Strength-based Assessments in Organizational Leadership
PSY FPX 6720 Assessment 3 Strength-based assessments are used in the business environment to obtain information regarding an employee or a leader’s strengths and weaknesses as much as their personal leadership styles are concerned. The aim of obtaining the information is to assist organizations in knowing how to handle each situation. Methods used to maximize team members’ strengths and weaknesses include obtaining a sense of their current positions through strength-based measures, drawing support from mentors or coaches, and developing situational awareness to determine which aspects of the individual’s leadership style can be maximized depending on the context (Barker, 1997; Cohen et al., 2016).
Self-Leadership
Strength-based evaluations are normally applied in leadership and management to understand the strength and weaknesses of individuals in their styles of leadership. It is applied to provide feedback and suggestions on future growth and assist in leaders’ internal, external, emotional, and behavioral competencies review by the management (Mackie, 2016). For instance, in Company A, it is essential that preparation for year-end performance review includes requesting employees to prepare strength-based evaluations in advance. These tests are not only beneficial to leaders but also to followers and employees as they contribute to the understanding of individual strengths and abilities, which influences the way individuals respond to various situations (Barker, 1997).
PSY FPX 6720 Assessment 3 Self-Leadership
Strategies for Future Development
PSY FPX 6720 Assessment 3 It is important for leaders to continue building leadership traits. Regardless of one’s current strengths and weaknesses, there is a need to continue to develop both strengths and weaknesses. For example, individuals with leadership traits of a humanity leader also need to continue developing traits of the temperance leadership style (Zaccaro et al., 2018). Methods such as analyzing individual strengths and weaknesses, seeking coaching and mentor support, and situational awareness are necessary for ongoing development (Eisenbeiß & Giessner, 2012).
Conclusion
Strength-based assessment is important to identify a team’s strengths and weaknesses in an organization. Ideal strategies for addressing team members’ strengths and weaknesses include consulting from mentors or coaches and developing situational awareness. By using such strategies, team members can be able to go on developing the respective leadership traits and effectiveness levels in the company.
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.http://www.seedcoalition.org/downloads/mercury_developing_brain.pdf
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.https://www.verywellhealth.com/
MacKie, D. (2016). Strength-based leadership coaching in organizations: An evidence-based guide to positive leadership development. Kogan Page Publishers.
Zaccaro, S. J., Dubrow, S., & Kolze, M. (2018). Leader traits and attributes.
