Dynamic Leadership

This report discusses the importance of self-awareness and its impact on leadership. It includes a summary of Gallup strengths, partner feedback, and theoretical frameworks.

Running Head: MANAGEMENT 0
Dynamic Leadership

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Executive Summary
This report is intended towards the Gallup evaluation of my strengths and to evaluate
my partner feedback in respect to my personal thinking of the outcomes. In this report, I have
stated my current role and its connection with the test result. In addition, it also outlines
several challenges in that role helped me in building my professional skills.
The report also describes some of significant work experiences that have a major
impact on my life and that also help me to influence other people. It also linked my Gallup
results of input, achiever, strategic and ideation giving examples of my daily life.
In addition, I also showed my partner’s feedback that states that I possess strategic
thinking. The report is concluded by showing that all my experiences and learnings that
helped me in creating self-awareness in me and making me self-confident.

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Table of Contents
Introduction................................................................................................................................3
Current Role...............................................................................................................................3
Leadership journey.....................................................................................................................4
Summary of my Gallup strengths..............................................................................................5
Partner Feedback........................................................................................................................6
Feedback Reflection...................................................................................................................6
Theory and Conceptual frameworks..........................................................................................7
Conclusions................................................................................................................................7
References..................................................................................................................................8

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Introduction
The quality of self-awareness requires self-reflection which is the act of setting aside
time, ideally every day, to honestly and quietly look at yourself, first as a person and then as a
leader. The most overlooked element of a successful leader is self-awareness. Self-awareness
is also critical as a leader as it means that one can develop healthier relationships with the
employees (Taylor, 2010). In addition, it is also important for the growth and personal
development as a leader as one cannot adopt leadership trait if he/she do not know what to
improve in.
By building self-awareness, a leader can recognise gaps in his leadership skills that
automatically promotes skill development. It also helps leaders to identify situations in which
they will be more effective, assists with intuitive decision making. The roots of self-
awareness are expanded to skill development, stress management, motivation and managing
balance between strength and weakness.
At the same time, it is also important for leaders to motivate their employees and
make them secure if too much disruption leaks out in the workplace. In this every changing
environment, leaders are required to think differently as the risk of losing top opportunity or
talent may be costly to replace in future (Cunliffe, 2009). They need to consider the
importance of employee motivation in the workplace as it will create a wider-reaching impact
extends to whole of organisation and community.
This report outlines my current role, key aspects of leadership journey, result of
Gallup Strengths Finder, feedback of partner and associated with various theoretical
concepts. In last, a conclusion is also being drawn based on whole report.
Current Role
Taking my current role in a business enterprise where I work doing my internship,
there are some different types of challenges I found related to leadership. The name of the
organisation in which I am pursuing my internship is FIBO which is founded by three
agricultural researchers that have made various researches in association with crop residuals
to build up a project. In the market, the company gains two years of experience until now as

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well as various attractive investors to sponsor their projects including Australian government.
Considering my position there, I joined three months ago and at the beginning, it was like all
the tasks which I required to accomplish was going to be explained by my boss. However, it
was my first day at the job, my boss directed me to do three tasks. The issue was that I only
know to do one task out of those three and hence it makes me confused and I tried to find
some help. Nonetheless, my boss replied that I also had a team and I was made to be head of
that team. This creates two issues for me, firstly I do not know what to do and secondly, I was
the head of a team without experience. The top leader is those who gain understanding from
tough situations and those who come with top-notch ideas facing the complexity (Cangemi et
al, 2011). I that though beginning and in today’s scenario, I understand that the finest thing I
can conclude as a leader is to interchange necessary communication with my team as it is a
good strategy to solve the respective issues. I also want to highlight in this line that
considering my Gallup evaluation result, I believe in hard work as the key to success and also
I am a strategic person. In addition, my classmate i.e. Jeffrey Eckman who I shared my result
also give his opinion by examining my work experience and current position in the company
reflects that I am a strategic person. This trait contributes as necessary attribute of leadership
as if a leader not strategically address the issue, the project will get one step nearer towards
failure.
Leadership journey
Considering my journey and all the experiences related to last year at different
positions, I can assume that I have gone through various situations that impact my individual
and professional development and thus further, I am going to describe the most significant
ones. I recall my travel to Brazil in the year 2014, I visited this beautiful country as I was
selected to work in a local university at the position of assistant researcher. I can still recall
that moment concerning first meeting with the team, everyone there was qualified with a
comprehensive CV, post degrees and long experiences, even so, all were very much kind and
humble giving respect to each other, which truly influenced me a lot and made me perceive
the world from another perspective. A leader gains various understanding from the teams
every day and also sees value in them (Ballantyne et al, 2011). That experience teaches me to
see every individual equally irrespective of its position and value and also to be kind to
everyone in all situations. One more experience that impacts my life was related to the year

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2015 when I came to Australia, where for more than 6 months, I was working as a kitchen
hand, though, the head chef i.e. Michael offer me an opportunity to learn cooking which was
very generous from him and to conclude the story, I learned how to create various sort of
recipes in less than 4 months, then Michael gets a good opportunity in other cuisine and thus
he resigned his job. At that time, I got the promotion as a Head Chef and I meet with various
other Colombian to guide me more in Kitchen, as I understood, it is very much difficult to
work upon that position. However, I was kind and broad all the time during that working in
the restaurant. Considering that experience, I influenced my head chef and I influenced on my
kitchen and today at that venue, he is the head chef. Hence, when a leader influence and
inspire people, the imminent result stands out having new leaders’ onboarding.
Summary of my Gallup strengths
It is related to my assessment 1 Part A, where the outcomes of my tests were: Input,
Achiever, Ideation and Strategic. Considering that Assessment A, I have mentioned that I
consider myself as an Input due to I tend to always guided by the need for knowing more and
I gather all the pieces and bits of information to drive better knowledge. In addition, I stated
that I am an achiever as I believe that hard work is the key to success and I possess good
stamina to stay engaged in various productive works. Regarding my result as ideation, I
stated that I always move forward in long run with creative and innovative ideas. This will
surely help me in future to lead and inspire more and number of people. Furthermore, I stated
that I am a strategic person is connected to my experience that I work on new and alternative
ideas in order to proceed with business. Whatever the scenario is given, I always try to
effectively find out significant patterns and issues. This is all about my Gallup strengths
summary.

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Partner Feedback
After ending up with the chat in association with past and present roles and
responsibilities within various organisations and groups, I can say about the outcomes of your
unique talents “Clifton Strength test” define closely the connection between the functions that
you have passed out and talents and potentials that you got. As you have worked in
Agricultural research Project needs a high insight about the structure of an enterprise, involve
with teamwork and reach a sensible decision. It relatively defines your competency that you
have strategic thinking. Other than this, you have revealed that “I had to deliver reports about
it” I believe that you attempt to think from various dimensions; searching to bring out other
ways in order to resolve the problem that all team was facing. I am speaking about
interpersonal strengths that help you to influence other individuals in a team so as to convert
something strong into something admirable. As per your current role, I would say that from
the leadership perspective, building connections with others comprising relational bonding
and close individual association is important. In end, I would sum this by referring Maslow
theory of “motivators’ factors”, which can state some key points. As per this theory, if
managers and leaders are set to give positive motivation, they need to consider some
important factors (Muscalu & Ciocan, 2016). At first, job satisfaction, the employees who
generally enjoys the job and satisfied with the terms and conditions. Secondly, employees
active with jobs and endeavour to attain personal goals more than team ones. And thirdly,
employees usually works good in teams and last, employees contribute to defending the
enterprise.
Feedback Reflection
After analysing my partner stated feedback, it is marked that it links to my personal
thinking and reflection concerning Gallup test. For instance, I believe that my peer refers
seamlessly my strength as a strategic when stating that I am a critical thinker. Furthermore, I
believe that strategic leaders are always observant, reinforcing their skills with various
necessary changes perceived in the environment. Moreover, I also support (Trichas &
Schyns, 2012) argument stating that individuals who think strategically question the status
quo, challenge their own beliefs and those of others looking for diverse points of view.

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While comparing my partner feedback and my personal reflection, it can also be seen
a relation on what Jeffrey states about my capability to influence others. I consider that to be
an influencer it is significant to identify our weakness first; as it will help us to work upon
that weakness and make them convert into respective strengths. It is also required to have
deep knowledge of ourselves in order to win the trust of others and to communicate
positively with those individuals who are part of our team. Hence, there will be encouraging
climate between all the members of the enterprise.
Theory and Conceptual frameworks
It is marked that my reflection and my experience as a leader can be connected to the
Maslow theory stated that there have been some factors that have inspired me to face and
change situations in my life with longer commitment and responsibility. One reflection can
also be drawn from Maslow theory that individual can develop important decisions in life
with the help of right motivations. (Rich, Lepine & Crawford, 2010) stated that motivation is
vital for any domain if effectively applied in the workplace and it also brings better
performance in the employee's work. An individual who likes his work will be more satisfied
and enjoy attending to the clients.
Conclusions
It is clear that I need to inspire, motivate and influence people in order to attain
success. All things will be based upon your knowledge, and what I want to attain; once I have
it, I can ask myself what I need to do and what you want others to do to get what I want. You
need to show them why I need their work and how significant it is for you and them to bring
out the projected activities, making them perceive that they are one of the members of my
family. Once I achieve this, I believe that there will be significant improvement in my results
or even more than my expectations.
At last, it will build my level of self-awareness and self-confidence to lead others in a
particular organisation or community.

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References
Ballantyne, D., Frow, P., Varey, R. J., & Payne, A. (2011). Value propositions as
communication practice: Taking a wider view. Industrial Marketing
Management, 40(2), 202-210.
Cangemi, J. P., Lazarus, H., McQuade, T., Fitzgerald, J., Conner, J., Miller, R., & Murphree,
W. (2011). Successful leadership practices during turbulent times. Journal of
Management Development, 30(1), 30-43.
Cunliffe, A. L. (2009). The philosopher leader: On relationalism, ethics and reflexivity—A
critical perspective to teaching leadership. Management learning, 40(1), 87-101.
Muscalu, E., & Ciocan, F. (2016). Attracting and motivating employees during changes in
organization. The role of the human resources department. Journal of Defense
Resources Management, 7(2), 153.
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and
effects on job performance. Academy of management journal, 53(3), 617-635.
Taylor, S. N. (2010). Redefining leader self‐awareness by integrating the second component
of self‐awareness. Journal of leadership studies, 3(4), 57-68.
Trichas, S., & Schyns, B. (2012). The face of leadership: Perceiving leaders from facial
expression. The Leadership Quarterly, 23(3), 545-566.