Explain ?the characteristics of conscious leadership as defined by Mackey and ?Sisodia. Provide citations to strengthen your clai
Write a reflection of 1,000-1,250 in which you discuss the following:
- Explain the characteristics of conscious leadership as defined by Mackey and Sisodia. Provide citations to strengthen your claims.
- Choose two historical management theories and explain their influence on the field of organizational behavior. Provide citations to strengthen your claims.
- Describe the importance of self-awareness, self-concept, and emotional intelligence and the role they play in enabling effective conscious leadership and effective self-leadership. Provide citations to strengthen your claims.
- Briefly summarize the results of each assessment you completed: "The VARK Questionnaire," "Cultural Competency Self-Assessment," and "Rokeach Values Survey," . In general, do you believe the results represent who you are as a leader? How will the results inspire you to be a conscious leader? Explain.
- Briefly, conduct a self-reflection in which you answer the following questions: (a) What insights have you gained about yourself after taking the assessments? (b) How could this knowledge influence your values, attitude toward others, and how you approach new tasks in the workplace? (c) What have you learned about what it takes to lead others or how you respond to the management tactics of others within the workplace? (d) What have you learned about your ability to lead others within the workplace?
- Explain the value of analyzing organizational behavior from the individual, group, and organizational perspective. How do your self-assessment results contribute to this? Provide citations to strengthen your claims.
Use a minimum of four scholarly sources to support your analysis and reflection.
VARK
VARK Questionnaire
Your VARK Results
Your scores were:
- Visual 6
- Aural 7
- Read/Write 3
- Kinesthetic 13
Your learning preference: Strong Kinesthetic
SharePeople with your preference like:
practical exercises, experiences, examples, case studies, trial and error, things that are real,
Cultural Competency
| Cultural Competency Self-Assessment | |||||
| This resource was adapted from "Cultural Competency Self-Assessment Checklist," from the Refugee Assistance Program Workers website (rapworkers.com). This cultural competency self-assessment will allow you to identify your assets and weaknesses as a leader. By doing so, you will be able to gain insight into how you can improve your own self-leadership skills. Read each entry in the categories of Awareness, Knowledge, Skills, Physical Environment, Materials, and Resources and Values and Attitudes. For each entry (row), place a number “1” in the column that corresponds with your selection (Never, Sometimes/Occasionally, Fairly Often/Pretty Well, and Always/Very Well). You will only have one selection per entry (row). The Excel spreadsheet will tally up your results and provide you with a total for each category. This self-assessment is not a test and will not have a right or wrong answer. The self-assessment should only be used as a tool to help you identify areas of strength and areas that might need further development. | |||||
| Categories | Descriptions | Never | Sometimes/ Occassionally | Fairly Often/ Pretty Well | Always/ Very Well |
| Awareness | |||||
| Value diversity | My perspective on human differences is that they are positive and should be celebrated. | ||||
| Know myself | I have a clear and positive viewpoint of my own ethnic, racial, and cultural identity. | ||||
| Share my culture | I have clear awareness and undestanding of the need to be prepared to share my own culture if I desire to learn more about others. | ||||
| Be aware of discomfort | I am aware of personal discomfort when I engage ethnicities, language, sexual orientation, religious, or races outside of my own. | ||||
| Check my assumptions | I am intentionally aware of assumptions I hold true about people from cultures outside of my own. | ||||
| Check my stereotypes | I have personal strategies to counteract harmful stereotypes that arise. | ||||
| Reflect on how my culture informs my judgment | I acknowledge awareness of my cultural perspective and its influence on my judgment as to what is "normal," appropriate, or "superior" values, behaviors, and communication styles. | ||||
| Accept ambiguity | I can experience anxiety when placed in cross-cultural situations. | ||||
| Be curious | I intentionally place myself in situations and places where I can create relationships and learn about differences. | ||||
| Awareness Totals | 0 | 0 | 0 | 0 | |
| Categories | Descriptions | Never | Sometimes/ Occassionally | Fairly Often/ Pretty Well | Always/ Very Well |
| Knowledge | |||||
| Gain from my mistakes | I am aware that I will make mistakes. I will also choose to learn from them. | ||||
| Assess the limits of my knowledge | I am aware of limited knowledge of certain cultural groups; however, I am committed to creating opportunities to increase this knowledge. | ||||
| Acknowledge the importance of difference | I am aware that differences in ethnicity, race, and culture are vital parts of an individual's identity. | ||||
| Understand the influence of cultures | I am aware that cultures can change over time and that an individual's attachments to cultures can vary from person to person. | ||||
| Commit to lifelong cultural learning | I am commited to being a lifelong learner of cultural competencies and cultural changes. | ||||
| Know my limitations | I am aware of potential gaps in my knowledge and choose to develop and increase my capacity for personal assessment in those areas. | ||||
| Intercultural and intracultural differences | I am aware that intercultural and intracultural differences exist, and I am committed to increasing my awareness response to these differences. | ||||
| Point of referene to assess appropriate behavior | I acknowledge an awareness to culture. All individuals have their own "culture" and I have my own. I choose to regard other points of view, not just my own as a point of reference to assess appropriate and inappropriate behaviors. | ||||
| Knowledge Totals | 0 | 0 | 0 | 0 | |
| Categories | Descriptions | Never | Sometimes/ Occassionally | Fairly Often/ Pretty Well | Always/ Very Well |
| Skills | |||||
| Situational adaptability | I look for opportunities to respectfully engage and interact with others who are different than me. | ||||
| Cross-cultural communication aptitude | I am adept at changing my style of communication to communicate effectively with those whose views and method of communicating is different than mine. | ||||
| Pursue opportunities to broaden crosscultural skills | I look for ways and individuals to challenge me to enhance my cross-cultural skills. | ||||
| Diversity engagement | I actively look for ways to get involved in initiatives that increase understanding among members of diverse groups. | ||||
| Cross-cultural respect | My behaviors tell others that I respect the cultures and beliefs of others. | ||||
| Relational adaptability | I am adept in relationship building and can easily build relationships with those who are different than me. | ||||
| Awareness of within-group differences | I understand within-group differences and that the behavior of one individual is not generalizable to the entire cultural group. | ||||
| Skills Totals | 0 | 0 | 0 | 0 | |
| Categories | Descriptions | Never | Sometimes/ Occassionally | Fairly Often/ Pretty Well | Always/ Very Well |
| Physical Environment, Materials, and Resources | |||||
| Workshpace awareness | I include décor in my workspace that is representative of the culture and ethnic backgrounds of my internal and external customers. | ||||
| Multimedia resource awareness | The multimedia resources that I use in my work reflect the culture and ethnic backgrounds of my internal and external customers. | ||||
| Verbal communication awareness | In instances in which I interact with internal and external customers whose English proficiency is limited, I keep in mind that the ability to effectively communicate in English is in no way representative of their ability to effectively communicate in their primary language. | ||||
| Written communication awareness | When possible, I make sure that all written communication is provided in the primary language of internal and external customers. | ||||
| Physical Environment, Materials, and Resources Totals | 0 | 0 | 0 | 0 | |
| Categories | Descriptions | Never | Sometimes/ Occassionally | Fairly Often/ Pretty Well | Always/ Very Well |
| Values and Attitudes | |||||
| Personal values awareness | I make it a point to not impose my values that are in contrast to those from other cultures or ethnic groups. | ||||
| Observational awareness | When I observe others engaging in behaviors that reflect prejudice, bias, and are culturally insensitive, I intercede. | ||||
| Value acceptance | I accept others even when their values differ from mine. | ||||
| Diversity skills advancement | I seek to improve myself through professional development and training to enhance my knowledge and skills in supporting and serving diverse groups. | ||||
| Values and Attitudes Totals | 0 | 0 | 0 | 0 | |
,
Self-Assessment and reflection
SCHOOL
Date
SELF-ASSESSMENT AND REFLECTION
1
Self-Assessment and Reflection
This topic is such a blessing to the life of those who enjoy learning about themselves and find areas where one can improve. Finding blind spots and addressing change for the better.
Understanding the importance of being in touch with oneself is a huge part of leading. Especially when one wants to have a conscious leadership style. The goal of this paper is to establish an importance of self-awareness, self-concept, and emotional intelligence and the role they play in enabling effective leadership. Specifically, a conscious leadership approach.
Before we go any further, lets define some terminology. Let’s understand the definition of these terms and we can further understand what they mean to us as we take a closer look and how this affects leadership styles and leadership approaches alike. Now, According to Kreitner & Kinicki (2013), self-awareness can exist of these three forms: emotional self-awareness, accurate self-assessment, and self-confidence. Whereas emotional self-awareness is reading one’s own emotions and recognizing their impact; using “gut sense” to guide decisions. Accurate self- assessment is knowing one’s strengths and limits and being realistic, not just optimistic, or wishful. And Self-confidence being a sound sense of one’s self-worth, capabilities including talents, skills, and natural abilities. Now let’s look at conscious leadership the big picture and benefits.
Characteristics of Conscious Leadership
Conscious leadership can be synonymous with servant leadership according to John Mackey, Cofounder and Co-CEO of Whole foods Market. Leaders identify their own flourishing with the flourishing of the organization. Serving those of the organization first and then serving the purpose of the company and/or organization (Kreitner & Kinicki, 2013). Servant Leadership is an unintuitive style of leadership because for the longest time corporate leadership has always
been about the organization and the goals and mission of the corporation/organization. But servant leadership comes to offer a different approach. Servant Leadership offers prioritizing the follower and their needs first then the leader and the organizational needs second. It's a paradigm shift for sure. Stone, Russell, & Patterson (2004) best said it this way, "most styles of leadership direct their focus first on a mission and second on empowering followers to achieve that mission, servant leadership directs its focus first on the ability of the individuals to succeed and then subsequently on the success of the mission."
This approach, when "applied correctly with the proper intentions, an authentic and natural form of reciprocity takes place between the leader and the follower, thus increasing workforce engagement and improving organizational performance" (Gandolfi & Stone, 2017). Servant leadership is falsely accused of being a Christian paradigm, but it has influenced, and been influence by many cultures and religions around the world (Gandolfi and Stone, 2018) However, It makes me smile to know that Jesus Christ was the first to introduce this concept of servant leadership over 2000 years ago (Gandolfi and Stone, 2018).
Self-Assessment
Taking these self-assessments was a confirmation and a learning experience.
Confirmation because I knew certain things about myself already, but I was able to learn some new things about myself. This was eye opening and led to some inner evaluation for the better.
Taking the VARK Questionnaire Assessment I was able to confirm that I am a very much visual learner. Visual being my top with 16 points leading Aural and Kinesthetic with a tie with 14 point. Leaving Reading and Writing in last place with only 7 points. I discovered how much I learn by hearing and discussing an idea and or a new topic. This was very insightful and beneficial.
I saw in myself that I tend to have many strong values. Trying to be well rounded in most good values. This values assessment was tough, trying to express that some values were more important than others. I felt that there are some values just as important than others and they just cannot be more important but rather co-important. Here are my results from the Values assessment. My top 5 Terminal Values are; Salvation (Eternal Life), Mature Love, A sense of Accomplishment, Self-Respect, and Health. And my top 5 Instrumental Values are; Self-Control, Responsibility, Independent, Honesty, and Cleanliness.
When taking the Diversity Assessment, I was made aware of the importance of being empathetic with those I am leading or any people I am trying to influence. My results showed that I was well aware of my surroundings. For the most part, with exception of a few things here and there, I am aware of the culture I target to influence.
Insights Gained Through Self-Assessments
Most helpful insight that I was able to gather from these assessments is the important to constantly evaluate yourself and make it a habit to take time to assess your leadership style and encourage those around you to do the same. It is so important that those you work closest to also speak the same language as you. By ‘same language’ I mean, they speak in terms of knowing themselves and being empathetic towards those around them. Trying to understand how those around them act, think, react, learn, and what their values may be.
My values have been heighted and have become refreshed. My value system has been strengthened by these assessments, both in confirmation of what I knew about myself and brand- new information about myself. This has helped shape such a better attitude towards others both in my professional workplace and in all my personal endeavors in general. Now I have more empathy towards those around me.
I have learned to have a multimodal approach towards any new tasks or challenges in my workplace or leadership efforts. Having different angles of attack when learning new material such as visual, aural, and kinesthetic. Lord help me keep evaluating myself for the better and that I may continue making significant adjustments to the perfection of my leadership.
Significance of Self-Assessments Results
As a leader having influence is the main ingredient one must have in order to be called a leader at all. John C. Maxwell, one of today’s top leadership thinkers and influencer, says “If you can’t influence people, then they will not follow you. And if people won’t follow, you are not a leader. That’s the law of influence.” I have learned to gain influence of those I target to lead, and in order to do that, you must understand your following and your target audience. Understanding your target audience must be priority, and adjusting your physical environment, atmosphere, Communication Style, Values, and attitudes towards your target audience is crucial in gaining influence. When you know yourself, you bring forth such a confidence. And this confidence attracts others to what you are working towards. When you know yourself and lead yourself with confidence you naturally gain influence over those surrounding you. That is why these self- assessments are so valuable.
People can’t follow you if you don’t have influence. And you won’t have influence if they cannot relate to you, feel safe around you i.e. trust, or feel they have a connection with you in one way or another. By being culturally aware and knowing the personalities of your target audience you can gain influence. These concepts are essential no matter where you lead. Whether leading yourself, small groups, or within organizations. Without influence there is no leadership and with out leadership there is no driving force for any company or organization.
References
Kreitner, R., & Kinicki, A. (2013). Organizational Behavior. Retrieved
from https:// www.gcumedia.com/digital-resources/mcgraw-hill/2013/organizational-
behavior_ebook_10e.php
Gandolfi, F., & Stone, S. (2017) “The emergence of leadership styles: A clarified categorization,” Review of International Comparative
Management, 18 (1), pp. 18–30.
Gandolfi, F., & Stone, S. (2018). Leadership, Leadership Styles, and Servant
Leadership. Journal of Management Research (09725814), 18(4), 261–269. Retrieved from https://search-ebscohost-com.lopes.idm.oclc.org/login.aspx?
direct=true&db=bth&AN=132968632&site=ehost-live&scope=site
Stone, G. A., Russell, R. F., & Patterson, K. (2004). “Transformational versus servant leadership: A difference in leader focus,” Leadership & Organization Development Journal, 25 (4), pp. 349–361.
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