My Weakness
Based on the results of the self-assessment, my weak area of performance is “protecting.” Essentially, I possess a high level of arrogance, critique, and a trait of distancing myself from my peers/ colleagues. With respect to the leadership behavior, it appears I have the lowest score to enable others to act. By definition, enabling others to act is a leadership behavior that allows a leader to galvanize the workforce by encouraging each worker to effectively undertake their duties and responsibilities. Ideally, an egocentric leader is less likely to participate in activities that may motivate their employees to act based on the organization’s needs. Thus, implying that I may lack the capability to actively involve other employees to participate in the necessary organizational activities.
Moreover, protecting means that I have little trust in allowing other people to complete a given assignment as required. This results in a controlling behavior pattern that aims to ensure that I can oversee the completion of any assigned duty as per my requirement. Employees who fail to uphold the desired standards can be scolded or harshly criticized for their incompetence. The lack of leadership behavior related to “enabling others to act” means that as a leader, I will be unable to foster collaboration, build trust, or facilitate meaningful work-based relationships.
Importance of developing
An organization run by leaders who are “self-absorbed” is more likely to have a toxic work environment. A leader who is arrogant and distant places their agenda ahead of the company’s goals. This can be detrimental to the performance of the organization in the long run. Therefore, it is important to develop leadership practices and behaviors to develop strong cohesion between the leader and the employee. Today’s society requires leaders who relate correctly with their employees if the organization is to succeed. Therefore, developing critical skills in enabling an employee to act is essential in increasing self-determination and competency. Past and current have demonstrated the importance of leaders fostering a conducive work environment to enhance employee productivity.
Furthermore, developing a culture as a leader of closely interacting or engaging with employees at a personal level increases their willingness to be more connected with their work. This increases employee productivity and satisfaction, which in turn reduces employee retention in the long run. Overall, the importance of developing “enabling others to act” as a leadership practice is that it enables employees to be rooted in the organization and become proactive and productive.
My Strength
The results of the self-assessment cite “achieving” as my leadership behavior, in which I ranked the highest. This means that strategic focus, decisiveness, results in achievement, purpose, and vision is more frequently behavior when compared to other leaders. The traits as mentioned earlier are consistent with the “Inspire a Shared Vision” leadership behavior. Fundamentally, a leader should demonstrate the ability to harbor the purpose and vision to be achieved by the organization. This means possessing the ability to inspire employees to see the vision and also being willing to accomplish the vision together.
Moreover, having the “Inspire a Shared Vision” leadership behavior means that I have the ability to set the long-term goals and short-term objectives of an organization. Coherently, as a leader, I can strategically focus on examining the company’s future needs and adjust the current strategies accordingly to ensure longevity in the market. In addition, it means that I have the ability to make decisions decisively irrespective of the prevailing situations, conditions, or opportunities facing the firm.
The success of any organization largely depends on the ability of the leaders to set goals and objectives and formulate strategies to ensure they have been achieved. A visionary leader is instrumental in inspiring and energizing the workforce to work towards a defined purpose. The strategic focus is significant in facilitating vivid and clear communication on what the company expects from the employees. The long-run growth and profitability of any business relies on the ability of its leaders to solve problems emanating from the business environment. Decisiveness is an attribute that is important in enabling the leader to make “tough decisions.” It is among the most visible traits, which can be used to benchmark the performance of any leader.
Employee Satisfaction Survey One
The result of the Employee Satisfaction Survey indicates that most of the sampled participants do not trust their supervisors. The lack of mistrust by the employees can be linked to poor “model the way” leadership practice/behavior. The lack of trust means that the leader is not acting as the role model to be emulated by the employee. Furthermore, when employees lack trust in their leaders, they are likely not motivated towards a common goal. Therefore, the company needs to develop leadership behaviors and practices that will enhance trust in the management. One of the methods, which can be used to enhance trust is being accessible. A successful leader understands the significance of being accessible and approachable when building trust with their employees. Additionally, to develop trust, leaders have to be honest by acknowledging their mistakes and improving the process. Employees tend to have faith and trust in leaders demonstrating credibility.
Additionally, the survey result shows that the leaders of the company do not communicate with employees to assist them in determining their training and development goals. The failure to recognize the employees’ potential to ascertain their level of proficiency and competency can be detrimental to the overall functionality of the firms. The human resource is considered the most crucial factor of production. Therefore, failing to train and monitor the performance of the workforce could mean poor performance for both the company and its leaders.
Employee Satisfaction Survey Two
The survey findings illustrate that the employee believes the supervisor (leader) constantly strives to provide value to our clients and customers. The observation of the sampled employees is consistent with the “challenge the process” leadership behavior. The provision of value to consumers determines if the business fails or succeeds in the marketplace. It demonstrates that the leader is centered on catering to the needs of the consumers. Such leadership behavior is vital for the long-run success of the organization. Research has shown that companies centered on the wants of the market, such as Amazon, are likely to dominate their market on a long-term basis (Wadhwa, Vashisht & Phutela, 2020). Sustaining the leadership, as mentioned earlier behavior will be critical in cementing the relationship between the company and the consumers. Thus, increasing the consumer base and loyalty in the market. Overall, having a leader who is focused on fulfill the needs of the company is critical for the longevity of the company.
Reference
Wadhwa, B., Vashisht, A., & Phutela, N. (2020). Business model of amazon India-A case study. South Asian Journal of Marketing & Management Research, 10(1), 32-40.
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