Leadership Style Assessment Results

Leadership Style Assessment Resultsyour Assessment Results Show That Y

Your assessment results show that you have the characteristics of these types of leaders: • Ambassador – your score is 21 points out of 25 • Advocate – your score is 19 out of 25 • People Mover – your score is 19 out of 25 • Truth-Seeker – your score 21 out of 25 • Creative builder – your score is 18 out of 25 • Experienced guide – your score is 21 out of 25

See the sections below for more detail on your natural roles and some suggestions for next steps.

Paper For Above instruction

Leadership is a multifaceted concept, encompassing a range of styles and characteristics that influence organizational dynamics, decision-making processes, and team development. Based on the Leadership Style Assessment, which evaluates individual tendencies across various leadership archetypes, this paper explores the implications of these results for personal leadership development and organizational effectiveness. Notably, the assessment reveals that the individual possesses strong attributes associated with several key leadership roles, namely Ambassador, Advocate, People Mover, Truth-Seeker, Creative Builder, and Experienced Guide. Understanding these roles in depth can provide valuable insights into how to leverage natural strengths and address potential blind spots to enhance leadership impact.

Leadership Archetypes and Their Significance

The diverse leadership archetypes identified embody distinct behavioral patterns and motivational drivers. Each role plays a vital part in fostering organizational success when balanced appropriately. The Ambassador, with a score of 21 out of 25, is characterized by diplomatic finesse and conflict resolution skills. Ambassadors excel in diffusing tension and fostering inclusivity, making them invaluable in handling complex interpersonal issues or mediating organizational disputes. Their persistent yet respectful approach ensures that objectives are met without alienating stakeholders (Goffee & Jones, 2000).

Similarly, the Advocate demonstrates a high level of articulation, rationality, and persuasion, with a score of 19. Advocates serve as effective spokespersons, championing strategic initiatives and navigating challenging terrains. Their black-and-white perspective, while offering clarity, may sometimes hinder flexibility, underscoring the need for complementary roles like Ambassadors to temper their messaging (Northouse, 2018).

The People Mover archetype, also scoring 19, emphasizes mentorship, talent recognition, and relationship building. Individuals who embody this role view leadership through a nurturing lens, emphasizing team development and holistic performance assessment. This archetype fosters loyalty and motivation, contributing to a positive organizational culture (Kouzes & Posner, 2017).

In contrast, the Truth-Seeker, with a score of 21, places a premium on fairness, objectivity, and process integrity. These leaders are crucial in ensuring organizational transparency, equitable decision-making, and root-cause analysis, particularly vital in compliance-heavy or ethically sensitive environments (Avolio & Gardner, 2005). Their neutrality helps prevent conflicts of interest and fosters trust.

The Creative Builder, scoring 18, is characterized by innovation, vision, and entrepreneurial spirit. These leaders thrive in initiating new projects, spotting market opportunities, and translating ideas into reality. However, their tendency toward remaining in the startup phase may pose challenges unless they develop strategies to transition from concept to sustained operational management (Liedtka, 2015).

Finally, the Experienced Guide, with a score of 21, embodies wisdom, empathy, and advisory skills. They play a pivotal role in mentoring, coaching, and guiding organizational members through complex issues. Their ability to listen and understand diverse perspectives fosters a resilient and adaptive organizational environment (Brown & Isaacs, 2005).

Implications for Leadership Development

Recognizing one's predominant leadership archetypes facilitates targeted personal development strategies. The combination of high scores in Ambassador, Truth-Seeker, and Experienced Guide suggests a leader proficient in diplomacy, fairness, and mentorship. These attributes can be harnessed to build a culture of trust, collaboration, and ethical integrity. Nonetheless, it is essential to cultivate flexibility by integrating aspects of other roles, such as expanding strategic vision through Creative Builder traits or enhancing advocacy with more assertiveness and policy advocacy.

Furthermore, understanding how these roles influence organizational dynamics can inform more effective delegation, communication, and conflict management. For example, leveraging an Advocate's persuasive abilities alongside an Ambassador's tact can foster buy-in for strategic initiatives. Similarly, embracing the mentorship qualities of a People Mover can nurture emerging talent and foster organizational loyalty.

Next Steps for Leadership Enhancement

To capitalize on these insights, leaders should engage in continuous self-assessment and seek feedback from peers and subordinates. Developing a nuanced understanding of how their natural styles affect organizational culture and employee motivation can lead to more intentional leadership practices. Practical steps include prioritizing active listening, fostering emotional intelligence, and intentionally balancing assertiveness with empathy.

Additionally, leaders can expand their competencies by seeking developmental opportunities that challenge their default roles. For instance, a leader strong in diplomatic and fairness roles might intentionally take on more high-visibility advocacy tasks or strategic innovation projects to broaden their capabilities.

In sum, understanding one's leadership archetypes is a foundational step toward cultivating a versatile and adaptive leadership style. By consciously integrating complementary traits and strategies, leaders can maximize their positive influence and foster a thriving organizational environment.

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.
• Brown, B., & Isaacs, D. (2005). The World Café: Shaping Our Futures Through Conversations That Matter. Berrett-Koehler Publishers.
• Goffee, R., & Jones, G. (2000). Why Should Anyone Be Led by You? Harvard Business Review, 78(5), 62-70.
• Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations. Jossey-Bass.
• Liedtka, J. (2015). Designing for Growth: A Design Thinking Tool Kit for Managers. Columbia University Press.
• Northouse, P. G. (2018). Leadership: Theory and Practice. Sage Publications.
• Robinson, S. P., & Judge, T. A. (2019). Organizational Behavior. Pearson.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
• Ulrich, D., & Brockbank, W. (2005). The HR Value Proposition. Harvard Business Press.
• Yukl, G. (2012). Leadership in Organizations. Pearson Education.