Summary Reflection Result

Q1.How do these assessments impact my perception of me?

a. How do these assessments impact my career aspirations?

b. How do these assessments impact my work style?

c. How do these assessments impact how I contribute to teams and an organization?

My total Result:

Leadership Vision

Leadership Vision

0

15

9

9/159 out of 15

Range7 to 10

Moderate

This dimension indicates the extent to which you lead with an appealing vision of a desirable future state. People with high scores believe they have a sense of visionary direction for the work unit.

Leadership Communication

Leadership Communication

0

15

10

10/1510 out of 15

Range7 to 10

Moderate

This dimension indicates the extent to which you communicate the team's goals in a way that is positive and motivating for others.

Financial Incentives

Leadership Enactment

0

15

7

7/157 out of 15

Range7 to 10

Moderate

This transformational leadership dimension indicates the extent to which you act as a role model and engage in behavior that is consistent with your vision for the work unit (i.e. you walk the talk).

Leadership Intellectual Stimulation

Leadership Intellectual Stimulation

0

15

8

8/158 out of 15

Range7 to 10

Moderate

This dimension indicates the extent to which you encourage staff to think about better ways of doing things through creativity, questioning assumptions, and thinking from different perspectives about how to solve problems.

Transformational Leadership

Transformational Leadership

0

60

34

34/6034 out of 60

Range25 to 42

Moderate

The total transformational leadership score sums the results of each transformational leadership dimension. There is some debate about whether transformational leadership has other dimensions, but the four dimensions assessed here represent most or all of the transformational leader construct in various models.

is scored on a scale from 3 (Bottom 10 percentile) to 15 (Top 10 percentile).

People-oriented Leadership

People-oriented Leadership

0

20

11

11/2011 out of 20

Range9 to 14

Moderate score

In this managerial leadership style (also known as supportive leadership), the leader's behaviors provide psychological support for subordinates. The leader is friendly and approachable, makes the work more pleasant and shows concern for employee needs.

Task-oriented Leadership

Task-oriented Leadership

0

20

12

12/2012 out of 20

Range9 to 14

Moderate score

This leadership style (also called directive leadership) consists of behaviors that clarify performance goals, the means to reach those goals and the standards against which performance will be judged. It also includes judicious use of rewards and disciplinary actions.

Achievement-oriented Leadership

Achievement-oriented Leadership

0

20

12

12/2012 out of 20

Range9 to 14

Moderate score

This leadership style emphasizes behaviors that encourage employees to reach their peak performance. The leader sets challenging goals, expects employees to perform at their highest level, continuously seeks improvement in employee performance, and shows a high degree of confidence that employees will assume responsibility and accomplish challenging goals.

Managerial leadership refers to behaviors that help employees to become more proficient and satisfied in the current situation. Path-goal theory and most other contingency leadership theories refer to managerial leadership because they focus on leader behaviors that improve employee performance and well-being. This self-assessment specifically measures three managerial leadership styles: task-oriented, people-oriented, and achievement-oriented leadership.