Resource: Leadership Assessments found on Internet
Open your web browser and search for either “Leadership Legacy Assessment Test” or “Disc Personality Test.”
Complete one of these free online tests. Note: The online test should be free so if you encounter a site that charges a fee for the test please continue searching for a site that offers a free test.
Write a 700- to 1,050-word summary in which you articulate elements of leadership using the following criteria:
- Examine your individual, essential elements of leadership and management.
- Differentiate between leadership and management roles, and provide specific examples from the text, literature, or personal example.
Cite at least one peer-reviewed source in addition to the course text (be certain to include the web link for your test in your citations).
Format your paper consistent with APA guidelines.
The leadership styles evaluation test is essential as it assists an individual to articulate his or her natural responsibilities with more clarity, as diverse from the career path, present position, or the existing status of the company. This style is also significant as it assists one sort out the type of distinction existing between his or her roles and titles, identity through acquiring the areas of substantial fulfillment and where the strengths lie. Notably, it gives a person something to concentrate on as he or she focuses on the kind of legacy to be left behind (Linda Parris & Welty Peachey, 2012). Personally, leadership legacy assessment is essential due to the plan of leaving behind an excellent legacy to other people and mentors; hence, this test proved efficient and free. The following turned out as the results; in the Ambassador section; the scores are 16 points out of the total 25. Advocate scores were 15 out of 25, People Mover scores turned out to be 15 out of 25, Truth Seeker scores were 18 out of 25, Creative builder results were 19 out of 25, and Experience guide 12 out of the total 25points. These results have turned out to be confident and consistent as creativity has been part of my most prominent assets in fulfilling various tasks and responsibilities. Good leadership incorporates honesty and being truthful in all the operations and undertakings. Therefore, this leadership legacy assessment has turned out to be an eye-opener regarding the areas that still require more improvement such as the experienced guide.
Consequently, there are some of the essential elements of leadership and management that a good leader must incorporate in his or her management skills with the aim of becoming successful. Transparency is a necessary element since when a leader is transparent; he or she experiences fewer challenges by those they oversee. Effective leaders apply openness as a way of assisting those people around them to acknowledge the change that can be fulfilled through a combination of regular communication, full debate, shared decision-making and building a strong consensus. Typically, transparent leaders are not micromanagers as they acknowledge credit to others when success happens and take the blame for failures. Learning from the previous failures s another essential element of leadership and management as experiencing failure has the strength of shaping a good leader. Acknowledging past failures is a significant resource for learning and embraces survival, renewal and innovation, and also allows an individual to change and inspire other people. According to Eilers, L. H., & D’Amico, M. (2012), leaders should be ready to take high risks as this will allow them to acquire higher perspective regarding people and who it is they can trust and depend.
Trust is also another essential element of leadership and management as success in the recent times is acquired through being able to efficiently collaborate with a person a leader has no power over in pursuit of common goals and objectives. In other words, an active leader should no longer depend on the ability given, but ought to put his or her faith in the power of trust. Moreover, a leader is considered as a trustee in any relationship and for it to be effective, must be trustworthy as well as ready to take the risk of putting trust in other people around them. It is also significant to acknowledge that confidence is a substantial element in leadership and management since a good leader embodies confidence (Eilers & D’Amico, 2012). Typically, no one will want to get involved with a leader that is not self-assured, and individuals can be able to see through a veneer of confidence. A leader who can communicate the organization’s goals and stand by the decisions made is far more convenient than a person trying to hide their insecurities behind a pool of arrogance.
Visionary leadership combined with adequate management brings the best result; however, some differences exist regarding the roles each play in an organization or to any team. Typically, managers are considered as the members in a business set up charged with the responsibility of fulfilling the four essential functions of management: planning, organizing, leading and controlling (Vaccaro et al. 2012). A majority of managers tend to act like leaders, but only if they are capable of successfully articulating leadership duties of management that incorporates communication, motivation, providing guidance and inspiration, and encouraging workers to rise to a higher degree of productivity. Managerial responsibilities usually are part of a job description that subordinates follow due to the professional title or designation. A manger’s principal focus is to fulfill the institutional goals and objectives as they strategically fail to take much else into consideration. Also, managers are consistently held accountable for their actions together with those of their subordinate staff.
On the other hand, leaders do not necessarily hold or accomplish a management position as they are not charged with the same responsibilities. Unlike the managers, leaders are followed due to their strong personality, characters and beliefs as they strategically invest in duties and projects and also show a high degree of passion for work. Leaders focus on taking a significant deal of interest in the success of their clients thus allowing them to accomplish their goals and satisfaction. These goals must not necessarily go in hand with those of an organization or a business (Vaccaro et al. 2012). There are no real obligations or power that leaders acquire or possess over his or her clients; however, temporary power is given to a leader and can be conditionally centered on the efforts of the leady to inspire and motivate their followers continually.
Eilers, L. H., & D’Amico, M. (2012). Essential leadership elements in implementing common core state standards. Delta Kappa Gamma Bulletin, 78(4), 46-50.
Linda Parris, D., & Welty Peachey, J. (2012). Building a legacy of volunteers through servant leadership: A cause‐related sporting event. Nonprofit Management and Leadership, 23(2), 259-276.
Vaccaro, I. G., Jansen, J. J., Van Den Bosch, F. A., & Volberda, H. W. (2012). Management innovation and leadership: The moderating role of organizational size. Journal of Management Studies, 49(1), 28-51.