Self Analysis Of Leadership Qualities

Running Head: SELF ANALYSIS OF LEADERSHIP QUALITIES
SELF ANALYSIS OF LEADERSHIP QUALITIES
Name of the student
Name of the University
Authors note

1
SELF ANALYSIS OF LEADERSHIP QUALITIES
Introduction
Leadership is the ability to influence others towards achieving a goal. A good leader
should have a long-term vision, should be capable of turning ideas and concepts into real success
stories. Certain qualities should be present in an individual to turn him into an effective and
excellent leader. Some essentials of the leader are communication, compassion, competence,
courage, decision making, humility, accountability, integrity, teamwork, stamina, personal
credibility, vision and many more (Antonakis & Day, 2017). The aim of the assignment deals in
identifying leadership strengths within yourself with the use of the leadership self-assessment
tool. The first assessment chosen for the assignment is Bolman and Deal’s four framework
approach, and the second is the Big Five personality model of leadership.
Bolman and Deal’s four frames of leadership
Figure: Bolman and Deal’s leadership framework
Source: (Holmes & Scull, 2019)

2
SELF ANALYSIS OF LEADERSHIP QUALITIES
According to Bolman and Deal’s framework, a leader should view the organisational
experiences according to the leadership frames defined in the model. The four frames are
political, human resource, structural and symbolic (Holmes & Scull, 2019).
Political framework
The political approach shows the distribution of power. My leadership strength,
according to this approach, is building linkages with people and applying persuasive techniques
and negotiation skills to complete the task. But it requires conflict management skills too, to fall
in this category, and I will give an average rating to myself for this skill because I am not able to
understand the root cause of the problem.
Human resource framework
According to this frame, this emphasis on people’s need. The leader's role is of the coach,
which means to guide people through motivation. The employees in the organisation want to
serve the organisation better, but they need an effective leader for support. I see myself as an
effective leader in the human framework because I possess empathy skills within me which
means if you take care of the people, they will deliver excellent service in return. I possess
abilities in managing and motivating people which in turn will bring good business for the
organisation.
Structural framework
Being a good leader to fit in this frame, a person has to be skilled in qualities like design,
structure, environment, adaptability, experiments, implementation and adaptability. Here the
leader role is as an architect. I will rate myself average for this frame because there are some
qualities where I lack. I am adaptable to the changes resulting due to various external and

3
SELF ANALYSIS OF LEADERSHIP QUALITIES
internal factors of the organisation, but sometimes I lack in implementation of the strategies and
designs made for the change.
Symbolic framework
This addresses the needs of the people to add a purpose and meaning in work. The role of
the leader is like a storyteller. I do not fall in this category because to remove anxiety and
uncertainty towards the future direction, a leader requires creating rituals, culture and giving
meaning to it. I rate myself below average to fall in this frame because I sometimes lack in
understanding the requirement and the direction which leads to change.
My leadership style using the Bolman and Deal’s four framework model is the human
resource.
Big Five Personality Model of Leadership
Figure: Big five personality model

4
SELF ANALYSIS OF LEADERSHIP QUALITIES
Source: (https://www.google.com/search?
q=is+big+five+personality+model+a+leadership+framework&source=lnms&tbm=isch&sa
=X&ved=2ahUKEwigz-)
It is also known as the OCEAN model and is applied for the survey of personality traits
within an individual. The five factors are:-
O- openness
C - conscientiousness
E - extraversion
A- agreeableness
N- neuroticism
The practical approach of the assessment showed that I fall into the category of
conscientiousness and extraversion. The reason for falling in the category of conscientiousness is
my hard-working and to keep things organised. The habit of being able to express my feelings,
thoughts, opinions and views makes me fall in the category of extrovert leadership. But there are
certain areas which I need to work on to improve my leadership capability because being too
friendly makes you least relevant to the leadership, places you in the category of neuroticism and
agreeableness. And getting a score in neuroticism will indicate that you lack in emotional
stability. I am too much open and friendly and also lacking emotional stability because I
sometimes overreact to some situations.

5
SELF ANALYSIS OF LEADERSHIP QUALITIES
Conclusion and Recommendations
Therefore, from the above discussion, it shows that conducting the two self-assessment
test of Bolman and Deal’s framework and the big five assessment made me fall into the category
of Human resource, extraversion and conscientiousness. But there are some recommendations
which can help me in building and developing my leadership quality. My areas of strength in
Bolman and deal’s framework are the empathy and negotiation skills due to which I fall in the
category of political and human resource frame. The areas of improvement are to be more
structural in designing the strategies and implementing it to make the change possible.
My areas of strength in the second assessment tool (Big Five model) is an openness to
communication, extrovert and hard working. The areas of improvement are to build a strong
emotional quotient in order to handle stress in the work environment.

6
SELF ANALYSIS OF LEADERSHIP QUALITIES
References
Antonakis, J., & Day, D. V. (Eds.). (2017). The nature of leadership. Sage publications.
Hassan, H., Asad, S., & Hoshino, Y. (2016). Determinants of leadership style in big five
personality dimensions. universal journal of management, 4(4), 161-179.
Herd, A. M., Alagaraja, M., & Cumberland, D. M. (2016). Assessing global leadership
competencies: the critical role of assessment centre methodology. Human Resource
Development International, 19(1), 27-43.
Holmes, W. T., & Scull, W. R. (2019). Reframing organizations through leadership
communications: the four-frames of leadership viewed through motivating
language. Development and Learning in Organizations: An International Journal.
Özbağ, G. K. (2016). The role of personality in leadership: five factor personality traits and
ethical leadership. Procedia-Social and Behavioral Sciences, 235(Supplement C), 235-
242.
Phillips, R. S., & Baron, M. A. (2018). Leadership effectiveness of collegiate aviation program
leaders: A four-frame analysis. The Collegiate Aviation Review International, 31(1).
(2020). Retrieved 22 February 2020, from
https://pdfs.semanticscholar.org/e998/bd39a6c4927ac55c6e11a8a4bdac0faba700.pdf
(2020). Retrieved 22 February 2020, from https://www.google.com/search?
q=is+big+five+personality+model+a+leadership+framework&source=lnms&tbm=isch&s
a=X&ved=2ahUKEwigz-

7
SELF ANALYSIS OF LEADERSHIP QUALITIES
SZ4eTnAhWMe30KHUYQC0sQ_AUoAXoECBAQAw&biw=1366&bih=657#imgrc=f
Ydk4eBnIgfaBM