Summary of Self-Assessments
In completing the Situational Leadership Style Self-Assessment, I have gained valuable insights into my own leadership style. This assessment measures leadership style based on two dimensions: task behavior and relationship behavior. Task behavior refers to the extent to which a leader engages in behavior that is directive, structuring, and focusing on goals and task completion. Relationship behavior, on the other hand, refers to the extent to which a leader engages in behavior that is supportive, nurturing, and focused on building relationships with team members.
Based on my responses to the questions in the self-assessment, I have determined that my preferred leadership style is a combination of high task behavior and high relationship behavior. This style is known as a coaching style, where the leader provides both direction and support to the team members. A coaching leader is focused on developing the skills and abilities of the team members through guidance and feedback.
I agree with the assessment of my leadership style as a coaching style. I believe that in order to achieve high performance and success, it is crucial to provide both task direction and relationship support to the team members. As a leader, I strive to create an environment where team members feel empowered and motivated to achieve their goals. I believe that coaching is an effective leadership style that allows for the development and growth of individuals, leading to improved team performance.
PART 2: Leadership Style and Agreement with Assessment
Leadership styles play a critical role in the success of any organization or department. Understanding one’s own leadership style is important as it helps in developing effective strategies for communication and decision making. After completing the Situational Leadership Style Self-Assessment, I have identified my preferred leadership style as coaching, which combines high task behavior and high relationship behavior.
I agree with this assessment as I believe that the coaching style aligns well with my values and beliefs about leadership. In my experience, I have seen the positive impact that coaching can have on individuals and teams. By providing both task direction and relationship support, a coaching leader can foster a culture of collaboration, growth, and continuous improvement.
Coaching is particularly effective in situations where there is a need for skill development or when team members require guidance and support to overcome challenges. In the scenario presented, where a high percentage of students are failing the initial course, a coaching leadership style can be beneficial. By providing clear direction and expectations, while also offering support and resources, the coaching leader can help students improve their performance and succeed in the course.
Additionally, a coaching leadership style can also address the anticipated push-back from both faculty and students. By involving faculty in the process of designing new lesson plans, they are more likely to understand the rationale behind the changes and be more willing to embrace them. Furthermore, by communicating the benefits of the changes to students and providing them with the necessary support, they can be motivated to put in the additional work required.
In conclusion, the self-assessment has confirmed my preferred leadership style as coaching. I believe that this style is well-suited for addressing the challenges presented in the scenario and for effectively communicating the needed changes to the faculty. By combining task behavior and relationship behavior, coaching can foster a culture of collaboration, growth, and success.
