qualified candidate for an open job position.

I provide new employees with on-the-job training. I determine resources, material, and supply requirements for my department. I developed a budget for my department. I can respond to an employee who is upset with me or someone else in the organization. I have counseled employees who have personal problems (family, health, financial).

I react to situations in which the quality of an employee's work declines. I deal with employees who have performance issues, such as suspected substance abuse or chronic lateness. I reward employees for good performances. I conduct formal employee performance appraisals. I can make a presentation to a group of peers and/or seniors.

I write reports to be distributed to a group of peers and/or seniors. I have a deep-rooted understanding of the functions of my organization. I am curious. I know how to sell. I am a good learner.

I know how to influence people and get support. I admit my mistakes and take responsibility for my actions. I like to talk to people and I am a great listener. I am a good delegator. I can separate the important issues from inconsequential ones.

I have integrity and can be trusted. I am political only when necessary. 5 Total for Each Column TOTAL SCORE: 622

This is a self-assessment, and there are no right or wrong answers. This means there are no right or wrong scores. Use the table below for a general guideline of where you stand.

The survey is designed to show you the areas where you might have opportunities to grow (statements on which you scored lower than you would like). Contact your manager or training department for resources to help you to become more proficient in your growth areas.

You are well on your way to becoming a leader. 125 to 174: You are getting close. 124 and below: Don't give up! Many leaders before you have continued with their studies to become some of the finest leaders around.

Reference: Clark, D. R. (2015). Leadership self-assessment questionnaire. Retrieved from Used under CC-BY-NC 2.0.

Paper For Above instruction

Effective leadership is a fundamental component in the success and sustainability of any organization. The self-assessment questionnaire outlined above offers valuable insights into a leader’s strengths and areas for growth by encouraging honest reflection on various leadership traits. This comprehensive evaluation covers communication, integrity, strategic vision, people management, and organizational understanding, emphasizing the multifaceted nature of exemplary leadership.

The importance of self-awareness in leadership cannot be overstated. Leaders who critically evaluate their behaviors and attitudes are better equipped to develop targeted strategies for improvement. According to Goleman (2000), emotional intelligence—comprising self-awareness, self-regulation, motivation, empathy, and social skills—is essential for effective leadership. The questionnaire addresses many of these dimensions, such as honesty, fairness, communication, and empathy, which are critical to building trust and fostering team cohesion.

Communication emerges as a vital component in leadership as evidenced by questions related to expressing ideas, listening attentively, and providing constructive feedback. Effective communication enhances team morale, clarifies expectations, and aligns efforts toward organizational goals (Hackman & Johnson, 2013). Leaders rated highly in communication and loyalty often create a positive organizational culture where transparency prevails, and individuals feel valued.

Developing a strategic vision is another core element addressed in the assessment. Leaders who articulate a clear long-term mission and set achievable objectives can direct organizational efforts efficiently (Kouzes & Posner, 2017). The ability to adapt to change and demonstrate agility, as reflected in the questionnaire, signifies a visionary leadership style suited for dynamic business environments.

People management skills, including coaching, performance appraisals, and resource allocation, are extensively evaluated. Effective leaders recognize the importance of nurturing talent and managing performance issues with sensitivity and fairness (Avolio & Gardner, 2005). Reward systems, behavioral counseling, and formal evaluations play a significant role in motivating employees and enhancing organizational performance.

Organizational knowledge and influence are also pivotal. Leaders’ innate understanding of their organization’s functions and their capacity to influence stakeholders contribute to successful leadership (Yukl, 2013). The ability to admit mistakes and demonstrate integrity fosters trust, which is essential for credible leadership.

Overall, the self-assessment encourages leaders to reflect on their comprehensive skill set and identify opportunities for growth. Developing emotional intelligence, honing communication skills, cultivating strategic vision, and strengthening organizational influence are ongoing processes vital for leadership excellence. Continuous self-evaluation and seeking developmental resources are crucial steps on the journey of leadership development.

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.
• Goleman, D. (2000). Leadership that Gets Results. Harvard Business Review, 78(2), 78-90.
• Hackman, M. Z., & Johnson, C. E. (2013). Leadership: A Communication Perspective. Waveland Press.
• Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations. Wiley.
• Yukl, G. (2013). Leadership in Organizations. Pearson Education.
• Clark, D. R. (2015). Leadership self-assessment questionnaire. Retrieved from Used under CC-BY-NC 2.0.
• Northouse, P. G. (2018). Leadership: Theory and Practice. Sage Publications.
• Bass, B. M. (1998). Transformational Leadership: Industry, Military, and Educational Practice. Routledge.
• Ansoff, H. I., & McDonnell, R. (1990). Implanting Strategic Management. Prentice Hall.
• Collins, J. (2001). Good to Great: Why Some Companies Make the Leap... and Others Don't. HarperBusiness.