leadership evaluation

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Purpose of Assignment

The purpose of this assignment is to provide students with an opportunity to reflect on their personal leadership styles at the beginning of the class, as a basis for class learning.

Assignment Steps

Resources: Mastering Leadership Self-Assessment

Take the Mastering Leadership Self-Assessment.

Create a 1,400-word analysis based on the assessment, text, video, and any other information you wish including:

  • Explain how you view your strengths and weaknesses, along with a development plan to address both.
  • Be specific, and explain your rationale based on the text and video, with cited evidence.

You will use this assignment as a reference for the assignments in Weeks 2-6. You will be required to take the Mastering Leadership Self-Assessment listed in the Resources.

Format your assignment consistent with APA guidelines.

Click the Assignment Files tab to submit your assignment.

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Angela Bigsby The Leadership Circle Self Assessment Report 2018-09-25 The Leadership Circle Self Assessment Report Angela Bigsby 2018-09-25 Average Response on a 5 - Point Scale Self Evaluations Evaluators Boss's Boss Boss Peers Direct Reports Other Relating 4.28 - - - - - - Self-Awareness 3.83 - - - - - - Authenticity 4.17 - - - - - - Systems Awareness 3.62 - - - - - - Achieving 3.94 - - - - - - Controlling 2.73 - - - - - - Protecting 2.17 - - - - - - Complying 2.25 - - - - - - Leadership Effectiveness 2.95 - - - - - - 1 0 0 0 0 0 0 Number of Assessors © The Leadership Circle 2018 Angela Bigsby page 2 The Leadership Circle Self Assessment Report Angela Bigsby 2018-09-25 Percentile Scores: Comparison to the Norm Group Self Evaluations Evaluators Boss's Boss Boss Peers Direct Reports Other Relating 79 % - - - - - - Self-Awareness 52 % - - - - - - Authenticity 53 % - - - - - - Systems Awareness 39 % - - - - - - Achieving 49 % - - - - - - Controlling 61 % - - - - - - Protecting 49 % - - - - - - Complying 45 % - - - - - - Reactive-Creative Scale 54 % - - - - - - Relationship-Task Balance 34 % - - - - - - Leadership Potential Utilization 49 % - - - - - - Leadership Effectiveness 10 % - - - - - - 1 0 0 0 0 0 0 Number of Assessors © The Leadership Circle 2018 Angela Bigsby page 3 THE LEADERSHIP CIRCLE SELF ASSESSMENT RESULTS Creative Dimensions Angela Bigsby 2018-09-25 Relating Average Response Caring Connection Average Response Fosters Team Play Average Response Collaborator Average Response Mentoring & Developing Average Response Interpersonal Intelligence Average Response Self-Awareness Average Response Selfless Leader Average Response Balance Average Response Composure Average Response Personal Learner Average Response Authenticity Average Response Integrity Average Response Courageous Authenticity Average Response © The Leadership Circle 2018 Self Evaluations Evaluators Boss's Boss Boss Peers Direct Reports Other 1 0 0 0 0 0 0 79 % - - - - - - 4.28 - - - - - - 75 % - - - - - - 4.32 - - - - - - 72 % - - - - - - 4.33 - - - - - - 57 % - - - - - - 4.02 - - - - - - 76 % - - - - - - 4.35 - - - - - - 85 % - - - - - - 4.36 - - - - - - 52 % - - - - - - 3.83 - - - - - - 14 % - - - - - - 3.27 - - - - - - 94 % - - - - - - 4.50 - - - - - - 79 % - - - - - - 4.39 - - - - - - 8% - - - - - - 3.48 - - - - - - 53 % - - - - - - 4.17 - - - - - - 45 % - - - - - - 4.19 - - - - - - 66 % - - - - - - 4.14 - - - - - - Angela Bigsby page 4 Questions Related to Each Dimension Creative Dimensions Relating Caring Connection I connect deeply with others. I form warm and caring relationships. I am compassionate. Fosters Team Play I create a positive climate that supports people doing their best. I share leadership. I promote high levels of teamwork through my leadership style. Collaborator I negotiate for the best interest of both parties. I work to find common ground. I create common ground for agreement. Mentoring & Developing I help direct reports create development plans. I help people learn, improve, and change. I provide feedback focused on professional growth. I am a people builder/developer. Interpersonal Intelligence I display a high degree of skill in resolving conflict. I take responsibility for my part of relationship problems. I directly address issues that get in the way of team performance. I listen openly to criticism and ask questions to further understand. In a conflict, I accurately restate the opinions of others. Self-Awareness Selfless Leader I act with humility. I get the job done with no need to attract attention to myself. I lead in ways that others say, 'we did it ourselves.' I am relatively uninterested in personal credit. I take forthright action without needing recognition. Balance I find enough time for personal reflection. I balance work and personal life. Composure I am composed under pressure. I handle stress and pressure very well. I am a calming influence in difficult situations. Personal Learner I personally search for meaning. I investigate the deeper reality that lies behind events/circumstances. I learn from mistakes. I examine the assumptions that lay behind my actions. Authenticity Integrity I lead in a manner that is completely aligned with my values. I exhibit personal behavior consistent with my values. I hold to my values during good and bad times. Courageous Authenticity I speak directly even on controversial issues. I am courageous in meetings. I surface the issues others are reluctant to talk about. © The Leadership Circle 2018 Angela Bigsby page 5 THE LEADERSHIP CIRCLE SELF ASSESSMENT RESULTS Creative Dimensions (Continued) Angela Bigsby 2018-09-25 Self Evaluations Evaluators Boss's Boss Boss Peers Direct Reports Other 1 0 0 0 0 0 0 Systems Awareness 39 % - - - - - - Average Response 3.62 - - - - - - Community Concern 33 % - - - - - - Average Response 3.38 - - - - - - 52 % - - - - - - 3.99 - - - - - - 33 % - - - - - - 3.50 - - - - - - 49 % - - - - - - 3.94 - - - - - - 19 % - - - - - - 3.50 - - - - - - 79 % - - - - - - 4.26 - - - - - - 79 % - - - - - - 4.50 - - - - - - 66 % - - - - - - 4.32 - - - - - - Sustainable Productivity Average Response Systems Thinker Average Response Achieving Average Response Strategic Focus Average Response Purposeful & Visionary Average Response Achieves Results Average Response Decisiveness Average Response © The Leadership Circle 2018 Angela Bigsby page 6 Questions Related to Each Dimension Creative Dimensions (Continued) Systems Awareness Community Concern I attend to the long-term impact of strategic decisions on the community. I balance community welfare with short-term profitability. I live an ethic of service to others and the world. I stress the role of the organization as corporate citizen. I create vision that goes beyond the organization to include making a positive impact on the world. Sustainable Productivity I balance 'bottom line' results with other organizational goals. I balance short-term results with long-term organizational health. I allocate resources appropriately so as not to use people up. Systems Thinker I redesign the system to solve multiple problems simultaneously. I evolve organizational systems until they produce envisioned results. I reduce activities that waste resources. Achieving Strategic Focus I have a firm grasp of the market place dynamics. I provide strategic direction that is thoroughly thought through. I focus in quickly on the key issues. I accurately anticipate future consequences to current action. I see the integration between all parts of the system. I establish a strategic direction that helps the organization to thrive. I stay abreast of trends in the external environment that could impact the business currently and in the future. I integrate multiple streams of information into a coherent strategy. I am a gifted strategist. Purposeful & Visionary I articulate a vision that creates alignment within the organization. I live and work with a deep sense of purpose. I communicate a compelling vision. I am a good role model for the vision I espouse. I provide strategic vision for the organization. I inspire others with vision. Achieves Results I pursue results with drive and energy. I strive for continuous improvement. I am proficient at achieving high quality results on key initiatives. I am quick to seize opportunities upon noticing them. Decisiveness I make the tough decisions when required. I am an efficient decision maker. I make decisions in a timely manner. © The Leadership Circle 2018 Angela Bigsby page 7 THE LEADERSHIP CIRCLE SELF ASSESSMENT RESULTS Reactive Dimensions Angela Bigsby 2018-09-25 Controlling Average Response Perfect Average Response Driven Average Response Ambition Average Response Autocratic Average Response Protecting Average Response Arrogance Average Response Critical Average Response Distance Average Response Complying Average Response Passive Average Response Belonging Average Response Pleasing Average Response Conservative Average Response © The Leadership Circle 2018 Self Evaluations Evaluators Boss's Boss Boss Peers Direct Reports Other 1 0 0 0 0 0 0 61 % - - - - - - 2.73 - - - - - - 16 % - - - - - - 2.73 - - - - - - 81 % - - - - - - 4.14 - - - - - - 76 % - - - - - - 3.34 - - - - - - 52 % - - - - - - 2.38 - - - - - - 49 % - - - - - - 2.17 - - - - - - 78 % - - - - - - 2.68 - - - - - - 28 % - - - - - - 1.82 - - - - - - 43 % - - - - - - 2.07 - - - - - - 45 % - - - - - - 2.25 - - - - - - 12 % - - - - - - 1.35 - - - - - - 90 % - - - - - - 3.28 - - - - - - 47 % - - - - - - 2.96 - - - - - - 72 % - - - - - - 3.46 - - - - - - Angela Bigsby page 8 Questions Related to Each Dimension Reactive Dimensions Controlling Perfect I try to do everything perfectly well. I am critical of myself when things don’t go as well as expected. I believe average is definitely not good enough. I need to perform flawlessly. I am a perfectionist. I need to excel in every situation. I expect extremely high standards of others. Driven I drive myself excessively hard. I am a workaholic. I try too hard to be the best at everything I take on. I push myself too hard. Ambition I am aggressive. I believe to feel good, one must constantly move up. I believe winning is what really matters. I am excessively ambitious. Autocratic I have to get my own way. I tend to control others. I am domineering. I dictate rather than influence what others do. I pursue results at the expense of people. Protecting Arrogance I am self-centered. I have too big of an ego. I am arrogant. Critical I am sarcastic and/or cynical. I am critical. I hurt people's feelings. I put people down. Distance I am emotionally distant. I remain standoffish. I am hard to get to know. I am aloof. Complying Passive I am wishy-washy in decision making. I lack drive. I lack passion. I am passive. Belonging I am overly conservative. I work too hard for others’ acceptance. I adopt others’ points of view so as not to disappoint them. I play it too safe. I try too hard to conform to the group’s rules/norms. I try to please others by going along to get along. Pleasing I need to be accepted by others. I need to be admired by others. I worry about others' judgment. I need the approval of others. Conservative I am conservative. I follow conventional ways of doing things. I conform to rules. © The Leadership Circle 2018 Angela Bigsby page 9 Sorted by Self Percentile Sorted by Evaluator Percentile Self Percentile Evaluator Percentile Dimensions Balance Belonging Interpersonal Intelligence Driven Achieves Results Purposeful & Visionary Composure Arrogance Ambition Mentoring & Developing Caring Connection Conservative Fosters Team Play Decisiveness Courageous Authenticity Collaborator Autocratic Sustainable Productivity Pleasing Integrity Distance Systems Thinker Community Concern Critical Strategic Focus Perfect Selfless Leader Passive Personal Learner 94 % 90 % 85 % 81 % 79 % 79 % 79 % 78 % 76 % 76 % 75 % 72 % 72 % 66 % 66 % 57 % 52 % 52 % 47 % 45 % 43 % 33 % 33 % 28 % 19 % 16 % 14 % 12 % 8% - Summary Dimensions Relating Controlling Authenticity Self-Awareness Protecting Achieving Complying Systems Awareness 79 % 61 % 53 % 52 % 49 % 49 % 45 % 39 % - 54 % 49 % - 34 % 10 % - Angela Bigsby Summary Measures Reactive-Creative Scale Leadership Potential Utilization Relationship-Task Balance Leadership Effectiveness © The Leadership Circle 2018 Self Percentile Evaluator Percentile Dimensions Pleasing Conservative Passive Belonging Arrogance Distance Critical Perfect Ambition Driven Autocratic Strategic Focus Decisiveness Achieves Results Purposeful & Visionary Sustainable Productivity Systems Thinker Community Concern Integrity Courageous Authenticity Balance Personal Learner Selfless Leader Composure Collaborator Mentoring & Developing Caring Connection Interpersonal Intelligence Fosters Team Play 47 % 72 % 12 % 90 % 78 % 43 % 28 % 16 % 76 % 81 % 52 % 19 % 66 % 79 % 79 % 52 % 33 % 33 % 45 % 66 % 94 % 8% 14 % 79 % 57 % 76 % 75 % 85 % 72 % - Summary Dimensions Complying Protecting Controlling Achieving Systems Awareness Authenticity Self-Awareness Relating 45 % 49 % 61 % 49 % 39 % 53 % 52 % 79 % - 10 % 49 % - 34 % 54 % - Angela Bigsby Summary Measures Leadership Effectiveness Leadership Potential Utilization Relationship-Task Balance Reactive-Creative Scale Angela Bigsby page 10 End of Angela Bigsby's Report © The Leadership Circle 2018 Angela Bigsby page 11
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Running head: LEADERSHIP EVALUATION

Leadership Evaluation
Name
Institutional Affiliation

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LEADERSHIP EVALUATION

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Leadership Evaluation
Introduction

Organizational performance depends on the effectiveness of the leadership. In most
cases, organizations fail because they do not bother to evaluate their leaders beyond academic
qualifications. This, therefore, causes problems to the organization when the leaders fail to
understand the specific organizational needs. It is, therefore, necessary to take a Mastering
Leadership Self-Assessment that help to determine the particular leadership attributes of
individuals. The test is efficient in that it covers the two main leadership domains: reactive
tendencies and creative tendencies. The leadership assessment circle is specifically tailored to
meet the specific needs of individuals as it integrates information to design critical opportunities
for leadership development.
Strengths
I took the Mastering Leadership Self-Assessment which revealed a low percentage of
leadership effectiveness. My leadership potential utilization was recorded at 49 percent while the
relationship task balance read 34 percent. The assessment also revealed a high of 54 percent on
the Reactive-Creative scale. Each score on the components of the leadership circle represented
various strengths and weaknesses depending on the interpretation by professionals. The strengths
include a high score on the relating and authenticity scales at 79 and 53 percent consecutively
(Angela, 2018). This means that I strive to form deep connections with other people and these
often develop into relationships that are beneficial to the organization. I show compassion to
other people, and this helps in the formation of bonds that are usually warm and caring (The
Leadership Circle). Another of my strengths is that I foster team play that could help the

LEADERSHIP EVALUATION

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company to increase creativity and improve performance. My leadership style shows that ...


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