Reflective Essay on Leadership Traits and Areas for Improvement

This reflective essay discusses the author's personal experiences and lessons learned throughout the subject of People Culture and Contemporary Leadership. It starts with a definition of leadership and a brief discussion of leadership theory with an isolated emphasis on traits theory. The essay provides the author's experiences throughout the subject starting with test questionnaires, results of the 50 item leadership questionnaire, and lessons from class activities. The essay concludes with the author's key areas of improvement.

REFLECTIVE ESSAY 1
Reflective Essay
Student
Institution
Professor

REFLECTIVE ESSAY 2
Abstract
In this essay, I have provided my personal reflection of the lessons learned throughout the
subject. The essay starts with a definition of leadership and a brief discussion of leadership
theory with an isolated emphasis on traits theory. Furthermore, I have given my experiences
throughout the subject starting with test questionnaires. In my 16PF test questionnaire, my
highest scores were in emotional intelligence (3.4), Perfectionism (3.2), Liveliness (2.8) and
rule-consciousness (2.8). This shows that I am able to control my emotions and the emotions of
others in my future leadership positions. However, a major weakness that comes with my
strength as a perfectionist is that I may turn into a micromanager. The essay has also discussed
the results of my 50 item leadership questionnaire. Besides, I have given my lessons from the
class activities which involved watching the Ted talk, performing leadership tests in groups and
evaluating gender and leadership using the article written by Zenger and Folkman. The fourth
part of this essay provides my key areas of improvement. I have realized that my leadership traits
may be prone to hypocrisy, micromanagement and authoritarian leadership, which I can improve
on by treating employees like human beings and not machines, embracing inclusive leadership
and involving in group activities in the organization as well as encouraging on-the-job training as
a leader in future. In the end, I have given an in-depth conclusion summarizing everything
discussed in the essay.

REFLECTIVE ESSAY 3
Introduction
Leadership and effective leadership are two different, but closely related concepts.
Ideally, leadership involves a person’s ability to inspire support and confidence among the
employees who are required to achieve the goals of a firm (Zhou & Wu, 2018, p. 376).
Conversely, effective leadership is a leadership based on effectiveness. Effectiveness
encompasses attaining desirable results such as quality, productivity, and satisfaction in a
specific situation. In this reflective essay, I have provided a critical analysis of my experience
throughout my learning of People Culture and Contemporary Leadership as a subject, with a
major aim of explaining my key leadership traits and areas for future improvements so that I can
become a more effective leader.
Honestly, leadership as a theory is very wide, with some people confusing it with
management. Although leadership and management share some common features, a manager is
basically concerned with playing the five roles of planning, controlling, coordinating, organizing
and commanding as outlined by Henri Fayol (Khan, Sentosa & Salman, 2018, p. 14). On the
other hand, a leader is a person who goes beyond these five roles by trying to transform the
organization by inspiring confidence and support among the employees so that they can exceed
the expectations of the organization. One of the theories of leadership that have impressed me
most is the traits theory. The traits leadership theory bases its argument on an assumption that
leaders are born and not made. It outlines the key characteristics that leaders are expected to
have. Mutalib & Ghani (2013, p. 17), expounds that successful leaders must have interests,
personality traits, and abilities that are different from those held by less effective leaders. Among
the primary traits of an effective leader entails achievement drive, honesty, and integrity,
emotional intelligence, charisma, and creativity among other traits. After learning the

REFLECTIVE ESSAY 4
perspectives of leadership in week seven and knowing the leadership roles, I became more
curious and tried to identify some traits required of effective leaders. I have listed these traits in a
table in Appendix I
Interestingly in week 8, the topic of discussion was the Characteristics and Traits of
Leaders. This topic accurately coincided with my table outlining the traits of a leader. Therefore,
as we handled the topic, I had great expectations that most of the traits I had earlier listed could
be discussed. I also had several questions in mind. For instance, how are these traits helpful in
leadership? How can people know that they possess these traits? Can someone possess all these
traits at once? What if someone lacks these traits, can he/she be able to acquire them through
education or experience? Apart from just learning the traits, I expected that I will get answers to
these fundamental questions.
McCleskey (2014, p. 117), explains that personality encompasses individual differences
in feelings, patterns of thinking and behavior. Leadership effectiveness is primarily dependent on
the leader’s personality as different personality traits impact on task accomplishment, the context
of work and personal satisfaction. During the lesson, I learned several personality traits which
ranged from tension, perfectionism, warmth, emotional intelligence, self-resilience, and
dominance, openness to change and sensitivity to vigilance, sensitivity and social boldness
among other traits. Of particular importance to me among these traits was emotional stability as
it enables leaders to cooperate effectively with the group members (Yammarino, 2013, p. 150). I
also realized that to better understand whether one is having a particular personality, a Sixteen
Personality Factor Questionnaire (16PF) can be used. I, therefore, conducted my personality test
using this tool as attached in Appendix II.

REFLECTIVE ESSAY 5
I was prompted to conduct my personality test using the 16PF so that I may understand
how my personality ranks in the sixteen factors. From the results of the analysis, I scored highest
in Emotional intelligence, perfectionist, liveliness, rule-consciousness, and warmth. Also, I
scored two points in openness dominance, reasoning, sensitivity and social boldness. When I put
these scores on an MBTI, then I could be graded as ENFP or at least ESFP. People who are
enthusiastic, energetic, imaginative, future-oriented, creative, individualistic, optimistic,
insightful, open, possibility focused and spontaneous are often classified as ENFP on MBTI
(Zhang et al., 2013, p. 220). Originally before taking the test, I graded myself as an averagely
emotional person. I can remember there was a time I was a group leader, in my undergraduate
studies and other team members where deviating from the set instructions for handling a
simulation task. I quickly got annoyed and pointed figures at them. However, I later cooled down
and realized that I had overreacted. I then started explaining to each member their roles in the
group in a kind way. Perhaps this coincides with my high scores in emotional intelligence.
My 16PF scores also showed that I am outgoing, easy going and attentive to others. From
my scores in rule-consciousness, I could depict that I am rule-conscious, conscientious,
moralistic and dutiful (Irwing, Booth & Batey, 2014, p. 12). In my future career as a leader in an
organization, I will, therefore, use my emotional intelligence, rule-dutifulness, and warmth to
control my emotions and the emotions of other employees, be approachable and observe servant
leadership and embrace morality and dutifulness when leading the employees. Besides, my low
scores in apprehension show that I am self-assured and unworried. I also scored lowly on
privateness that showed that I am open and forthright. As a leader, these scores mean that I have
most of the traits required of an effective leader because a leader should not be tense, easily
frustrated or guilt-prone.

REFLECTIVE ESSAY 6
I also filled the 50 Item Leadership Questionnaire to further understand my personality as
a leader as shown in Appendix III. According to Irving, Booth & Batey (2014, p. 14), successful
leaders should obtain high scores in many or even all of the measures provided in the
questionnaire. A person who scores lowly in many of the items can be termed as unsuited to
leadership. From my results, I scored 42 on Organization. This indicated that I have a high
preference for organization. Therefore, in future, I am likely to strictly monitor the performance
of my workers by setting performance guidelines and strict rules. This impresses me as I will be
able to identify mistakes and promptly correct them in the firm. However, a major weakness of
this approach is that my workers may complain of micro-management. I also scored 37 in
responsibility showing that I am likely to consider the views and opinions of others in making
major decisions as a leader. As a leader, I think this will help me in ensuring that all the
employee views are incorporated for better performance of the organization.
My scores of 33 in assertiveness indicates an averagely high level of assertiveness.
Assertiveness is basically the extent to which an individual confidently expresses their views or
meets their objectives (Men & Stacks, 2013, p. 172). As a future leader, this trait will enable me
to readily share my opinions with other employees whenever I am sure that they want to hear
them. It will also enable me to put a significant effort to achieve my objectives. On the other
hand, resourcefulness is the ability to cope with difficult situations in an imaginative and
effective way (Nichols & Erakovich, 2013, p. 360). I scored 38 on this trait, and this shows that I
demonstrate a moderately high resourcefulness level. As a leader, I will, therefore, find it easy to
formulate complex organizational plans and address complex challenges to employees.
Throughout the subject, we conducted several activities. One specific activity that really
thrilled me was doing a leadership style test in using the 50 item leadership test (Merchant,

REFLECTIVE ESSAY 7
Ciampa & Wolfe, 2018, p. 76). In our group, we were four. We were then asked to discuss the
similarities and differences in our leadership legacies. I was particularly impressed by a group
member (A) who organized the whole process and showed us how to do the personality test.
From his actions, I felt that he had great organization skills which are a key trait of an effective
leader. Personally, I scored 25 points as an ambassador, 25 points as a people mover, 23 points
as an advocate, 24 points as a truth seeker, 22 points as an experienced guide and 25 points as a
creative builder. This test acted as a great source of inspiration to me especially in my future
roles as a leader. In future, I will strive to be respectful and persuasive in leading teams. I will
also act as an advocate for being relentless in ensuring the set objectives are accomplished.
Furthermore, I will try to motivate my team to subordinate their personal interests to those of the
firm s as to exceed the set goals. Also, I will show a lot of competence as a truth-seeker so that I
ensure the team members handle their duties in the right way.
Another activity involved watching a video, (Ted Talk) whereby Talgam explained about
creating a perfect harmony in the organization without saying a word. In this Video, Talgam
explained different conductors from the commanding conductor to the ‘perfect' conductor.
Before watching this video, I had always thought that to be a leader, one must be authoritative
and commanding enough to force the stubborn employees to handle different tasks. However,
upon watching the video, I have learned that an effective leader should be a perfect conductor.
As a perfect conductor, I need to understand my team. Just like an orchestra conductor, a leader
within a firm is bound to bear similar drawbacks- trying to develop perfect harmony amongst
various variables in the enterprise and ensuring that the firm creates ‘beautiful products and
profits. In the video, Talgam also talks about the commanding conductor (Riccardo Muti), who
led the orchestra through authority and treated the musicians like instruments. According to me,

REFLECTIVE ESSAY 8
this was a form of micromanagement. This created a pool of unhappy musicians with over 700
members asking him to resign. I therefore fully know that micromanaging the employees may
make them unhappy and demotivated. In future, I will treat my employees like humans with
feelings, ambitions, and goals and not like machines.
Also, we were able to evaluate gender and leadership, using an article written by R8-
Zenger Folkman in a group of five students. In the article, rating between men and women were
done on the basis of effectiveness, competencies, top management positions and reporting to top
management (Zenger, & Folkman, 2012). Women led in most of these perspectives including
competencies and effectiveness. We were then asked to present back our discussions. I was
particularly thrilled by one group member who was ready to do the presentation on our behalf.
She looked confident, prepared and unworried. I loved her confidence as a key leadership trait.
From the article, I also learned that women are best at nurturing talents and developing others in
the organization. Therefore, they should be given opportunities to lead just like men.
Learning People, Culture, and contemporary Leadership as a subject have enabled me to
identify my personal weaknesses as a leader. Originally, I thought a leader should be
authoritative and commanding to force stubborn employees to handle their tasks. However, I
have come to realize that this could act as my weakness as I may breed a pool of unhappy
employees in the firm (Mabey, 2013, p. 359). I will, therefore, try to follow the advice given by
Talgam in the Ted talk video, by becoming a ‘perfect’ conductor rather than a commanding
conductor. I will try to understand my employees and create harmony among the employees to
ensure that they stay motivated to work.
Antonakis & House (2013, p. 14) explains that a perfectionist is a person who
concentrates on handling tasks in the right way by following strict guidelines and rules. This is a

REFLECTIVE ESSAY 9
key strength that I hold as depicted by my scores in the 16PF test. However, my potential
weakness when using this trait is that I may develop into a micromanager, by strictly enforcing
the rules and regulations and treating the workers as machines. After watching the video
provided in the Ted talk, I have realized that following this criterion will only make me a
commanding conductor. Therefore, I will try to improve on this by trying to understand the
employees, their feelings and ambitions and ensuring harmony is achieved in the firm.
Hypocrisy is another potential weakness I may experience as a leader. I have always had
a perception that as a leader I should use my authority to instruct the subordinates to handle
different tasks. However, I have realized that leaders should be role models by following their
own rules (Dinh et al., 2014, p. 37). Therefore, in my future role as a leader, I will try to be in the
forefront in doing different tasks and following the set guidelines to act as a good example to
other employees.
The last weakness is stagnancy. Originally, I thought that after obtaining specific
leadership lessons and knowing the right behavior expected of a leader, on is bound to be
competent and always handle organizational duties as required. However, after studying this
subject, I have realized that when employees are not provided with regular on-the-job training,
then they may develop stagnancy. On-the-job training refers to an opportunity given to
employees to advance their skills and competencies while continuing with their jobs (Hunter et
al., 2013, p. 317). I will therefore continuously organize and attend on-the-job training in future
as a leader to improve my leadership skills and those of other employees.
Conclusion
In conclusion, by doing the 16PF test, I have realized that I have some of the primary
leadership traits like emotional intelligence, perfectionism, liveliness, and rule-consciousness.

REFLECTIVE ESSAY 10
Furthermore, upon filling the 50 Item Leadership Questionnaire, I have realized that I have a
great attention to detail and an ability to act professionally and instill the opinions of others when
making critical organizational decisions. However, learning this subject has also opened my
blind spots like stagnancy, tendency to be a micromanager and a propensity to be a hypocrite in
leadership. I will, therefore, improve on these weaknesses by trying my best to promote
harmony, acting as a role model and attending regular on-the-job training to improve my
leadership skills.

REFLECTIVE ESSAY 11
References
Antonakis, J. & House, R.J., 2013. The Full-range Leadership Theory: The Way Forward. In
Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp.
3-33). Emerald Group Publishing Limited.
Chemers, M., 2014. An Integrative Theory of leadership. Psychology Press. Pp. 1-199.
Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. & Hu, J., 2014. Leadership
Theory and Research in the New Millennium: Current Theoretical Trends and Changing
Perspectives. The Leadership Quarterly, 25(1), pp.36-62.
Hunter, E.M., Neubert, M.J., Perry, S.J., Witt, L.A., Penney, L.M. & Weinberger, E., 2013.
Servant Leaders Inspire Servant Followers: Antecedents and Outcomes for Employees and the
Organization. The Leadership Quarterly, 24(2), pp.316-331.
Irwing, P., Booth, T. & Batey, M., 2014. An Investigation of the Factor Structure of the 16PF,
Version 5. Journal of Individual Differences. Pp. 1- 48.
Khan, M.S., Sentosa, I. & Salman, F., 2018. Exploring the Role of Transformational Leadership
in Human Capital Effectiveness: Empirical Evidence from the Malaysian Healthcare Sector.
World Journal of Entrepreneurship, Management, and Sustainable Development. Pp. 1-36
Mabey, C., 2013. Leadership Development in Organizations: Multiple Discourses and Diverse
Practice. International Journal of Management Reviews, 15(4), pp.359-380.
McCleskey, J.A., 2014. Situational, Transformational, and Transactional Leadership and
Leadership Development. Journal of Business Studies Quarterly, 5(4), p.117.
Men, L.R. & Stacks, D.W., 2013. The Impact of Leadership Style and Employee Empowerment
on Perceived Organizational Reputation. Journal of Communication Management, 17(2),
pp.171-192.

REFLECTIVE ESSAY 12
Merchant, W., Ciampa, K. & Wolfe, Z., 2018. Examining the Psychometric Properties of the
Standards Assessment Inventory. International Journal of Teacher Education and Professional
Development (IJTEPD), 1(1), pp.76-88.
Mutalib, M.A. & Ghani, A.H.A., 2013. Leadership Traits, Leadership Behavior, and Job
Autonomy of Imams in Peninsular Malaysia: A Moderated Mediation Analysis. International
Journal of Business and Society, 14(1), p.17.
Nichols, T.W. & Erakovich, R., 2013. Authentic Leadership and Implicit Theory: a Normative
Form of Leadership? Leadership & Organization Development Journal, 34(2), pp.182-195.
Yammarino, F., 2013. Leadership: Past, Present, and Future. Journal of Leadership &
Organizational Studies, 20(2), pp.149-155.
Zenger, J., & Folkman, J. 2012. Are Women Better Leaders than Men? Harvard Business
Review. http://zengerfolkman.com/media/articles/ZFCo.WP.WomenBetterThanMen.033012.pdf
Zhang, L., Liu, B., Ren, H., Liu, Y.F. & Zhang, Y., 2013. The Personality Profile of Excellent
Nurses in China: The 16PF. Contemporary Nurse, 43(2), pp.219-224.
Zhou, F. & Wu, Y.J., 2018. How Humble Leadership Fosters Employee Innovation Behavior: A
Two-way Perspective on the Leader-employee Interaction. Leadership & Organization
Development Journal. Pp.375-387

REFLECTIVE ESSAY 13
Appendices
Appendix I: Traits of an Effective Leader
Stongdill
(1948)
Mann
(1959)
Stongdill
(1974)
Lord, DeVader,
and Allinger
(1986)
Kirkpatrick
and Locke
(1991)
Zaccaro, Kemp,
and Bader
(2004)
Alertness
Intelligenc
e
Responsibi
lity
Sociability
Insight
Initiative
Self-
confidence
persistence
Intellig
ence
Conser
vatism
Masculi
nity
Extrove
rsion
Domin
ance
Achievement
Sociability
Persistence
Influence
Insight
Tolerance
Initiative
Cooperativen
ess
Self-
confidence
Responsibilit
y
Dominance
Intelligence
Masculinity
Task
Confidence
integrity
knowledge
Drive
Cognitive
ability
Motivation
Problem-solving
Cognitive
abilities
Intelligence
Extroversion
Emotional
intelligence
Conscientiousnes
s
Self-monitoring
Emotional
stability
Agreeableness
Openness
Appendix II: My 16PF Test Questionnaire Results

REFLECTIVE ESSAY 14
Appendix III: 50 Item Leadership Questionnaire Results

REFLECTIVE ESSAY 15
Appendix IV: Reading Journal Workshop Week 7- Perspectives on Leadership
Lecture seven talked about the Perspectives of Leadership. Before studying this topic, I
was confused about what differentiates leadership from effective leadership. The Topic started
by giving the pictures of some prominent. However, from the topic, I learned that leadership is
the ability to inspire support and confidence among individuals who are required to achieve the
goals of a firm. Furthermore, leadership effectiveness refers to achieving desirable results like
productivity, satisfaction, and quality in a given situation.
In the topic, I was surprised how wide the concept of leadership was. It defined
leadership in three perspectives- as a partnership, as a relationship, and as a shared responsibility.
As a partnership, leadership should ensure power is approximately balanced between the leaders
and the group members. As a shared responsibility, leadership should not be treated as a
responsibility of one person while as a relationship, leadership should promote a shared
accountability between the leaders and the team members.
Learning the topic has also enabled me to learn great lessons about myself. For instance,
before studying this topic I had a perception that a leader should be commanding and
authoritative to force lazy employees to work. However, after studying this topic, I have learned
that leadership should be treated as a relationship and workers should not be treated as machines.
Furthermore, effective leadership is tied to good performance.
I will apply the knowledge from this topic in the workplace as a future leader by treating
leadership as a partnership, a shared responsibility and as a relationship between me and the
employees. I will, therefore, promote a spirit of shared responsibility, shared decision making,
and joint accountability to create a pool of motivated employees.

REFLECTIVE ESSAY 16
The lessons from this topic can be applied in my Assessment Two to derive a valid
definition and understanding of leadership, the leadership roles and the personal improvements I
need to become a perfect leader in future. For example, I need to change my perspective on
leadership and treat it as a relationship, a partnership and as a shared responsibility.