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Reflective

self-analysis

incorporating
competencies,
intelligence

current
skills,
level

psychometric profile

emotional
and

Introduction
To be a successful manager of a hospitality chain or a hotel it is imperative that I as an individual
know my skills, current competencies, emotional intelligence level and psychometric profile
(Testa&Sipe, 2012). This will make me concentrate on my strengths and help me understand
other multiple intelligence factors and highlight the characteristics that need improvement. This
reflective self analysis will be based on Multiple Intelligences Test - based on Howard Gardner's
MI Model. This will test me on the basis of 7 different intelligence types all of which are given
below (Gardner, 1985).
1.
2.
3.
4.
5.
6.
7.

Linguistic
Logical - mathematical
Musical
Bodily - Kinaesthetic
Spatial - Visual
Interpersonal
Intrapersonal

The basis of this test is that according to Gardner (1999) each of the different type classifies the
intelligence description and the preferred learning style for an individual. I would know my core
competencies by knowing which typical roles, preferences, potential under my dominant
intelligence type.

Self Analysis
Under the self analysis, I would look into my current competencies which would determine my
employability skills in the hospitality industry. My emotional intelligence assessment and the
result of the psychometric assessment would give further insight into my fit with the
requirements of the hospitality industry.

Current Competencies
The Multiple Intelligences model of Garner showed that I scored high (in the order of) in
Linguistic, BodilyKinaesthetic&Spatial-Visual types. This meant that my current competencies
are in the field of words and language, body movement control and visual and spatial perception
skills. I have always scored high on creativity &lingual skills from school, my favourite sport is
archery and I enjoy a good game of darts now and then. I am an extrovert, who does not believe

in a sedentary desk bound job and I would rather be practically involved in work rather than
figure out things in the back end in a theoretical manner.

Employability Skills
Based on my strengths and competencies; I am more inclined to be a front office person who
wants to be in the thick of things with hands on approach. Anevent manager would suit me
perfectly as I am extroverted, have good command over language and can visualise the project
from the start to finish. I even can be employed as a quality control manager as my visual and
spatial perception will give me the advantage of visually understanding a particular problem or
defect and I can use my understanding on the matter to solve the same. My skills in bodily
kinaesthetic will make me a good outdoor specialist and I can be employed as an outdoor PR
manager for hotels and manage events with relative ease.

Emotional Intelligence Assessment


The emotional intelligence is termed as the ability to understand and comprehend ones own
emotions as well as others emotions (Ciarrochi& Mayer, 2013). Goleman et al (2013) feels that
this is crucial for leadership as it helps the leader build synergy in the team and get an output
which is much larger than the sum of individual outputs of the team members. This is largely
termed as interpersonal and intrapersonal skills. My score in the Interpersonal and intrapersonal
intelligence type was not up to the mark. It did not figure in my top 4 skills. Thus my perception
of others feelings and the perception of my own feelings leave a lot to be desired. These two
components form a large part of the emotional intelligence according to Joseph & Newman
(2010). Scholars also argue that emotional intelligence is rather innate and people are born with
high EQ (emotional quotient). Yet there are many studies that link to proper acquisition of the
EQ, if people are trained properly. Thus, I feel that even if my intrapersonal and interpersonal
intelligence scores are low, I can acquire it by paying more attention to the people in the
surroundings. My spatial visual skills can help me learn interpersonal skills and a greater
experience in my career will give me necessary pointers for my intrapersonal skills.

Result of the Psychometric Assessment


Based on my skills, specifically, I intend to see myself employed as a mid level manager in
charge of PR and event management of the hotels using my strengths of linguistic and bodily

kinaesthetic skills. To measure my career path, I would first be an entry level manager for
conducting special events on the behalf of clients in various historic and tourist locations. The
attainability would not be much of an issue as the career that I have envisaged needs most of the
skills which I am proficient in. To attain it, I would further hone my interpersonal skills to handle
a team effectively, as this was found lacking in the psychometric assessment. Due to the
assessment I know that I have 3 of the 4 skills that are relevant to my career goals Timeline wise
in 5 years I would see myself becoming an event consultant making plans of the practical
implementation of the events. 10 years down the line taking charge of an entire event and lead a
group of entry level managers with consulting officers.

Conclusion
I would definitely believe that I am headed towards a right path in hospitality management
inclined to my strengths and core competencies. I was also able to realise my weaknesses or
areas where my competencies lacked due to the self analysis. The Multiple Intelligences Test based on Howard Gardner's MI Model was able to give me good pointers as to who I am and
what are my current competencies. I was able to appreciate the typical roles, preferences and
potential of each of the different intelligence types and was able to associate each of the
characteristics to the relevant roles in hospitality management. Looking forward, my efforts to
find out my skills and core competencies would further help me chalk out a personal
development plan to fit my personality to the company and its organisational culture.

References
Ciarrochi, J., & Mayer, J. D. (Eds.). (2013). Applying emotional intelligence: A practitioner's
guide. Psychology Press.
Gardner, H. (1985). Frames of mind: The theory of multiple intelligences. Basic books.
Gardner, H. (1999). Intelligence reframed: Multiple intelligences for the 21st century. Basic
Books.
Goleman, D., Boyatzis, R., & McKee, A. (2013). Primal Leadership: Unleashing the Power of
Emotional Intelligence. Harvard Business Press.
Joseph, D. L., & Newman, D. A. (2010). Emotional intelligence: an integrative meta-analysis
and cascading model. Journal of Applied Psychology, 95(1), 54.
Testa, M. R., &Sipe, L. (2012).Service-leadership competencies for hospitality and tourism
management. International Journal of Hospitality Management,31(3), 648-658.