For the majority of individuals leadership and personality development have to have an objective. This could be to secure a promotion, increase their current performance, change to another functional area, exchange signal of a new career, or perhaps broaden their general understanding and mindset. And so the end state goal is an important one and in addition the one that impacts a leader's amount of motivation to get acquainted with particular.
Switching for the what that is being developed is yet another consideration. Often this really is clearly recognized by some influential individual in an organization (for instance, manager, senior leader, coach or mentor, or HR professional), process feedback or program (as an example, performance management, a talent review the place where a clear gap in capability or competency has been identified, or a CEO- led leadership program where future needs are identified), or perhaps individual's self-selected requirement of a functioning or career change. It might also be the result of a prior personality assessment tool (for example, conflict management is referred to as an outage using a broader measure of leadership skills allowing the search for a more in-depth assessment and personality development plan directed at this competency).
In other instances the initiative for personality self-development might be more diffuse. Under what conditions do leaders simply decide to embark on a leadership styles assessment or engage in personality assessment target their unique? How must they pick the right tools, programs, processes? This leads us returning to the moderating variable of individual characteristics.
Personality Development and Assessment options
Another major element of initiation, and related to the thought of what should be developed, could be the identification and selection of a personality assessment tool or instrument. Since our focus here's on self- directed personality assessment for development this can be a critical spot for the average person to think about. In terms of the selections for personality increase in the therapy lamp, when initiating a new development agenda you will find generally four broad categories of measures for people to choose from:
Personality assessment measures.These get at the root explanations why somebody leader behaves where did they do. Personality is a commonly used assessment tool for quite some time and is often integrated along with other more behaviorally oriented assessment tools for example 360- degree feedback for assessment and development purposes. The challenge using these measures, however, is that personality as a construct is hard to alter and so development planning can be challenging.
Leadership competencies. A frequent way of assessment in the current leadership development marketplace, measures of leadership competencies (or skills, styles, behaviors, etc) make up the foundation of both many individual assessment tools.
Functional competencies. And in addition, the use of assessment tools that direct individuals in how you can develop functional skills is probably one of many longest established practices. Functional competence is required earlier in one's career after which, as leaders progress to increase levels, leadership capability becomes more important.
Targeted areas/special skills.The 4th and final area of individual developmental focus is commonly around special skills or more specific targeted competencies. Types of personality assessments and development resources here include social skills, conflict management, group facilitation, presentation acumen, time management, candidate interview techniques, stress management. Your selection of one of these areas is usually driven by personalized feedback from another source or process or in the suggestion of your coach or mentor. The offerings in this field also are the very well grounded for the entirely ethereal of their content.
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