MGT601 - Dynamic Leadership: StrengthsFinder Self-Reflection Report

This report presents a self-reflective analysis of a student's Gallup StrengthsFinder results, conducted as part of the MGT601 Dynamic Leadership course. The student's top five strengths, as identified by the assessment, are Learner, Responsibility, Relator, Restorative, and Achiever. The report details each strength, providing insights into the student's natural tendencies and behaviors. The student reflects on the accuracy of the results, particularly the ranking of the strengths, and discusses the implications of these strengths for their leadership approach, including how they can leverage their strengths, such as the Relator quality, to become a people-oriented leader. The report also references relevant literature and includes the student's StrengthsFinder results as an appendix.

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

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Conceptual Framework and Significance of Gallup Strengths Finder:
Clifton StrengthsFinder by Gallup is a process of assessment of behavior which is
utilized by employers so that they can identify their unique strengths and other traits. The traits
of strength that Gallup Assessment shows are primarily a combination of skills, knowledge and
talents. When these strengths are implemented appropriately, it would instigate improvement in
the personal and professional life of the worker (Rigoni & Asplund, 2017). When an individual
participates in the test, they would get results in the form of his/her top five strengths in their
personality. This result would help the individual to get to know about their strengths and it also
allows them to be in a better position where they are able to self assess their strengths and then
apply for a job which requires such strengths.
Results:
Appendix, Figure 1 shows the result of my Gallup StrengthsFinder and according to the
result, five strengths in my personality traits are revealed which are showed in a rank-wise
manner. The top rank showed that being a Learner is my biggest strength; thus it shows that I
have the quality of being able to think strategically with an immense desire to learn and a desire
of improving myself constantly (Biswas-Diener, Kashdan & Lyubchik, 2017). The trait that was
shown in the second position is the quality of Responsibility; this means that I have the
capability of taking psychological ownership of what I have said and then I will execute
whatever has been said by me. Responsibility as a strength shows that I have values of loyalty
and I am an honest person. The third rank in the test is held by Relator; which shows that being
able to work and bond with other people who advice me what I want to achieve in life, is my
strength (Flade & Elliot, 2015). This also means that I avoid doing anything that would drive any

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kind of wedge between me and my companions. The fourth quality of strength is that of being
Restorative which indicates that I am well at dealing with diverse issues by figuring out its root
and then resolve it (Sorenson, 2014). The final rank shows that I am an Achiever; which makes
me a person with great stamina and push myself until I reach the goal without quitting.
Initial Action:
The results were accurate in terms of recognizing my strength; however, the rank in
which the strengths were arranged bothered me. I believe that Achiever is a dominant trait of
strength in me and yet it is given the fifth place in terms of other qualities. As per the Relator
quality, I take it more as a nature of my personality than as strength, yet I believe that Achiever
should have been in the third rank rather than Relator.
Implications:
I am disappointed with the way my traits are arranged I the results, yet I have leaned one
thing that the quality of Relator can also be a strength which I am going to utilize in my field of
work; I think it would help me to be a people-oriented leader which is something I would prefer.

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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.

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Appendix:
Figure 1: Gallup StrengthsFinder Results