Leadership Assessment: People, Culture, and Contemporary Leadership

This essay delves into the multifaceted aspects of leadership, culture, and their interplay within contemporary organizational settings. It begins by establishing the significance of leadership in fostering sustainable business strategies and organizational success, emphasizing the importance of adapting leadership approaches to various business situations. The essay then presents a self-reflective analysis, evaluating the author's personal leadership qualities, strengths, and weaknesses, and provides recommendations for improvement. The Gibbs reflective model is employed to analyze experiences and inform future leadership practices. Furthermore, the essay incorporates the results of a Big Five psychometric test to assess the author's personality traits relevant to leadership. The essay concludes by summarizing the key findings and offering actionable strategies for enhancing leadership capabilities, including improving communication skills and emotional intelligence.

Running head: PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
Name of the Student
Name of the University
Author Note

1PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
Introduction
Leadership is the key aspect of managing the workplace and it is the main factor that
incorporated better strategies in business to make it sustainable. The work process is simple and
organized and they have the concept of showing their nature when an organization needs them.
The opportunity brings in by a leader is always helpful for the organization and that directed a
better outcome in leadership. The term of leadership is almost evangelical in manner. The
development has made in a spiritual manner rather than professional development as followers
born in this stage. That will be the place where more effective nature and the business
development trends are evolved in case of effective level of business. The inspired approach and
extension of terms are the key issue that leaders implement in an organization (Jones et al. 2012).
There are the different situations where an effective business practice has been used and leaders
have to promote their level of thinking according to the matter. It is the most important aspect
that enhancing the business opportunities in right way.
The scope of this reflective essay is to deliver the better leadership approach and evaluate
the leadership quality in me. The paper also explores my weaknesses and suggests the possible
recommendations for the leadership aspects. The confidences I get from those aspects are also
relevant and signify my identification and characteristics.
Leadership process and appropriate theory
In case of change high performance in the organization, leadership roles are quite
effective and significant for the development of the organization. As the managing issues are
different in some cases the transformation in business and better strategies are implemented in
that case (Bolden 2016). The process signifies the orientation in business and makes more

2PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
opportunities for business. There are five essential steps in leadership and all these steps are
evolving the business opportunities as well.
 The leadership commitment is the key approach that provides high performance in
business. That mentioned the commitment and engagement of employees with the
operational process. The traditional business development process and organization high
performance is the key order that enhances the business opportunities and trust over the
organization.
 Assessment in the business organization is another key aspect of leadership. The process
of creating something new and innovating introduction of the management is the key
aspect of business and that is the reason leaders' are important for the organization
(Gooden 2012). Current status of the organization and present core business positions is
the key aspect that senses the direction and explores the problems happened due to the
nature of the business.
 The vision of the leader is very important to change the business environment. In that
case, refocusing of strategies and best fit situation for the market is the key perspective in
business. The leader needs to understand the need or demand for the business in the
current business environment. The leader needs to clarify the mission and motive o their
organizational goal and develop their employees to do the operation process in the correct
manner. Future forecast needs to be addressed by the leader for the better development
process (Williams 2017). Create a long-term focus and sustainable business operation it
will be effective to have some change after a certain period of time so that maintaining
with the need to the customer will sustain in that case.

3PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
 The business performance is evaluated by the change in promoting manner. In that case,
short-term, long-term, risk-situation, crisis-management all these aspects are being
introduced and effective recommended solutions are also given (Smith et al. 2012). The
performance will be measured by the integrated performance management and how the
company evolves their position and nature in this globalised changing business
environment.
In this leadership approach, Gibbs' reflective model is important to under the leadership
aspect and stages to evaluate the posting of the organization and deliver their bets to control the
whole process of an organization (Husebø, O'Regan and Nestel 2015). All the aspects are related
to leadership aspects, decision making, analyzing and finding the situation, and to make some
concern strategies to be implemented in the organization for the better changes and interventions.
There are six stages in this cycle like Description, Feeling, Evaluation, Analysis, Conclusion and
Action Plan. The process is the self-explanation model and that justified the description of what I
have faced in such situations (Westcott 2014). Then I have to express my feeling due to the
situation and that will analyze the description of the process. An initial evaluation is the key
factor of management and for that reason; good and bad outcomes are evolved through the
situation.
The portion of critical analysis makes more sense and state the aspect of experience that
evolves by the personal understating. The portion of the conclusion is the summation of the
reflective genre of business and in some more cases the learning experience or the approach of
the model is effective enough to gain some learning experience from the past and influences the
nature of the business for the development of my personal reflection (Antonakis and House
2013). The model is aiming to determine the challenges that I have faced. My assumptions are

4PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
the important aspects of this matter. The process of self-promotion is the key perspective of
business and in that case, different and new ideas are the key aspect of the business. Leaders
need to think some critical innovative process that delivers more understanding and business
opportunities for the company and get a competitive advantage for the company. Another aim of
the model is also promoting the business and access the self-improvement through the process of
identifying own strength and weakness (Cobb-Clark and Schurer 2012). These strengths and
weaknesses are evaluating my understanding and precede my mind that what to do in this
situation and what will be the consequences of this. The feeling, experience and concise
outcomes are the key concepts of that and it evaluates my understanding as well as an approach
to this work culture and nature.
In case of leadership process, I have faced a challenge on behavioral aspect, where my
friends have a certain attitude problem and I have mitigated the undesired situation by the use of
path-goal theory. The theory is implemented on the behavioral attitude and development to
mitigate any hazardous activities. In between employees' communication and behavioral aspect,
this model is impressive enough to persist on that occasion (Mingaine 2013). Through the
activation of theory, most of the path adjoining processes are open. The obstacles that come on
that situation are also in the framework of a task or their intermediate actions are classified in
that section. In former design system, the culture of the workgroup is important and that signifies
the people involved with the work. I have utilized the theory in this situation and bring back the
focus for the motivational aspect.
Psychometric test and findings

5PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
Big Five psychometric test has done in this paper and the situation evaluates my
leadership aspect possibilities. There are five distinct aspects of Openness, Conscientiousness,
Extraversion, Agreeableness, and Neuroticism. The major aspect of all these aspects is identified
my opportunities to become a leader in future. In case of openness section, the attitude of the
leader is creative, intellectual and adventurous. In that section have got 85% and that determines
my creativity and level of intellectual aspect in a broader way (Truity.com 2018). I always
wanted to be a creative and leader and desired for such innovations which will change the
organizations future. In case of art and culture, the position is strong and effective, it signifies the
traditional mindset is not persisted on me; rather my creative mind will help different
organization aspects for and develop the entire scenario.
In case of Conscientiousness, aspects of self-discipline, goal persuasion and long-term
achievement will be there for the sustainable business condition. Al leader needs to address all
these aspects also to get a possible foundation in future. I have scored 69% on that and it
signified a moderate range in case of conscientiousness. The possible changes in business and
future outcome from that is the reflective aspect and I know team building and the self-discipline
ability to manage the situation (Truity.com 2018). I can set long-term goals for the organization
and make the procedure for successful implementation.
Another aspect is Extraversion, the inclination of a personal activity to get indulged in
stimulating from the outside world. This is the procedure where external factors like admiration,
power, status, and excitement, romance all these things are creating an external stimulation that
diverted the mind of employees. In that case, the introvert characteristic is the best way to control
the situation (Bolman and Deal 2017). The social reworks are the concern matter of that. I have
got 46% over that and it signifies moderate activism of this extraversion process. I may be

6PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
diverted by these processes but will definitely get back on track when the organization needs my
service (Truity.com 2018). The mid-range of score influences better admiration and recognition
of other influences but at the productive case for business development, I will be headed towards
the introvert characteristic.
Agreeableness is the next aspect of the character and it signifies a great deal of empathy
and caring manner. Taking care of employees and understanding their situations are the key
aspect of organizational culture and in this aspect, this process has been highlighted (Truity.com
2018). In that case, I have scored 54% and that signifies my nature towards employees and it
showcases I am quite neutral in that case to balance and my attitude and caring nature on
employees.
In case of the last section Neuroticism, negative emotions, fear, sadness, guilt, shame all
these aspects are important in that case to manage the situation. In some cases, leaders may
understand his fault and take the apology from the employee in verbal or written form. The
aspect signifies the guts the leaders have to confront the situation (Truity.com 2018). I have
scored 37.5% and that is the reason it seems lows and I do not have such experiences of situation
handling and attachments with an employee.
Development areas
I have found that in the sector of communication at the initial time and getting the gel in a
quick time is the key concern of my personality. These can be considered as my drawbacks also
and in case of employee engagement process; this can be reflected in the barriers. I also need to
improve my emotional aspects and need to know the use of the negative emotional attachment.
In such cases, I need to handle the situation with more care and understand the situation on

7PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
behalf of employees. This is the major changes that I need to put to be a good leader to get
respect from my employees. The developments areas are quite concise and all these factors have
an importance to become a leader.
Recommendations
The factors of communication are the main concern and I need to learn the cross-cultural
communication and interpersonal communication for that. I have to take the course for that and
need to improve my communication quality. Employees are expecting some support from the
leader and the aspect will involve in the effective involvement of employees with the
organization. In case improve my emotional attachment, I will attend some short-term mediation
course to improve my patience and provide me with the improved mental stability that delivers
some good opportunity to engage more employees with the organization. In case of the better
communication process, most of the employees are coming from different belongings so
communicate with them in a decent form and respect their culture and mentality is the concern
approach that I need to implement in me so that I will become a good leader.
Conclusion
Therefore, it can be concluded that effectiveness of personality test enhances my
leadership aspect and evaluate m position and also identify the possible recommended options
for me to develop my position in the organization. Big five personality test has been done here to
evaluate the weaknesses also suggests possible recommendations to improve my leadership
position.

8PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
References
Antonakis, J. and House, R.J., 2013. The full-range leadership theory: The way forward.
In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary
Edition (pp. 3-33). Emerald Group Publishing Limited.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Cobb-Clark, D.A. and Schurer, S., 2012. The stability of big-five personality traits. Economics
Letters, 115(1), pp.11-15.
Gooden, M.A., 2012. What does racism have to do with leadership? Countering the idea of
color-blind leadership: A reflection on race and the growing pressures of the urban
principalship. The Journal of Educational Foundations, 26(1/2), p.67.
Husebø, S.E., O'Regan, S. and Nestel, D., 2015. Reflective practice and its role in
simulation. Clinical Simulation in Nursing, 11(8), pp.368-375.
Jones, S., Lefoe, G., Harvey, M. and Ryland, K., 2012. Distributed leadership: A collaborative
framework for academics, executives and professionals in higher education. Journal of Higher
Education Policy and Management, 34(1), pp.67-78.
Mingaine, L., 2013. Leadership Challenges in the Implementation of ICT in Public Secondary
Schools, Kenya. Journal of education and learning, 2(1), pp.32-43.

9PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
Smith, W.K., Besharov, M.L., Wessels, A.K. and Chertok, M., 2012. A paradoxical leadership
model for social entrepreneurs: Challenges, leadership skills, and pedagogical tools for managing
social and commercial demands. Academy of Management Learning & Education, 11(3),
pp.463-478.
Truity.com 2018 Big Five Personality Test retrieved from: https://www.truity.com/personality-
test/8807/test-results/5896091 [Accessed from 6th May 2018]
Westcott, R., 2014. Leadership challenges. The Journal for Quality and Participation, 37(1), p.8.
Williams, R., 2017. Leadership for school reform: Do principal decision-making styles reflect a
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10PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
Appendices
Appendix 1
Figure: Openness
(Source: https://www.truity.com/personality-test/8807/test-results/5894995)
Appendix 2:
Figure: Conscientiousness
(Source: https://www.truity.com/personality-test/8807/test-results/5894995)
Appendix 3:
Figure: Extraversion
(Source: https://www.truity.com/personality-test/8807/test-results/5894995)
Appendix 4:

11PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
Figure: Agreeableness
(Source: https://www.truity.com/personality-test/8807/test-results/5894995)
Appendix 5:
Figure: Neuroticism
(Source: https://www.truity.com/personality-test/8807/test-results/5894995)
Appendix 6:

12PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
Figure: Core Pattern
(Source: https://www.truity.com/personality-test/8807/test-results/5894995)