Personality Self-Assessment Activities And Critical Analysis

Brief Assessment of Findings

Self-assessment is an essential tool in an individual’s life that helps them to identify the weak and strong points in their personality. Thus, it is very useful for a person to evaluate him/herself to find the leadership qualities or traits that help them to become a good leader in the future. The fundamental factor behind self-assessment is to generate and specialised goal for our life and focuses on what needs to be done to achieve the target (VanderLinden, Nijenhuis, and Bakker, 2010). This report will focus on the same outcomes that help to understand the inner capability in reference to leadership approach and style. The outcome of this report is connected with my own future ambitions and to the willingness to become a charismatic leader. Moreover, a leadership action plan is formed on the basis of these outcomes that helps me to advance my leadership abilities in the future.   

By using four self-personality Assessment tools, I found the following features of my personality regarding leadership quality.

ENFJ (extraversion, Intuition, Feeling, and Judgement) is a summary used as an important segment of MBTI to mention to one of 16 personality types. The common insights of ENFJs are that it is individual-centric. People have outstanding personality abilities (Bullock, 2010). By analysing myself through Myers Briggs Profile I found that I am in ENJF by using four principles MBTI Test. I care about people and understand them, and the key attention in my life is generous love and giving importance to others.

Extraversion: Prefer to be in touch with the outside world and love to connect with society and other people.

Intuition: Always focuses on modern things, technology, approach, and a new style of management thinking.    

Feelings: Respect other’s emotions and ready to guide them with our work-experience.

Judgement: People love to expose their choices and lack of arrangement and preparation. 

The Big 5 Personality Test check the personality of a person on following five magnitudes of character; Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism.

The Big 5 Factor	Describing a low range scoring person	Score	% score	Range	Describing a high range scoring person
Extraversion	introvert	8	53	moderate	extrovert
Agreeableness	Prefer having your say or way of issues	13	86	High	Value Harmony
Conscientiousness	Easily distracted, pursue many goals, and more hedonistic	14	93	High	Fever goals in a purposeful way
Emotional Stability	Negative emotional stability	10	66	moderate	Positive emotional stability
Openness to experience	More conventional and find comfort in the familiar	11	73	moderate	Novelty, innovation, and interests

My score just above average in extraversion (53%) which means I am not talkative neither I introvert; rather I used to speak where necessary. It also shows that I am energetic and like to get inspiration from the external world, which is connected to the courtesy of other individuals.

I score 86% in agreeableness, which means it indicates that I have the high level of compassion and I am always trying to help others in their problems. I believe that they should learn how to handle problems, which show that this type of person regulates the propensity of an individual to put their own interests and requirements below to the interest of others (Ozga, 2009).

My score at this time is too high (93%) in conscientiousness, which I consider that I am well organised and not easily distracted from my goals that is true about me. This personality attribute of conscientiousness describes the capability of the individual focused on their targets and not divert in many ways (Barlett and Anderson, 2012). I found myself in a situation where I always found a purpose behind any work and not distracted easily.

MBIT Test

I score moderate in Emotional stability (66%) which is a moderate score, it means I am a positive person and understand others but also not easily getting affected by other’s negative thoughts and opinions. This character shows the human nature towards the emotions like distress, sorrow, feelings, love, nervousness etc.

The medium score in Openness (73%) indicates that I am not very much imaginative or exploratory rather, I am average in imaginative and exploratory. I feel that I am satisfied with what is going on in my current life and sometimes I found information about the nature of the problem with unique ideas. A medium score in openness is the replication of my average curiosity in sculpture and philosophy.

The outcome founded on the fifteen questions experiment and their marks are acknowledged in Achievement, Power, and Affiliation in the following manner.

Achievement	Power	Affiliation
5	5	3
4	4	4
5	3	5
4	3	3
5	4	3

 23                                                                    19                                   18

The outcome of the McClelland’s Need Assessment test is that I have great need of achievement and achievement and appreciation two major motivators, which energize me in the group as a leader and also will be helpful in workplace to dealing with people and these motivators display my goal desire focus (Pines, et.al, 2012).

Style				Total
Competing/Forcing Shark	2	2	2	6
Collaborative Owl	1	1	2	4
Avoiding Turtle	3	3	2	8
Accommodating Teddy Beer	1	1	1	3
Compromising Fox	1	1	3	5

Dominant Style for me is Teddy Beer. (Lowest score 3)

Back up style for me is the owl. (2^nd lowest score 4)

• The conflict management styles of Teddy Beer focuses on human relationship and ignore own goals and they are more resolve conflicts giving by others. These type of people fear from failure and may not be producing these type of people helpful in those conditions where minimizing loss is the necessity and time is limited or harmony and stability are valued (Johansson, Starmark, Berglund, Rödholm, and Rönnbäck, 2010).
• The conflict management style of Owls valuing their goals and relationships. The focus of this style of management is on eliminating negative feelings and beliefs in a win-win situation (Kearney, 2013).

My assessment in MBTI test is ENFJ, which is a portion of 16 personality attributes.  ENFJ’s people are straightforward people and belief in taking strict action; they are not more extrovert but a little bit chatty and self-assured. They are expert in communication and are very passionate about their goals. Their think about others and are good mentors for the people who get in trouble because of any problem. Through this personality test, I found myself as a real person and feel comfortable in any situation. This test shows that my thinking process is logical and is more focused (Passmore, Holloway, and Rawle-Cope, 2010).

The Big 5 personality test guides about the character of an individual, which is, demonstrate the personality, attribute of an individual in certain circumstances, and also highlighted their nature, thinking, and working style (Dugan and Komives, 2010). The outcome shows that I believe in exploring the world with my own experience and believe in building a relationship with others. I accept challenges and ready to deal with those changes happening in our current world and I prepared myself according to this. This undoubtedly shows that my leadership style is experimental but I mature enough to adopt these changes in myself to become a good leader. My high score in conscientiousness and agreeableness shows that I am able to handle the situation without any distractions from main goals and capable of building a good relationship with others.

Big 5 Personality Traits

My valuation through McClelland Need Analysis is that I highly need for achievement in comparison to any other needs of my life. I have my own set of goals, I prefer to build a relationship, and managing people by guiding and mentoring them in the right direction. I have highly motivated ambitions for my future life and I believe to achieve these ambitions in a methodological manner (McAdams and Olson, 2010). I give emphasis on other’s opinion and also give importance to my own opinions as it helps me to fill the gaps between my personality and efforts to achieve my goals.  I would appreciate those people who are ambitious and have big thoughts to be a successful person in their life.

My conflict management style supports the helpful teddy beer and cooperative owl. This approach of leadership style is found to be the finest style of personality and leadership approach (Sitzmann, et.al, 2010). This combination enables me as a cooperative person and helps people in their problems, guiding and mentoring them through my own experience of life. I believe and support in win-win results in any situation and looking for the explanation of a difficult situation arises. As a dominant style of Teddy Beer my main approach towards building relationship and emphasis on the human relationship. The valuation of my leadership style and approach is here that I can be a reasonable, collective, problem solving, and focusing on building a relationship to increase my productivity from an imaginary situation (Lu and Hsiao, 2010). If I have to negotiate or compromise, I would prefer other’s interest above my own interest, which is very important for a leader to support their people and mentor them.

What	How	Result	Time period
I have to work on my negotiation skills and should give priority to our own goals.	My personality says that I am logical and thinking about the results and consequences. That helps me to understand the priority of goals.	The significance of the approach will result in appreciable teamwork and optimistic vigour in the organization.	6-9 months
I should try to give responsibilities to others of their own work and should not involve myself in any conflict.	I should prepare a schedule for my own works and I should try to focus my own life-oriented goals by keeping the study timetable in my mind	This will support me to be a good manager in my future.	6-9 months

Conclusion

Self-evaluation is the vital element to be a good leader in the future and which helps a leader to know his/her inner skills to motivate, guide, and protect others. Valuation of one’s own personality helps in focusing on own weakness and strengths which can be improved to make benefit for one and will help in eliminating weakness. Overall, I am a logical and intelligent person who believes in building the relationship and give emphasis to others over my own interests. I want to be a good leader in my future that will be charismatic and definitely will be focused on motivating, guiding, and supporting other individuals.

References

Barlett, C.P. and Anderson, C.A. (2012) Direct and indirect relations between the Big 5 personality traits and aggressive and violent behavior. Personality and Individual Differences, 52(8), pp. 870-875.

Bullock, D. (2010) Learner self-assessment: An investigation into teachers’ beliefs. ELT journal, 65(2), pp. 114-125.

Dugan, J.P. and Komives, S.R. (2010) Influences on college students’ capacities for socially responsible leadership. Journal of College Student Development, 51(5), pp. 525-549.

Johansson, B., Starmark, A., Berglund, P., Rödholm, M. and Rönnbäck, L. (2010) A self-assessment questionnaire for mental fatigue and related symptoms after neurological disorders and injuries. Brain Injury, 24(1), pp. 02-12.

Kearney, S. (2013) Improving engagement: the use of ‘Authentic self-and peer-assessment for learning’to enhance the student learning experience. Assessment & Evaluation in Higher Education, 38(7), pp. 875-891

Lu, H.P. and Hsiao, K.L. (2010) the influence of extro/introversion on the intention to pay for social networking sites. Information & Management, 47(3), pp. 150-157.

McAdams, D.P. and Olson, B.D. (2010) Personality development: Continuity and change over the life course. Annual review of psychology, 61, pp. 517-542.

Ozga, J. (2009) Governing education through data in England: From regulation to self?evaluation. Journal of education policy, 24(2), pp. 149-162.

Passmore, J., Holloway, M. and Rawle-Cope, M. (2010) Using MBTI type to explore differences and the implications for practice for therapists and coaches: Are executive coaches really like counsellors?. Counselling Psychology Quarterly, 23(1), pp. 1-16.

Pines, E.W., Rauschhuber, M.L., Norgan, G.H., Cook, J.D., Canchola, L., Richardson, C. and Jones, M.E. (2012) Stress resiliency, psychological empowerment and conflict management styles among baccalaureate nursing students. Journal of Advanced Nursing, 68(7), pp. 1482-1493.

Sitzmann, T., Ely, K., Brown, K.G. and Bauer, K.N. (2010) Self-assessment of knowledge: A cognitive learning or affective measure?. Academy of Management Learning & Education, 9(2), pp. 169-191.

VanderLinden, D., te Nijenhuis, J. and Bakker, A.B. (2010) The general factor of personality: A meta-analysis of Big Five intercorrelations and a criterion-related validity study. Journal of research in personality, 44(3), pp. 315-327.