MGT601 - Dynamic Leadership: Gallup Psychometric Assessment Report

This report presents a self-reflective analysis of a student's Gallup StrengthsFinder assessment results, conducted as part of the MGT601 Dynamic Leadership course. The student's assessment revealed key strengths, including adaptability, analytical thinking, communication skills, consistency, and focus. The report details the student's reactions to these findings, highlighting how the strengths align with their self-perception and leadership potential. The student initially anticipated an inconsistent profile but was surprised by the consistency revealed, indicating a need to further develop this attribute. The report also references the Clifton StrengthsFinder and the StrengthsQuest Operating System used for the assessment, providing context for the analysis and its implications for the student's leadership journey.

Running Head: GALLUP PSYCHOMETRIC ASSESSMENT
Gallup Psychometric assessment
Name of the Student
Name of the University
Author Note

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1. Brief of Gallup strength
Under the guidance of the psychologist Donald Clifton, strength finder had been
‘developed in order to assist the individuals on the basis of the skills that they possess. It is
beneficial in the sense that the strengths allow the organizations to capitalize upon them. It
helps in identifying the areas where the potential of the individual is concentrated the most. In
order to sum up it can be said that the strength finder conducts the assessment on the basis of
the personality of the concerned person from positive psychology perspective.
2. Description of the result
The result of the test had elucidated five distinct persona in me, which I would like to
elaborate in the section. The factors that have come up in the course of discussion included
the aspect of the adaptability, analytical, communication, consistency and the focus of the
person. The outcome of the person who is adaptable in their nature can be expected to move
along with the flow of the time and exhibit competence to the changes happening around
them.
The proposition of the analytical is suggestive of the fact that the person with the
particular characteristic is always under the quest of reasons and justification to the
happenings around them and seek to justify them rationally.
Communication exhibits how the person is at ease with conducting communication
with the people around them while the factors of consistency is implicative of the equal flow
of the effectiveness of the person’s character. It suggests that the concerned person treats the
individuals present around them with equality. The implication of the focus theme is
suggestive of the fact that the people can adopt their ways in the venture and make necessary

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changes in order to implement the factors that come on their way (Meisler, Vigoda-Gadot, &
Drory, 2013).
3. Reaction on the result
My reactions on the result of the test were not surprising at all, as I tend to take up
initiatives in understanding the issues and the happenings around me in rational way. My self
perception of the leadership threats lie in the fact that with the acceptability and adaptability I
can work with dynamic working environment. My attribute of communication had been
additionally beneficial for me to communicate with individuals with whom I would like to
work upon in future (Wang & Hsieh, 2013).
4. Initial thoughts on the implication
My initial thoughts about the result of the current leadership was that the result would
exhibit me as an inconsistence person who does not maintain the stability in their progress or
make any attempt to maintain the same. As such, it would have been a huge challenge for me
as consistency is the primary attribute on which the current global scenario thrives upon and
any disparity in it might led to disruption in the effectiveness. However, I was surprised when
the result established the fact that I am consistent in my attributes. As such, I need to work
upon the amount of consistency that I have developed and work towards its development.

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References
Meisler, G., Vigoda-Gadot, E., & Drory, A. (2013). Leadership beyond rationality: emotional
leadership in times of organizational crisis. In Handbook of Research on Crisis
Leadership in Organizations. Edward Elgar Publishing.
Wang, D. S., & Hsieh, C. C. (2013). The effect of authentic leadership on employee trust and
employee engagement. Social Behavior and Personality: an international
journal, 41(4), 613-624.