Self-Awareness Report: Personal Assessment and Action Plan

This report evaluates personal self-awareness based on four tests: Myers Briggs profile, big five personality traits, motivation needs assessment, and Thomas-Kilmann's conflict mode instrument test. It includes an action plan designed to address weaknesses and improve future leadership skills.

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Self-awareness Report
Student name
Professor’s name
Course
Institution
Date

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Executive Summary
Self-awareness is a key component of great leadership and managerial practices for any leader.
This report highlights a personal assessment of this issue in four dimensions and using four
different tests. Personality test was based on Myers Briggs profile while the motivation needs
assessment used McClelland needs analysis. Furthermore, Thomas-Kilmann’s model was used
for assessment of conflict management style in addition to the big five personality test using
Costa & McCrae approach. The results revealed that I am inclined towards introversion, highly
conscientious, uses collaboration as a means of conflict resolution and motivated by
achievement. The report further describes an action plan that is designed to help in improving my
future leadership skills.

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Table of Contents
Executive Summary.........................................................................................................................2
Introduction......................................................................................................................................4
Brief Review of the Results.............................................................................................................4
Critical Analysis..............................................................................................................................6
Myers Briggs Profile....................................................................................................................6
Big five personality traits.............................................................................................................6
Motivation needs.........................................................................................................................7
Conflict management style..........................................................................................................8
Action Plan......................................................................................................................................9
References......................................................................................................................................12

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Self-Awareness Report
Introduction
Self-awareness is undeniably a challenging concept. People find it difficult to understand
their individuality fully with regards to emotions, reactions, behaviour and personality. Having
an idea on personal alignment to traits, personality, motivational needs and ability to solve both
internal and external conflicts is a great milestone (Pasick, 2018). However, this cannot be
achieved without designed personality and motivational tests based on developed theories. This
report seeks to evaluate my personal self-awareness based on four tests. The combination of the
tests establish a basis for critical analysis of my self-awareness assessment test and linking it to
existing theories and research. Based on the analysis, an action plan is developed, and its
objective is to improve my future leadership or managerial skills.
Brief Review of the Results
Based on the results from Myers Briggs test, my profile matched the INTJ (introvert,
intuitive, thinking and judging) personality profile. Particularly the results show that I prefer
introversion to extraversion by (19%), intuitiveness to sensing by (6%), thinking over feeling by
(22%) and judgment over perceiving by (25%). Generally, these results illustrate that I am an
introvert and a critical thinker while trying to solve existing problems rather than relying on
perception. Essentially, such a personality profile is dominated by the need for personal
achievement, autonomy and minimal social interaction with others (Kreitler, 2017, p. 61).
On big five personalities, the results reveal that I am highly conscientious with a score of
15. It further supports the Myers Briggs profile findings that reveals alignment to introversion
trait by showing moderate extraversion with a score of 9. Furthermore, the result shows high

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agreeableness (12) emotional stability (14) and openness to experience (11). Judging from the
results, the trait indicates that there is a tendency to pursue fewer goals in a more focused
approach. Furthermore, it indicates a sense of less negative reactions from depressing situations
or failures. However, it indicates a weakness in socializing based on extraversion score.
McClelland Needs Analysis findings show that, the need for achievement and autonomy
dominates by motivation and needs. The scores for the two, 22 and 19 respectively illustrate the
need for excellence and improvement on past performance as well as having a sense of
independence. However, weaknesses are evident on affiliation (14) and power (11). Ideally, this
reveals that my needs are not inclined towards the desire for having social interactions or
influencing and directing others. The results are rather supportive of the introversion personality
trait that Myers Briggs and Costa & McCrae findings reveal.
Finally, the Thomas-Kilmann Conflict Mode Instrument test shows that my dominant
style of conflict management is collaborating and competing with scores of 5 and 6 respectively.
In essence, this revelation indicates that my style of solving conflict involves allowing all sides
to participate. As a result, a solution befitting all sides is agreed upon.
Conflict management style Score
Competing 6
Collaborating 5
Avoiding 11
Accommodating 8
Compromising 7
Table 1: Thomas-Kilmann’s conflict management style results
In reality, this trait is the most preferred by managers and leaders who are conscious of the
emotions and feeling of other people (Kreitler, 2017, p. 58). Further, the results show that
avoiding as a conflict solution approach is the least dominant. Additionally, accommodating and

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compromising also are least of my preferences in conflict resolution approaches as per the table
above. Generally, my conflict management style takes a collaborative approach in nature but
sometimes it can be replaced by competing/forcing approach depending on the scenario.
Critical Analysis
Myers Briggs Profile
The INTJ personality profile is sometimes considered to represent self-confidence.
However, in most cases, it is mistaken for arrogance. In actual sense, it only indicates the
inclination of a person towards self-determination while making critical decisions on various
issues (Harris and Vazire, 2016, p. 651). Based on my results, there are only slight preferences
for being extroverted, intuitive and thinker to being introverted, sensible and feelingly
respectively. This implies that there are no stable personal preferences that are highly preferable
thus giving room for changes at any time. According to Harris and Vazire (2016, p. 656), the
aspect of being sensible and have feelings or emotional attachment to others are components of a
personality that majorly shapes the other factors. The scores suggested that there is no stable
preferred alignment that is constant. However, the results showed a moderate preference of
judgment to perceptions. This finding shows that as a leader I will need to not only stick to the
conventional rules and plan but also improvise other approaches to work efficiently.
Big five personality traits
Personality traits are known to influence the behaviour of people in different dimensions.
According to my results, it is apparent that pursuing fewer goals and focusing on them while
avoiding distractions is my main personality trait. As shown in the figure below, the other traits
that are closely associated with it also have high scores. Particularly, the high score in emotional
stability and agreeableness is indicative of the preference of having harmony with others through

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considering their opinions. It further shows that feeling emotional control defines the approach of
being conscientious in all activities undertaken (Leephaijaroen, 2016, p. 107).
Figure 1: Personality traits test results
In organisational behaviour, such a profile best fits a leader that is supportive and collaborative
(Pettinger, 2013, p. 127). This is informed by the level of openness to experience that shows a
degree of willingness to learn from others. Therefore, the traits show that my future leadership
approach will involve a combination of collaboration and supporting skills.
Motivation needs
According to the findings, it shows that striving for achievement is dominant in my
motivation needs. The achievement itself as a need for motivation is innate and has to be from a
personal preference (Heathfield, 2018). Further, the finding to a high score on autonomy is
indicative of the fact that, in future and a leader, there is a need for additional skills such as
cooperation that will be useful in approaching issues. Essentially, as an autonomous person, one
is expected to have a sense of independence and less reliance to help from other people or being
Extraversion
Agreeableness
Conscientiouness
Emotional Stability
Openness
0 2 4 6 8 10 12 14 16
Big 5 Personality Traits
Scores
Traits

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given instructions from a higher authority. Due to this desire, a person’s social and interaction
skills are significantly affected (Chadee, 2011, p. 121).
Figure 2: Motivation needs assessment results
However, the findings show lack of desire to strive for a leadership position while in a group,
impacting others and being influential. Such an attribute are largely associated with introverts
since they are always not inclined towards a desire to form a friendship or a social circle
(affiliation) (Olafsen, Deci and Halvari, 2017, p. 182). Instead, this indicates that I prefer making
relationships involving cooperation from competitive ones or a high degree of mutual
understanding
Conflict management style
While conflict is always inevitable in human life, resolving it becomes one of the major
concerns. The findings from Thomas-Kilmann’s instrument reveals a collaborative approach is
my preference for solving conflicts. This approach involves having all parties involved on-board
and discussing the various solutions that can ensure a mutual agreement in the long run.
Achievement Affiliation Autonomy power
0
5
10
15
20
25
22
14
19
11
Motivation needs scores
score

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Furthermore, it takes to account the aspect of “what is in for me” for all sides thus ensuring there
is no fallout during the resolution process (Myatt, 2012).
Another conflict management style that shows significance from the finding is the use of
a competitive approach. Ideally, this incorporates taking a lower priority on relationships with
others, high goal orientation and confronting the issue head-on (Amaechi, 2018). This is
essentially a backup style that may be needed in certain situations especially where friction is
required for things to move forward. According to the findings, it shows that I would need to
accommodate more styles to ensure I am an all-round leader and embrace different leadership
skills.
Action Plan
Judging from the self-awareness analysis from the four tests, three major weaknesses
emerge. First, lack of adequate social interactions is revealed through the Myers Briggs and
Costa & McCrae tests. Second, a weakness in using the compromising approach in conflict
resolution is also found. Lastly, the lack of desire to impact others or be influential might derail
my future developments as a leader. In an effort to address these weaknesses and further improve
my leadership skills, the following three objectives will be addressed under my action plan.
 Capitalizing strengths
 Addressing socializing weakness
After reviewing my results, I have developed the following action plan to address the above
goals.
Action Plan Outline
Action/Objective Plan Description/Activities Action date & Measure of success

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Duration
Capitalizing on
strengths
Continuing to use my
analytical skills and identify
areas of further
improvements.
Continuing to show the need
for achievement and
autonomy when executing
my duties. This aspect will
be useful in creating
positive change to others.
Increasing efforts to
maintain strong emotional
stability through effective
communication those under
my lead as well as my
seniors.
Creating more room for
experience and
implementing professionals’
opinions and feedback on
certain issues.
This will be a
continuous activity
throughout my
leadership/manageria
l career.
Improved
performance index as
per the organisation’s
criteria.
Increase in
dependency from my
juniors for leadership
and decision-making.
Self-reflection tools
Top
management/team
leader feedbacks
Addressing
socializing issues
In addressing this issue, the
plan is to undertake one-
month training course on
socializing skills. The
approach will be aimed at
improving interpersonal
relationships and create a
need for affiliation.
To supplement the action
plan I will also incorporate a
short leadership training
course to enhance my skills.
The first enrolment
on social skills
training will start on
October 2018 and run
till the end of the
year.
After three months
from completion of
the first short course I
would enrol on the
second, leadership
course for 3 weeks.
Improved desire on
the need for affiliation
when completing
tasks. (McClelland
Needs Analysis will
be the tool to measure
this).
Number of
connections made
during and after the
social skills course.
Enhanced leadership
spirit (measured from
teams assigned to lead

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and the success rate)
Conclusion
Due the difficulties experienced by people in understanding their self-awareness or
individuality, several theoretical tests based on models have been developed. It is through the
tests that one gets to understand better his/her personality. Based on the report, introversion, need
for achievement and autonomy, collaborative approach to conflict resolution and
conscientiousness defined my personality. Furthermore, it reveals that my emotional stability is
higher and this allows for the manifestation of openness to experience and agreeing with others
on different occasions. However, the weaknesses in socializing is indicative of loopholes in my
leadership styles. Nonetheless, the action plan will help improve on the weak areas.

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References
Amaechi, J. (2018). Without friction, there's no movement | BPS. [online] Available at:
http://www.bps.org.uk/blogs/john-amaechi-obe/without-friction-theres-no-movement [Accessed
8 Sep. 2018].
Chadee, D. (2011). Theories in social psychology. Chichester, West Sussex: John Wiley & Sons,
p.211.
Harris, K. and Vazire, S. (2016). On friendship development and the Big Five personality
traits. Social and Personality Psychology Compass, 10(11), pp.647-667.
Heathfield, S. (2018). Want to Encourage and Inspire Employee Motivation? You Need to Know
What Motivation Is. [online] Available at: https://www.thebalancecareers.com/what-is-
employee-motivation-1918108 [Accessed 7 Sep. 2018].
Kreitler, S. (2017). Personality Traits as Patterns of Meaning Assignment Tendencies. Journal of
Personality, 86(1), pp.55-68.
Leephaijaroen, S. (2016). Effects of the big-five personality traits and organizational
commitments on organizational citizenship behaviour of support staff at Ubon Ratchathani
Rajabhat University, Thailand. Kasetsart Journal of Social Sciences, 37(2), pp.104-111.
Myatt, M. (2012). 5 Keys of Dealing with Workplace Conflict. [Online] Available at:
https://www.forbes.com/sites/mikemyatt/2012/02/22/5-keys-to-dealing-with-workplace-
conflict/#2132ca5e1e95 [Accessed 8 Sep. 2018].
Olafsen, A., Deci, E. and Halvari, H. (2017). Basic psychological needs and work motivation: A
longitudinal test of directionality. Motivation and Emotion, 42(2), pp.178-189.

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Pasick, R. (2018). Why is Self-Awareness Important?. [online] Available at:
https://robpasick.com/self-awareness-important/ [Accessed 8 Sep. 2018].
Pettinger, R. (2013). Organizational Behaviour: Performance management in practice. 2nd ed.
Hoboken: Taylor and Francis, p.127.