Psy 693 Topic 7 DQ 1
Module 7
DQ 1
Take at least one online Leadership assessment. What type of leader are you? What other
leadership skills do you possesses? What areas can you improve upon?
The one phase that comes to my mind for me about leaders is “are leaders born or made”, I have
heard this most of my life. The answer is both as leadership can be complex but sophisticated
and there are certain qualities some people are natural leaders and hone their skills through
experience, conscious self-development, education, and training (Riggio, 2009).
The leadership style assessment results show six leadership types of ambassador, advocate,
people mover, truth-seeker, creative builder, and experienced guide. According to Galford &
Maruca, (2011) the following results are from the leadership assessment:
The ambassador characteristic is that I instinctively know how to handle a variety of
situations with grace and are apt to be persistent in a gentle way. The advocate in me will
act as a spokesperson for an entire group as I tend to be rational, logical, articulate, and
persuasive in a positive way. The people mover in me can spot talent in individuals,
motivate individuals, have parental and nurturing qualities towards individuals. The truth-
seeker in me says I am fair, I am an equalizer, I show good judgement, I am level-headed,
show objectivity, and process-oriented. I level the playing field, assist others in
understanding new policies and procedures, act to preserve integrity, and identify the root
of a problem to ensure fair outcomes. As a creative builder I am a visionary and
instinctively see new opportunities and that I have a good understanding of building but
know it is not about the invention but the process of making an invention come to life,
but I need to learn to have a strong belief in the end result and the ability to tolerate the
entire process. The experience guide I am a good listener and I put myself in another
individual’s shoes to assist them in think through their own problems. I assist others to
make it through their day to see the bigger picture in their life and naturally lend myself
to listen and be their confidant. My next steps are as a leader is to naturally beware of
who could continue building my legacies. I need to continue to ask questions of my
employees as to what style of my leadership do they like the best and is there anything I
need to improve on for them under my leadership. The assessment scores I received were
only off of the maximum points of 25 by not more than 3 to 4 points on each
characteristic.
I would say my leadership of many years is always being evaluated not just by me but by my
employees and management staff as I continue to get an understanding of my own natural
orientation and the ever-changing dynamics of the department. This explains why so many
employees have stayed working in the same department with me over 20 years, however, none of
this feels that it has come naturally to me as it seems more by trial, error, asking questions,
taking constructive criticism to heart and where there is a weakness working to make it a
strength.
Galford, R. M., & Maruca, R. F. (2011). The Leadership Legacy Assessment: Identifying Your
Instinctive Leadership Style. http://www.yourleadershiplegacy.com/assessment/assessment.php
Module 7
DQ 1
Take at least one online Leadership assessment. What type of leader are you? What other
leadership skills do you possesses? What areas can you improve upon?
The one phase that comes to my mind for me about leaders is “are leaders born or made”, I have
heard this most of my life. The answer is both as leadership can be complex but sophisticated
and there are certain qualities some people are natural leaders and hone their skills through
experience, conscious self-development, education, and training (Riggio, 2009).
The leadership style assessment results show six leadership types of ambassador, advocate,
people mover, truth-seeker, creative builder, and experienced guide. According to Galford &
Maruca, (2011) the following results are from the leadership assessment:
The ambassador characteristic is that I instinctively know how to handle a variety of
situations with grace and are apt to be persistent in a gentle way. The advocate in me will
act as a spokesperson for an entire group as I tend to be rational, logical, articulate, and
persuasive in a positive way. The people mover in me can spot talent in individuals,
motivate individuals, have parental and nurturing qualities towards individuals. The truth-
seeker in me says I am fair, I am an equalizer, I show good judgement, I am level-headed,
show objectivity, and process-oriented. I level the playing field, assist others in
understanding new policies and procedures, act to preserve integrity, and identify the root
of a problem to ensure fair outcomes. As a creative builder I am a visionary and
instinctively see new opportunities and that I have a good understanding of building but
know it is not about the invention but the process of making an invention come to life,
but I need to learn to have a strong belief in the end result and the ability to tolerate the
entire process. The experience guide I am a good listener and I put myself in another
individual’s shoes to assist them in think through their own problems. I assist others to
make it through their day to see the bigger picture in their life and naturally lend myself
to listen and be their confidant. My next steps are as a leader is to naturally beware of
who could continue building my legacies. I need to continue to ask questions of my
employees as to what style of my leadership do they like the best and is there anything I
need to improve on for them under my leadership. The assessment scores I received were
only off of the maximum points of 25 by not more than 3 to 4 points on each
characteristic.
I would say my leadership of many years is always being evaluated not just by me but by my
employees and management staff as I continue to get an understanding of my own natural
orientation and the ever-changing dynamics of the department. This explains why so many
employees have stayed working in the same department with me over 20 years, however, none of
this feels that it has come naturally to me as it seems more by trial, error, asking questions,
taking constructive criticism to heart and where there is a weakness working to make it a
strength.
Galford, R. M., & Maruca, R. F. (2011). The Leadership Legacy Assessment: Identifying Your
Instinctive Leadership Style. http://www.yourleadershiplegacy.com/assessment/assessment.php
