Self-Assessment of Leadership and Management Skills: A Reflection

This report presents a self-reflection on leadership and management skills within the context of a beauty salon. The author, a beauty therapist, assesses their leadership and management capabilities, identifying strengths and weaknesses using various theoretical models such as authoritative, structural, and participative leadership styles, as well as rational goal, human relation, and open systems management models. The report includes a detailed analysis of these models and how they apply to the salon environment. Furthermore, the author outlines a comprehensive plan for leadership and management development, proposing specific activities, resources, and timeframes to address identified weaknesses and enhance overall skills. The activities focus on personal skills and team development, offering practical steps to improve communication, empathy, and team performance. The conclusion emphasizes the importance of these activities in fostering individual and team growth within the workplace.

Self-Reflection

Executive summary
It is a self-reflection of the worker working in a CD professional beauty. The salon is
provided with various treatments such as waxing, facial, pedicures, etc. the weakness and the
strength of the worker in the leadership and management styles are identified by applying certain
models and styles. To improve the skills of the worker and for the development of the business a
plan is provided with the activities. The activities will help the worker in the self-development
and in the team development.

Table of contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
CONCLUSION................................................................................................................................3
REFRENCES...................................................................................................................................3

INTRODUCTION
The report is about the leadership and management capabilities of a worker working as a
beauty therapist at a beauty salon named CD professional. The strengths and the weaknesses of
the worker are explained using the theoretical models. A plan is made to develop the weakness
by introducing leadership and management development activities.
MAIN BODY
The salon industry is all about people and so is the CD professional beauty. The CD
professional beauty provides the customers with the full skin, Body and beauty experience. The
workers working there are all professionals, passionate, attentive, dedicated and knowledgeable
to meet the beauty requirements of the customers. The saloon offers with the treatments like:
waxing, facial, threading, manicure and pedicures and different aesthetic treatments such as
injectable and lip fillers. The customers can book their appointments online.
Different leadership is essential to understand for running the saloon successfully.
Authoritative leadership style
This style is for the leaders who are concerned for the long term direction of the business
and have a fair and firm mentality. I consider myself to be an authoritative leader in the saloon as
my expectation and explanation are clear and I take feedback from the other team members of
the saloon (Hamjah and et.al, 2019). This leadership style can help the saloon to boost and
improve my individual performance.
Structural leadership style
In this style the employees understand the needs and requirements of the saloon and work
according to the standards. The faith is put I all the employees and trusted them for their work. I
take things in my own hands and at times of chaos I blame the employees for not working
according to the standards. I do not follow this leadership style and lack in this.
Participative leadership style
This leadership style help boost the team morale. In this style the employees are
collaboratively working for the saloon and the decisions are made with the whole staff and the
management. I try to involve to involve the team members in the decision making process to
boost their morale’s and the makes the performance efficient. Lately this has been working
successfully for me and the team at the saloon (Chan, 2019). But some of the employees still
think that I am taking the main lead in every decision that has been taken.

I try to change the leadership style time to time to meet the needs and to make the
functioning of the saloon as smooth as possible. I am always trying to improve the functioning of
the saloon.
The understanding of different management models can help the saloon to progress and
develop to new heights. The management models that are expected to be followed at the salon
are:
Rational goal models
These types of models are first formed after the revolution in the industry was the new
structure of the organisation is needed to be worked in such a way that they are profitable for the
business. In this model, the decisions are made through operational research and scientific
management. The input and output results are improved by using the quantitative information as
well as control over the decisions (Feeley, 2017). I have been doing the search for the saloon to
increase the profitability but there is need for some kind of guidance.
Human relation models
This model use the change in the working environment such as change in the lighting or the
putting some colours at the workplace to make the mood fresh to improve the working efficiency
by making the employee comfortable and relaxed. I had changed the working environment of my
workplace by adding some plants and lights to light up the mood and this has working effectively
for me. I like to make some more changes for this soon. This increases the social relations of the
team too as they all were happy and motivated with the change. Social process need to be
improved at the work.
Open systems
In the open system the decisions are made with the team members. The feedback of the
performance is given on the regular basis for the improvement. The use of the technical products
in case if the saloon is needs to be adaptable for the use (Gould, 2018). The adaptability to the
new instruments and products of the saloon industry need to be learned for the change and
development of self and the saloon.
Plan for the leadership and management development

Activities Resources Personal Skills
development
Team
development
Time required
Playing card
pieces
This game is
an exercise for
building
communicatio
n and
negotiation
skills.
4-6 People and
cards for the
game
Development of
the
communication
skill, empathy and
consideration of
the perspectives
of others.
Helps in
understanding the
perspective of the
team and benefit
by improving the
team performance.
20 to 30 min for the
game.
Giving time to
the team
building
activities such
as the blind
drawing, flip it
over game.
6-10
participants and
sheet of paper
and piece of
cloth.
Develop creativity
and management
of the task.
The team work
together in this
and understand the
importance of the
employees
working with
them.
Built trust on the
team members
(Megheirkouni,
2018).
20 min
Finding and
using sources
of the
information
Internet For the
development in
the research
process for the
company and self.
Helps to put valid
reasons while
discussing over a
problem in team.
One hour
Changes in the
environment of
the workplace
Items required
for the
changing the
Keeps the vibe
positive and
motivated.
Helps the team to
be positive at the
workplace and

according to
the liking of
the team
members.
environment. communicate
well.
CONCLUSION
It can be concluded from the self-reflection that the worker has problem with the working
in team and communication that are provided with the activities to improve the skills. The
leadership and the management capabilities of the worker is developed by resolving the
weaknesses of the worker. The activities are also able to improve and develop the working
of the team at the workplace.

REFRENCES
Books and Journals
Chan, 2019. Participative leadership and job satisfaction. Leadership & Organization
Development Journal.
Feeley, 2017. Two models of the criminal justice system: An organizational perspective.
In Crime, Law and Society (pp. 119-137). Routledge.
Gould, 2018. The systems psychodynamics of organizations: Integrating the group relations
approach, psychoanalytic, and open systems perspectives. Routledge.
Hamjah and et.al, 2019. Adolescent’ s Perception of Father’ s Leadership Style in the
Family. The Journal of Social Sciences Research. 5(2). pp.284-290.
Megheirkouni, 2018. Leadership and management development post-war: exploring future
trends. International Journal of Organizational Analysis.