Strength-based Assessments in Organizational Leadership

Strength-based assessments are commonly employed in organizations to evaluate the strengths and weaknesses of employees and leaders regarding their specific leadership styles. The aim is to provide insights that help organizations approach situations effectively. Strategies for improving team members’ strengths and weaknesses include understanding their current standings through strength-based assessments, seeking support from mentors or coaches, and developing situational awareness to utilize appropriate leadership traits depending on the context (Barker, 1997; Cohen et al., 2016).

Self-Leadership

In the field of leadership and management, strength-based assessments play a significant role in understanding individuals’ leadership styles. These assessments offer feedback and suggestions for future development, assisting management in assessing leaders’ internal, external, emotional, and behavioral competencies (Mackie, 2016). For instance, in Company A, it is essential to conduct strength-based assessments before year-end performance reviews. These assessments benefit leaders, employees, and followers by enhancing the understanding of individual skills and traits, which influence responses to various situations (Barker, 1997).

Strategies for Future Development

Continuous development of leadership traits is imperative for leaders. Regardless of current skills and traits, it is crucial to enhance both strengths and weaknesses. For example, individuals with characteristics of a humanity leader should also strengthen traits of the temperance leadership style (Zaccaro et al., 2018). Strategies such as assessing personal strengths and weaknesses, seeking support through coaching and mentors, and developing situational awareness are vital for ongoing development (Eisenbeiß & Giessner, 2012).

PSY FPX 6720 Assessment 3 Self-Leadership

Conclusion

Strength-based assessments are indispensable for understanding a team’s strengths and weaknesses within an organization. Effective strategies for improving team members’ strengths and weaknesses include seeking support from mentors or coaches and developing situational awareness. Through these strategies, individuals can enhance their specific leadership traits and effectiveness within the organization.

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.

Eisenbeiß, S. A., & Giessner, S. R. (2012). The emergence and maintenance of ethical leadership in organizations. Journal of Personnel Psychology.

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.

MacKie, D. (2016). Strength-based leadership coaching in organizations: An evidence-based guide to positive leadership development. Kogan Page Publishers.

PSY FPX 6720 Assessment 3 Self-Leadership

Zaccaro, S. J., Dubrow, S., & Kolze, M. (2018). Leader traits and attributes.