Leadership Profile

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ASSIGNMENT 1: YOUR LEADERSHIP PROFILE Due Week 3, Sunday (10% of final grade) "If your actions inspire others to dream more, learn more, do more and become more, you are a leader." John Quincy Adams Leadership is a critical skill in business. Leading effectively requires an understanding of your own unique leadership style and personality traits.

For this assignment, you will reflect on your leadership experiences, assess your strengths, evaluate your emotional intelligence and DiSC profile, and develop a plan for mastering your leadership style. Instructions: Write a 4-5 page paper in which you address the following:

1. Reflect on your leadership experiences: a. Describe the leadership and managerial aspects of your most recent professional role b. Identify and describe 2 key experiences that have impacted you as a leader

2. Assess your leadership strengths: a. Describe 2 key strengths, from Jack Welch's Foundational Principles and 8 Essential Rules of Leadership as they pertain to your leadership development

3. How do these experiences and strengths relate to aspects of your Emotional Intelligence and your DiSC profile?

4. Develop a plan for mastering your leadership style: a. Identify 2-3 leadership skills you would like to master in the future b. Describe steps you can take to master those skills. How will you measure your success?

Professional Formatting Requirements: • Typed, double spaced, professional font (size 10-12), includes headings and subheadings(to identify main topics and subtopics), with one-inch margins on all sides. See the Sample Professional Paper under Course Documents for an example. • References must be included and provide accurate information that enables the reader to locate the original source. Application and analysis of course materials and resources is expected, and additional research is welcome. • Include a cover page containing the title of the assignment, your name, the professor’s name, the course title, and the date. • The paper’s length is 4 to 6 pages, excluding your Cover page and Reference list. You may exceed 6 pages but be sure that the extra length is not redundant and adds value to your reflections

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WORKPLACE PROFILE Claudia Barnes Wednesday, October 10, 2018 This report is provided by: The Jack Welch Management Institute For information or to order contact: Center for Internal Change (847) 259-0005 customerservice@internalchange.com www.internalchange.com EAWFLCEZKE INTRODUCTION TO DiSC® Claudia, have you ever wondered why connecting with some people is easier for you than with others? Maybe you’ve noticed that you relate better to colleagues who focus more on results and the bottom line. Or, maybe you’re more comfortable working with those who take an aggressive, bold approach than those who work at a steadier pace. Or, perhaps you relate best to people who are more direct than diplomatic. Welcome to Everything DiSC Workplace®. The DiSC® model is a simple tool that’s been helping people to connect better for over thirty years. This report uses your individual assessment data to provide a wealth of information about your workplace priorities and preferences. In addition, you’ll learn how to connect better with colleagues whose priorities and preferences differ from yours. Cornerstone Principles of Everything DiSC Workplace® All DiSC styles and priorities are equally valuable and everyone is a blend of all four styles. Your work style is also influenced by other factors such as life experiences, education, and maturity. Understanding yourself better is the first step to becoming more effective when working with others. Learning about other people’s DiSC styles can help you understand their priorities and how they may differ from your own. You can improve the quality of your workplace by using DiSC to build more effective relationships. Dominance • • • • • Direct Results-oriented Firm Strong-willed Forceful • • • • • Analytical Reserved Precise Private Systematic Conscientiousness © 2012 by John Wiley & Sons, Inc. All rights reserved. Reproduction in any form, in whole or in part, is prohibited. Influence • • • • • Outgoing Enthusiastic Optimistic High-spirited Lively • • • • • Even-tempered Accommodating Patient Humble Tactful Steadiness Claudia Barnes 2 YOUR DiSC® OVERVIEW How is this report personalized to you, Claudia? In order to get the most out of your Everything DiSC Workplace® Profile, you’ll need to understand how to read your personal map. Your Dot As you saw on the previous page, the Everything DiSC® model is made up of four basic styles: D, i, S, and C. Each style is divided into three regions. The picture to the right illustrates the 12 different regions where a person’s dot might be located. Your DiSC® Style: D Your dot location shows your DiSC style. Because your dot is located in the middle of the D region, you have a D style. Keep in mind that everyone is a blend of all four styles, but most people tend strongly toward one or two styles. Whether your dot is in the center of one style or in a region that borders two, no dot location is better than another. All DiSC® styles are equal and valuable in their own ways. Close to the Edge or Close to the Center? A dot’s distance from the edge of the circle shows how naturally inclined a person is to encompass the characteristics of his or her DiSC style. A dot positioned toward the edge of the circle indicates a strong inclination toward the characteristics of the style. A dot located between the edge and the center of the circle indicates a moderate inclination. And a dot positioned close to the center of the circle indicates a slight inclination. A dot in the center of the circle is no better than one on the edge, and vice versa. Your dot location is about halfway between the edge of the circle and the center, so you are moderately inclined and probably relate fairly well to the characteristics associated with the D style. Now that you know more about the personalization of your Everything DiSC Workplace Map, you’ll read more about what your dot location says about you. Then you’ll learn about your personal map shading and priorities, and discover how this affects your preferences. After that, you’ll learn some basics about the other DiSC styles and how to use that information to connect better with everyone in your workplace. © 2012 by John Wiley & Sons, Inc. All rights reserved. Reproduction in any form, in whole or in part, is prohibited. Claudia Barnes 3 YOUR DiSC® STYLE & DOT Your Dot Tells a Story Your DiSC Style is: D Claudia, one of the words that best describes people with your D style is driven. You probably prefer to have variety and forward momentum. Because of this, you may become bored or restless if forced to slow down for too long. Sitting still may be difficult for you. When you reach your goals, you may not always take time to celebrate. Instead, your attention tends to quickly shift to the next goal. You probably like to get things out the door quickly, and you may emphasize results over how you get there. Consequently, you’re probably willing to question the rules if you think they don’t make sense. And when you sense something is wrong, you may do whatever it takes to save the situation. At times, you may fail to realize that this forceful approach can be stressful for the people around you. People with the D style have little patience for small talk, and you may grow restless listening for long periods without the opportunity to speak. You probably dislike working with people whom you see as incompetent, and it may be hard for you to hide your annoyance at times. When you get really upset, you may let your irritation show in your body language and facial expressions. You have a fairly strong competitive side, and at times, you may be fueled by disagreements or conflict. In fact, the idea of losing is probably more upsetting to you than it is to most people. You may suspect that people are driven by self-interest and will take advantage of you if you let them. Consequently, you’re unlikely to take kind words at face value, tending to look for the intentions behind them. You tend to speak up when you see a problem, even when no one else will. And although you may realize that others can be taken aback by your directness, you’re probably unwilling to compromise what you see as honesty. Because you can be fairly intense, others may sometimes feel that you’re irritated with them. Although everyone questions their decisions from time to time, you probably do it less often than most people. Those with the D style usually exude self-confidence. This can be infectious, allowing other people to feel good about your bold plans. However, your belief in your opinions may make it difficult for you to admit that you sometimes need to depend on others. Like others with the D style, you probably like to be in charge. At times, you may even take control over projects where authority was meant to be divided, alienating some people. This is particularly true when you feel that others are not competent to carry out your vision or don’t see it as clearly as you do. When there is no question that you are in command, you may encourage input, but you may disregard those opinions that conflict with your ideas. Once you’ve had your say in the important decisions, however, you may be more than willing to delegate. Claudia, like others with the D style, your most valuable contributions to the workplace may include your drive to get results, your tendency toward bold action, and your willingness to challenge assumptions. In fact, these are probably some of the qualities that others admire most about you. © 2012 by John Wiley & Sons, Inc. All rights reserved. Reproduction in any form, in whole or in part, is prohibited. Claudia Barnes 4 YOUR DiSC® PRIORITIES & SHADING Your Shading Expands the Story Claudia, while your dot location and your DiSC® style can say a great deal about you, your map shading is also important. The eight words around the Everything DiSC map are what we call priorities, or the primary areas where people focus their energy. The closer your shading comes to a priority, the more likely you are to focus your energy on that area. Everyone has at least three priorities, and sometimes people have four or five. Having five priorities is no better than having three, and vice versa. Typically, people with the D style have shading that touches Results, Action, and Challenge. Your shading is characteristic of the D style. What Priorities Shape Your Workplace Experience? Getting Results Claudia, you’re willing to do what it takes to reach your goals. Once you’ve established what needs to be done, you go after it, and you’re not going to let a few obstacles stand in your way. Furthermore, you aren’t likely to make excuses for failure, nor to accept any. You focus on getting results and showing the ambition it takes to succeed. Taking Action People with the D style are eager for success and like to hit the ground running. You’re likely to make rapid decisions so you can advance at a fast pace. As a result, you have little patience for people’s hesitancy or other obstacles that stand in the way of immediate progress. Once you choose a course, you want to take quick action and keep things moving. Offering Challenge Like others with the D style, you’re likely to speak up when you see flaws and inefficiencies. You don’t beat around the bush, and others might find your bluntness intimidating. However, you probably don’t see the benefit of sugarcoating things. To you, being straightforward is realistic and saves time. You value efficiency and candor, and you aren’t afraid to challenge others with tough questions to get things done. © 2012 by John Wiley & Sons, Inc. All rights reserved. Reproduction in any form, in whole or in part, is prohibited. Claudia Barnes 5 YOUR MOTIVATORS & STRESSORS What Motivates You? Different people find different aspects of their work motivating. Like other people with the D style, you probably enjoy situations that allow you to take charge and have authority. Most likely, you prefer working in a high-energy environment, and you’re often willing to do whatever it takes to get the impressive results you’re after. MOTIVATORS You probably enjoy many of the following aspects of your work: • • • • • • • • • Implementing ideas Having authority Achieving results Overcoming obstacles Working in an innovative setting Making key decisions Getting things moving Working toward challenging goals Convincing others What do your priorities say about what motivates you and what you find stressful? What Is Stressful for You? Then there are those aspects of your work that are stressful for you. Because you tend to focus on the end result and achieving your goals, you may find it particularly frustrating when your authority is challenged or you feel you don’t have control over your own success. In addition, you probably get irritated when you feel bogged down with tasks or procedures that waste your time. STRESSORS Many of the following aspects of your work may be stressful for you: • • • • • • • • • Following strict rules or protocols Getting bogged down in inefficient procedures or meetings Having your ideas or authority challenged Having little independence or autonomy Lacking control over situations Slowing down your pace Dealing with people who don’t meet your standards Performing routine tasks Being forced to pay attention to the emotional needs of others © 2012 by John Wiley & Sons, Inc. All rights reserved. Reproduction in any form, in whole or in part, is prohibited. Claudia Barnes 6 OVERVIEW OF THE DiSC® STYLES The graphic below provides a snapshot of the four basic DiSC® styles. © 2012 by John Wiley & Sons, Inc. All rights reserved. Reproduction in any form, in whole or in part, is prohibited. Claudia Barnes 7 UNDERSTANDING HOW YOU REACT TO THE D STYLE Imagine that you regularly interact with someone who also has a D style. Like you, she’s focused on results and wants to see big things accomplished, and you probably share her initiative and strong determination. She’s well-respected by the organization as a go-getter who delivers on her promises, and you probably have no trouble relating to her direct, forceful approach. Like you, this colleague seems confident, assertive, and ready to tackle anything head-on. Because you both prefer an action-oriented and demanding work environment, you’re probably comfortable with her fast pace and intensity. Furthermore, the two of you share a questioning nature and a desire to challenge the status quo, so you’re likely to appreciate the healthy sense of skepticism she brings to a situation. However, because you both like to control how things are done, you may butt heads at times, and you may prefer to fly solo on important projects. Like you, people with the D style may seem: Driven Competitive Forceful Strong-willed What Is the Motivation for Their Behavior? As you can see from the map, people with the D style prioritize Results, Action, and Challenge. Because they place such a high value on these three areas, it will probably affect your working relationship with them. Results People with the D style tend to be strong-willed individuals who prioritize Results. Because they are so driven, they constantly look for new challenges and opportunities. They strive for success and won’t give up just because they run into a few obstacles. Most likely, you can relate well to their goal-oriented nature and may even compete with them at times. Action In addition, they prioritize Action, so they focus on achieving their goals quickly and forcefully. Cautious and predictable environments are particularly tedious for them, and they may get impatient if others spend a lot of time analyzing ideas rather than acting on them. Since you share their bold style, you can probably relate well to their desire to keep moving. Challenge Furthermore, those with the D style also prioritize Challenge. Because they want to control outcomes, they’re often questioning and independent-minded. They are unlikely to accept things they’re unsure about, and they won’t hesitate to challenge ideas that they don’t agree with. Since you probably share these qualities, you may find that the two of you get locked into stubborn arguments at times. © 2012 by John Wiley & Sons, Inc. All rights reserved. Reproduction in any form, in whole or in part, is prohibited. Claudia Barnes 8 UNDERSTANDING HOW YOU REACT TO THE i STYLE Now, imagine that you also work with someone with an i style. He seems to know everyone on a first-name basis and always has the latest scoop. You probably don’t share his positive approach and enthusiasm, and you may find him to be overly optimistic. Because you share his priority of action and interest in rapid change, you probably admire his spontaneity and flexible approach. However, you’re likely more concerned with getting tangible results than he is. And while you both enjoy coming up with bold ideas, you’re probably more driven to implement them. To you, he may seem overly concerned with being in the spotlight, and you may wonder how he gets any work done with all that socializing and joke telling. Since you tend to be fairly independent and want to control how things get done, you may not appreciate his desire to work collaboratively. To you, people with the i style may seem: Talkative Optimistic Naïve Passionate What Is the Motivation for Their Behavior? As you can see from the map, people with the i style prioritize Enthusiasm, Action, and Collaboration. Because they place such a high value on these three areas, it will probably affect your working relationship with them. Enthusiasm People with the i style put a high priority on Enthusiasm and tend to maintain an upbeat attitude. Because they get excited about new possibilities, they may be very expressive when communicating their ideas. Because you probably focus more on achieving success and getting concrete results, you may not relate well to their desire to create a lively atmosphere. Action In addition, they prioritize Action, so they focus on making quick progress toward exciting solutions. Because they tend to be fast-paced, they may be eager to get going without spending a lot of time considering the consequences. Since you also tend to move swiftly and decisively, you may relate well to their spontaneous approach. Collaboration Furthermore, those with the i style also prioritize Collaboration. They enjoy meeting new people, and they probably have a talent for getting everyone involved and building team spirit. They appreciate teamwork and often gather the group to work on projects collaboratively. Since you tend to be more interested in individual accomplishments, you may not relate to their need to promote teamwork. © 2012 by John Wiley & Sons, Inc. All rights reserved. Reproduction in any form, in whole or in part, is prohibited. Claudia Barnes 9 UNDERSTANDING HOW YOU REACT TO THE S STYLE Now, let’s imagine that you regularly interact with someone with an S style. To you, he seems calm and compliant, and whenever you ask him a question, he’s always patient and eager to help. However, since you’re most interested in bottom-line results, you may become frustrated by his tendency to worry about keeping everyone happy. He is well-liked by everyone and can always be counted on to perform his job consistently. But while he’s certainly a “rock” around the office, he’s not likely to shake things up with daring ideas or push others to achieve, like you tend to do. And because you tend to make bold decisions confidently, you may find him to be overly cautious or wishywashy. You may find that he’s much more concerned with including everyone than you are. While you tend to be outspoken and assertive, he seems more easygoing and concerned with group harmony. He doesn’t share your interest in victory, but instead he keeps a low profile and seems embarrassed when someone showers him with praise. In response to this kind of recognition, he tends to say, “It’s really not a big deal.” To you, people with the S style may seem: Soft-spoken Indecisive Unassertive Trusting What Is the Motivation for Their Behavior? As you can see from the map, people with the S style prioritize Support, Stability, and Collaboration. Because they place such a high value on these three areas, it will probably affect your working relationship with them. Support People with the S style place a high priority on providing Support. They tend to be good listeners, and as a result, they’re often seen as patient and accommodating. They don’t hesitate to help out when they can, and they value a warm and easygoing environment. Because you tend to strive for quick results, you may find it difficult to relate to their laidback approach, which may get in the way of immediate progress at times. Stability In addition, they prioritize Stability, so they often focus on maintaining a predictable, orderly environment. Since they tend to be cautious, they’re probably methodical and avoid rapid change whenever possible. Because you’re probably willing to shake things up to get results, you may find them to be too cautious and hesitant to accept change. Collaboration Furthermore, people with the S style also prioritize Collaboration. They enjoy working with others in a trusting, warm environment, and they may go out of their way to make sure people feel included and accepted. Because you tend to focus more on individual accomplishments, you may find their desire for friendly teamwork to be unnecessary or counterproductive. © 2012 by John Wiley & Sons, Inc. All rights reserved. Reproduction in any form, in whole or in part, is prohibited. Claudia Barnes 10 UNDERSTANDING HOW YOU REACT TO THE C STYLE Imagine that you regu ...
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