How can you evaluate your own leadership skills and behaviors – Seasoned Author

Evaluating one’s own leadership skills and behaviors is an important aspect of self-development. One of the most effective strategies to do so is by completing Gallup’s StrengthsFinder assessment which has been designed to identify one’s personal strengths. Through this assessment, individuals can reflect upon their talents and use them for optimal success in a leadership role. Additionally, it also provides insights into how the results relate to their leadership traits.

StrengthsFinder assesses five main themes or areas related to successful leadership: strategizing, influencing, executing, relationship building, and empowering others. After analyzing these facets through the survey questions provided on Gallup’s website such as those that measure problem solving abilities and communication style preferences among other factors; individuals are presented with a list of their top five “signature strengths” out of 34 total possible choices (McKenzie 2019). This allows them to become aware of what makes them particularly successful when it comes to leading teams or projects. For example, someone who scores highly in creative thinking may be best suited for innovative tasks — whereas a person who performs well under pressure would thrive during time-sensitive assignments.

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Individuals can also evaluate their leadership skills by reflecting on specific situations in which they have led a group or project previously. Doing so objectively involves assessing both successes achieved as well as failures encountered while considering how individual actions contributed either positively or negatively towards outcomes (Toberer & Carney 2011). Additionally asking trusted peers or colleagues for constructive criticism offers valuable insight into areas where improvement is needed (Mumford et al., 2000). Moreover reading books on developing effective management habits helps form strategies used by experts which often prove invaluable when organizing people around shared goals (Hogan & Kaiser 2005) (1).

In conclusion evaluating one’s own managerial prowess requires introspection along with external feedback from knowledgeable sources providing unbiased opinions about performance history thus enabling more comprehensive understanding complex interaction dynamics makes individual better equipped tackle challenging situations arise future prospects concerning improving capabilities remain steady course manageable increments although there certainly exceptions circumstances require drastic improvements swiftly order meet organizational expectations.(2)

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Hogan J., & Kaiser R..(2005) What We Know About Leadership : Effectiveness And Personality The SAGE Handbook Leadership 515–533

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