When I say strengths I mean I would find each employers strong and low points in each area of the organization, once I figured out their lowest and high points in certain areas I place them in their positions. I believe this will better the organization because each worker will have a position that they are comfortable with, if their comfortable they're going to master the skill that was given to them. According to (Traynor,2010)) The learning process begins with building awareness and identifying individual talents using the Clifton StrengthsFinder Profile and reflecting on previous use of these talents. This statement is basically stating the same thing that I said I would do to better my employees in a organization, you always have to figure out what a person strengths, that's why some organizations fall apart because a lot of their employees are placed in positions that they really don't even know much about. Another article stated managers can better the natural strength of their employees by developing a talent differentiation analysis (Wilson,2010).
The skills you have I attained two interpersonal skills while I was working as a manager in the organization. My skills are associated with emotions; the skills are anger management and keeping face. I always try not to step on someone’s toes because I think the emotions control the relationship of the people. You will regret your actions if you behave emotionally all the time; controlling your emotion is critical to deal with the people. Whenever I face with some problems, I try to maintain a smiling countenance as smiling face allows you to communicate and work together amicably.
People lose their occupation if they are not able to work with other colleagues. Interpersonal skills can help to direct the workplace, improve output and helps a person to advance his career in future (Parry E. & Urwin P., 2010). The employees who have good interpersonal skills perform 30% better than the other who are lack in those skills. Interpersonal skills are helpful in maintaining relationship between workmates which prompt a common trade of thoughts, knowledge and abilities. It further helps in accomplishment of tasks.
Learned Leadership Skills Leaders tend to have innate characteristics like charisma and confidence that inspire a following. However, such characteristics do not guarantee that they will be successful leaders (Andersen, 2012). According to the MindTools’ content team, good leadership skills can be learned (“How Good Are Your Leadership Skills”, n.d.). The MindTools leadership quiz allows one to understand their leadership strengths and weaknesses and suggests tools for improvement. Below is a discussion of my scores and the recommended areas of improvement.
The ability of the employees to learn via thinking is an essential competency for the organization or the workplace, (Johnson, 1997). The authors have emphasized on the implementation of the resource-based view in the strategic leadership and management of the teams and organizations in general, and the use of the managerial skills in particular. This is a very important approach because the use of the resource based approach in general helps people working in teams to analyse the strengths and weaknesses in terms of the available resources for sustaining the competitive advantage. The managerial skills can be used by the team members when the resources of the firm are not adequate in order for creating a competitive edge. The managers working in groups can use their human, conceptual, and technical skills in order to achieve a distinctive position in the marketplace.
I feel a vision takes planning so these two skills are slightly combined. Just coming into a leadership role I have been focused on the vision of previous leaders and not creating my own vision. Finally, I agree that self-awareness is a low skill. While I remain aware of others emotions I have a tough time keeping my emotions in check and tend to react before taking the time to reflect on the
I demonstrated this leadership skill by being aware of my own biases, assumptions, privilege, stereotypes, disadvantages, and beliefs that I hold. At my current work, I use this skill at a micro level during therapy sessions to develop a plan to assist my clients effectively. Self-awareness also helps me identify transference and counter-transference to prevent these feelings to have a negative or harmful impact on my clients. This skill also helps me to be aware of my strengths and weakness as an intern clinician. Self-awareness leadership skill with helps me at a micro level to work with my clients effectively and at a macro level to be aware of my competences and opportunity to grow as a
What however I have recognised in my first few weeks of University looking back on what I have achieved in my employment so far are the skills, values and ethics that I have already demonstrated to myself and others out in the workforce. My previous employers have all seen in me skills of communication and sociability in regard to dealing with colleagues, clients, management and the general public. An area I recognise may need some improvement is my critical thinking skills, particularly if I were to pursue a career in psychology as these are essential when analysing psychological research (Burton, Westen & Kowalski, 2015). I also have demonstrated to capacity to use empathy in work related situations, which has allowed to find customised resolutions for customers that exceed their expectations and confirm their trust not only in myself but by extension the company and the industry that I am working
Emotional competencies are not innate talents, but rather learned capabilities that must be worked on and can be developed to achieve outstanding performance. Goleman posits that individuals are born with a general emotional intelligence that determines their potential for learning emotional competencies. Our emotional intelligence determines our potential for learning practical skills that are based on its five elements: self-awareness, self-regulation, empathy, and adeptness in relationships. Our emotional competence shows how much of that potential we have translated into on-the-job capabilities. For instance, being good at serving serving customers is an emotional competence based on empathy.