PSY FPX 6720 Assessment 3 Self-Leadership

Student Name

Capella University

PSY FPX 6720 Psychology of Leadership

Prof. Name:

Date

Strength-based Assessments in Organizational Leadership

Strength-based assessments are utilized in organizations to gather information about an employee’s or leader’s strengths and weaknesses, particularly concerning their leadership styles. The goal of collecting this information is to help organizations approach each situation more effectively. Strategies to enhance team members’ strengths and weaknesses include understanding their current status through strength-based assessments, receiving support from mentors or coaches, and developing situational awareness to determine which leadership traits should be employed depending on the context (Barker, 1997; Cohen et al., 2016).

Self-Leadership

In leadership and management, strength-based assessments are often employed to identify individuals’ strengths and weaknesses in their leadership styles. These assessments provide feedback and recommendations for future development, assisting management in evaluating leaders’ internal, external, emotional, and behavioral competencies (Mackie, 2016). For example, at Company A, it is essential to request employees to complete strength-based assessments before conducting year-end performance reviews. These assessments are beneficial not only to leaders but also to employees and followers, as they enhance the understanding of individual skills and traits, which in turn influences how individuals respond to different situations (Barker, 1997).

PSY FPX 6720 Assessment 3 Self-Leadership

Strategies for Future Development

Developing leadership traits is crucial for leaders. Regardless of an individual’s current skills and traits, it is important to build on both strengths and weaknesses. For instance, individuals with traits of a humanity leader should also work on strengthening temperance leadership style traits (Zaccaro et al., 2018). Key strategies include analyzing personal strengths and weaknesses, obtaining support through coaching and mentoring, and developing situational awareness to further leadership development (Eisenbeiß & Giessner, 2012).

Conclusion

Strength-based assessments play a vital role in understanding a team’s strengths and weaknesses within an organization. Effective strategies for enhancing team members’ strengths and weaknesses involve securing support from mentors or coaches and developing situational awareness. By applying these strategies, individuals can further refine their specific leadership traits and improve their effectiveness within the organization.

References

Barker, R. A. (1997). How can we train leaders if we do not know what leadership is?. Human relations, 50(4), 343-362.

Cohen, M. J., Ferguson, K., Gingerich, T. R., & Scribner, S. (2016). Righting the wrong: Strengthening local humanitarian leadership to save lives and strengthen communities.

Eisenbeiß, S. A., & Giessner, S. R. (2012). The emergence and maintenance of ethical leadership in organizations. Journal of Personnel Psychology.

PSY FPX 6720 Assessment 3 Self-Leadership

Datu, J. A., Tang, R., & Xiaoying, W. (2021). Humanity-oriented character strengths as differential predictors of stigma towards people with special educational needs. International Journal of Disability, Development and Education, 1-13.

Derue, D. S., Nahrgang, J. D., Wellman, N. E. D., & Humphrey, S. E. (2011). Trait and behavioral theories of leadership: An integration and meta‐analytic test of their relative validity. Personnel psychology, 64(1), 7-52.