Running head: LEADERSHIP SELF-ASSESSMENT 1

Leadership Self-Assessment

Selina Dykes

Grand Canyon University: NSG 436

May 17, 2020

LEADERSHIP SELF-ASSESSMENT 2

Leadership Self-Assessment

Nursing is a profession that incorporates leadership into almost every scenario. It

is important for health care fields to obtain leaders who have positive characteristics that will

help the organization grow and meet critical standards. As a student, learning the type of leader

one is and features that come with these leaders are significant to understand because it allows

for growth within the person and organization. Analyzing my personal strengths and weaknesses

will help improve my leadership style and recognize what I can work on to create the best

outcome. In this paper, I will analyze the type of leader I am along with insights about my results

and the significance of a self-assessment.

Summary

After completing the leadership compass self-assessment, I got “west”. This category is the

analytical and bases work off of the use of information and data. This type of person weighs all

sides of an issue, maximizes existing resources and is dependable in task situations (The

Leadership Compass Self-Assessment, 2010). On the other hand, this type of person can be

stubborn, become fixated on details and can be distant or withdrawn. I think that as a leader this

accurately describes me because I feel as if I am very analytical and need to base my decisions

on data while making the smartest choices possible by weighing all options. This inspires me to

be a nurse leader as a new graduate because I feel as if it is important to encompass all parts of

this assessment. Having action, empathy, analytical and vision traits will make a good leader

because it allows for a diversity in the way one works. Additionally, I tend to take charge of most

situations I am in so knowing what my weaknesses and strengths are will help in working with

others and listening to others who are above me as a new grad. The second assessment results I

got were “team leader”. This type of leader has a high task to high relationship ratio with
LEADERSHIP SELF-ASSESSMENT 3

coworkers (The Blake and Mouton Managerial Grid Leadership Self-Assessment Questionnaire

n.d.). Essentially, members of the team are given tasks and goals that are attainable and realistic.

The leader pushes the team members to their fullest potential and expects great results while

maintaining an appropriate relationship. This represents me accurately because I feel as if I want

things done proficiently and correctly then I have to treat the members properly. This maximizes

the team’s potential and cultivates a safe and goal-oriented environment while still producing

positive results. This will help me as a new graduate because I would expect other leaders to treat

their members and coworkers with respect no matter what. It can be intimidating for a new grad

to ask questions without feeling as if they are being looked down on. A team leader is open to all

types of questions if it means properly fulfilling the task at hand. I feel as if this is the best type

of environment because it allows for the most growth, which is something I feel like I will

benefit from in the clinical setting.

Insights

These assessments definitely gave me insight on what type of personality I have and the

type of leader I will be. In past situations, I have seen these characteristics not only in school but

at work and within my personal relationships. I gained information about myself such as my

motives behind making decisions as well as how much I value relationships. This influences my

values and attitudes towards others because I am more aware of how I would want things done.

For example, if a member of the team was slacking off, I would feel compelled to help them

focus and continue working but if they continued, I would have to talk with them because they

are not producing proper results and I am very task oriented. As a nurse leader, I plan to have

guidelines and expectations that are realistic with my team in order to satisfy both the needs of

the organization as well as the team members.

LEADERSHIP SELF-ASSESSMENT 4

Significance

Within organizations and groups, my behavior is assertive yet friendly. I believe this

combination has the perfect balance that is needed to be a leader. The results captured how I

behave when it comes to professional decisions and I think it accurately relates to my heavier

individually. I tend to take charge and analyze each issue with supporting details before making a

decision. My leadership style is closely represented by the servant leadership style that was

discussed in topic 1. This type of leader similarly focuses on the strengths of the team members

and develops trust within the team. I think that this closely resembles my style because

establishing relationships improves the overall results of the team. It allows for ideas to be

evaluated and be heard as well as creating certain goals that result in success. A servant leader

aids in the development of team members and I feel as if this is the best way to accomplish tasks.

Having these goals are important, however, if there is no trust in the relationships of the team as

well as allowing others to feel heard, then it can be difficult to persuade people to work with you

instead of against you. As informal leaders, it is imperative that the team trusts the leader and can

communicate with the leader because if not, they will head straight to the formal leaders and

create unnecessary drama within the organization.

Leaders can be found in every profession, but what makes a great leader is knowing how

to handle situations and how to communicate with their team. After completing the self-

assessments, I feel as if I can properly analyze my style and improve my weaknesses. By being

aware of these styles, I can easily accomplish what I need to get done with my team by knowing

how I operate and what motivates me. Having strong relationships with others as well as high

task outputs will allow for the best outcomes as a leader. Overall, these assessments can help in

the development of my leadership style and improve my professionalism in the clinical setting.
LEADERSHIP SELF-ASSESSMENT 5

References

The Blake and Mouton Managerial Grid Leadership Self-Assessment Questionnaire (n.d.).

Creative Property of The Vision Council. Retrieved from:

https://www.bumc.bu.edu/facdev-medicine/files/2010/10/Leadership-Matrix-Self-

Assessment-Questionnaire.pdf

The Leadership Compass Self-Assessment. (2010). Building Intentional Communities. Retrieved

from:

https://www.bethechangeconsulting.com/sites/default/files/worksheets/Leadershi

p-compass-self-assessment.pdf