Self-Reflection on Leadership Skills and Qualities

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REFLECTIVE ESSAY

Table of Contents
Introduction................................................................................................................................................................. 3
GIBB’s Reflective Model.......................................................................................................................................... 4
360-degree feedback................................................................................................................................................ 6
Feedback........................................................................................................................................................................ 8
Questionnaire Analysis......................................................................................................................................... 10
Conclusion.................................................................................................................................................................. 11
References.................................................................................................................................................................. 12
Appendix..................................................................................................................................................................... 14

Introduction
The assignment is based on the self-reflection which will give based on the leadership
styles which is being practiced by me in the organization. The reflection of the leadership
style will be done with the help of the 360-degree appraisal method, Gibbs reflection
model, questionnaire, feedback form, etc. with the help of this the self -reflection of the
leadership quality that I have will be analyzed by the peer, superior and subordinates. All
together will give detailed information about the leadership quality that I possess.

GIBB’s Reflective Model
This cycle was given by Graham Gibbs in 1988 and it enables the person to give self-
reflection about the whole experience of the learning process. There is various type of
leadership styles available in the management which is used by the managers and the
superiors to lead a team and to carry out the work from the employees (Husebø et al.,
2015). The leadership styles like autocratic style, democratic leadership style, bureaucratic
leadership, etc. This particular model will help me to assess the type of leadership that I
have learned and developed in the whole learning process. The following is the self-
reflection which is explained with the help of Gibb's reflective cycle:
Figure1: Gibb’s Reflective Cycle
Source: Waltz, 2019
Description: In the process of working in the team in the very initial stage I observed that
all the team members were very much hesitant and were not able to communicate or
interact with each other (Potter, 2015). During this process, I initiated the interaction with

other team members this resulted in an ice-breaking for every team member and slowly
gradually they started to talk to each other. In the later stage, everyone was asking me to
take other initiative steps.
Feelings: The whole procedure of working in the team has given immense confidence in
me. I started to feel that I have the leadership quality in me which I have never given
attention because of the lack of opportunity (Bassot, 2016). The attention of all the team
members and my impression on the manager was very positive which made me very much
confident.
Evaluation: During the evaluation of the whole learning experience I understood that I
have developed decision-making skills, communication skills, foresightedness, leadership
skills. I gave enough space to all the team members to work in their style and manner. This
gave a certain level of liberty to them so that they can work effectively and in a productive
manner (Husebø et al., 2015). Further, in the evaluation process, I analyzed that all the
team members were very much comfortable in the way I was working and interacting with
them which resulted in timely completion of the task.
Conclusion: From the above evaluation it can be concluded that in the whole learning
process of working in the team, I developed a democratic leadership style. This enabled the
team to work effectively in a productive manner (Smith and Roberts, 2015). I have
observed that I have a democratic type of leadership quality and persona leadership style
which is much more flexible as compared to other styles of leadership style.
Action: Shortly if I got an opportunity to work in a team then I will make sure that I use my
leadership skills, communication skills, and personal leadership style. This will help the
team to complete the task on time and along with this, I will be able to develop my
leadership ability for the future (Husebø et al., 2015). This leadership quality will be
applied by me in another task of teamwork with more productivity and accuracy to get the
work done on time and with full efficiency.

360-degree feedback
360-degree feedback is a process where employees get feedback from their subordinates
who are working with them. In 360-degree feedback employees, Managers, Peers, and
subordinates all give their reviews.
360-degree feedback for leaders is reviewing the skills, working styles, influencing the
power of a leader is judged. The leader gets reviews from all their subordinates and this
review helps the leader in improving their performance (Campion et al., 2015). 360-degree
feedback is important for the leader as it helps in knowing the pros and cons of his
leadership skills. Assessment of leader helps in improving the qualities of a leader and
make 360-degree leader who always helps their subordinates and gives solutions to their
problem in every situation. Implementing this 360-degree assessment directly benefit the
organization as well as a leader as this evaluation helps in increasing personal and
professional skills of the leader.
360-degree feedback from Peer: Peers are satisfied with their leader as a leader always
gives new ideas in a difficult situation and always willing to take a risk and accept
challenges. But sometimes according to peer leader overthink in some situation and that
disturb employee. According to peers leader always encourage, respect, successful in giving
work-life balance to their employees and is an honest leader (Markham et al., 2015). But
sometimes leaders take undue advantage of others sincerity towards work. On the other
hand, the leader is having good communication skills and therefore employees listen to
them and respond to them properly. Skills that a leader need to improve is grievance
handling.
360-degree feedback from Senior: 360-degree feedback from seniors is different from
the feedback of peers. Seniors know the strength and weakness of a leader and accordingly
they judge their performance, Seniors judges the quality of leader based on performance
and completion of the task. To assess the leader seniors sometimes ask juniors how a

leader behaves with them, guide them and help them in a difficult situation (Gregory et al.,
2017). In 360 degree assessment from leader it is found that leader is good in handling
employee management, he at his level try to avoid negativity from others, works with
sincerity with his team, having good communication with his team members, always works
with responsibility and complete projects of company on time , he gives respect to his team
members and motivate his team in case their morale goes down during work and avoid
biasness with his team members (Gregory et al., 2017). Skills that a leader need to improve
and work upon is grievance handling.
360-degree feedback helps improve qualities and overcome the deficiency in leaders'
behavior. This feedback helps implement changes in the behavior and skills of the leader
and reviews that the leader gets from 360-degree feedback from peers and seniors is
constructive. Feedback is always kept confidential to get clear and individual reviews from
everyone (Karkoulian et al., 2016). The questionnaire is designed and everyone is asked to
fill that questionnaire individually and that overall process of 360-degree feedback of
leader is kept confidential and reviews are discussed with the leader to let them know the
real situation.

Feedback
This part of the work covers the feedback from the peers about my leadership skills and
abilities. For the overall assessment of my skills, I have prepared this feedback from for my
peers. Their reviews are very crucial for me like this we help me in improving my skills
further. The leadership style I use is democratic and I believe in equal participation of co-
workers in decision making.
The feedback form included the assessment of communication skills as I have asked my
peers to reveal their views on how good I am in dealing with my patients. The response
was very positive and they said that I can listen patiently to their problems. I use my
empathetic aptitude well in understanding their problems. While dealing with patients
addressing the concerns of their family members is also important and according to my
peers I communicate well with them (Ross-Hellauer, 2017).
This profession is full of challenges and at times we have to deal with challenging
situations. According to my peers, I am an emotionally intelligent person and capable
enough to keep myself calm and my emotions under control during the adverse situation.
My emotional strength is one of the strongest quality.
My co-workers or services users value my democratic way of dealing with patients. As per
them I always try to address their concerns. I always provide them with equal opportunity
to put their points openly, express their problems easily. This ability of mine creates a bond
and trust between us. It helps me to work effectively and their trust helps them to recover
fast (Donnelly et al., 2018).
In every profession, time management is crucial and in my profession, it is very important
to manage tasks effectively and as per the need of the situation. I always try to perform my
duties by keeping in mind the needs of the patients. I focus more on the person-centric
approach of treating people rather than focusing on personal interests.
Though, I can communicate well with my peers. I also coordinate well with them. But at
times it becomes a bit difficult for me to work effectively in a team with my team members.

This is highlighted by my team members and peers. They asked to improvise my
coordination skills further. For that, they ask me to observe the needs of team members.
But my peers also felt that the best quality is that I am very helpful at times. This quality of
mine persuades them to work with me. I have also asked them to evaluate my learning
skills and the way I execute new things. My ability to learn new skills are according to them
is positive. They feel that I can understand things very fast and also able to execute new
tasks effectively. This shows that my analytical ability and learning is effective. It matches
the needs of my work. So, the assessment by peers was mostly positive and honest. It will
help in improvising my negative areas (Moore et al., 2018).

Questionnaire Analysis
The scores obtained out of 10 which show my leadership skill according to my employees.
Employees believe that I have good decision-making skill which I work hard on as I
understand situations and make decisions accordingly and provide the reason for making
that decision. Also sharing information and answer team queries is my plus point according
to my employees (Smith and Roberts, 2015). I give responsibilities to the individuals that
provided themselves and encourage them to work with me. Employees say that I decide
standards and get feedback from them which are very good and in changing conditions I
gather ideas from my team to handle the change effectively.
In context to mistakes and errors, I provide better suggestions and ask people that what
should do and adopt particular strategies if the problem rises again which gave them a lot
of confidence. According to the survey, the employee says that my risk-taking ability is very
good and I develop a contingency plan to handle the risk very well. My attitude towards
conflicts is very simple according to my team as I try to prevent conflicts initially and when
it occurs I try to sort out it quickly (Husebø et al., 2015). I keep calm because I know that I
resolve any conflicts in my team and encourage them to work as a team.
I provide very good suggestions about development opportunity and ask my team and have
their say about development opportunities as what they think and decide mutually which
significantly boost their motivation level and productivity that help in development
opportunity and communicate them often to gain their views as well. According to my
team, I available for the team in many cases and try to available for them all the time to
help and guide them through (Waltz, 2019). Through the questionnaire survey, I found out
that I have good leadership skills that help the team to achieve a team goal that increases
productivity.

Conclusion
The assignment has discussed the self-reflection of me with the help of democratic
leadership style, 360-degree feedback, and questionnaire. This has enabled to understand
the type of leadership style I have developed in the whole learning experience of working
in a team. From the above reflective cycle and methods, it found that I have developed
personal leadership and democratic leadership style (Smith and Roberts, 2015). This has
helped the team to interact with each other and to understand the different working styles
of the other team members.

References
Bassot, B., 2016. The reflective journal. Macmillan International Higher Education.
Campion, M.C., Campion, E.D., and Campion, M.A., 2015. Improvements in performance
management through the use of 360 feedback. Industrial and Organizational Psychology,
8(1), pp.85-93.
Donnelly, L.F., Larson, D.B., III, R.E.H. and Kruskal, J.B., 2018. Practical suggestions on how
to move from peer review to peer learning. American Journal of Roentgenology, 210(3),
pp.578-582.
Gregory, P.J., Robbins, B., Schwaitzberg, S.D. and Harmon, L., 2017. Leadership development
in a professional medical society using 360-degree survey feedback to assess emotional
intelligence. Surgical endoscopy, 31(9), pp.3565-3573.
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.
Karkoulian, S., Assaker, G. and Hallak, R., 2016. An empirical study of 360-degree feedback,
organizational justice, and firm sustainability. Journal of business research, 69(5), pp.1862-
1867.
Markham, S.E., Markham, I.S. and Smith, J.W., 2015. At the crux of dyadic leadership: Self–
other agreement of leaders and direct reports—Analyzing 360-degree feedback. The
Leadership Quarterly, 26(6), pp.958-977.
Moore, P.M., Rivera, S., Bravo Soto, G.A., Olivares, C. and Lawrie, T.A., 2018. Communication‐
skills training for healthcare professionals working with people who have cancer. Cochrane
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