MGT601: Dynamic Leadership Reflection Report - Self Analysis

This report presents a self-reflective analysis of dynamic leadership, based on the results of the Gallup StrengthsFinder assessment. The student's top five strengths, as revealed by the assessment, are Learner, Responsibility, Arranger, Restorative, and Consistency. The report discusses the student's reaction to these results, including the surprising ranking of Consistency, and the implications for their leadership style. The student acknowledges the importance of these strengths for effective leadership, and plans to focus on developing consistency to become a fair leader. The report concludes by emphasizing the relevance of the identified strengths for leadership development and the student's commitment to utilize them to improve leadership skills. The student also reflects on how the results will influence their future actions and development as a leader.

Running head: REFLECTION ON DYNAMIC LEADERSHIP
REFLECTION ON DYNAMIC LEADERSHIP
Name of the Student:
Name of the University:
Author Note:

1REFLECTION ON DYNAMIC LEADERSHIP
Gallup’s Clifton StrengthsFinder is an assessment of behavior that is used by the
employers in order to recognize their unique strengths and prospective (Sorenson, 2014). The
strengths that the Gallup Assessment defines are basically a combination of skills, talents and
knowledge. The application of these strengths in an appropriate manner would mark
improvement in the personal as well as the work life. When a worker participates in the test, they
will receive results that would reveal the worker’s top five strengths (Flade , Asplunnd & Elliot,
2015). This helps the worker to know about their own strengths and it puts them in a better
position when they are able to self assess these strengths and apply to a suitable job.
The result of the Gallup StrengthsFinder, showed in Appendix, has revealed my top five
strengths; the results showed these strengths in a rank-wise manner and in the top rank, it showed
the trait of Learner (Biswas-Diener, Kashdan & Lyubchik, 2017). According to the result, I have
strategic thinking quality and a great desire to learn with a continuous urge to improve. The trait
in the second rank is held by Responsibility; it means that I can take psychological ownership of
what I say and will execute so. In accordance, to this trait, I also have the values of honesty and
loyalty. The third rank of my strength is Arranger which means that I have a quality to organize
along with that I also have flexibility. This trait depicts determination how the resources or prices
can be organized in order to gain maximum productivity. The fourth rank is the quality of being
Restorative according to I am adept at dealing with issues and figuring out the source of the issue
and then resolving it. The final rank is held by the quality of Consistency, which means that I am
aware of the fact that I need to treat people with equality by setting up of rules and abiding by
them.
The results were not as much surprising as I would have anticipated; however, I am
surprised that the result did not put consistency in much higher rank since I have received several

2REFLECTION ON DYNAMIC LEADERSHIP
feedbacks from my previous colleagues that I have a quality of consistency and I have always
treated people with equality in every aspect of the workplace. Consistency is significant for
People-oriented leadership style that I follow (Rigoni & Asplund, 2017). It is also surprising that
the test provided my greatest strength to be a learner, whereas I have always anticipated that
Responsibility is my greatest strength.
Initially I was disappointed with the arrangement of the strength that the test results
provided; however, after much assessment I decided that I would work more on the strengths that
I perceive, are of more importance for being a leader. For instance, I would emphasize more on
the trait of consistency in order to be fair as an ideal leader should be. I would utilize my greatest
strength of Learner, to improve this trait and perform better as a leader. To conclude, I can say
that the test provided me with appropriate strengths that are necessary to be present in a leader.

3REFLECTION ON DYNAMIC LEADERSHIP
References:
Biswas-Diener, R., Kashdan, T. B., & Lyubchik, N. (2017). Psychological strengths at work. The
Wiley Blackwell handbook of the psychology of positivity and strengths-based
approaches at work, 34-47.
Flade, P., Asplund, J., & Elliot, G. (2015). Employees who use their strengths outperform those
who don’t. Gallup News.
Rigoni, B., & Asplund, J. (2017). Strengths-based employee development: the business
results. Gallup Business J retrieved: gallup. com/businessjournal/193499/strengths-
based. employee-development-business-results. aspx. Accessed, 12.
Sorenson, S. (2014). How employees’ strengths make your company stronger. Gallup Business
Journal.

4REFLECTION ON DYNAMIC LEADERSHIP
Appendix:
Figure 1: Result of Gallup StrengthsFinder