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The Leadership Legacy Paper

1004 Words5 Pages

“The Leadership Legacy Assessment” (Galford, Maruca, 2011) revealed that my leadership style is “Experienced Guide.” In this paper I will share how my assessed leadership style was unexpected but fitting, and how I can improve as a leader in the areas of diplomacy and creativity. I will analyze how this style relates to “The Diamond Model” of leadership from James Clawson’s (2012) book, “Level Three Leadership: Getting Below the Surface.” Finally, I must confess that my working definition of leadership needs renovation and attempt to tailor it to my own style of leadership.
I equate the Experienced Guide style to “elderly wisdom”. It is the retired neighbor that knows how to do all the home maintenance on his own and makes yard care look …show more content…

Clawson’s (2012) “Diamond Model” clarifies the correlations of self, others, organization and task as “elements that impact the outcomes of a leadership situation” (p. 13). I can see that I am more intrinsically inclined to develop influence and trust between myself and the employee (others) rather then the task or organization. I believe that people need to be linked to a leader by more then duty or position, but by respect and trust. This is accomplished by getting to know them and finding out what their values, assumptions, beliefs, and expectations (“VABE’s”) are not only as it applies to the group but to their personal lives as well (p.26). As an Experienced Guide, I know that when the employee feels they are being listened to and that they are valued, the foundation of respect and trust …show more content…

My “Creative Builder” score tied with “Ambassador” as the least intuitive style. My cohort learning team has adopted #NeedsaRed as our team name. We are deficient in creativity or “red” personalities. I aspire to assuage our creative gap by investing time and energy into encouraging and stimulating discussions around new ideas. Keeping the encouragement levels up by setting attainable milestones that offer opportunities to measure our progress, identify our strengths and weaknesses and allow for adaptation as needed will keep the task from becoming

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