Table of ContentsStrengths-Based Leadership Assessment (SBLA)ExecuteInfluencingRelationship BuildingStrategic ThinkingAdditional Assessments. Perceived Leader Integrity Scale (PLIS)Strength BombingEmotional Intelligence (EI) Assessment360° FeedbackOverall SummaryConclusionThroughout my life, I have always been taught to focus on my weakness rather than my strength . As a child, although I received praise for all the A's I got in many subjects, the B in math was what my parents focused on because they immediately had to hire a tutor to turn that B in A. Fast forward to when I am in the job market, during the annual review, even though my supervisors also congratulate me for all the accomplishments and positive attitudes I have at work, it was always more important to focus on the area where I can improve. All my life I have learned that in order to become a better person, I need to focus on improving my weakness in order to turn it into a strength, because a strength is something that I am already good at, so there is There’s no point in doing anything else. So it was very interesting for me to focus on analyzing my strengths for once because not only did I discover that a lot of traits that I consider a weakness turn out to be a strength, but I also found it much more beneficial to concentrate. on my strength and continue to work on it, then just focus on my weakness. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”?Get the original essayStrength-Based Leadership Assessment (SBLA)According to Rath and Conchie (2008), awareness of one's own strength is necessary for lead emotionally, because we lose self-confidence if we can only focus on our weaknesses; and self-confidence is absolutely necessary for our followers to not only trust us as a leader, but also to inspire confidence in themselves. Therefore, in order to become more aware of my own strength, SBLA was taken and my strengths are listed under four areas. ExecutionAccording to the SBL guide, leaders with strength in this area are the people who work tirelessly to “make things happen” and they are the person to go to when things need to get done. The two strengths I have in this area are performing and restorative in this area. As an achiever and fixer, I work hard and make diligent efforts to achieve goals and accomplish as much as possible. I also work alongside others to build relationships and serve as an inspiration and rock to others and through this, people show their appreciation and confidence that I will be able to solve problems and to put things in order for them. I've been at my job for four years now and have always been known as the go-to person for everything. Whenever patients or staff have questions, they always come to me first because they trust my ability to take care of everything. In fact, when the program development manager needed to ask staff questions about how to improve the unit, they all directed her to me and it made her think that I was actually the program director (PD). Another reason I became the go-to person is that I work long hours, sometimes unpaid, to get things done and if I see others are having trouble finishingtheir work, I usually volunteer to help them finish their work. stain. It's because of this that I ended up working three jobs on my own as a rehabilitation aide, staff coordinator and program secretary and it's also because of this that they recently let me asked if I would like to become a PD instead of a social worker. of the unit after I graduate, because they believe in my ability to make it a better and more functional unit than it currently is. Although I value my restorative ability and as an achiever, I see the negative side of being an achiever and that is my inability to be satisfied with my success as I continue to look for ways to become bigger and better and this is also one of the reasons why I held three positions at the same time. Influencer Influence is identified as someone who proposes ideas, takes things in hand. and speaking up for the benefit of the team inside and outside the organization (Rath and Conchie, 2008). Although I have no strengths in this area, I believe I possess some of these qualities, as evidenced by my work as a staffing coordinator. When the PD continues to admit admissions without recognizing that there is a shortage of therapists to treat these patients and how exhausted the therapists are, I have made it a point to go to the PD and speak on behalf of the therapists. I told the PD to stop admitting and got his approval to seek outside therapists (which costs more) to help my fellow therapists. Since my action only benefits the team within the organization, I therefore believe that I do not have the quality of influence in a broader spectrum. Relationship Building Leaders with strength in relationship building have the ability to hold the team together and make it greater as a whole (Rath and Conchie, 2008). The two strengths I have in this area are empathy and development. Empathetic leaders can sense the feelings of others, sometimes even before others recognize those feelings themselves; they respect the feelings of others and will tune in and positively reinforce the strength and success of others rather than their weakness. I believe my strength can best be demonstrated through my internship as a grief counselor. Often I am able to feel and recognize my clients' emotions and there is always one emotion: anger that my clients have failed to recognize on their own, but I am able to feel it. While I respect my clients for their frustration and anger and point out and help them recognize and resolve these feelings, I would also focus on praising them for recognizing their emotions and how well they are doing. right in the middle of all the strong emotions. they feel As a developer, I do good deeds for the benefit of others and I am truly happy for the growth and development of others. Recently, a fellow intern became pregnant and during 3 consecutive group supervisions she cried and expressed how difficult it is to deal with her clients' grief while experiencing morning sickness. Seeing how much she was struggling, I suggested she do more traveling between offices to take care of some of her clients. And when she finally feels better after the first trimester and how much more empowered she feels now that her morning sickness is over, I was so happy for her that I gave her a hug and led the group to applaud him. thinking continues to learn, analyze information and helpthe team to make better decisions by focusing on the future (Rath and Conchie, 2008). As a learner in this field, I have a great desire to learn and continue to improve not only in myself, but also to enable others to do so as well. When others tell me I'm so good at something, like staffing, I always tell them I'm still learning how to do things better. During my field placement, I always learn new interventions and techniques by conducting my own research and share my findings so that others can also benefit.Additional evaluations. Perceived Leader Integrity Scale (PLIS)According to Craig and Gustafson (1998), the PLIS is used to assess the ethical integrity of leaders; this is important because research has found a strong positive correlation between leader integrity and employee job satisfaction. Through the PLIS analysis, I received a moderately ethical rating, meaning I may engage in unethical behavior under certain conditions. Going through the assessment questions, the answers that placed me in the unethical category, I care more about my coworkers than the organization as a whole, which meant that I sometimes passed my interests before those of the organization. Force Bombing During the force bombing exercise, I presented my partner with a story in which I reported discrimination from my supervisor in group supervision to the manager of the bereavement department. While my partner provided me with a list of strengths, such as empathy, kindness, self-awareness, etc.; The strength that surprised me the most was courage. I never considered myself a courageous person; I reported this supervisor simply because I want to prevent this from happening to other current and future interns. Therefore, after this comment, I started thinking about other situations and realized that it takes courage for me to stand up to a superior, not only in this situation but also when standing up to the PD . I also realized that I needed courage to return to higher education. Emotional Intelligence (EI) AssessmentAccording to Antonakis, Ashkanasy, and Dasborough (2009), there is a strong link between the emotional abilities of leaders and a effective leadership; Leaders with higher EI can more effectively develop collective goals, instill the importance of work in others, generate and maintain enthusiasm, confidence, encourage decision-making and change, and establish a meaningful identity for the organization. organization. Overall, my scores on the EI assessment are around 3.5, except for a 4 in the self-regulation components. Therefore, my personal skill score is 3.78 while my social skill score is 3.38. I'm not really surprised by my score on self-regulation, motivation and empathy. I always know that I care a lot about other people's feelings to the point that I neglect my own feelings, and I am also very aware of how my feelings and emotions will affect others, therefore, I am really good at self- even. regulate myself and know how to allow myself to show others that I am upset or frustrated. For example, when others made fun of my accent, so as not to hurt them by showing that I am upset, I used to ignore it by laughing with them. Therefore, it is also not a very big surprise to me that I score low in social skills, because often, I would choose not to interact with others, in order to avoid.