Authentic Leadership Self Assessment
Tena Traughber
BUS 690 Strategies in Organizational Leadership
Dr. JAG
02/14/2014
In taking the Authentic Leadership Self-Assessment Questionnaire, I was very surprised by my results. The questionnaire was broken down in to four categories which were:
1. Self-Awareness 17- High
2. Internalized Moral Perspective 18- High
3. Balanced Processing 12- Low
4. Relational Transparency 17 High
I placed my scores beside each components as it relates to Authentic Leadership and if it was considered High or Low on the interpretation guideline. In order to understand what each component meant and to relate it to my leadership ability I had to revisit each one individually.
1. Self-Awareness is the process in which how one understands themselves and their actions. I am very aware of the areas in my personal and professional life that need improvement thus these can be viewed as weaknesses. I am also aware of my strengths and what I can bring to …show more content…
the table in order to succeed on an individual as well as a team level. Self-Awareness makes you think beyond the surface and basically makes you be real with yourself and get down to the nitty gritty of you! Out of all of the four components I believe that this one is the rock or the foundation in which the entire authentic leadership is developed upon. According to our text when leaders know themselves and have a clear sense of who they are and what they stand for, they have a strong anchor for their decisions and actions (Northouse , 2013). I scored a 17 on this component which is considered high. So as an authentic leader I am very self-aware and sure of my decision making abilities in which is in sync with how I would have personally rated myself if just simply asked about my self-awareness. The words that came to mind were confident, assured, firm, and grounded. Knowing that I scored as high as I did I think that I will continue in my journey to become more aware because there were a few areas in which I did not strongly agree.
2. Internalized Moral Perspective is the factor that appears to be the peer pressure factor. You are to use your own morals and standards that you were raised according to versus allowing outside people or situations to influence your decision making process. You basically control the level of influence a person has on you. This area I scored the highest of the four because I was always taught to think independently and to make decision based on what I thought was right and wrong. In this category I believe the accuracy was right on point. This area is one I want to continue to improve in if possible. Having a higher score in this area can lead to whether or not your team can trust you and will stand behind you to produce the results you desire of them. If you stand for what you believe in and is not easily swayed by others you will gain respect thus a loyal following.
3.
Balanced Processing is a personal challenge for me. I scored a 12 in this area which is considered low. This factor is a person’s ability you explore, accept, and contemplate other people’s opinion before making a decision. Now I will listen to someone’s opinion but that is as far as I will go. All advice is not necessarily good advice. Therefore, I am always very cautious when it comes to others suggesting that I should or should not make a certain decision. I challenge the statement in our text that states that leaders with balance processing are seen as authentic because they are open about their own perspectives, but are also objective in considering other’s perspective( Northouse, 2013). I disagree because you can be viewed as authentic without being objective. I personally had a Senior Manager that was far off the mark with his opinions and did not ever consider what his management team suggested, however his steadfast beliefs and actions convinced me that he was truly being an authentic transparent
leader.
4. Relational Transparency is the factor that an individual as a leader is open, honest, and basically what you see is what you get. He or she doesn’t always show the good side of themselves but is comfortable enough to reveal their weakness. In order to foster this factor an effective leader has to be self-aware and very confident. I currently have a manager that wears her emotions and feelings about certain subjects on her face and if she is displeased you can tell simply by looking at her. She acknowledges that she is a work in progress when it comes to this flaw. It is a very admirable trait for one to be able to be comfortable with what could be potentially considered a flaw.
In conclusion, the Authentic leadership Self-Assessment Questionnaire has been an eye opening experience for me. It has provided me an area of improvement to focus on if I chose to further advance my leadership abilities and skills.
References
Northouse, P. (2013). Leadership theory and practice (6th ed.). Thousand Oaks, CA: Sage Publications.
BUS 690 Strategies in Organizational Leadership
Dr. JAG
02/14/2014
In taking the Authentic Leadership Self-Assessment Questionnaire, I was very surprised by my results. The questionnaire was broken down in to four categories which were:
1. Self-Awareness 17- High
2. Internalized Moral Perspective 18- High
3. Balanced Processing 12- Low
4. Relational Transparency 17 High
I placed my scores beside each components as it relates to Authentic Leadership and if it was considered High or Low on the interpretation guideline. In order to understand what each component meant and to relate it to my leadership ability I had to revisit each one individually.
1. Self-Awareness is the process in which how one understands themselves and their actions. I am very aware of the areas in my personal and professional life that need improvement thus these can be viewed as weaknesses. I am also aware of my strengths and what I can bring to …show more content…
the table in order to succeed on an individual as well as a team level. Self-Awareness makes you think beyond the surface and basically makes you be real with yourself and get down to the nitty gritty of you! Out of all of the four components I believe that this one is the rock or the foundation in which the entire authentic leadership is developed upon. According to our text when leaders know themselves and have a clear sense of who they are and what they stand for, they have a strong anchor for their decisions and actions (Northouse , 2013). I scored a 17 on this component which is considered high. So as an authentic leader I am very self-aware and sure of my decision making abilities in which is in sync with how I would have personally rated myself if just simply asked about my self-awareness. The words that came to mind were confident, assured, firm, and grounded. Knowing that I scored as high as I did I think that I will continue in my journey to become more aware because there were a few areas in which I did not strongly agree.
2. Internalized Moral Perspective is the factor that appears to be the peer pressure factor. You are to use your own morals and standards that you were raised according to versus allowing outside people or situations to influence your decision making process. You basically control the level of influence a person has on you. This area I scored the highest of the four because I was always taught to think independently and to make decision based on what I thought was right and wrong. In this category I believe the accuracy was right on point. This area is one I want to continue to improve in if possible. Having a higher score in this area can lead to whether or not your team can trust you and will stand behind you to produce the results you desire of them. If you stand for what you believe in and is not easily swayed by others you will gain respect thus a loyal following.
3.
Balanced Processing is a personal challenge for me. I scored a 12 in this area which is considered low. This factor is a person’s ability you explore, accept, and contemplate other people’s opinion before making a decision. Now I will listen to someone’s opinion but that is as far as I will go. All advice is not necessarily good advice. Therefore, I am always very cautious when it comes to others suggesting that I should or should not make a certain decision. I challenge the statement in our text that states that leaders with balance processing are seen as authentic because they are open about their own perspectives, but are also objective in considering other’s perspective( Northouse, 2013). I disagree because you can be viewed as authentic without being objective. I personally had a Senior Manager that was far off the mark with his opinions and did not ever consider what his management team suggested, however his steadfast beliefs and actions convinced me that he was truly being an authentic transparent
leader.
4. Relational Transparency is the factor that an individual as a leader is open, honest, and basically what you see is what you get. He or she doesn’t always show the good side of themselves but is comfortable enough to reveal their weakness. In order to foster this factor an effective leader has to be self-aware and very confident. I currently have a manager that wears her emotions and feelings about certain subjects on her face and if she is displeased you can tell simply by looking at her. She acknowledges that she is a work in progress when it comes to this flaw. It is a very admirable trait for one to be able to be comfortable with what could be potentially considered a flaw.
In conclusion, the Authentic leadership Self-Assessment Questionnaire has been an eye opening experience for me. It has provided me an area of improvement to focus on if I chose to further advance my leadership abilities and skills.
References
Northouse, P. (2013). Leadership theory and practice (6th ed.). Thousand Oaks, CA: Sage Publications.