Finding the Leader in You
The study of individual differences attempts to identify where behavioral tendencies are similar and where they are different to more accurately predict how and why people behave as they do (Schemerhorn, Osborn, Uhl-Bien, and Hunt, 2012.) People need to be aware of the individual differences in order to capitalize on them.
Self-awareness is being aware of our own behaviors, preferences, styles, biases, and personalities. In general, people have certain characteristics which speak of their work styles and their contribution to the workplace culture.
My PMF score of 8 shows that I have strong leadership qualities as well as strong qualities of a follower. This is a good starting point to begin to consider where and how to further pursue the development of my managerial skills and competencies. Success rests on an initial awareness of the importance of these basic management foundations and a willingness to strive continually to strengthen them throughout my working career.
On the “TT” Leadership Style Assessment my transformational leader score was 22 and my transactional leader score was 28. I have a slightly higher transactional leader score, but for the most part it is a good mix of both transformational and transactional leadership styles. Transactional leadership involves leader-follower exchanges necessary for achieving routine performance agreed upon between leaders and followers (Schemerhorn, Osborn, Uhl-Bien, and Hunt, 2012.) Transformational leadership occurs when leaders broaden and elevate their followers’ interests.
My intuitive score is a comfortable midway score of 6, with a possible high of 12 for the Intuitive Ability Assessment. This says to me that I need to further develop my skill and comfort with more intuitive decision approaches.
Each tendency in the Conflict Management Strategies Assessment has a role to play in management, but the best overall conflict management approach is collaboration. Only it can lead to problem solving and true
Self-awareness is being aware of our own behaviors, preferences, styles, biases, and personalities. In general, people have certain characteristics which speak of their work styles and their contribution to the workplace culture.
My PMF score of 8 shows that I have strong leadership qualities as well as strong qualities of a follower. This is a good starting point to begin to consider where and how to further pursue the development of my managerial skills and competencies. Success rests on an initial awareness of the importance of these basic management foundations and a willingness to strive continually to strengthen them throughout my working career.
On the “TT” Leadership Style Assessment my transformational leader score was 22 and my transactional leader score was 28. I have a slightly higher transactional leader score, but for the most part it is a good mix of both transformational and transactional leadership styles. Transactional leadership involves leader-follower exchanges necessary for achieving routine performance agreed upon between leaders and followers (Schemerhorn, Osborn, Uhl-Bien, and Hunt, 2012.) Transformational leadership occurs when leaders broaden and elevate their followers’ interests.
My intuitive score is a comfortable midway score of 6, with a possible high of 12 for the Intuitive Ability Assessment. This says to me that I need to further develop my skill and comfort with more intuitive decision approaches.
Each tendency in the Conflict Management Strategies Assessment has a role to play in management, but the best overall conflict management approach is collaboration. Only it can lead to problem solving and true
References: Schermerhorn, J. R., Osborn, R., Hunt, J. G., & Uhl-Bien, M. (2012). Organizational behavior (12th ed.). New York: Wiley.