Leadership and Self-Analysis Reflective Essay: System04104

This reflective essay delves into the concept of leadership through self-analysis. The author, drawing upon personal experiences and observations, explores their leadership style, strengths, and weaknesses. The essay utilizes several assessment tools, including the Johari Window model, DISC theory, and MBTI test, to gain a deeper understanding of their personality traits and behaviors. The analysis highlights the importance of self-awareness, effective communication, and conflict management in an organizational setting. The author reflects on instances where their leadership skills were tested, discussing both successes and failures, and identifies areas for improvement, such as managing emotions and adapting to diverse workforces. The essay concludes with a summary of the author's personality traits and a plan for continued personal and professional development, emphasizing the significance of patience, emotional control, and ethical conduct for effective leadership.

Running Head: Leadership
Personal Leadership
Reflective Essay
System04104
8/22/2019

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Introduction
Leadership refers to the set of skills that enable a person to direct an individual or group of
people towards a set goal or objective (Anderson and Sun, 2017). When I was in primary
school, I realized the importance of a leader when I was selected as a player in my school
football team. As a captain of the team, I was responsible to make liaison between the team
players and the coach of the team who was a teacher. A leader always sets a standard for
other people and inspires others for the goal or objective. As a leader of the team, I feel that I
am a responsible person who manages the situation very well and can coordinate people for
the mutual goals. I have found that I am friendly in nature who can establish a great
relationship with other people. As a leader, a person must focus on establishing a sound
relationship with other people and should have effective communication skills to convey or
direct the people in a right direction (Lu and Hsiao, 2010). As per my opinion, self-awareness
and having a positive self-behaviour is the key of effective leadership. As per my own
findings in my personality, I have found that I am more responsible person and understand
my obligations and duties towards my job.
Analysis of Self-leadership style under Johari Window Model
The Johari window model used four analysed the personality of individual under the four
quadrants. This model is generally used to analyse the individual perception on others. The
four quadrants in this model are as follow:

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(Source: Asrar-ul-Haq and Kuchinke, 2016)
The first quadrant of this model shows the attitude, behaviour, feelings, or skills of
individual. According to this model, I am a calm person and can easily trust on people. I
always prefer my responsibility as first the priority and I am more responsible person. These
skills help a leader to establish good relationship with people (McAdams and Olson, 2010).
As per the second quadrant, this shows the behaviour of myself which is unknown for me but
known by others. One of my friends Mr A told me that I am more dedicated towards my
goals and I have hunger to achieve the success as early as possible. This was really unknown
for me because I do not know about these things. The third quadrant shows those formations,
which is known for me but unknown for others. When I was team leader of my school
football team, I always prefer to be punctual. I love to accomplish the work or goals within
the time and I used all the strategies for achieving the goals. However, my hunger of success
sometimes converted in hopelessness when I failed to achieve the goals within the set
parameters. This is really a challenge for me because hopelessness never helpful for a leader
and for his leadership practices. The fourth area or quadrant of Johari window is called
unknown area that displays that information which is unknown for me and for others as well
(Bullock, 2010). However, when I lead the team in my school days then found that
sometimes I am irritated with failure. I always prefer to be stay cool and calm but when I
failed to get success, I will be worried about my objectives and goals. I found this skill when
I lead my football team in school and college.
When I analysed my personality under the DISC model then I found that I am a trustworthy
and very familiar with people. I love to listening problems of other people and suggest those
people better ideas and solution to fight with the problem. The DISC theory is based on
Marston’s DISC theory (Ozga, 2010). However, I found that I am cultural in nature and give
more values to ethical and moral things in my life. I always prefer to those people who are
honest and trustworthy in nature. For example, when I was working in a famous multinational
company, I was dealing with different group of people. A person who was working under me
was more irresponsible and liar person. However, I asked them few times to focus on their
work and duties and do not avoid his responsibility. However, that person was failed to do so.
I have to make balance in the teamwork so I cried over him one day for his lying and
dishonest behaviour. However, this shows my rudeness towards the dishonesty and lying
nature of people. When I recall those memories, that incident and my behaviour totally
surprised me because I am very calm person but the dishonesty and poor approach of that

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person force me to lose my control on my emotions and raise my voice for his poor behaviour
and unethical practices. Although the sometime people have to adopt the rude behaviour to
force the people and divert them towards the goal but this style of leadership sometimes harm
the personality of person as well (Yahaya, R. and Ebrahim, 2016).
Another incident when I was failed to manage the conflict situation was raised when I face
problems in dealing with a diverse workforce. This was the incident when I had to prepare a
group assignment with five people having different culture and habits. One of my friends
named Alexander, who was more comfortable to work in late night while other four were
comfortable in day work to prepare that particular assignment. The challenge was for me to
make a balance between the team members and coordinate them according to the assignment
requirement. Here I need to talk with the Alexander to co-operate the group member and
work with other members to accomplish the work but I was failed to influence him because
of his rigid approach. This incident shows my failure to influence people in right direction
especially in a situation of adverse conditions. A leader must have qualities to stay calm and
cool in tough situations as well (Rawat, Rawat, Sheikh, and Kotwal, 2019). However, that
with cool and calm behaviour forcing people with strict voice to follow the rule and
regulations is also necessary for a people to become a good leader. Although I always try to
control my behaviour during the team meeting or meeting with my friends but I need to work
about my approach of dealing others with some key leadership skills.
The MBIT test helped me to find out some hidden personality traits in personality. The MBIT
test analysed the personality of a person on four principles called Extraversion, Intuition,
Feelings, and Judgement (Arnold, Connelly, Walsh, and MartinGinis, 2015). Extraversion
shows that I love to connect with others and establish a strong relationship with people in
early stage of meetings. Intuition shows that I always prefer modern approach of thinking. I
believe in innovative style of decision-making. Feelings show the I am more trustful and give
respect to other‘s feeling and emotional. Judgement shows that I love to expose my choices.
From the above analysis, I found that sometimes I lost my calm and cool behaviour when I
face dishonest behaviour or lie of people. However, I found that I became hopeless when I
face failure. This is most surprising traits about my personality. The above analysis shows
some of the surprising behaviour of me, which was earlier unknown to me. However, I found
some strengths and weakness about my personality after the above study about my
personality.

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Strength: I am more loyal, trustworthy, and hardworking and committed towards my goal. I
love to make friends and can easily involve with people and establish good relationship. I
never created any negative perception about the people and I have positive emotional
stability.
Weakness: Sometimes I feel hopeless when I face failure in my work. Failure creates fear in
me and that also change my behaviour. The anther thing that is crucial for a leader to adopt
changes and avoid angry behaviour when the leader faces any unethical or immoral
behaviour of people (Saleem, 2015). I need to stay calm and cool even in adverse situation,
which is a true character of an authentic leader.
After analysing all these models and study of my own leadership personality, I have found
that I am more helpful and cooperative person but sometimes I become helpless when I have
to face failure in my goals or target. After assessing my personality with different personality
development tools, I have discover some hidden and surprising traits about my personality
such as goal oriented and committed (positive behaviour) and hopeless and desperation of
getting success as early as possible (negative aspects). However, I understand people and
their feelings and always try to resolve their issue in quick time but it also shows my
desperation of getting success in quick time. I need to work on my patience level. However,
this is not a permanent issue with my personality but if I will work on my attitudes and focus
to concentrate on my gaols, I can avoid negative traits from my personality. For concentration
and control my emotions, I will do yoga and exercise that will help me to control my
emotions in future.

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References
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a new ‘full‐range’theory. International Journal of Management Reviews, 19(1), pp.76-96.
Arnold, K.A., Connelly, C.E., Walsh, M.M. and MartinGinis, K.A. (2015) Leadership styles,
emotion regulation, and burnout. Journal of Occupational Health Psychology, 20(4), p.481.
Asrar-ul-Haq, M. and Kuchinke, K.P. (2016) Impact of leadership styles on employees’
attitude towards their leader and performance: Empirical evidence from Pakistani
banks. Future Business Journal, 2(1), pp.54-64.
Bullock, D. (2010). Learner self-assessment: An investigation into teachers’ beliefs. ELT
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Lu, H.P. and Hsiao, K.L. (2010) the influence of extro/introversion on the intention to pay for
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McAdams, D.P. and Olson, B.D. (2010). Personality development: Continuity and change
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Ozga, J. (2010) Governing education through data in England: From regulation to self‐
evaluation. Journal of education policy, 24(2), pp. pp. 149-162.
Rawat, P.S., Rawat, S.K., Sheikh, A. and Kotwal, A. (2019) Women Organization
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Industrial Relations, 54(3).
Saleem, H. (2015) The impact of leadership styles on job satisfaction and mediating role of
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Yahaya, R. and Ebrahim, F. (2016) Leadership styles and organizational commitment:
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