There are many assessments out there to measure leadership style and preferences. For this activity:
Earlier in the term you took this leadership assessment instrument (PDF file) and found your scores as they related to these three classic leadership styles:
• authoritarian
• democratic – My leadership style
• laissez-faire – My leadership style (somewhat accurate)
This is from my last paper regarding this topic:
Democratic leadership style score was high, and I feel that it rhymes with my leadership style. A democratic leader encourages their group members to share ideas and opinions even though it is the leader who maintains the final say (Germain, 2012). As a leader, I always encourage my team to participate in decision-making, offer their views and opinions, and offer appropriate channels and an environment to facilitate this process. My style encourages creativity and makes team members feel more engaged in the process. My score was high in democratic leadership. I believe that everyone in the group should have an opportunity to bring out creativity and present their opinions that could be instrumental in organizational decision-making. Overall, my style encourages employees to take on a more participative role in decision-making and problem-solving.
Lastly, the laissez-faire leadership style aligns with personal conceptions of my leadership style myself as a leader. Cherry (n.d.) avers that this form of leadership involves decision-making delegation to an organization’s team members. Similarly, my leadership style allows highly skilled and motivated employees to pursue decisions regarding their productivity independently. My role in leading such highly skilled employees is to offer the tools and resources they might need to make decisions effectively.
Lewin’s theoretical construct fails to address a part of my leadership style, which advocates that people, including employees and customers, come first. My style focuses on building good relationships with my team by getting up close and personal with most of them. Lewin’s theoretical construct, however, does not offer a strategy concerning building these relationships. The classical approach to leadership, however, precisely characterizes how I pursue my leadership. The concepts of democratic and laissez-faire explicitly align with my leadership style, focusing on sharing information with employees and trusting them to make effective decisions independently without constant oversight. However, it falls short in including the employee-leader relationship, which is also part of my leadership style.

Now, take this online instrument which measures leadership styles based on Myers-Briggs type indicator. The styles measured are the following:
• Participative
• Action-oriented -My results, appear to be most accurate
• Ideological
• Change-oriented
• Executive
• Visionary
• Leadership Theorist

• Compare your results from the two instruments and discuss if the results support each other or if they diverge. The Myers-Briggs was more details and accurate, as my current job/career was identified as a career choice; Academic Advisor-93% top three career choices)

• Discuss whether the results align with how you see yourself as a leader. Yes, very close; it even identified my current career as the top three choices.
• Did you learn anything from the results?
• Did something not align? This did not align J vs P – Judgement structures and controls life, making decisions and establishing closure or stability. Perception retains flexibility, inquiring, being spontaneous, keeping options open and waiting to see what develops. The position of your blue dot suggests that you like slightly more perception than judgment. I would say I am more J than P: making decision and establishing closure rather than waiting to see what develops.

Reading Material:
Clark, D (2015, Sept 10). Transformational Leadership. Retrieved from: http://www.nwlink.com/~donclark/leader/transformational_leadership.html
Clark, D (2015, Nov 11). Transformational Leadership Survey. Retrieved from: http://www.nwlink.com/~donclark/leader/transformational_survey.html
Odumeru, J. & Ifeanyi, G. (2013). Transformational vs. transactional leadership theories: Evidence in literature. International Review of Management and Business Research (2)2. Retrieved December 3, 2015 from: http://www.irmbrjournal.com/papers/1371451049.pdf
Spahr, P. (2016, Oct 19). What is Transactional Leadership? How Structure Leads to Results. St. Thomas University Online. Retrieved from: http://online.stu.edu/transactional-leadership/

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