Leadership Assessment: Identifying Strengths and Leadership Styles

This report provides a detailed leadership assessment, analyzing the student's strengths, including communication, analytical skills, and motivation. The paper identifies transformational leadership as the preferred style, highlighting its benefits in fostering employee engagement and achieving organizational goals. The assessment discusses how the student's strengths align with the transformational leadership style, emphasizing the importance of communication, analytical decision-making, and hard work. The report also includes a justification for choosing transformational leadership, referencing its effectiveness in enhancing motivation and job performance. The conclusion summarizes the value of leadership assessment tools in identifying personal strengths and weaknesses, which can be utilized to enhance leadership skills and achieve professional objectives. References are provided to support the analysis.

LEADERSHIP ASSESSMENT
Name of the student:
Name of the University:
Author Note:

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LEADERSHIP ASSESSMENT
LEADERSHIP ASSESSMENT
Name of the student:
Name of the University:
Author Note:

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LEADERSHIP ASSESSMENT
Overview:
The aim of this paper is to discuss the leadership skills based on the leadership
assessment tools. This is related to certain factors like negotiation, emotional intelligence,
knowledge of the subject, creating positive working culture, egotism and team management. This
paper will be analysing my strength as leader and impact of these strengths upon the leadership
style. Depending upon the needs of the situation, the style of leadership will be implemented so
that these can help me to become a successful leader. I will conclude by choosing an appropriate
leadership style to achieve my professional goals.
Leadership strengths:
Among the leadership strengths I have pointed out that I am capable to see different areas of
agreement among different reasons. This refers to my strength about accepting diversity in the
workplace. This is understood from my University studies and other team working projects. I
have the strength to accept the things as it is and want to listen from other people about a
situation. this makes me great listener which is the first and foremost requirement of becoming a
communicator.
I have perfect knowledge how good Works and providing positive feedback to the person can
motivate them. this is my strength of motivating others by pointing out their positive aspects and
sharing my point of view.
I have the vision and hardworking capability to achieve the goals. I am futuristic and task
oriented therefore I can manage to see the outcome of my decision so that it does not Lead me to
any risk (Larsen et al., 2018).

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LEADERSHIP ASSESSMENT
As my acceptability strength is high therefore I can easily accept my barrier of knowledge or
limitation this allows me to learn more things and create a positive impact upon the person and
communicator.
I am capable to encourage people for sharing their knowledge to me as well as the other team
members so that a positive work culture is developed. this also in our them to share their point of
view regarding a situation or decision which ultimately alarm understand what exactly the
workplace needs.
Among the leadership strength that I have possessed is my knowledge of subject and thinking
before doing something (Laub, 2018). I analyse the situation then only make decisions so that
my decision do not have a negative impact on the workplace or my team members.
Finally my social skills can be my leadership strength that can allow me to develop a great
network of people and employ them in achieving organisational goals.
Matching strengths with leadership roles:
Firstly my communication skill and listening perspective can allow me to become a successful
leader who support knowledge sharing among the team members through proper communication
system.
Secondly I allow people to share their point of you for making any decision and employee my
analytical skill to understand the Vibe off the condition. as I am a positive thinker and an
analytical person, I can effectively indulge my human workforce in the decision making process
(Turnnidge & Côté, 2018).

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Thirdly I am hard worker and a good motivator this makes me an ideal among the employees
which is very important for a leader. a successful leader serves as a great idol and motivate them
to attain the most critical task to achieve.
Finally I have the strength to mix with people which is essential for a leader in current business
context.
Impact of the strengths on the preferred leadership styles:
By analysing the current business scenario I have found out that transformational
leadership style is the most appropriate in every situation in this type of leadership style the
leaders allow their subordinates in the decision making process bye gathering information and
feedback about the situation (Kim & Kim, 2017). this can allow the leaders to analyse one
particular situation from different points of view which often provides numerous path for solving
a critical condition. Referred leadership style is transformational leadership style because most of
the features of these leaders match with me and I am an open minded person to adapt with any
situation so that the risks from internal and external environment that bother business can be
solved. Effective communication style analytical decision making, proper networking and hard
work effective message for requirement of becoming a transformational leader that is effective
for motivating the employees in any situation.
Justification of the chosen leadership style
Transformational leadership is a Theory where the leaders worked with the teams and
identify needed changes by creating a vision for guiding the change through inspiration as well
as execution of the changes with committed members of group are made possible by the
transformational leaders. According to this readership theory transformational leadership service

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for enhancing motivation and job performances of the employees through variety of techniques
(Sun & Henderson, 2017). this can include connection of the sense of Identity of the employees
and self for rejecting and collecting identity of the organisation. As the leaders here are the role
models of the subordinates and inspire them to raise interest in their project. Transformational
leaders perform different behaviour which are referred to as the four ‘I’s. According to this
Theory of transformational leadership relates to five important factors depending upon big five
personality traits. In this respect neuroticism is low. It is an anxiety related to productivity. For
transformational leadership, extraversion is the highest of all levels. Extraversion is an
inspirational trait exhibited in the transitional leadership that relates to the expression of the self
and supportive of communication (Diebig, Poethke & Rowold, 2017). Openness is high that
helps in the mixing with the employees so also the agreeableness. This enhances the
compatibility among the leaders and followers. It is the conscientiousness which enables the
leaders to have a strong sense of direction and motivate the leaders to be following their path
effectively. This leadership style is the most effective of all because it eventually leads people to
fit with the conditions and maintain a great combination as well as employee engagement. This
particular leadership style has been chosen by me because it has a competitive role to play for
gaining advantage for the organisation. All of these factors are supportive for my strength and I
can effectively gain success for becoming a transformational leader by achieving professional
goals.
Conclusion:
It can be concluded that leadership assessment tool is an effective technique for identifying
personal strengths and weaknesses. This tool helps in understanding particular aspects which can
be properly utilised to gain leadership skills. In this regard transformational leadership style has

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been detailed so that my personal strength can a line with this particular leadership style and
make me more efficient in analysing the situation and then making decision. It is essential for me
to understand the aspects particularly serving me as a leader so that I can effectively use them in
the future.

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References:
Diebig, M., Poethke, U., & Rowold, J. (2017). Leader strain and follower burnout: Exploring the
role of transformational leadership behaviour. German Journal of Human Resource
Management, 31(4), 329-348.
Kim, H., & Kim, T. (2017). Emotional intelligence and transformational leadership: A review of
empirical studies. Human Resource Development Review, 16(4), 377-393.
Larsen, T., Beier-Holgersen, R., Meelby, J., Dieckmann, P., & Østergaard, D. (2018). A search
for training of practising leadership in emergency medicine: A systematic
review. Heliyon, 4(11), e00968.
Laub, J. (2018). Model Building for Servant Leadership: 1991–2016. In Leveraging the Power
of Servant Leadership (pp. 113-133). Palgrave Macmillan, Cham.
Sun, R., & Henderson, A. C. (2017). Transformational leadership and organizational processes:
Influencing public performance. Public Administration Review, 77(4), 554-565.
Turnnidge, J., & Côté, J. (2018). Applying transformational leadership theory to coaching
research in youth sport: A systematic literature review. International Journal of Sport
and Exercise Psychology, 16(3), 327-342.