Introduction Leadership and Personality Development Progression

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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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