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Leadership Self-Assessment (Example)

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Self-Assessment Exercise Name Institution Date Summary of findings From the analysis “what I am and what I am not ” the feedback on sensibility agreeableness leadership and conscientiousness were as follows. Sensibility (score 50%) I may need to incorporate more structure into my leadership development plan in order to minimize unexpected events. Agreeableness (score 67%) I am a pleasant person who nonetheless is willing to take a stand when necessary. Leadership (score 100%) Others see me as willing to take charge when problems need attention Conscientiousness (score 67%) I have a healthy concern about rules. Others will see me as careful and a bit inflexible. Proposed competencies Based on the results it is evident that I should work on my sensibility; agreeableness and conscientiousness will need further development through coaching on these competencies: Emotional intelligence because of my sensibility issues prudence because a product of one’s personality trait. A focus on leadership competencies and skill development promotes better leadership. However skills needed for a particular position may change depending on the specific leadership level in the organization ("Leadership Competencies" 2017). Reference Ahuja S. (2014). The Power of Emotional Intelligence. International Journal Of Computer Applications 107(10) 21-24. How to Be More Effective at Work: Develop Your Soft Skills. (2017). Psychology Today. Retrieved 5 March 2017 from psychologytoday.com Competencies. (2017). SHRM. Retrieved 5 March 2017 from www.shrm.org Mendonca M. & Kanungo R. (2007). Ethical leadership (1st ed.). Maidenhead England: McGraw Hill University Press. Orenstein C. (2002). Acting Locally: Around the World with Eugene van Ervin. Theater 32(2) 77-80. Raelin J. (2011). From leadership-as-practice to leaderful practice. Leadership 7(2) 195-211. dx.doi.org L. (2004). Executive Coaching: A Working Definition. Consulting Psychology Journal: Practice And Research 56(3) 154-162. http://dx.doi.org/10.1037/1065-9293.56.3.154 [...]

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DUE SUNDAY MARCH 5 BY 5 PM EST Application: Leadership Self-Assessment Given that coaching for leadership development aligns with an objective, data-driven methodology, utilizing coaching assessments is particularly important. Typically, coaches use assessments at the beginning of a coaching assignment to learn more about the client and competencies in which the client needs further development. Coaches may also use assessments following a coaching assignment to determine if leaders and organizations benefited from coaching and how they might have done so. Later in this course, you will explore specific assessments used by coaches and consider how the results might guide the coaching process. However, for this week's Application Assignment, you are asked to complete a generic leadership assessment, similar to that provided from commercial testing vendors. Then you will use the results to determine which leadership competencies you might need to further development and how coaching might be used to address these competencies. Keep in mind that the purpose of this assessment is not necessarily to determine your own leadership ability, but to become familiar with a typical coaching assessment, how it is used to identify competencies that need further development, and how coaching for leadership development might be used to develop those competencies. To prepare for this assignment: Review the article, "Executive Coaching—Who Needs It?" Pay particular attention to the leadership competencies that leaders might need to develop further. Review the online chapter, "Executive Coaching: A Working Definition." Consider typical goals of coaching for leadership development and how interventions might address these goals. Complete the Leadership Self-Assessment. - ** Attached below and completed use for paper. (This is an interactive Excel document with three sheets to advance through. You will need to unlock this document with the password: Walden.) Reflect on the results of your self-assessment. Based on the results of your self-assessment, identify three leadership competencies in which you might need further development. Consider how coaching for leadership development might be used to further develop the competencies you identified. **** The assignment (2 pages): Briefly summarize the results from your self-assessment. Based on these results, describe at least three leadership competencies in which you need further development and explain why. Explain how coaching for leadership development might be used to further develop the competencies you described. Be specific. Support your Application Assignment with specific references to all resources used in its preparation. All resources must be cited in text, and included in an APA formatted reference section following APA style. Must use the sources attached and in-text cite all sources. You must include 2 additional scholarly sources from below. Reference: Frankovelgia, C. (2010, April 28). The Key To Effective Coaching. Retrieved February 27, 2017, from www.forbes.com Kilburg, R. R. (2007). Toward a conceptual understanding and definition of executive coaching. In R. R. Kilburg, R. C. Diedrich, R. R. Kilburg, R. C. Diedrich (Eds.) , The wisdom of coaching: Essential papers in consulting psychology for a world of change (pp. 21-30). Washington, DC, US: American Psychological Association. doi:10.1037/11570-001 Ledford, C., & Lockwood, N. (2008, March 01). Leadership Competencies. Retrieved February 27, 2017, from www.shrm.org Levinson, H. (2007). Executive coaching. In R. R. Kilburg, R. C. Diedrich, R. R. Kilburg, R. C. Diedrich (Eds.) , The wisdom of coaching: Essential papers in consulting psychology for a world of change (pp. 95-102). Washington, DC, US: American Psychological Association. doi:10.1037/11570-009 Nocks, J. (2007). Executive coaching—Who needs it? Physician Executive, 33(2), 46-48 Riggio, R. (2014, April 27). The Top 10 Leadership Competencies. Retrieved February 27, 2017, from www.psychologytoday.com Spencer, S., & Watkin, C. (2006). Potential for what? Retrieved January 4, 2007, from www.haygroup.com. Stern, L. R. (2007). Executive coaching: A working definition. In R. R. Kilburg & R. C. Diedrich (Eds.), The wisdom of coaching: Essential papers in consulting psychology for a world of change (pp. 31-38). Washington, DC: American Psychological Association.

Subject Area: Psychology

Document Type: Reports

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Project's rating is 5/5

Price $15

Words 550

Pages 2

Completed in 1 day

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03.05.2017

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