Dynamic Leadership Assessment

This assessment focuses on self development as a leader to build self awareness, developing learning agenda, capacity to influence and motivate others, and practicing coaching for emotional intelligence. It explores the Boyatzi's Intentional Change model and strategies for leadership development.

Dynamic Leadership
Assessment
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Table of Contents
INTRODUCTION...........................................................................................................................3
A) Reflection on self development as a leader to build self awareness.................................3
B) Developing Learning Agenda:..........................................................................................6
C) Analysing and developing capacity to influence, inspire and motivate others in workplace
................................................................................................................................................7
D) Practice coaching others to enhance self awareness and core communication skills for
emotional intelligence............................................................................................................8
E) Practising and Experimenting..........................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
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INTRODUCTION
A dynamic leader is someone who does not need word leader in their name to take rights
of their area of influence. They are someone who measures her or his and other’s leadership
capabilities by their capability to empower others. Dynamic leader with dynamic leadership style
work effectively and influence other people who perform under their guidance and directions at
workplace in order to achieve common aim. The current study will describe in form reflective
statement; it will explain reflection base on self development as a leader to build self awareness,
critical reflection on leadership concepts develop a personal leadership development tactic, and
will also define capacity to motivate, encourage and influence others in workplace.
Furthermore, this report will describe technique or process of reflexive and reflective
practice as a means of continues learning & self development. It will justify practice coaching
others to enhance self awareness & core communication skills for emotional intelligence, with
emphasis on building empathy, active listening, obtaining and receiving feedback.
A) Reflection on self development as a leader to build self awareness
This report presents a personal reflection based on the Boyatzi’s Intentional Change
model, which is an effective model for personal development, which would allow for me to
effectively grow and develop myself effectively in order to become a competent, successful and
effective leader in the future. In order for me to effectively self develop myself as an effective,
competent and successful leader in the future, I am required to be highly self aware of myself,
my strengths, weaknesses, things that I need to improve upon, which would effectively allow for
me to become an increasingly more competent and successful leader in the future (Reyesand
et.al., 2019). I can become increasingly self-aware by consistently engaging in reflective
exercises like this one, while making use of dedicated frameworks and models, such as the
Boyatzi’s Intentional Change model, which would help me to become a better and more
competent leader in the future through continuous personal and professional learning and
development. The Boyatzi’s intentional change model consists of five main discoveries which
are as follows:
Discovering Ideal Self:
In my opinion, my ideal self in the future would be a competent leader that makes use of
the transformational style of leadership in order to effectively lead, inspire and guide my fellow
subordinate employees towards operating with increased performance and efficiency, so that the
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business organisation is better able to efficiently accomplish its set objectives and goals in an
effective manner. My ideal self in the future would possess all the inherent skills, traits and
characteristics that are required by a competent and effective transformational leader to conduct
their daily operations in a successful manner.My ideal future self would make use of the
transformational style of leadership because in my opinion, transformational style of leadership
would effectively allow for me to place increased focus on encouraging, motivating and inspiring
my fellow employees within the business organisation to engage in innovation and creative
processes, allowing for the business organisation to operate in an increasingly successful manner.
As a competent transformational leader, I would also be able to place increased importance
within the business organisation on designing and creating organisational change within the
business environment that would effectively allow for the business organisation to grow and
develop in the future and shape its future operations in a much better manner (Pradarelli and
et.al., 2016). In order for me to become an effectively transformational leader within a business
organisation I would be required to set organisational examples at the highest level within the
business’s management by placing importance and creating a strong sense of corporate culture,
independence, autonomy, innovation and creativity within the business organisation. My ideal
self as a competent transformational leader would refrain from engaging in micromanagement
operations of my fellow employees, instead allowing for them the required freedom, autonomy
and independence through which the employees of the business organisation would be better
able to incorporate innovation and creativity into their daily operations. My ideal self in the
future would place increased amounts of trust towards the skills and abilities of my fellow
employees to operate towards optimum standards of performance and efficiency. My ideal future
self would also engage in mentoring and coaching of my fellow employees with the intention to
motivate and inspire the employees of the business organisation to operate towards optimum
standards of efficiency and performance while adhering to organisational policies and rules
(Duguay, Loughead and Munroe-Chandler, 2016). My ideal self as a competent transformational
leader would be open, trustworthy, honest, moral, ethical, motivating and inspiring in nature,
which would allow for me to effectively become a successful transformational leader.
Discovering Real Self:
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My current real self is far from the ideal self that I want to become in the future, even
though I do currently possess some of the key characteristics, traits and skills that are required of
a competent transformational leader in business organisations. Though I do possess some of the
key requirements of a transformational leader, there are also present various skill gaps which
keep my current real self from being able to become the competent and successful
transformational leader that my ideal self is. My personal strengths relate to the skills and traits
of a successful transformational leader that I do currently possess, whereas, my personal
weaknesses relate to the skill gaps that keep me from being able to become the transformational
leader that my ideal self is. My personal strengths are as follows:
Moral, Fair & Ethical: My real self places great importance on being moral, ethical and
fair in all of my professional endeavours as I adhere to all organisational policies and rules, make
sure that all such rules and policies are implemented fairly towards all and ensure that all
operations of the business organisation and its organisational culture place increased value on
being moral, ethical and fair to members involved within the business.
Innovative and Creative: My real self is also highly innovative and creative in nature and
I also place increased focus on encouraging innovative and creative thinking amongst all my
fellow employees of the business organisation (Brue and Brue, 2016). Placing increased focus on
encouraging creative and innovative thinking amongst the employees, allows for me to refrain in
engaging in micromanaging the individual operations of my employees which is exactly what is
required of a competent transformational leader.
Managing Change: I also possess all the required knowledge of the various change
management models and frameworks, which effectively allows for me to introduce new
organisational change within the business which would allow for the business to operate with
increased performance and productivity, without the change having a seriously negative impact
on the operations of the business organisation, just as is required of a successful transformational
leader.
Contrastingly there are also some skill gaps present in my skills that keep my real self
from becoming the competent and successful transformational leader of my ideal self. My
personal weaknesses are as follows:
Communication: One of my major skill gaps relates to my underdeveloped
communication skills specifically in English language, as English happens to be my second
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language, with me not being particularly proficient at English vocabulary or grammar (Frasier,
2019). This is a major weakens as a transformational leader of my ideal self is required to
consistently engage in effective communication with other members of the business organisation.
Motivating Others: My real self is also not able to effectively motivate, encourage and
inspire others to the level that is expected of a competent transformational leader. This is also a
major weakness as this keeps me from conducting immensely vital operations of a
transformational leader within a business organisation.
B) Developing Learning Agenda:
In order for my real self to be able to become the ideal self that I see in the future, I am
required to place increased emphasis on addressing my personal weaknesses, which would result
in my personal and professional development, allowing for me to become the successful
transformational leader that is my ideal self. In order to effectively address my personal
weaknesses, I have created a dedicated leadership development program, that includes leadership
development strategies through which I would be able to become a successful and competent
transformational leader in the future.
Leadership
Skills to be
Developed
Leadership Development Strategies Resources
required
Time
Duration
Communication
Skills
In order to effectively develop my inadequate
communication skills, I can consult various
English thesauruses, dictionaries, novels,
newspapers and books in order to improve my
knowledge of the English vocabulary and
grammar. I can also take part in English
coaching classes
English
Novels,
Books,
Newspapers,
Dictionaries,
Thesauruses
etc.,
2 to 3
Months.
Motivating Skills In order for me to become a successful
transformational leader and motivate and
inspire others I need to procure and study upon
the various motivational theories and
frameworks such as the Herzberg’s two factor
theory of motivation or Maslow’s motivational
Management
books,
libraries,
motivational
frameworks
and models
3 to 4
Months
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needs model, which would allow for me to
effectively motivate and inspire my fellow
employees of the business organisation, just as
is expected of a competent transformational
leader.
etc.,
C) Analysing and developing capacity to influence, inspire and motivate others in workplace
Leadership is quite essential for any company; it is just like engine of car that pulls whole
vehicle (Company) (Koontz, Weihrich and Cannice, 2020). It is only leader, who have clear
vision, takes initiatives and most important he or she takes accountabilities. It is very important
for a leader to inspire team members which makes them able to work effectively and even better
than past few months. Effective group’s performance is much necessary for any firm.
Coordination between team can be implemented with aid of motivation. There are varied types
of approaches or methods available in the world of business, which leader can utilize to
motivate, influence and inspire others in work areas, which is quite beneficial in term of
increasing productivity, profitability and performance level rather than before. Following
approaches make me capable to conduct above practices and also strengthen to build effective
team at workplace.
Appreciation-
It is one of the best techniques and methods many leaders can use to motivate their staff,
it is an approach that can be learned by me to encourage and inspire my team and other member
who are working with me for long period of time (Abdullah and et.al., 2016). It will be useful
and helpful form me in inspiring and motivating a group. Work appreciations are given to
workers because of good work of each applicant. By using this approach I can build a strong
team and motivated people who are always ready to except challenge without affair from it
(Haley and et.al., 2017).
Sharing vision-
Another thing that I can do to motivate others in my workplace as leader is that I can
share vision with all of them. Organization vision can be shared to group members, it is a good
step I can take to motivate and inspire workers within work area. Applicants will capable to
comprehend mission for which business is working and building their connections with varied
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stakeholders such as government, consumers etc. It will be quite beneficial for each candidate to
obtain appropriate motivation. It will move in direction of business mission and this method will
be useful for me to make my group strong for firm.
Celebrating success-
I can do a lot of things to inspire, encourage, influence and motivate my team, which is
really very important for me as well as company in which we all are working together at same
platform for achieving desire outcomes. Success and achievement celebration is one of the best
and effective ways, leaders can use to motivate staff. After accomplishment of essential task and
objectives, it is very important to celebrate success at workplace. It is possible with the aid of
arranging a theme party in work area, this kind of motivation source will make me include
efficiently among team members.
Encourage people in decision making process-
With above methods I can effectively and successfully motivate my team members in
workplace which help to retain skilled applicants with company for longer period (Huang and
Kuo, 2020). By encouraging each candidate to take part in decision making act and share
persona point of view with seniors, I can enhance motivational level of staff even better and
drive all of them towards achieving aims and gaining competitive advantages. It can be said that
when juniors take part in above process, they can feel themselves highly important for
management. It kind of feeling always motivates staff to work even better and faster than last
few years.
D) Practice coaching others to enhance self awareness and core communication skills for
emotional intelligence
Coaching others about self leadership and self awareness development will be helpful in
making an effective communication skill. Pre-preparation before training and coaching can be
done daily, it can be helpful for an applicant to which I will train in the future. Feedbacks and
reviews from team members can be connected regarding change in my abilities. Any limitation
will be offered by them regarding my capabilities. I can also capable to make constructive
modifications in context of enhancing self awareness by means of coaching. For development of
communication skills, different communication methods can be implemented by me. Feedbacks
in regard to communication can also be obtaining from this training. This method can cater me
with a chance to improve my communication skills.
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Active listening-
It is one of the most effective and efficient way to enhance communication skills,
emotional intelligence and other abilities. It can be said that an active listener can always be
better communicator. Active listening can be possible with aid of attentiveness among worker. I
can ask group members to be attentive at coaching session that can be given by me. Open ended
query can be asked by me unit member. These questions can make me responsible in varied
situations. Justification on several questions can be given by me. I can also ask clarification from
others to create their communication skills. With the help of active listening paraphrasing is
possible, it can be useful in making agreements from another member.
Empathy building-
It can be possible when individual can listen to others without focusing on another
activities and practices. View point of other workers should be considered effectively, it is the
most important step for building empathy. After appreciating other opinions and suggestion, it
can be validated by me when I found that point suitable for company. My behaviour and attitude
can be evaluated by me at environment. Response of other applicants in this condition after
validating idea of that person must be analysed. The other opportunities that specific worker
wants to implement should also be welcome. It is the method that can make me learn ethics that
has to be followed by management of leader.
Emotional intelligence-
It is examine of own emotions and behaviour. Balance can be developed between
professional life and emotional life with the help of emotional intelligence. It is learning that can
make me emotionally powerful and stronger in varied situations at time of performing. It
analysed that emotion can be alleged by self analysis. Behaving and reacting right accordant to
situation at workplace is the next stage. Comprehending emotions of group member that are
associated to be can be possible only with analysis in context of emotion.
Providing and collecting feedbacks-
Feedbacks regarding my learning and skills can be managed from others. It is regarding
my coaching can all be gathered from group members. This element is quite helpful and
important for constructive stages that can be taken for further improvement and development of
skills.
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E) Practising and Experimenting
I can effectively practice and experiment with regards to the success my leadership
development strategies on my family, friends and professional peers. I can experiment and
practice engaging in effective communication operations in the English languagewith my family,
professional peers and friends. This would enable to me practise and experiment on my newly
learned English vocabulary and grammar with others, allowing for me to engage in continuous
learning and self-development to further improve myself, until my communications skills have
developed enough, allowing for me to effectively become the transformational leader as I see in
my ideal self (Ramseur and et.al., 2018). I can also practise and experiment on the leadership
development strategies related to improving my motivating skills with my family, friends and
professional peers. This again would allowfor me to engage in continuous professional learning
and development allowing for me to effectively analyse how successfully I am able to motivate
and inspire my family, friends and professional peers based on the leadership development
strategies created by me.
Support:
I understand that bridging the immense gap between my real and ideal self is an arduous
task, which would require me to get support from others whenever I face some challenges and
difficulties in the process of being able to become a successful and competent transformational
leader as I see in my ideal self (Throgmorton and et.al., 2016). I can get the required support,
assistance and guidance from my friends, family members and professional superiors, all of
whom encourage and motivate me to improve myself everyday by engaging in continuous
learning and development. I can also get support from successful transactional leader role models
such as Jeff Bezos and Elon Musk by reading on their documentaries and life experiences and
gaining insight into how they themselves overcame the challenges and difficulties of becoming a
competent and successful transformational leader.
CONCLUSION
From above analysis it has been concluded that Leadership is the strategic process
through which an individual often known as a leader guides, leads, mentors and inspires their
fellow subordinate employees with regards to increasing their overall operational performance
and efficiency, which would allow for the business organisation to operate with increased
productivity and also enable the business organisation to effectively accomplish its created and
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set organisational objectives and goals in an effective and efficient manner. It has been
summarized that by using numerous different types of leadership styles and approaches for
motivation, leader motivate their staff and handling all the situations and employee behaviour
within the business organisation, with the intention to inspire and lead the employees of the
business organisation to success in an effective and efficient manner.
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REFERENCES
Book and Journals
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satisfaction and performance in a Malaysia IT company: systematic review. IOSR
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development program: A phenomenological investigation. Journal of Leadership
Education.15(3).
Duguay, A.M., Loughead, T.M. and Munroe-Chandler, K.J., 2016. The development,
implementation, and evaluation of an athlete leadership development program with
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Frasier, N., 2019. Preparing nurse managers for authentic leadership: A pilot leadership
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patient-centered care in associate and baccalaureate degree nursing students. NursingPlus
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Pradarelli, J.C. and et.al., 2016. A leadership development program for surgeons: first-year
participant evaluation. Surgery.160(2). pp.255-263.
Ramseur, P. and et.al., 2018. The implementation of a structured nursing leadership development
program for succession planning in a health system. JONA: The Journal of Nursing
Administration.48(1). pp.25-30.
Reyes, D.L.and et.al., 2019. The state of higher education leadership development program
evaluation: A meta-analysis, critical review, and recommendations. The Leadership
Quarterly.30(5). p.101311.
Throgmorton, C. and et.al., 2016. Evaluating a physician leadership development program–a
mixed methods approach. Journal of health organization and management.
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