Finally, I need to make some changes to how I deal with stress in general, which may make me more resilient in my professional life. I need to learn to laugh at myself, and I need to embrace a more optimistic outlook. Finally, because resiliency is linked to personal stress levels, I need to engage in healthy behaviors, such as eating right and exercising.
Title of the Assessment: Assessing Your Creative Personality
Purpose of the Assessment: The purpose of the assessing your creative personality assessment is to estimate the subject's creative potential.
Actual Score: +1
Interpretation of Score: I have an average creative personality.
Improving Effectiveness / Efficiency: With all of the emphasis on thinking outside of the box, it is clear that today's workplace emphasizes creativity. Creativity is seen as a way to measure intelligence, persistence, and innovation; and creative people are seen as wonderful assets in the workplace. However, creative people do not always contribute to the effectiveness or efficiency in a workplace. The reality is that some creative people have bad ideas, and bad ideas can absolutely decrease workplace effectiveness and productivity. Therefore, enhancing my creativity is one area where I think I need to tread carefully before making any changes. Depending on my position, the successful performance of my job skills may actually require me to approach the job in a previously delineated manner and to carefully evaluate any creative impulses that I have to see if they would actually increase my efficiency. However, efficiency and effectiveness are two different measures, and people with high-normal levels of creativity tend to be perceived as more effective than other people. More importantly, those people who are creative enough to effect paradigm changes are those who can view the world in a radically creative manner. What I may need to do is increase my open-mindedness. When I open up my mind to the possibility that there is a better or more effective way to accomplish things, or even that there is a whole undiscovered realm of things to be accomplished, I make it more likely that I will be creative. Therefore, I need to work hard to keep an open mind, so that I can consider new possibilities when confronted with old scenarios.
Title of the Assessment: Team Roles Preference Scale
Purpose of the Assessment: To determine the role a person is best suited to play in a team environment.
Actual Score: Encourager: 9
Gatekeeper: 7
Harmonizer: 8
Initiator: 6
Summarizer: 6
Interpretation of Score: Encourager: medium
Gatekeeper: low
Harmonizer: low Initiator: low Summarizer: low
Improving Effectiveness / Efficiency: These five attributes describe the five team roles that occur in group settings. To improve effectiveness and efficiency, it makes sense that I would try to choose the role that was the most natural to me. However, examining the five different roles, it does not seem that I am innately suited to any of them. I am medium as an encourager, but low on every other scale. I do not think that I can expect to find success in business if I do not increase my scores in at least one of those areas. Therefore, in order to maximize my effectiveness and efficiency, I would focus on improving my capabilities as an encourager. Encouragers are those people who can praise and support the idea of other team members. I do find that I play a cheerleader role more naturally than any other role, and that I could up my efforts at making other team members feel as if they are contributing to the project. Moreover, I feel that my natural tendency to be an encourager actually lends itself to me being a strong harmonizer, because I am good at praising and supporting other team members, but low at being a gatekeeper. Because I do not generally try to exert control over a group situation, I think that I could learn to be a better harmonizer. Therefore, I will work on my mediation skills, so that I can help negotiate any conflicts that could arise in a group setting. I think this will be possible, because my natural tendency to provide encouragement to others generally makes me seem less judgmental and less threatening, which I think are important characteristics in a mediator.
Title of the Assessment: The Team Player Inventory
Purpose of the Assessment: The Team Player Inventory measures the extent to which the subject is positively predisposed...
Self-Assessment The effective use of qualitative research When I first embarked upon this course, I only had a vague idea about the purposes of the different qualitative research methods. While I knew the distinctions between grounded theory, case studies, phenomenology, narratives, and ethnographies on an intellectual level, when I assessed different studies over the course of my own research, I was less concerned about the different processes used to reveal the results
Self-ASSESSMENT OF EMOTIONAL INTELLIGENCE Intelligence Overall, my emotional intelligence score is 82. Scores of 80 -- 89 are considered strong, and those people with scores in that range can count their emotional intelligence as a strong upon which they should continue to build. This is interesting news for me. Emotional intelligence is an issue in education and in the professional world that has garnered increased attention in the 21st century. Gardner's theory
Self-Assessment and Reflection According to Daniel Goleman, author of Emotional Intelligence: Why it Can Matter More than IQ (July 1997): "Self-awareness includes the competencies of emotional awareness, accurate self-assessment and self-confidence. Skill in knowing about personal strengths and limits and self-worth are related to these competencies." Various professional tests I have taken have provided me with some insights into my own personality characteristics and personal and professional strengths. For example, according
Assessment Synthesis Some of my mistrust may come from my personal timeliness, and my sense that teams can occasionally procrastinate and pull other people back. Accepting others differences is indeed difficult. (Kroeger, Thuesen & Rutledge, 2002, p. 3) I need to make the differences of others work better for both myself, and my organization. Even if I am doing a good job, I must make my internal criticism of others less
Self-Assessment Progress Report Number Three Progress Self-Assessment Progress Report Three Current Employer: Military Current Job: P-3 Analyst Future Job: Real Estate Attribute 1:Outgoing Attribute 1 Score Attribute 2: Decisive Attribute 2 Score This report summarizes my post-assessment reflections and my progress while working on change activities to develop personality attributes of sociability and decisiveness. I feel confident that I have achieved Level III. I have invested my time and energy to be able to progress to this level,
There are no good or bad personalities, and diversity creates strength. This is particularly true in terms of teams, where having D, I, S, and C-types working harmoniously together enables all tasks to get done by the individuals with the greatest core strengths in specific interpersonal areas. Different team members can compensate for one another's weaknesses. One problem with team-building between different types, however, is the fact that the different
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