Leadership Management

This document discusses the author's leadership philosophy, styles, competencies, and strategies. It also includes a leadership development and action plan. The author is a veteran nurse with 25 years of professional experience in acute care and critical care nursing. Subject: Leadership Management, Course Code: LM101, College/University: Not mentioned

Running head: LEADERSHIP MANAGEMENT
Leadership Management
Name of the Student
Name of the University
Author Note

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Contents
1. Introduction.........................................................................................................................2
2. Leadership Philosophy...........................................................................................................3
3. Leadership styles and Strategies............................................................................................5
4. Leadership Competencies......................................................................................................8
Results of self assessment tools:............................................................................................9
5. Leadership Experience.........................................................................................................11
Leadership Experiences to date:...........................................................................................11
Team Building Activity (professional skills development experience)...............................11
Presentation and Seminars...................................................................................................11
Managing Organizational Performance:..............................................................................12
Community Service Activity:..............................................................................................12
6. Working with and Leading Teams.......................................................................................14
7. Leadership Development and Action Plan...........................................................................17
Objective1: Developing focus on work:..............................................................................17
Objective 2: Developing strategic thinking ability..............................................................17
Objective 3: Developing negotiation skills..........................................................................18
Objective 4: Developing teamwork.....................................................................................18
8. Summary..............................................................................................................................20
References:...............................................................................................................................21

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1. Introduction
I am a veteran nurse with 25 years of professional experience in acute care and critical
care nursing. Currently I am working in a large private hospital with nursing staff strength on
200 registered nurses. I possess a strong aptitude for management and mentoring and have
undergone lean management training programs. I strongly believe that by proper nurturing
and training of the nurses, their skills and competencies can be enhanced and thus the quality
of care in the hospital can be improved. I have been actively engaged in managing a group of
nurses and have received the award of being one of the best nursing leaders in the
organization. My responsibilities also included conducting pandemic drills, developing
improvement programs, succession planning and grooming young leaders (Grille & Kauffeld,
2015).
I have also won several other awards and accolades due to my professional
competency such as the individual group CEO service award, best nurse leadership
development award, team performance excellence awards, service quality excellence award,
best quality improvement award, professional development award, best mentor award and
multiple customer satisfaction awards (Mishra, 2017).
My career goal is to achieve further success and professional growth in my field, take
on more roles and responsibilities in the administrative duties in the hospital and through my
hard work and professional competency, earn a promotion as the hospital’s chief
administrator (Chen, 2017).

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2. Leadership Philosophy
According to Hargett et al. (2017), leadership is an ability which allows an individual
to lead and guide people and organizations, provide them a vision of the future towards which
they can work to, inspire them to achieve success and facilitate their work by developing their
skills, competencies and improving access to necessary resources. I believe that the ability to
motivate and guide people are vital leadership skills that can help leaders to effectively lead
people towards a common goal or objective. Venkatesh (2016) points out that in a business
environment; effective leadership is also integrally related to organizational performance.
Therefore the ability to foster maintenance and improvement of organizational performance
is also an import leadership skill as well (Denis & van Gestel, 2016).
In order to lead people in an effective and efficient manner, leaders must possess
some vital qualities which can separate a good leader from a bad one (Weech-Maldonado et
al., 2018). According to to Hargett et al. (2017) and Venkatesh (2016) some of the most
important leadership qualities can include integrity and honesty, confidence, patience, ability
to inspire others, passionate and commitment towards a cause, strong in communication,
decisiveness, accountability, empowerment, creativity and innovativeness as well as
empathy. Additionally, Van Hala et al. (2018) also added that in order to effectively lead an
organization, a leader should also should have strong critical thinking, analytical, problem
solving, strategic planning and conflict management skills.
I believe that I am a confident, honest, motivated and creative person having a strong
emotional intelligence and managerial aptitudes. However I also believe that in order to
further develop my competencies as a leader, I need to emulate some vital leadership
qualities such as decisiveness, patience and conflict management. I believe that by

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developing these qualities, I would be able to make decisions faster and easier, become more
patient in my work and resolve workplace conflicts in a more effective manner.
My Leadership Philosophy is to be always consistent and fair in my principles and
values that guide my decisions. I have also made it a point to spend a significant amount of
time listening to people and their feedbacks while making decisions that can affect them. I
also value honesty, accountability and transparency, which I try to maintain in my work and
also instill those values among others. I am also always curious about acquiring new
knowledge that can help me to guide and lead people in a better manner. I respect cultural
diversity in the organization and individuality of each member of the team which helps me
identify their individual strengths and how they can contribute to team performance. I also
like to inspire others through my own performance, leading by examples that others can
follow (Du Plessis et al., 2016).

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3. Leadership styles and Strategies
The leadership style that I personally prefer is a democratic or participative
leadership style. This form of leadership provides importance to the views and opinions of
the followers or members of the team and involve them in the decision making process. The
democratic leaders provide guidance to the members as well as foster their engagement in the
organization (Lumbasi et al., 2016). According to Asmawi et al. (2015) democratic leaders
can help to effectively motivate the followers, give them a sense of importance as a member
of the team or organization and foster their commitment towards organizational or team
objectives as well as help to overcome resistance to change in the organization. I also believe
that a relationship oriented leadership style is an important aspect which can help to
develop effective interactions with the followers and motivate as well as inspire them to
achieve the organizational goals by developing effective professional relationship with them
(Ehrhart, 2015). According to Savelsbergh et al. (2015), a relationship oriented leadership is
developed upon effective communication between the leader and followers and a strong
interpersonal relation which fosters a two way sharing of ideas, opinions and feedback. A
leader with strong relations with the followers is more likely to be respected and followed,
thereby making them effective in an organization (Ehrhart, 2015).
I believe that flexibility in leadership style is an important consideration for any
leaders as it allows them to change or modify the leadership approaches based on situations.
According to Baron et al. (2018), a good and effective leader should be able to change their
plans in order to match reality of a situation. Such an approach can help the leaders to
maintain organizational productivity during periods of transitions, chaos or crisis. A flexible
leader is also open for changes, new ideas and working processes and therefore fosters
maintenance of best standards of practice (van Rossum et al., 2016). Such leaders also have
better success while working with a diverse team, deal better with uncertainty and ambiguity

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in a better way (Baron et al., 2018). A democratic and participatory leadership also helps to
implement flexibility in the leadership style by involving the members and their views and
opinions in the decision making process, improve preparedness for changes and new ideas
(Ehrhart, 2015). A relationship oriented leadership style also involves flexibility of the leader
as they have to develop an effective interpersonal relation with each member of the team,
often having to cross cultural barriers to communication (Savelsbergh et al.). Logrippo et al.
(2018) suggested that flexibility can help leaders to overcome challenging situations by
learning from the situations and implementing strategies to overcome or address them.
Flexibility also allows leaders to use different leadership styles based on the situation and
context and therefore ensure better chances of success (van Rossum et al., 2016). Burbank
(2018) further pointed out that flexibility also helps leaders to adapt to new situations,
circumstances and plans and thus maintain organizational performance. The Jung Typology
test showed that I have an EFNP personality exhibited by 94% Extraversion, 56%
Intuitiveness, 34% Feelings and 6% Perceptiveness. The score show that I prefer intuition
over sensing and feeling over thinking about situations which requires flexibility to assess
different situations (humanmetrics.com, 2019; Furnham, 2018). The Gallup Strengths Test
showed that my key strengths included problem solving (100%), Faith (94%),
Communication (94%), Innovation (94%) and visionary (88%). These scores support
flexibility in my professional work, helping me to solve various organizational problems,
innovate new ideas, use communication in an appropriate manner and lead people towards a
common vision (Busch et al., 2018).
I believe that motivation is an integral part of democratic leadership since it involves
involving people in the decision making process and orienting them towards organizational
goals and objectives. One of the biggest characteristics of a democratic and relation
based ;leadership styles is the presence of an effective communication between the leaders

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and followers where the views, opinions and feedbacks are shared both ways which
influences the decision making processes (Lumbasi et al., 2016). According to Asmawi et al.
(2015), involvement of the members in decision making process and valuing their
participation helps to instill a sense of belonging and loyalty to the organization and thus
motivate them to work towards organizational objectives. I also feel that motivating the
employee is vital to retain their loyalty and maintain quality and standards of practice. By
motivating the members in the right way, it can be possible to improve their performance,
foster job satisfaction, retain skilled employees, and overcome resistance to change and foster
better employee engagement in the organization (Lumbasi et al., 2016). Both the Gallup test
and Jung Typology test showed that I have strong abilities to motivate people in order to lead
them in an effective manner. The skills to motivate people was also shown in the Leadership
Self Assessment test which showed by competencies in communication and feedback,
leadership styles, motivating people, maintaining organizational culture, use performance
based management strategies and foster trust and fairness in my leadership approach
(business.govt.nz, 2019; Thompson & Glasø, 2018). According to Furnham (2018), these
values can significantly help to motivate people towards organizational objectives.

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4. Leadership Competencies
According to the ACHSM competency framework, four main domains of leadership
competency include professional and social responsibility, communication and relationship
management, business skills and health and healthcare environment. Each of this domain
address specific leadership aspects and by developing across these four domains and effective
leadership approach can be developed (achsm.org.au, 2019; Shannon & Sebastian, 2018).
Using the Gallup Strengths test, I was able to identify the leadership competencies in
which I am strong. These competencies include: problem solving abilities, faith,
communication, innovation and vision. The Leadership Self Assessment test further showed
that I have strong competencies in communicating with people and provide them effective
feedbacks, motivate people effectively, use various leadership approaches based on
situations, managing people’s performances and foster trust and fairness in the organization.
Moreover, the Gallup test also showed that I am an extravert and intuitive leader. I believe
that such competencies accurately describe my leadership qualities and abilities and help me
to be an effective and efficient leader in the organization. Moreover, these competencies also
help me to exhibit professional and social responsibility, manage professional relationships,
develop business skills and help to maintain a professional environment, which are the four
important domains of the ACHSM Leadership framework (Shannon & Sebastian, 2018).
The tests also helped me identify some leadership competencies in which I am weak
in such as strategic thinking, risk taking, teamwork, balance, salesmanship and optimism. I
also learnt that I lack strength while taking critical decisions and struggle while balancing
personal and professional life at times. Moreover, the Gallup test also showed that I need to
develop my focus as it was a significant weakness in my leadership abilities. This can be
supported by the challenges I face while working on multiple problems simultaneously as a

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result of which I find it difficult to focus on each problem individually. Furthermore, such
weaknesses also show that I need to further develop my competencies in the domains of
relationship management. I believe that I can overcome these weaknesses through constant
practice, training, education and self improvement programs. According to Fønhus et al.
(2018), professional practice not only helps to implement the knowledge in a practical way,
but also develop skills and competencies and thereby achieves professional growth.
Moreover, participating in training programs, self-paced learning and professional exposure
can help to identify and develop strategies that can be used to overcome the weaknesses
identified above (Shannon & Sebastian, 2018).
Negotiation can be understood as a process or action aimed towards reaching a
common consensus among people. In leadership, ability to negotiate is an important ability
according to Weiss (2018). Through effective negotiation, a leader is not only able to
motivate and guide people better, but also develop ground rules for practice and develop
organizational rules and policies that can address the organizational values and objectives.
Negotiation can also help to manage conflicts and solve problems in the organization and
therefore maintain organizational performance (Pattison et al., 2018). Therefore, in my
leadership approach, negotiation plays an important role and helps me to effectively use the
feedbacks and opinions from my team members to plan organization practices and policies.
Results of self assessment tools:
Jung Typology Test: ENFP (Extravert 94%, Intuitive 56%, Feeling 34%, Perceiving 6%

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Jung Typology Test
Source: (Humanmetrics.com, 2019)
Gallup Strengths test: Strengths- Problem Solving (100%), Faith (94%), Communication
(94%), Innovation (94%), Visionary (88%). Weakness: Focus (44%)
Leadership Self Assessment Test: Communication and feedback 3/5; Knowledge of
Leadership styles: 5/5; Performance management 5/5; Motivating people 5/5; Workplace
culture 5/5; Trust and Fairness 5/5.

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5. Leadership Experience
Leadership Experiences to date:
Activities Activity type Period Date
Team building activity Professional
development
Nursing training 2012-2013
Presentation and
Seminars
Course Nursing Training and
Management Training
2013-2014
Managing
Organizational
Performance
Professional
Development
Professional practice 2016-2017
Community service Community service Professional practice 2016-2017
Team Building Activity (professional skills development experience)
Professional Development Experience: During my academic discourse while training
as a professional nurse, I was involved in different seminar activities where I had to make
academic presentations on various topics and engage in workshops with a team. During such
activities, I was able to lead the team, giving them directions and guidance on how to proceed
with the presentations and workshops. My academic knowledge and communication skills
proved to be a significant strength that helped me provide guidance to others and develop
effective team coordination. These skills also helped me conduct the presentations in the
seminars in an eloquent way and involve better participation in the workshops (Shuffler et al.,
2018).
Presentation and Seminars

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While training on lean management, I was also involved in activities such as
succession planning and project development planning. After the completion of the training I
successfully conducted a seminar on lean management and how it can be implemented in an
healthcare organization. The seminar helped me earn several accolades and acclaims
regarding my performance and due to the clarity and comprehensiveness of the presentation
which I believe was a significant professional achievement for me (Webb, 2018).
Managing Organizational Performance:
While working as a critical care nurse for 15 years, I have also mentored several
registered nurses in their work, helping them to understand their job roles and follow them
more accurately. I was also able to provide training for the nurses and educate them on
effective nursing practices which enabled the development of their competencies. On many
occasions, I was also involved in conflict management between the nursing staff and build
team coordination and team bonding. These aspects helped me to manage organizational and
staff performance more effectively (Peralta et al., 2018).
Community Service Activity:
While working as a registered nurse, I also was involved in community services for
aged people. While working with elderly patients suffering from terminal conditions, I faced
a significant challenge while addressing the mental health concersn for the clients and their
families. The clients and their family would often expedience emotional trauma due to the
diagnosis of the terminal condition and seek emotional support from healthcare providers. In
one such incidence, while working with an elderly Armenian woman suffering from cancer,
my team members were facing problems working with the client and her family due to
cultural differences and the client. The client felt that the nurses did not give importance to
her diet preferences. I promptly intervened in the matter, educted the client about the dietary

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restrictions for her health and also arranged for some of her diet choices to be included in her
diet plan (Webb, 2018).

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6. Working with and Leading Teams
As an effective leader, I possess several important key competencies that can allow an
individual to lead people more effectively (McCaffery, 2018). The leadership Personality
assessment tests helped me further identify these competencies and can also support the
different skills outlined under the Belbin Self-Perception Inventory (SPI) (belbin.ie, 2019).
Some of my key strengths include strong communication skills (which allows me to engage
people in communication more easily and understand their opinions and feedbacks more
clearly), problem solving (which helps me analyze complicated problems and challenges and
solve them effectively), faith (which allows me to give as well as gain trust from others and
maintain my passion and commitment to work), innovation (which allows me to seek new
ideas and strategies to improve organizational performance and team work) and vision
(which helps me to guide others more effectively to organizational objectives and vision)
(Lynch et al., 2018; Platt et al., 2016). Additionally, I am also a very honest, confident and
patient individual who values professional integrity and accountability which I believe are
important personal strengths that helps to enhance my professional career and helps me act as
an effective team leader.
The Self Perception Inventory (SPI) lists the different self perceptions of team leaders
and helps to understand how a leader should behave in a team environment so as to enhance
their performance (Platt et al., 2016). The inventory consists of several questions that
analyses the views and beliefs of a leader and thus understand how they engage with the team
(Lynch et al., 2018). The SPI can be used to analyze my leadership values and beliefs which
can help to determine how I interact and engage with my team. Within a team environment,
the behavior, beliefs and perceptions of the team leader plays a crucial part that influences the
performance and engagement of the team and team members. For example, I strongly believe
that I can make positive contributions to the team since I can speak out in the best interest and

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make the right things happen. While working with others, I also often take the responsibility
to lead the team and reach a consensus by negotiations and I maintain effective teamwork by
analyzing every problem from every possible angle to reach a solution. My approach to
teamwork is based on getting things done in an efficient and effective manner and often
motivates the team to give their best efforts. Moreover, I believe that I can function well in a
team because. I also teat all the team members with respect and dignity and acknowledge
their personal opinions and differences in skills and abilities. I strongly believe that each
member can bring about a unique contribution to the team and therefore it is necessary to
help each member achieve their maximum potential and support them to gain professional
development (Lynch et al., 2018).
Teamwork plays an important role in my leadership values and beliefs (Körner et al.,
2016). I strongly believe that optimal team performance is possible only when each and every
member of a team can perform optimally and when an effective coordination exists in the
team. According to McEwan et al. (2017), teamwork is an important consideration of leasers
in a professional work since it helps to implement new ideas to practice, fosters effective
team solving capabilities, provides better support to the members and also helps to develop
morale of the team members. Effective teamwork also helps to engage the members in a
better way and creates an inclusive work environment. Through teamwork, a workplace unity
can be achieved which can help to avoid interpersonal and workplace conflicts and foster
orientation to organizational objectives and values (Littlepage & Wertheimer, 2017). Cooper
et al. (2016) also added that by developing teamwork, leaders can enhance the productivity
and efficiency of the team and its members and provide the members more learning
opportunities. This in turn can help to foster professional growth and development among the
members (Körner et al., 2016). Due to this, I always focus on the development of teamwork
and team coordination in my team.

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7. Leadership Development and Action Plan
Objective1: Developing focus on work:
Specific: Avoiding multitasking, prioritizing important work, keeping schedules and time
table for all activities to avoid forgetting them, getting enough sleep and rest, eliminating
distractions from work, exercising every morning to increase mindfulness and setting up
daily goals that I can follow regularly.
Measurable: The success of this strategy can be exhibited by a better focus and accuracy in
work and by a reduction in errors at work.
Achievable: Through constant practice and repetition, it can be possible to achieve the
objective.
Resources: Daily planner, computer, scheduler and personal digital assistants.
Time: Three years.
(Gu et al., 2015; Amutio-Kareaga et al., 2017)
Objective 2: Developing strategic thinking ability
Specific: Learning and implementing the four stage strategic decision making model, learning
to thoroughly analyze a situation to understand every angle and aspect of it before reaching a
conclusion and using evidence based practice and learning approaches.
Measurable: The success of this approach can be measured though a better ability to make
strategic decisions and use strategic decision making tools to develop solutions to problems.
Achievable: Strategic thinking ability can be developed by learning how to use the various
strategic decision making tools and the ability to analyze situations effectively.

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Resources: computer, whiteboard, word processing applications.
Time: 4 years.
(De Vibe et al., 2017; Self et al., 2015)
Objective 3: Developing negotiation skills
Specific: Participating in seminars and workshops on negotiations strategies, participating in
negotiation training, develop emotional intelligence to understand others emotions better and
thus negotiate more effectively.
Measurable: Success of this approach can be exhibited by a better ability to negotiate terms
without causing dissent and disengagement among the team members and reaching a
common consensus more easily.
Achievable: The objective is achievable if the required skills are properly developed in the
leader.
Resources: Workshops, training rooms, projector, computer, whiteboard and conference
rooms.
Time: 4 years
(Kelchtermans & Vanassche, 2017)
Objective 4: Developing teamwork
Specific: Using team building activities to develop communication and coordination in the
team, learning about team psychology, organizing teamwork effectively, delegating tasks to
team members, mentoring the members to help them develop their skills and competencies to
work in the team, lead members by self- examples which they can follow.

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Measurable: The success of this approach can be measured by an improved bonding and
coordination within the team and an improved team performance.
Achievable: The objective is achievable if the strategies can improve coordination and
bonding with the team members.
Resources: Workshops, training rooms, projector, computer, whiteboard and conference
rooms.
Time: 5 years
(Aguilar et al., 2015)

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8. Summary
The study helped me to fully comprehend the various roles, responsibilities as well as
the skills and competencies needed from a leader to effectively manage people. Through my
academic discourse and professional career, I was already able to develop understanding of
several key leadership competencies; however, the study also helped me learn of additional
competencies that can enhance the leadership skills of people. I was able to learn about
different leadership personality assessment tests such as Jung Typology test, Gallup Test,
Leadership Self Assessment test which helped me understand my strengths and weaknesses
in relation to leadership abilities and thus understand the wider roles and responsibilities of a
leader.
Understanding of my strengths and weaknesses also helped me understand how I can
further hone my strengths and work around my weaknesses. This also helped me develop a
personal action plan for developing my leadership skills which can help me become a more
effective and efficient leader. Thus the knowledge have helped me reinforce my career path
in healthcare leadership and understand how I can achieve professional success in my work.
I also believe that I can use my skills and competencies as a leader to support the
development of the aged care sector in the organization, allowing the development of a more
patient centered and high quality care that is based around effective team work and best
working standards. I also strongly believe that I would be able to motivate and guide the team
members in a more effective way through my own practice standards, mentor them whenever
necessary and help the members to develop their own skills and competencies.

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Appendices
Appendix 1
Gallup Strengths Test
Your Top 5 Strengths Are:
Problem Solving (100%):
* Know as much as possible about decision making strategies - get a book or two.
* High levels of detail are need for you to commit to decisions - don't go overboard.
* Let others know you appreciate when they legitimately recognize and praise your reasoning ability.
* You give more credibility to numbers and clear logic - ignore fluff and focus on the data.
* Don't let others use bad data as credible evidence - keep them on point.
* Take every opportunity to explain patterns/info in detail to others - when they want it.
* Watch out for deadlines - doing it right may be more important to you.
Faith (94%):
* Make efforts to discover your true passion and tie it to your work, no matter what you do.
* Align, but don't compromise, your values to that of your organization.
* You respect others for learning about your family and community - give them the opportunity.
* You give more value to greater levels of service than more money - let others know this.
* People may not share your beliefs, but you feel they need to understand & respect - let them.
Communication (94%):
* Schedule some real time to develop communication strengths and skills - take a training class /
read books!
* Try to attend events where prospects or customers are to be entertained.
* Seek to capture and learn company folklore and stories - be the company culture point of contact.

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* Plan and take time to hear about the life and experiences of others.
* Plan to participate, organize, and encourage company social events.
* Volunteer to help others make more engaging presentations.
* Take advanced public speaking training; the novice classes will upset you.
Innovation (94%):
* Actively seek out positions where your ideas will be valued and encouraged.
* Be a designer, sales strategies, marketing guru, or customer service rep for new products and
ideas.
* Search out and request ideas from others to stimulate your thinking.
* Constantly think of ideas that can improve businesses and the lives of others.
* You enjoy the power of words; punchy ideas stimulate your thinking - focus and play with this fact.
* For decisions, you need to know that everything fits together. Be aware and plan for decisions.
* If a decision seems to stand out as particularly bothersome, then check if it is an exception before
worrying about it.
Visionary (88%):
* Seek to share your visions of the future with others and hear others' ideas, too.
* Seek to share your perspectives on company news, meetings, and projects.
* Look for (and digest!) news and articles that cover the future plans of things.
* Work with or on a planning committee and keep up or review its progress.
* Look for roles where you will be pushed to see the future as vividly as possible.
* Actively help others to rise above the present and be excited about the future.
Your Remaining Results Are:
Strategic Thinking (81%):
Integrity (81%):
Purpose (75%):
Resourcefulness (75%):

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Self Motivation (75%):
Teamwork (75%):
Risk Taking (75%):
Leadership (75%):
Curiosity (75%):
Adaptability (69%):
Balance (69%):
Ambition (63%):
Optimism (63%):
Salesmanship (56%):
Determination (56%):
Your Bottom 1 Weakness Is:
Focus (44%):
* Actively set goals with specific timelines and figure out concrete ways to achieve them.
* You work best when you can control your work events - be aware and keep others informed.
* You thrive on regular check-ins and discussing goals progress - help others to understand this.
* Make efforts to avoid trampling on others' feelings as goals often take priority for you.
* Change is tough for you - ensure you talk and plan for change in terms of 'new goals to champion'.
* Schedule to attend a time management seminar and to incorporate the learnings in your daily
routines.
* Stay away from unstructured meetings - they will be painful wastes of your time.
Profefessional and personal development are inter related factors, that can support each other and
help in long term development and to achieve career goals or objectives. However to ensure either
professional or personal development, it is necessary to be bable to identify own’s strengths and
weaknesses first. Identification of the strengths helps to understand the besy ways to utilize them to
acquire skills and competencies needed to achieve the target, while understanding the weaknesses
helps to identify how best to overcome or address them. I was able to utilize the Gallup tool in order
to analyze my strengths and weaknesses and how far I was from achieving my career objective to
become a manager. I also got help from my friend who was kind enough to assess my strengths, and
helped me understand the perception of others on me. In the following report, analysis of my
strengths and weaknesses using the Gallup Strengths test tool is made, and compared to the results

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of the analysis done by my friend. The results are then compared and the knowledge is used to
understand my progression towards the career goals, how my skills fits the requirement of the work
I aspire to acquire, my current placement in the organization and how I can ensure self improvement
through continuous improvement strategies.
From the report above I was able to understand that my key strengths were problem solving skills,
communication, belief in self and others. Innovative and vision. I also found that I was a strategic
thinker, adaptable and have the ability to motivate others. These strengths were identified using the
Gallup Strengths Test that was filled by me and my friend for me. Using a self created skill map, I was
able to chart and measure my progression towards the career objective to be a good and efficient
manager. I also was able to understand that my skills were a good fit for the professional and
personal competencies needed of an efficient and effective managerial role. I also think that my
current role is underutilizing my skills, and I feel misplaced in the organization. However, I feel
confident that through continuous improvement I can further develop my strengths, competencies
and skills and overcome my weaknesses and achieve my career goal.

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Appendix 2
Leadership Self Assessment Test
https://www.business.govt.nz/self-assessment-management-and-leadership/finished/
106165c402e0853aa0?signup=1
Communication and feedback 3/5
Leadership styles: 5/5
Performance management 5/5
Motivating people 5/5
Workplace culture 5/5
Trust and Fairness 5/5