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The qualities and abilities described in the model of authentic leadership are not just knowledge and skills. A few different aspects may be included in this phenomenon: ethical and moral values, internal motives, etc. The concept of authentic leadership emerged not very long ago, but within a short period, it gained popularity among many technologists and researchers engaged in studying such a model of leadership behavior. Today, there are a sufficient number of different systems for assessing and grading such skills. I decided to consider my qualities and understand whether I can claim the title of a team leader; thus, I passed two questionnaires. Some results surprised me, and some even forced me to reconsider my views on a leader’s role.
Questionnaires’ Results and Their Influence
I have studied all the issues that, according to Northouse (2016), can help identify individual leadership qualities and determine some weak points that can interfere with the process of professional growth. All the data seems to be quite reasonable and logical to draw particular conclusions on their basis. The results of these data are quite interesting and useful for any person who wants to learn about his or her weaknesses and strengths as a leader.
Authentic Leadership Self-Assessment Questionnaire
Having examined the results of the Authentic Leadership Self-Assessment Questionnaire, proposed by Northouse (2016), I concluded that there are some aspects, to which I should pay particular attention. For example, my notion of self-awareness is characterized by rather low indicators, which essentially surprised me. It means that I still have to learn specific skills and techniques that will allow me to self-develop as a leader and set clear goals to know what exactly I should be trying to achieve.
Besides, my relational transparency is also distinguished by quite low figures. In my opinion, the reason for it is the lack of experience that would allow me to communicate with colleagues openly and share my experiences and thoughts. Perhaps, training this skill will help me to achieve more significant recognition in the team and to win the trust of all employees. At the same time, my internalized moral perspective and balanced processing are developed enough to pay attention to the other spheres that deserve attention.
Team Excellence and Collaborative Team Leader Questionnaire
The results of another questionnaire that is also offered by Northouse (2016) do not have clear indicators and leave many questions open. This test is called Team Excellence and Collaborative Team Leader Questionnaire. Its main essence is to determine how well an employee evaluates the situation in a team, and what points deserve particular attention. The principal feature of this questionnaire is that it is offered not only to employees but also to team leaders who, when answering questions, can assess the level of their preparedness and professional skills.
Having passed this questionnaire, I became convinced that our collective is quite united and fulfills the tasks set by our management. Our leaders make every effort to provide us with all the necessary information about the goals and objectives of our work. The microclimate in the team is quite favorable; all employees are aware of their roles in the work process and the tasks that they are supposed to perform. Perhaps, the management should pay a little more attention to the prioritization because some of my colleagues sometimes do not have a full idea of what specific goals should be reached first of all.
The results of both questionnaires allowed me to understand my weaknesses as a leader and to assess the level of my training. If I pay more attention to these aspects, my leadership skills will probably be more developed to use them in practice. It will be easier to plan the workflow and the style of behavior. The reliability of the data obtained is reasonable and entirely justified.
Authentic Leadership Skills Development
Possible interest in this type of leadership is due to periodic ethical violations in various companies and corporations, as well as the search for an answer to the question of what type of management is the most effective. Leroy, Anseel, Gardner, and Sels (2015) note that authentic leaders have a clear image of themselves, realize their strengths, weaknesses, values, and moral principles. They seek to develop their subordinates and form open and trusting relationships. In a decision-making process, such leaders carefully analyze all the available information, possible consequences, involving their employees in this process.
Use of Questionnaires’ Results
The formation of modern leader’s skills involves the use of specific techniques and emphasis on particular goals. According to Nichols and Erakovich (2013), the difference between authentic and inauthentic types of leadership comes down to ethical principles. Accordingly, the key aspects that should be developed are the education of moral qualities and all those skills that contribute to recognition in the team. The results of both questionnaires are reliable enough. On their basis, I can conclude about my weakest aspects and try to improve my performance.
Moreover, such tests are useful not only for ordinary employees but also for management. The actual leaders of collectives can test themselves and assess their level of preparedness. If most of the indicators are sufficiently low, it is worthwhile to think about changing the strategy of behavior and analyzing possible errors. As Nichols and Erakovich (2013) remark, careful thinking of the mechanism of doing business can significantly influence work success and organizational outcomes.
Thus, the results of the questionnaires that I passed are a reliable source of obtaining necessary information about personal leadership qualities. The use of this data will be helpful not only to ordinary employees but also to management. Authentic leadership is a modern and in-demand strategy for maintaining business relationships in a team. The observance of ethical and moral principles of communication is one of the principal criteria of this type of leadership. Any form of incorrect behavior inevitably leads to deterioration in performance and the lack of mutual understanding in a team. An adequate evaluation of the results can help to concentrate on necessary points and develop the qualities and features that are inherent in a successful leader.
References
Leroy, H., Anseel, F., Gardner, W. L., & Sels, L. (2015). Authentic leadership, authentic followership, basic need satisfaction, and work role performance: A cross-level study. Journal of Management, 41(6), 1677-1697.
Nichols, T. W., & Erakovich, R. (2013). Authentic leadership and implicit theory: A normative form of leadership? Leadership & Organization Development Journal, 34(2), 182–195.
Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Thousand Oaks: CA: Sage Publications.
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