Over the course of two years we underwent multiple personality and leader style tests, assessments, evaluations, and surveys. Each one measured or presented a method for discovering our traits, styles and who we are as leaders.
The KAI Creative Style Assessment, based on the Adaption-Innovation theory by Michael Kirton, measures different thinking styles of individuals. This assessment identifies how adaption and innovation affects our creativity, problem solving and decision-making. The concepts in A-I theory have relevance for leaders, who focus on the interaction between people and the changing work environment. The results of my KAI assessment suggest that I am a strong I; which describes someone who often challenges rules and tends to take control in unstructured situations.
The Leadership Orientation tests scored our leadership styles on four different conceptions of organizations, based on the four frames of organizational leadership. Human Resource, Political, Symbolic, and Structural. As with many of the tests in this program I have more than one score or high measurement that are equal. This time I scored high in each Human Resource, Symbolic and Political skills. Human Resource leaders emphasize the importance of people. It states that I am motivated by coaching, mentoring and interpersonal relationships. As a Symbolic leader, I believe that providing vision and inspiration is important, as Kouzes and Posner state “inspiring a shared vision” is key to success.
The Thomas Kilmann Conflict Mode Instrument was very helpful, as it helped to identify when and how an individual uses varying methods of conflict resolution. It was also beneficial in identifying the conflict styles of others with whom I work and interact on a daily basis. I scored equally in several categories, collaborating, compromising, and accommodating.
Overall, these tests and surveys have been very insightful and informative. I enjoyed learning my Foursight Preference, which identified me as “a driver”; someone who plays with possibility and when appropriate leaps into action. It went on to identify a driver as someone who has no shortage of ideas and when they are excited about an idea, they put great energy into implementing it; much like this project. I could definitely benefit from partnering with a clarifier.
Assessments, Tests and Profiles, oh My!
The Myers Briggs Type Indicator identified me as an ENTP, this rating identifies persons who are outspoken, alert, and good at reading other people. It also suggests that an ENTP is easily bored by routine and is adept at generating strategic possibilities. This is similar to my leadership model; integrity, strategy and opportunity
I especially enjoyed reviewing my Hay Group Emotional and Social Competency Inventory survey. Becoming aware of how former staff, and current colleagues perceive me was rewarding, reassuring and insightful.
The X-Y Scale, The Leadership Practices Inventory (LPI) , Team Leader Evaluation, The DiSC, 360 Surveys, and The Johari Window Feedback, along with the countless other assessments helped me better understand my leadership style, my personality traits, and how I am perceived by others. Each one has been rewarding or enlightening in some form. These many results, helped me to identify my adaptive challenge; “in what way might I…” find and recognize an opportunity that will utilize by leadership experience, strategic ambition and desire to make a difference. I look forward to combining this new leadership knowledge and self-awareness with my experience to create my next adventure in leadership.
Foursight Assessment Switch