MGT601: Assessment 1 Part A - Self-Reflective Analysis Report

This report presents a self-reflective analysis of leadership qualities, based on the results of the Gallup StrengthsFinder psychometric test. The student identifies their top five characteristics: Competition, Achiever, Significance, Activator, and Harmony. The report details the student's initial reactions to the test results, highlighting both agreement and surprise regarding the identified strengths. The student reflects on the implications of these characteristics for their leadership journey, particularly in team activities and conflict resolution. The analysis emphasizes the importance of self-awareness in identifying and leveraging strengths for continuous leadership development. The assignment fulfills the requirements of MGT601, focusing on the student's personal leadership journey and building self-awareness through reflective practice. The references include key sources that support the analysis of the Gallup StrengthsFinder test and the student's leadership development.

Running head: REFLECTION
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Name of Student
Name of the University
Author Note

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TOC

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Introduction
Reflection helps in creating self-awareness and therefore helps in learning from the past
experiences by reflecting on the same. Leadership journey refers to the development of newer
skills and knowledge and acquiring the same for becoming a better leader and according to this
concept leadership is a journey rather than being a state. The main aim of the paper is to build
self-awareness buy analyzing the results of the Gallup’s strengths finder psychometric test.
Discussion
Description of results
The five main characteristics that are dominant in me according to the results of Gallups
psychometric test are- Competition, Achiever, Significance, Activator and Harmony (Smith,
Emerson & Schuldt, 2018). The characteristic of competition shows that people belonging to this
category have the tendency of comparing their progress with that of others and they thrive to win
in every event that they participate. These people have an influencing power that is influence a
broad audience both within and outside of the organization. The second characteristic is achiever
and people belonging to this category are hard workers and have a lot of stamina. These people
get satisfaction from their hard work and productivity (Figueredo et al., 2015). People who have
the characteristics of significance are the ones who crave attention of others and therefore want
to be recognized. The fourth characteristic is activator and the fifth is harmony.
Initial reaction to the results of the test
I was surprised with my results initially because I got a high score in competitiveness
which meant that I always compared my performance to other which I feel is incorrect because I

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believe in improving my own results than comparing it to others. According to the test I have got
am an achiever that means I am a hard worker and I agree to it because I work hard to achieve
my goals in life (Jarden & Jarden, 2017). Executing characteristics is one of the main
characteristics of achievers and it means that I know how to convert my ideas into reality. I have
the characteristics of significance which shows that I wish to be recognized by the team of which
I am a part. This is however not true always because I do not need the attention many times. I am
an activator according to the results and I agree and therefore I was not so shocked to have got a
high score in that and neither was I shocked to get a high score in relationship building.
Initial thoughts on the implications of the test results
The result of the test shows the existence of different characteristics and I can improve on
my strengths to make use of the same in future (Harms, 2017). For instance I have got a high
score in harmony which implies that I always try to reduce conflicts and achieve some agreement
these skills can be applied by me in team activities.
Conclusion
From the above discussion it can be concluded that self-awareness of the individual can
be improved by analyzing the results of the test. This helps the individual in identifying their
strengths and through self-awareness about the same an individual can develop the same.

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References
Figueredo, A. J., de Baca, T. C., Black, C. J., García, R. A., Fernandes, H. B. F., Wolf, P. S. A.,
& Anthony, M. (2015). Methodologically sound: Evaluating the psychometric approach to the
assessment of human life history [reply to]. Evolutionary Psychology, 13(2),
147470491501300202.
Harms, P. D. (2017). Gallup Strengths Finder. Encyclopedia of Personality and Individual
Differences, 1-3.
Jarden, A., & Jarden, R. (2017). Positive psychological assessment for the workplace. The Wiley
Blackwell Handbook of the Psychology of Positivity and Strengths‐Based Approaches at
Work, 415-437.
Smith, K. J., Emerson, D. J., & Schuldt, M. A. (2018). A demographic and psychometric
assessment of the Connor-Davidson resilience scale 10 (CD-RISC 10) with a US public
accounting sample. Journal of Accounting & Organizational Change, 14(4), 513-534.

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Appendix

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