MGMT6000 – Dynamic Leadership
Assessment 1 - Reflexive research
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TABLE OF CONTENT
1. INTRODUCTION:.................................................................................................................3
2. SELF AWARENESS:................................................................................................................3
3. IMPACT OF NATIONAL & ORGANIZATIONAL CULTURE........................................................5
4. TRANSFORMATIONAL LEADERSHIP MODEL:.........................................................................7
5. HERSEY-BLANCHARD LEADERSHIP MODEL:........................................................................7
6. PERSONAL DEVELOPMENT PLAN..........................................................................................8
7. CONCLUSION & RECOMMENDATIONS:...................................................................12
REFERENCES:...........................................................................................................................12
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1. Introduction:
According to Northouse, (2014) reflection can be explained as the art and science of
development of effective qualities and effectual styles of leadership. Reflection is the
compartmentalization of experiences as meaningful components; label them with the reflection
of personal leadership behaviour. According to Collyer, (2016), the role of effective leadership is
critical for the achievement of specific objectives in term of personally and professional manner.
The important trait and attribute of leaders are the coaching, planning, mentoring and problem-
solving. In this project, the leadership styles, personality preferences, self-awareness is
considered. In addition, the main framework of leaders and their importance in development and
explanation of effective leadership is discussed.
The prime focal point of this report is based on reflective practices as a manner of personal
growth. In this report, I will explain my journey of leadership is described. Self-awareness is
determined by applying personality test, feedback on leadership is also obtained, and effect of
the organisational and national culture of effective leadership perception is also discussed.
Moreover, the model of effective leadership is also applied on personal reflection and leadership
effectiveness.
Nonaka, Hirose, & Takeda, (2016) defines the leadership as the action to lead a group of
individual in organisations. The leaders are responsible for the planning and resource allocation
in a proactive manner and provide the roadmap to maximise the efficiencies and achievement of
organisational goal and objectives. The other function of leadership is to initiate the diverse
activities, motivate others and guide other to improve morale with the construction of positive
work atmosphere in a collaborative manner.
2. Self Awareness:
According to Barbuto, Gottfredson, & Searle, (2014), self-awareness is the quite ancillary quality
of leadership and primarily can be perceived as the psychological catalyst. It is useful for self-
improvement and enables me to make a right decision and enable the great work. It is based on 3
self knowledgeable and vital element of inspirational leadership. The significance of self-
awareness in the development of leadership is recognised by Goleman work that entails that
emotional intelligence is the capability for management of self and relation on the basis of four
abilities that are self-awareness, social awareness, social skills, and self-management. In this
instance, McCleskey, (2014) also mentioned that self-management and self-awareness are the
vital elements of authentic leadership. The four element of emotional intelligence are depicted in
below chart.
Source: Goldring, et al (2015)
For the self awareness, I applied the online personality test and results are depicted below. My
personality type is found to be ISTP.
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Source: Humanmetrics Jung Typology Test (2017)
It is found that ISTP can rely on their sense instead of judging. We have a high parameter value
for thinking and perceiving. In addition, they are sensitive and emotional; and spent more time to
explore the idea, feeling and social relation (Boardman, et al. 2015).
The strength and weakness of my personality are as described below. The strength is that I can
rely on my senses and also I am good in thinking and perceiving the things and situations. Weare
towards more practical side of the situation rather than being emotional. As an ISTP, I do not
judge people rather I try to perceive.
For me the, leadership is the ever changing idea for me, and the people I encounter have the
strong impact on my leadership skills. I have confronted varied paradigm of leadership evolution
as an outcome of their consequences on my life. Since my school life till university life, I have
led the varied program of effective leadership, and during my career of leadership, I am highly
task oriented and also developed teams and lead them in effective manners. As an ISTP leader, I
feel an extreme drive to complete the project with higher inspirational level and also creativity 5
for execution of the vision. I am extremely comfortable with shared leadership and prefer to offer
team independence for execution of teams.
The Big Five Project Personality Test
I also took the Big Five Project Personality Test. This test gave me the following output:
Source: The Big Five Project Personality Test (2017)
“You are somewhat conventional”. This suggests that I need to seriously put my efforts in being
more open to the new ideas and new experiences. I will try to join a group or club where I can
become social with others and this will help me in extending my boundaries.
“You tend to do things somewhat haphazardly”. This suggests that I need to work in an
organized manner. I will try to make a time table or I will download a time planner app that will
remind me regularly to do the things in a planned manner.
“You probably enjoy spending quiet time alone”. This helps in providing me my introspection
time. I will use this time to make plans for my next step of actions for my improvement and will
try to reduce this time.
“You tend to consider the feelings of others”. I consider it as a good point about myself and will
continue to be like this.
You aren't particularly nervous, nor calm. Here, I need to work more on improving the calm
nature. I am on a neutral point now and will definitely move in the direction of positive calm
side.
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Johari Window
I also used Johari Window to know more about my personality. I received the following output:
The output matches well with the output retrieved from the Big Five Project Personality Test in
terms of my shy, introvert attitude. It also goes along well with my agreeable attitude towards
others.
Source: Johari Window (2017)
3. Impact of National & Organizational Culture
According to Nonaka, Hirose, & Takeda, (2016) Organisational culture encompasses the values
and beliefs of the organisation for a prolong time and includes foreseen work value for
influencing the behavioural attitude of human resource. The administrative function is required
to amend and adopt the leadership style for the achievement of organisational objective that in
turn effect the job satisfaction of human resource.
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I believe that organisational culture is essential for communication and promotion of the vision
of organisation to subordinate for getting the vision acknowledgement and affecting their
behavioural attitude. A good interaction among me as a leader and subordinate ensure the
effective collaboration and communication with a team for the achievement of organisational
objective that in turn enhances the satisfaction of job.
Siegling, Nielsen, C., & Petrides, (2014) mentioned that leadership’s styles are contingent
culturally and expectation of culture restraint the leadership role to make it culturally oriented
and variability in the varied style of leadership are attributed to cultural implication as people
have varied assumption and beliefs that are deemed as critical for leadership. The influences of
culture have varied implication for organisational behaviour at a diverse workplace. Weberg, &
Weberg, (2014)mentioned that global companies are required to adapt the style of leadership in
accordance with a national culture where they operate for the achievement of the excellent
performance of human resource as well as effective commitment. According to Hofstede’s
concept of national culture, a breakthrough is observed to realise the association among cultural
factors and organisational behaviour.
The societal, cultural differences include four dimensions that are power distance, masculine
and feminity and most important and critical dimension that influences the leadership as well as
organisational sub culture is the power distance regarding national culture. My traits of
leadership are typically aligned with the culture of Australia, and I am proudly egalitarian and
uncomfortable with power and heavily relied on living for egalitarian values. With reference to
the paradox of mateship, the strong cultural foundation relies on progress, fair go and innovation
and highly influenced by American culture. As a leader, I prefer the shared values as well as
supportive culture, and during any transformation, I offered the opportunities for clarification of
values and encouragement of people for embracement of routine behaviour in organisations. As a
leader, I am aware with the negative norm of groups that can undermine the effort of
transformation. I prefer to inspire and motivate other people by creation of the supportive culture
that is aligning with national Australian culture and organisational culture for inspiring my
subordinates for the creation of positive results.
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4. Transformational Leadership Model:
Colbry, et al. (2015) explain that for the transformational style of leadership the followers are
transforming by stimulation of going beyond self-interest by alteration of values, morale and
ideas and motivate subordinates to show excellent performance. In my opinion, the charismatic,
inspirational and stimulation perspective of transformational leaders are critically vital for the
reflexivity of teams. The transformational leader includes emotions, ethical values, visionary
approach as well as charismatic leadership. The leader also worked as a role model and gives
autonomy to a leader to achieve better job satisfaction with greater motivational level and
endorsement of positive work atmosphere.
As the transformational leader, I prefer to engender the shared vision among team members that
is extremely vital for reflexivity of team. My personal and professional skills includes
Motivation, Developing Self, Time Management, Planning and Organising, inspiring others,
Influencing, Team Working, Resilience, Integrity and Ethical management, Delivering results,
Developing others, Relationship Building as well as Analytical and critical thinking approach.
5. Hersey-Blanchard Leadership Model:
The model of Hersey-Blanchard indicates that there is the diverse element of situational leaders
and levels for the development of leader mainly rely on the appropriate selection of leadership
style. The varied styles of leader are based on task-oriented and other socio-economic support
with respect to the maturity level of followers. The leadership engagement is based on multiple
communication modes and includes facilitation and supportive behaviour. The Hersey-Blanchard
framework entails that effective leadership is based on four situations that are supporting,
coaching, delegating and directing. In directing style, the leader is responsible for providing
explicit direction to followers that contain the lower level of readiness. In coaching style, the
communication is based on two ways; however Leader is responsible for the final decision and
the follower has the lower level of readiness. In supportive style the leader and follower
responsible for sharing final decision making with moderate follower level of readiness. In
delegating style the follower and leader are enough motivated for entire responsibility and
confronted with the greater level of readiness (Choudhary, Akhtar, & Zaheer, 2013).
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Source: Allison, & Goethals, (2014)
In varied situations, the leader is responsible for the determination of maturities level of the
follower with reference to maturities level of follower for the achievement of the specific task. In
varied situations, I prefer to adopt delegating and supporting styles of leadership to achieve the
relevant business goals and objectives.
6. Personal Development Plan
Leadership Skills Analysis/Measurement Time
Interpersonal Skills
Interpersonal skills consist of a
wide variety of activities,
It will collect feedback
through the employees, so as
rate out the leadership, and
1st June, 2017
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however, for a leader; it refers
to the skill so as effectively
deal with people. For a leader,
the interpersonal skills mean to
think about people, interact
with them, and discuss
important organizational issues
with them.
Keep in front; it will conduct
daily meetings with employees,
so as know their concerns.
Also, all the concerns of
employees will listen carefully,
and respect the opinion of
each.
improve it for the future.
Continuous Learning
It is the sign of a good
leadership that it always learns
through its experiences. Also,
learning needs to continue in
the long run, through
developing strong interaction
will all, including the other
leaders, as well as the
subordinates. In fact, it could
never wrong to say that
achievement of knowledge is a
continuous process that brings
The overall performance
feedback at the end of the
session.
15th December, 2017
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something valuable for all.
At the personal level,
expanding the horizons of
knowledge is important, so as
to aware of the current
industrial trends, employee
support practices, and the
overall changes in the outside,
and inside the organization.
For a leader, such knowledge is
highly important, so as fulfil
the organizational objectives.
Planning Skills
For a leader, planning is highly
important, so as to become
inspiration for the
subordinates, or the team
members. Even that,
haphazard, or disorganized
work never appreciated by all.
Also, such sort of work leaves
several loopholes in it. It needs
not only to plan for the
organizational task, but it
needs to plan for the personal
goals of each, too.
It will identify the
satisfaction rate of
employees, towards the
leadership, and the job.
4th March, 2018
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Thus, it will plan not only for
the organizational goals, but
for personal goals also. While
planning for the organizational
goals, it will set out distinctive
standards for employees, so as
they could get motivate to
achieve a high-end
performance.
Team Management
In the way of achievement of
task, the leadership of an
organization is responsible for
all of the good and bad
outcomes. It shows the way, it
unite the different culture
people, as well as bring in one
single idea to boost up the
performance of organization.
Being a leader, it will train, and
coach each employee, as well
as arrange daily meetings for
all. In those training sessions,
and meeting discussions, it will
raise concerns of employees,
and develop interaction among
them, to create a positive work
environment.
Employee feedback will
only be the most effective
tool, to monitor their
performance, as well as the
performance of the
leadership.
6th June, 2018
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Reflection
I have a colleague who joined with me in this company. Since then we well know each other but
as we share the same workplace but different projects. We attend many common meetings and
due to this, we kind of know each other well. I had a word with him to discuss our leadership
style. He mentioned that I am technically strong but lack the confidence in speaking on the
public platforms and also in addressing the meetings. This is may be due to my communication
skills. If I sharp my communication skills then my self-confidence would rise and then I can be a
good leader. The communication skills and confidence will imbibe in me the persuasion skills as
well. All these things are necessary ingredients to be an effective leader.
Feedback to Colleague
My conversation also led him to ask me about his leadership skills and what should he do to
improve his skills. This colleague has a tendency of stage fear. He kind of start sweating when he
holds the stage but in person he communicates well which shows that his communication skills
are good. I suggested him to use every chance he gets to speak in front of 4-5 people. This would
help him to gradually overcome his fear. I also suggested him to stand and speak facing a mirror
and look into his eyes. This would surely increase the confidence in him and he will be a good
manager soon.
7. Conclusion & Recommendations:
The report concludes that dynamic leadership is based on a dual oriented type of adaptive
leadership that enable the leaders to act in change by an adoption of the proactive approach. The
leader is required to adopt the fluid leadership style that should be adjustable in varied
circumstances. I have gained ample information about leadership styles and its effect on people
and most important the knowledge about self-awareness as a reflective practice, impact of local
and national culture on effective leaders in addition to an explicit personal development plan. For
the improvement in emotional quotient as the important element of emotional intelligence in
perspective of dynamic leadership, it is suggested that leader is required to give full attention to
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the emotion of follows and incorporate the emotions in decision making and humour can also be
used to relive the stress.
References:
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dynamic and deep narratives of greatness. Conceptions of leadership: Enduring ideas
and emerging insights, 167-183.
Barbuto Jr, J. E., Gottfredson, R. K., & Searle, T. P. (2014). An examination of emotional
intelligence as an antecedent of servant leadership. Journal of Leadership &
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Boardman, J., Combes, H., Sorenson, J., & Bennett, R. (2015). Associations between trait
emotional intelligence and clinical leadership behaviour among trainee and clinical
psychologists. Journal of New Writing in Health and Social Care, 2(1), 14-29.
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Choudhary, A. I., Akhtar, S. A., & Zaheer, A. (2013). Impact of transformational and servant
leadership on organizational performance: A comparative analysis. Journal of Business
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