Business Decision Analytics

This report focuses on development of personality as a leader by appearing for several personality tests online. A logical reasoning test and intuitive test help to understand the patterns of decision-making. The obtained results will show the pathway of improvements.

Running head: BUSINESS DECISION ANALYTICS
Business Decision Analytics
Name of the university
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Executive summery
This report focuses on development of personality as a leader by appearing for several
personality tests online. A logical reasoning test and intuitive test help to understand the
patterns of decision-making. The obtained results will show the pathway of improvements.
Based on the critical analysis of the test reports strategic recommendations will be suggested
in order to be eligible and deliver efficient work as a leader.

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Table of Contents
Introduction....................................................................................................................3
Leadership approaches and qualities..............................................................................3
Analysis of the test result: positive and negative aspects..............................................4
Identified issues of character type..................................................................................5
Recommended actions...................................................................................................6
Conclusion......................................................................................................................7
References......................................................................................................................8
Appendix........................................................................................................................9

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Introduction
The purpose of this report is to evaluate the utility of decision-making tools and
present a reflective approach on personal decision-making styles. This report will contain
several contrast ideas to determine how effective the personal leadership style is going to be.
Acknowledging the changing workplace demand of 21st century, managers must have
dynamic capabilities to execute several strategies aiming the profitability of the organisation.
The managers, if capable of applying different important decisions while meeting the
requirements of organisations. Positive results ensure the effectiveness of decisions and
secure the interest of Stakeholders as well as community.
Leadership approaches and qualities
Turbulent nature of contemporary business environment has compelled the business
organisations to think more effectively for securing a sustainable place in the market. In order
to transform the planning into reality a company needs an efficient and skilled leader to think,
operate and supervise. There are four major approaches, which can be considered as traits
leadership.
 Position based leadership is a high designation that a company offers to an individual.
Employees are bound to carry out the instructions and comply all the rules structured
by him or her.
 Leadership on the basis of personal traits, is the original criteria which makes a person
true leader. Charismatic personality helps to influence the employees towards shared
goals.
 Instead of the process, this approach focuses on the working style and results of the
decisions. However, the question occurs if the success is truly a consequence of
leaders’ decision or employees’ effort and efficiency.

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 Process based leadership is the relationship between leader and the organisational
practice. It is believed as a practice, which combines of different activities and team
effort towards the accomplishment of goals (Bolden, 2016).
Individuals have different character traits, which help them to execute and carry out
different responsibilities and help them to achieve several academic and social goals.
However, not everyone can be a great leader due to absence of leadership attributes. A leader
must be honest and consider ethical boundaries of the organizations seriously. Irrespective of
designation, a leader must know the art of delegating the responsibilities. Believing in the
capability of employees and their skills, make the employees feel respected as well as valued.
Communication skill of a leader must be fluent, clear and consistent. According to Donate
and de Pablo, (2015), a leader who works with confidence, have immense knowledge and
skills, commit to deliver their best and always handle difficulties with a positive attitude
without facing mental breakdown can be considered as a great leader (Zacher et al., 2014).
Employees must feel motivated, encouraged to work in a creative way. A good leader try to
focus on every employees’ performance in order to ensure both the collective and individual
growth. Moreover, rational thinking and enthusiasm helps an individual to comply with
leadership qualities.
Analysis of the test result: positive and negative aspects
According to the report of MBTI test on 16 Personalities site, less than one percent of
population carries the characteristics of Advocate personality. Both the positive and negative
aspects have been found after appearing for the tests. In total, three tests, I have appeared for
which are 16 personalities test, intuitive tests and logical reasoning tests. The result of the
personality test shows my character as 54% introverted and takes decisions based on the
intuitions (55%), rather than considering the scenario with reasoning. Feeling plays an
important part as advocates related every aspects with emotions. As a representative of

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diplomat group, Advocates have their own idealism and sense of morality. However, they
need to be more emotionally stable. They take concrete initiatives rather than dreaming about
the possibilities. With the help of creativity, imagination they try to help others and maintain
a strong relationship. They rarely think for their personal gain that can go against the qualities
of a leader. They have a good command on language and communicate to please others yet
they are not extrovert (da Costa, 2015). They need more than usual time to open up, although
caring for others preferences. However, in this course they need to keep their gain in mind
too. From the result of the analysis, it is clear that some of the qualities are not typical as per
as a character of a leader is concerned. Those personal flaws are needed to overcome in order
to improve the personality to be fit in the role of future leader. Whereas, advocates have
several good qualities like creativity, pragmatic thinkers, insightful, passionate about their life
goals, which assist them to build up leadership characteristics; on the contrary some
components are so negative if not treated properly those can make the leadership journey
difficult for any individual.
Identified issues of character type
An individual with advocate personality are likely to be more sensitive. They tend to
evaluate things out of emotion rather than using logics. Issues with this character type are as
follows.
 Advocate personalities cannot handle negative comments. They start questioning their
abilities or lose confidence in a situation of conflict or criticism.
 They search for perfection all the time. It has been noticed to drop even the most
productive procedures in search for something better and perfect.
 Advocates tend to keep secrecy about their personal life as they have trust issues with
people. It is a negative side of their character as being a business leader they have to

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deal with several new people every day and new contacts are important to fix business
deals.
 Although, they work in a focused way towards organisational goals enthusiastically,
in the course of doing that they at times cannot bear the pressure. Poor emotional
stability, tendency of losing patience, easily frustrated these are the drawbacks of an
advocate’s character. Even they have a difficult time balancing their personal life with
professional.
Moreover, an additional intuitive test shows my score as 137 out of 200 which
means, I am very much intuitive while taking decisions (Zander et al., 2016). A leader must
consider logical thinking and reasons while deciding something important. The test results of
logical reasons clearly supports the fact that I take decisions out of my intuition, as the score
is 4 out of ten. As per the tests’ results, in order to be a leader I must acknowledge these
character flaws and develop strategies for self-development (Day et al., 2014).
Recommended actions
 As I have been diagnosed with low emotional intelligence, I need to think the crisis or
an action in multiple ways before giving my reaction (Parrish, 2015). In the
beginning, it will be very difficult as I need to control my reflex yet I need to
understand not all can accept my work. Criticism is as common as appreciation.
 I need to learn the art of time management in order to be clam at workplace. It will
reduce half of my stress if I try to finish work within a stipulated time. I would be able
to control my temper if the amount of stress reduces.
 It is not possible to take care of everyone’s emotion all the time. Therefore, if
necessary I have to learn to be assertive instead of being diplomatic in case of
delivering some important news.

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 Even though, I have trust issues I must learn to recognise people’s intention with my
company. Experience needs to be gather in order to master this art of understanding
people’s negative intentions. In this case, transformational style of leadership can be
followed. (Braun et al., 2013).
 I must realise, there is no perfect way to do a particular task. Therefore, if the
workforce is comfortable with doing a task in a healthy and convenient way; I must
not interfere by seeking the perfect way to execute that. It is possible that the perfect
way is not suitable for the targeted workforce. Therefore, the smartest way requires to
be created within organisation by practicing innovative ideas.
 Although, I have good communication and lingual competence I lack the ability to
speak to people from the first day of meeting. Business requires us to meet at least
five people regularly along with fixing and managing deals with existing clients.
Therefore, I need to be open up more in front of people if not personally; at least I
have to learn to do this to attain a professional edge.
Conclusion
Hereby, it can be concluded that leadership attributes cannot be taught it must be
achieved with consistent learning and experience. Not all the human being carry these
attributes by birth, they have to earn these in order to be successful both in professional and
personal space. As per the test results, although I have several skills and positive attitudes
similar to a leader yet to gain efficiency I have to improve in lot more sectors. Presenting
myself as a great motivator, leader and colleague will be possible if I follow the strategic
recommendations based on my issues with characteristics. A consistent practice of self-
development through learning and understanding aspects of leadership can build an
individual as a successful personality.

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References
Bolden, R. (2016). Leadership, management and organisational development. In Gower
handbook of leadership and management development (pp. 143-158). Routledge.
Braun, S., Peus, C., Weisweiler, S., & Frey, D. (2013). Transformational leadership, job
satisfaction, and team performance: A multilevel mediation model of trust. The Leadership
Quarterly, 24(1), 270-283.
da Costa, P. H. F. C. (2015). Leadership&58; difficulties and potentials of a introvert leader
in organizations. Revista Eniac Pesquisa, 4(1), 81-98.
Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances
in leader and leadership development: A review of 25 years of research and theory. The
Leadership Quarterly, 25(1), 63-82.
Donate, M. J., & de Pablo, J. D. S. (2015). The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research, 68(2), 360-
370.
Parrish, D. R. (2015). The relevance of emotional intelligence for leadership in a higher
education context. Studies in Higher Education, 40(5), 821-837.
Zacher, H., Pearce, L. K., Rooney, D., & McKenna, B. (2014). Leaders’ personal wisdom
and leader–member exchange quality: The role of individualized consideration. Journal of
Business Ethics, 121(2), 171-187.
Zander, T., Horr, N. K., Bolte, A., & Volz, K. G. (2016). Intuitive decision making as a
gradual process: investigating semantic intuition‐based and priming‐based decisions with
fMRI. Brain and behavior, 6(1), e00420.

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Appendix
Test of intuitive nature:
Personality test:
Logical resoning test:

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