Dynamic Leadership

This reflective report discusses the Gallup Strengths model and its effectiveness in evaluating personality characteristics for dynamic leadership. It explores self-perceptions of leadership strengths and personality preferences, as well as the importance of adaptability, analytical skills, consistency, relator skills, and context in effective leadership.

Running Head: DYNAMIC LEADERSHIP
DYNAMIC LEADERSHIP

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Introduction
Gallup Strengths model is effective for evaluating the existing personality characteristics of
the person. It could also be imperative in making the decision about the professional life. This
reflective report discusses the Gallup Strengths. This report discusses the self-perceptions of
your leadership strengths and personality preferences, any consistencies of mine. In this
study, Gallup Strengths model is practiced to deeply evaluate the personality and make the
decision with respect to the personality. Gallup Strengths model considers certain factor to
evaluate the personality like adaptability, analytical, consistency, relator, and context. From
this, an individual will be capable to comprehend their leadership skills and supports to get a
reliable outcome. This report discusses different characteristics that could be effective in be a
leader.
Dynamic Leadership
From the analysis, I gained my understanding of different factors that demonstrate my
characteristics like adaptability, analytical, consistency, relator, and context. It could assist to
comprehend my personality, which will be effective in reaching a reliable conclusion. From
the analysis of adaptability, it is addressed I have the capability of behind a leader in the
upcoming period as I give more priority to open communication teamwork, and
professionalism (Sotarauta, 2016). It could also be effective to lead employee in a suitable
direction and supports to get the appropriate result. It will also support to work with the team
with a happy atmosphere and supports to reach the organizational task. From the evaluation
of the analytical method, it is analyzed that I enjoy interesting people. I also like those people
who have transparent behavior with others. It could attract me that is a positive feature of
mine (Leih & Teece, 2016). The consistency feature demonstrated that you believe to work
on how to perform repetitious tasks the same way each time that could create a sometimes
problem. From the result, it is found that I give equal value to all individuals that could

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negatively impact on retaining the employees. It is examined that Relator could demonstrate
that I believe in being busy at the time of assisting someone in needs (Drescher, et al., 2014).
From the evaluation of the context factor, I found that I occasionally turn to historians for
information about the past. I also like to enjoy, listen, and talking about the history of
research scholars that could lead to make me effective leader, as I like to talk about others
(Peters-Hawkins, Reed, & Kingsberry, 2018).
Conclusion
With respect to the above discussion, it can be summarized that self-development, as well as
self-awareness, could be effective in be a leader. A leader could be accountable for
conducting suitable behavior with others and leads them accordingly. It can also be
summarized that leader could consider different characteristics like communication,
interpersonal, team leading, and time management. A leader should also have some skills
related to adaptability, analytical, consistency, relator, and context. It could lead to getting a
reliable outcome.

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References
Drescher, M. A., Korsgaard, M. A., Welpe, I. M., Picot, A., & Wigand, R. T. (2014). The
dynamics of shared leadership: Building trust and enhancing performance. Journal of
Applied Psychology, 99(5), 771.
Leih, S., & Teece, D. (2016). Campus leadership and the entrepreneurial university: A
dynamic capabilities perspective. Academy of Management Perspectives, 30(2), 182-210.
Peters-Hawkins, A. L., Reed, L. C., & Kingsberry, F. (2018). Dynamic leadership succession:
Strengthening urban principal succession planning. Urban Education, 53(1), 26-54.
Sotarauta, M. (2016). Shared leadership and dynamic capabilities in regional development.
In Regionalism Contested (pp. 63-82). Routledge.