Leadership Self Assessment and Team Excellence

¶ … Qualities as an Authentic Leader

Authentic Leadership Self-Assessment Questionnaire has helped me measure the component comprising Authentic Leadership (Northouse, 2016). Thus, under self-awareness questions, I was aware of my strengths, limitations, how I influence others and how they view me as a leader. Transparency is an essential tool for me that have enabled me to reinforce my high leadership levels of openness with others in the organization. Therefore, this has given them an opportunity to be forthcoming with their opinions, challenges, and ideas. This aspect has gone a long way in solving company problems and hence, many are the times that a leader and his team work in getting solutions to a situation as a team. In today's business world, ethics is being advocated for and therefore, my ethical or moral aspect as a leader showed high degrees because I have set high moral and ethical standards of conduct in the organization. In looking at balanced processing, I also realized that my scores were low which meant that the degree needed in a leader to solicit sufficient opinions and viewpoints from team members before making important organizational decisions is lacking. Thus, I need to look at listening carefully to other people's ideas especially those who are not in agreement with raised suggestions. When it comes to emphasizing my point-of-view, I am not keen, and this is a major concern for a leader who wants to be authentic. Nonetheless, before making decisions, I listen carefully to other people's ideas, and this has helped me become a controversial and authentic leader.

From the Team Excellence and Collaborative Team Leader Questionnaire, I was able to learn the importance of measuring the health of any given team by looking at their criteria of team excellence. As such, the questions looked at issues like goal, team members, structures, climate, external support, standards, and structure. All the mentioned aspects are important facets for any leader to be effective in meeting organizational goals and objectives and being ethical in their duties. Later, the questionnaire also measured the leadership and assessed one's effectiveness of a leader while focusing on goals, ensuring that the organization has a collaborative climate, and through this questionnaire arising complexities are addressed in making teams effective (Northouse, 2016).

The impacts of the two questionnaires are positive because from the Authentic Leadership I can assess the five dimensions attributed to authentic leaders. They include purpose where passion is evident because leaders understand their fundamental purpose in any given organization to be self-driven passion. Their value is the second dimension and looks at the leader's behavior regarding values translating to the actions of the leader. Third is the heart of compassion where leaders of an organization will help others see their value and deeper purpose of work in their respective departments. The relationship is the fourth dimension and talks about connectedness as it is important for leaders to create enduring and genuine relationships through the connections their make in their daily operations. A leader also has to have consistent self-discipline attributes that others in the organization can rely on and emulate. For the Team Leadership, I have learned more about working with the team and collaborating with them especially when it comes to making sound decisions. Therefore, my personal leadership style has been improved by the two questionnaires because I have been accorded the opportunity to become a better leader and help in improving the lives of my followers. Hence, I make a difference in the society and show the importance of each attribute and the way they complement one another in making an authentic leader.