Personal Assessments and Strengths

            Question 1

            After finding out my top five strengths I was not surprised by the results.  This is because the strengths categories described the person that I am full.  The results did not surprise me mostly not because I understood my strengths but because I found that I hold the capabilities as the results indicated. My top 5 results based on my strengths include focus, learner, responsibility, responsibility and consistency (Loomis, 2013).

            Question 2

            These traits are associated with my style of leadership.  This is because I believe that leadership requires the provision of directions, plans development, plans implementation and motivating individuals. My leadership styles involved being an afflictive leader and a democratic one. This is because I do not believe in authority as it creates pressure among individual thus breaking the bond that would create a belonging sensation.  Being an afflictive leader helps in creating sensational bonds between the leader and the employees thus generating a belonging sensation. This additionally helps in providing direction to individuals (Bonnici, 2011).  Democratic leadership helps in ensuring that the employees are fully involved in decision-making programs. This helps in increasing performance as the modes of achieving things is developed in democratic platforms.

            Question 3

            The role of an administrator is to guarantee that stuffs are completed in the precise mode whereas a leader guarantees that the precise effects are completed.  Managers are therefore the major facilitators of the success of their employees as they work to ensure that individuals have everything that they require in order to be successful and productive.  My strengths are related to the roles that I hope to perform as a manager because I have to ensure that teams are properly trained, holds minimal performance blocks and that they are happy (Gallup, 2013).  This can only be achieving through consistency and responsibility.  Manager Managers a corporation not based on titles but the strengths that he or she holds (Bose, 2013).  The best manager allows consistently distinct leaders to come up and inspire the organization's teams.  A corporation influences the strengths of its employees and builds a stronger and an influential culture through accepting, understanding, delivering as well as rewarding its employees for the best performance.  This helps in identifying the weaknesses of the employees and establishing what can be done in order to ensure that strength is developed out of the weakness (Bose, 2013).  I need to work on the learner strength in order to gain the capability of learning my employee’s strengths and weaknesses and helping them to develop solutions.  I, therefore, need to be a patient individual’s as learning the personal traits of individuals may prove to be tiring.  Being flexible helps in adapting to different changes that may arise since the leadership world is evolving constantly (Bose, 2013). In these periods of changes, leaders are necessitated to change their course by establishing how the organization is supposed to survive and determining a fresh way of achieving the developed goals.

Question 4

Responsibility is the other traits I need to work on.  A responsible leader must possess the ability to care for the employees as well as good communication.  Several individuals are good orators, however, delivering a good speech is not all that is necessitated from a leader.  This is because individuals may deliver good gaming talk but at the end they deliver nothing.  A leader who holds great communication is that leader who shares their thoughts with the employees by demonstrating the individual character and their strengths through communication (Iqbal, 2011).  This helps in empowering the organization’s employees by defining the objectives of the business and demonstrating how the organization can get there.  This requires courage and the tenacity of not succumbing to business pressure.  Doing all this at the same period helps one in becoming a real and a successful leader (Iqbal, 2011).  These traits differ from the traits I necessitate to utilize as a manager. This is because despite being a responsible manager one is necessitates to be a participative person.  This is by ensuring that interaction is fully created amid the employees and the management.  A manager is involved in organizing, leading, controlling as well as planning which requires commitment and determination.

Question 5

The four traits that I anticipate to utilize most in school as well as in my future career are, learning, responsibility, focus as well as consistency.  In order to get things done in the right way, directions must always be developed. This involves developing and implementing plans of achieving the stated goals.  By utilizing focus I will ensure that the path to achieving certain goals in school as well as in my future career is maintained.  Consistency implies sticking to the stated and developed plans without fail this helps in increasing one's understanding. Additionally, this helps in adapting to changes quickly as businesses are characterized by rapid changes (Iqbal, 2011).  Responsibility is mostly required in improving production as well as becoming a successful leader.  In my future career, I will be a responsible person in order to ensure that I become a motivation to others. This is by ensuring that I hold good communication skills.  This will be useful in bonds creation between me and other employees that creating an opportunity for development.

            Reflection

Bonnici, C. A. (2011). Creating a successful leadership style: Principles of personal strategic planning. Lanham: Rowman & Littlefield Education.

Bose, C. (2013). Principles of management and administration. Place of publication not identified: Prentice-Hall Of India.

Gallup S. (2013). Strategic – Learning About Your Innate Talents From  Gallup’s Clifton Strengthsfinder. Retrived From https://www.youtube.com/watch?v=7sWM36m3d48&list=PLxDaK7wIyw9609RQuIcVwcCtJ6j17hmO4&index=1

            Iqbal, T. (2011). The impact of leadership styles on organizational effectiveness: Analytical study of selected organizations in IT sector in Karachi. Munich: Grin Verlag.

Loomis T. (2013). Start Here- An Overview of The Strengths Finder Movement. Retrieved From https://www.youtube.com/watch?v=50J8DYo7r44&list=PLhYBLDN6sURWX7h8IdebX2CYyR9QwqoDX