The Leadership Circle Profile Self Assessment

Self-Assessment: The Leadership Circle Profile

Purpose

In as far as the development of my leadership capabilities and potential is concerned, the relevance of a self-assessment tool of this kind cannot be overstated. This is more so the case given that it provides one with an opportunity to effect meaningful changes that not only provide internal motivation for proper leadership behavior, but also give fourth external results that are consistent with effective leadership capabilities. For this reason, in addition to making me a more effective leader, a tool like the leadership circle also comes in handy in my transformation as a developing leader.

Impact

The most impactful domains of my results in this case were relating, protecting, and authenticity. This is more so the case given that while my scores (self-percentile) were rather high in ‘relating’ (at 86%), they were quite low in ‘protecting’ and ‘authenticity’ (at 5% in both instances). The three domains brought to the fore certain personal inclinations in the leadership arena that I was not largely aware of. For instance, the high rating in ‘relating’ is an indication I am people’s person and always ready to assist whenever an opportunity to do so presents itself – be it in individual or team engagements. On the other hand, the low score in ‘protecting’ largely complements or is related to the high rating in ‘relating’ owing to the fact that it indicates that I do not maintain any distance in my engagements and relationships with others. In this case, the rating confirmed what I had all along been aware of – especially with regard to my desire to ensure that I carry others along in group engagements. I have never been interested in attracting praise in an individual capacity in such engagements. However, I also established that there is a need to ensure that my values are matched by behavior – owing to the low rating in authenticity.

Application

Teamwork in organizational settings has largely been associated with positive outcomes in as far as efficiency is concerned. The results indicate that I have an inherent capability to motivate people and bring out the best in them. In future job-related tasks, I will put this instrumental skill or capability to use with an intention of ensuring that organizational goals and objectives are accomplished in a more efficient and cost-effective manner. More specifically, this is a feat that I will be able to accomplish by deploying my collaborator capabilities and mentoring others. Further, I could also deploy other personal traits such as lack of cynicism and lack of ego-centric tendencies (as has been indicated in my ‘protecting’ score) to solve conflicts that arise from time to time in the organizational setting.

Reflection

The scaling leadership concept is instrumental to personal leadership development. It could be unsettling at first to get a deeper perspective of some inherent traits, but it makes it possible for one to embrace the relevant changes. To be a transformational leader, I will need to not only inspire the teams that I lead, but also ensure that I maintain humility and compassion. However, I am also aware of the fact that I will need to ensure that I further refine my communication and persuasive abilities so as to be able to effectively motivate others towards the accomplishment of certain tasks. In the final analysis, it would be prudent to note that I would wish to be more adhering to a certain set of principles and values that provide the greatest meaning to self (i.e. what has been defined as ‘integrity’). This happens to be one of the creative competencies highlighted in the resource. In so doing, I would be seeking to ensure that others can trust my judgment and ability to implement or see through that which I commit to.