Leadership Traits Questionnaire is a vital tool for accessing primary information about individuals. It is possible to compose a certain insight into a potential behavior of a person in a different situation where his leadership abilities can be manifested. It is also useful for understanding an environment formed by people, to predict how teams build from ones who beloved to this environment would behave and how efficient their interactions will be (Eastwood, 2019). According to the assignment’s instructions, Leadership Traits Questionnaire was completed by five people I’m personally close to, such as friends or relatives, and me.
Comparison of Results of Leadership Traits Questionnaire.
In Table 1 the comparison of the results of the questionnaire is provided. It is possible to summarize and interpret the results to reveal to what extend my leadership traits are more or less expressed than my friends and relatives’ ones. My self-ratings are higher than average ratings of others on articulate, self-confident, self-assured, persistent, determined, trustworthy, conscientious, and diligent. My self-ratings are lower than the average ratings on perceptive, dependable, friendly, and sensitive. My self-ratings on outgoing and emphatic are the same as the average ratings of others.
From the outlined results, it is possible to provide a summary of my potential efficiency and expected performance as a leader. My self-ratings on most of the traits are higher than averages ones that indicated the strong chance that I will be better at leading than them, based on such characteristics as confidence, determination, and charisma. However, the questionnaire also indicated my weak spots, which are sensitivity and friendliness, while I am also tending not to depend on others. It may imply my potential tendency not to respect others’ feelings can even deteriorate the performance of a team I abstractly can be a leader of (Eastwood, 2019).
It is vital to know that traits can be my strong ones and successfully contribute to the efficiency of teamwork. Simultaneously, in some situations, which, for instance, may require friendly collaboration instead of separating the parts of work that is expected to be done, other leaders with other traits can be more effective than me.
It is vital to mention that the provided in the questionnaire leadership traits are a part of a greater perspective that is leadership mindset complemented with leadership qualities of an effective leader. It is possible to connect traits with qualities to reveal how the results of the questionnaire contribute to the understanding to what extend I am a leader compared to others’ results. The effective head of a team is self-aware, and their priority is personal development. My traits indicate that I potentially correspond to this requirement (Eastwood, 2019). However, I do not focus on developing others, which is not beneficial for general performance improvement.
It is important to recognize the leadership style an individual belongs to, as it assists in understanding the approach a person will potentially utilize and related pros and cons. With respect to total scores obtained through Leadership Styles Questionnaire I completed, my results are: Authoritarian Leadership equals 27, democratic leadership equals 19, and laissez-faire leadership equals 12. It implies that there is a very high chance that I am an authoritarian leader. The characteristic of such a leadership style is making decisions without consulting team members despite the probability of such interaction being useful (Cherry, 2021; Ward, 2020).
As it is already indicated, it complements the results of the previous questionnaire. I tend to focus on the development of my qualities and self-performance, based on my determination and confidence, rather than achieving the efficiency of the team.
Democratic Leadership score of my questionnaire’s results is in the moderate range, which shows that in some situations, it might be acceptable for me to rely on a cooperatively taken decision. It correlates with mentioned above conclusions as knowing my weak traits. The correct approach for me might be to enable ones who are more sensitive to evaluate the situation (Cherry, 2021). My Laissez-Faire Leadership score is in the low range that implies that I am not willing to let the situation be regulated by natural processes, and control over the internal environment is vital for me (Ward, 2020). With respect to my personal work environment, it is important to conclude that there is a necessity for me to be an effective authoritarian leader who controls the team based on personal qualities and traits.
It can derive into some tension between my colleagues and me or group mates. Despite not being as highly expressed as leaders like me, based on the traits questionnaire, they still can consider it to be inappropriate if I am not listening to them during decision-making. Therefore, it might be advisable for me to revise my attitude toward group activities, as in the contemporary world, the approach I have, based on the two questionnaires completed, is not appreciated in most situations.
References
Cherry, K. (2021). Leadership styles and frameworks you should know. VeryWellMind. Web.
Eastwood, B. (2019). The 5 qualities all successful leaders have in common. Northeastern University. Web.
Ward, S. (2020). What Is Leadership?. SmallBusiness. Web.