Your Leadership Style Assessment Results You Took The Test
Your Leadership Style Assessment Results you Took The Test Now Whatdo
Your Leadership Style Assessment Results you Took The Test Now Whatdo
Your assessment results indicate that you possess characteristics corresponding to several leadership types, including Ambassador, Advocate, People Mover, Truth-Seeker, Creative Builder, and Experienced Guide. Each role describes specific behaviors, strengths, and areas for development in your leadership style. Understanding these roles can help you refine your leadership approach, affect your team positively, and build a lasting leadership legacy.
Ambassadors are adept at handling diverse situations with grace, mediating conflicts on behalf of broader constituencies, and persuasively introducing new frameworks to facilitate understanding and acceptance among employees. Advocates serve as articulate, logical, and relentless spokespersons, often championing ideas and strategic initiatives with passion, yet may benefit from balancing their messages with influence from Ambassadors to ensure team buy-in. People Movers excel as talent-spotters and nurturers, focusing on building teams, mentoring, and considering employees' overall well-being beyond performance metrics. Truth-Seekers are committed to fairness, objectivity, and integrity, ensuring that processes are fair, root causes are addressed, and justice prevails—traits often found among HR professionals and line managers.
Creative Builders are visionary entrepreneurs driven by the desire to initiate and see new ideas through to implementation. They thrive in start-up environments and project-based work, frequently becoming serial entrepreneurs if they sustain their drive for innovation. Their success depends on balancing belief in the end goal with the patience required during processes. Experienced Guides are characterized by their ability to listen, empathize, and serve as trusted advisors or mediators. They excel in providing counsel, helping others navigate complex issues, and fostering a broader understanding of challenges within an organization.
By analyzing your natural leadership roles, you can assess how your style influences your team’s behavior, decision-making processes, and organizational culture. Reflecting on situations such as performance reviews or meetings can reveal how your approach shapes others' responses and workflows. Enhancing awareness of your default style allows you to calibrate your leadership—delegating more, seeking input, or adjusting your communication style—to build the leadership legacy you aspire to create. Continual self-awareness and deliberate adaptation are key to effective leadership.
Paper For Above instruction
Effective leadership is the cornerstone of organizational success, fostering a productive environment where employees feel valued, motivated, and aligned with the company's vision. The recent Leadership Style Assessment provides valuable insights into an individual's innate leadership tendencies, which serve as a foundation for personal development and organizational impact. This paper explores the six leadership roles identified by the assessment—Ambassador, Advocate, People Mover, Truth-Seeker, Creative Builder, and Experienced Guide—and discusses how understanding these roles can inform leadership practices for sustainable legacy building.
Understanding Leadership Roles
The role of the Ambassador is characterized by grace, conflict resolution, and broad constituency engagement. Ambassadors are often seen as peacemakers within organizations, mediating disputes with persistence and respect. Their diplomatic approach fosters trust and cooperation, enabling smoother implementation of organizational initiatives (Goleman, Boyatzis, & McKee, 2013). For leaders with a dominant Ambassador personality, cultivating patience and strategic influence can enhance their effectiveness in navigating organizational politics and change management.
The Advocate, on the other hand, embodies articulacy, logical rigor, and relentless pursuit of ideas. Advocates are natural spokespersons who champion strategic initiatives with conviction. Despite their strength in persuasion, they may benefit from balancing their black-and-white perspective by collaborating with Ambassadors or other roles that moderate their messaging, thereby ensuring broader acceptance (Northouse, 2018). This synergy enhances their capacity to lead through complex, uncertain environments.
People Mover leaders excel in talent development, mentorship, and team building. Their nurturing qualities enable them to inspire trust and loyalty among team members. They view organizational success through the lens of individual potential and overall well-being. Such leaders foster a positive culture that emphasizes growth, support, and motivation, which are critical for long-term organizational health (Liu & Wang, 2017). Developing strategies to maintain their enthusiasm for new projects while managing operational responsibilities is vital for these leaders' sustained impact.
The Truth-Seeker positions emphasize fairness, objectivity, and process integrity. These leaders serve as impartial arbitrators and educators, ensuring that organizational policies are just and transparent. They play a crucial role in maintaining organizational credibility and trust by setting high standards for fairness and neutrality (Bass & Bass, 2008). Effective Truth-Seekers continuously refine their judgment and remain vigilant against biases that may undermine their impartiality.
Creative Builders are visionary entrepreneurs, energized by creation and innovation. They excel in initiating new projects, spotting opportunities, and transforming ideas into reality. Their challenge lies in recognizing when to shift from ideation to delegation, avoiding entrapment in operational details (Byrnes & Tenedero, 2019). Leaders with strong creative builder traits must balance their passion for innovation with strategic patience to sustain their impact over time.
Experienced Guides are empathetic listeners and trusted advisors, often serving as mediators or counselors within their organizations. They provide perspective, facilitate understanding, and foster emotional intelligence among team members. Their ability to manage conflict and offer sound advice underpins organizational resilience, especially during stressful periods (Goleman, 1998). Developing their influence can involve enhancing their visibility and expanding their advisory roles to broader organizational levels.
Applying Self-Awareness for Leadership Development
Understanding one's natural roles enables leaders to effect positive change within their teams and organizations. Reflective questions—such as how one's style influences others' behavior, decision-making, and organizational culture—are vital for growth. For instance, a leader primarily aligned with the People Mover role might focus on mentorship and morale, but might also need to develop strategic delegation skills to avoid burnout and maintain momentum.
Leaders can leverage their assessment insights by intentionally adjusting their behaviors in specific contexts. For example, during performance reviews, a Truth-Seeker can emphasize fairness and transparency, fostering trust and clarity. Similarly, an Advocate leading a strategic initiative might collaborate with an Ambassador to navigate organizational politics effectively. This conscious calibration enhances leadership effectiveness and facilitates a legacy rooted in authenticity and impact (Avolio & Gardner, 2005).
Conclusion
The leadership roles identified by the assessment serve as a framework for self-awareness and deliberate development. Recognizing one's default tendencies allows leaders to build upon their strengths while addressing potential blind spots. By integrating insights from different roles—becoming more diplomatic, persuasive, nurturing, fair, innovative, or empathetic where appropriate—they can enhance their influence, foster organizational resilience, and leave a meaningful legacy. Continual reflection, learning, and adaptation are essential in evolving as an effective, authentic leader capable of guiding organizations through change and uncertainty.
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.
- Bass, B. M., & Bass, R. (2008). The Bass Handbook of Leadership: Theory, Research, and Managerial Applications. Simon and Schuster.
- Goleman, D. (1998). Working with emotional intelligence. Bantam Books.
- Goleman, D., Boyatzis, R., & McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.
- Liu, Y., & Wang, H. (2017). Servant leadership, employee well-being, and organizational performance: The mediating effect of work engagement. Management Decision, 55(1), 94-112.
- Northouse, P. G. (2018). Leadership Theory and Practice. Sage publications.
- Byrnes, J., & Tenedero, R. (2019). Innovation and entrepreneurship: Vast perspectives for the future. Journal of Business Venturing, 34(5), 105-122.