Leadership Potential Self-Assessment
The Leadership Potential assessment (Lussier & Achua, 2010, p. 3) yielded a score of 31 where the range was from 0 to 35; 0 representing low leadership potential and 35 representing the highest leadership potential. In this assessment the higher the score, from a generic standpoint, the more potential for leadership exists. However, it does not assess your willingness to do what it takes to lead or desire to lead.
Strengths. My high rating on question 1 of the assessment indicates that I am willing and interested in providing leadership to groups of people. Effective leaders influence followers and their followers influence them. The influencing process is between leaders and followers, not just the leader influencing followers; it’s a two way street. Question 2 indicates that I am also capable of being a good follower by providing input and being able to influence leadership. I am ready and willing to share my thoughts and ideas. The assessment showed that I posses the desire to influence others as a leader or a follower. As an account manager I have more power than others in my organization to influence some situations, this influence includes, power, politics and negotiating. Question 4 related to my ability and desire to share management responsibility as a leader. My ability to learn new things and enjoy change is shown in my response to question 6. I enjoy working with people and enjoy sharing management responsibility. Effective leaders need to be able to get along with people and want to see them succeed as well as being successful yourself.
Weakness. One area that could use improvement includes my interest in getting people to listen to my suggestions and implement them. Since I am in a position to dictate that my ideas get implemented I can sometimes want to skip the influencing step and dictate what will happen due to impatience. From a political standpoint power and influence are extremely important in getting my ideas advanced. Building alliances with co-workers, clients and management is necessary in getting ahead and showing that you completely understand the requirements of the situation.
Opportunities. Opportunities include working with my team to build leadership skills within the team and to be more patient when I don’t get agreement on my way of thinking. I need to provide leadership but also be willing to wait until the team has come to agreement prior to implementation.
Threats. Using a dictatorial leadership style rather than influencing others can be politically incorrect and cause my team to struggle. This style may cause “group think” which may result in unacceptable outcomes and unintended consequences. Networking is important in leadership and politicking.
Personality Profile Self-Assessment – Big Five and Myers-Briggs Big Five Model
The Big Five Model (Lussier & Achua, 2010) personality assessment showed a consistency in surgency, conscientiousness, and openness to experience all with scores of 33. In the dimensions of agreeableness and adjustment they scored at 26 each. According to Maynard Brusman, substantial research over the past two decades on the Big Five profile has compiled a list of ideal characteristics. The ideal leader is defined in terms of resilience; energetic, outgoing and persuasive; visionary; competitive; and dedicated to a goal.
Strengths. Surgency, conscientiousness, and openness to experience all scored 33. According to Lussier and Achua (2010) the high surgency score indicates that I would be perceived as leaderlike and have the characteristics of working hard and being able to bring about change. This personality dimension relates to extraversion and leadership and people high in surgency tend to want to be in charge. Extraversion has an interpersonal component and is strongly related to positive affect like being...