Table of contentsIntroductionReflection on Clifton's strengthsPersonal leadership stylePersonal strengths related to transformational leadershipPersonal weaknesses related to transformational leadershipRecommendations and actions to improve personal leadership effectivenessShort SMART goals termAction Plan for SMART Goal SuccessConclusionIntroductionA Personal strengths assessment is a tool that must be understood to lead people effectively. An effective leader must know how to achieve his objectives by motivating his team. There are many strengths that translate into the leadership styles used to motivate teams. Identifying and using a formal leadership style will help you become an effective leader. Using your own strengths while leading comes naturally to most. Weaknesses must be mitigated through actions aimed at achieving results. The purpose of this article is to explain the exploration and evaluation of my personal leadership style, explore leadership strengths, identify weaknesses and subsequently set timely goals for responsibility as a leader. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”?Get the original essayReflection on Clifton's StrengthsAccording to Clifton's strengths assessment, success depends on five characteristic themes that can be used to identify strengths to improve overall personal performance. . The Clifton Strengths Assessment is something I did a few years ago as well as for this program. I compared my results and they were very different. I believe my strengths have changed through professional development, leadership experience as well as the maturation of my emotional intelligence. I was not surprised by my findings. My top five strengths, in order, are significance, leadership, responsibility, focus, and contribution. I always wanted to be significant. I don't know if I was this way by nature or by childhood circumstances, but from a young age I wanted to be recognized for my accomplishments. I have thrived as a young mother, wife, business owner, and currently as a Registered Nurse Leader. I used my independence to quickly move up the nursing career ladder, becoming a young leader. I truly thrive on success and recognition. In my professional life, I like to be recognized for my success. Working is a pleasure for me and I spend a lot of time focused on my professional responsibilities. I am proud when people respect me and appreciate my network of like-minded people. From a very young age, it seemed natural to me to take matters into my own hands. Ordering is easy for me. I was a latchkey child, who had a lot of personal responsibilities at the age of 6. As an adult, I feel quite capable of taking charge of situations. I use command to have a little control over how something can affect me. I am quick to form opinions and make decisions. When I encounter a conflict, I quickly confront the situation for a quick resolution, so that I can move forward in time and not look back. Honesty and clear expectations are strong values ​​for me. I like to set expectations with teams and clear goals with a plan to execute. Honesty is my best policy. I have sometimes been called bossy, but I am usually the first to volunteer and havea truly voluntary attitude. I live by the code that I am as good as my word. I take my responsibilities extremely seriously. I'm the first to go first, but when I promise to meet a deadline or commit to a deadline, it's hard and fast for me. I don't make excuses. I can't accept the details. When I have a goal, I have to achieve it. I have taken on too much responsibility from time to time. I am extremely focused on my life. I often create checklists, revisit them, and prioritize daily. I do this in both my personal and professional life. I always try to be as efficient as possible. I'm really proud of my time management and my ability to accomplish so much on a daily basis. I don't do well when there is no goal. I always have to work towards something. Sometimes I stray from activities that don't directly lead to my goals. Input is the fifth force identified. I consider myself well connected with a network of professionals and life experience. I love traveling to lots of places, asking lots of questions, and volunteering to try things I've never done. I use these experiences to quickly make personal connections when interacting with people. It’s a networking technique and an ice breaker. I believe people can relate to me when I use this technique. Understanding and exploring Clifton's five strengths, Significance, Leadership, Responsibility, Focus and Contribution, will help me in my action plan to develop as a leader moving forward. Personal Leadership Style The definition of leadership that is close to my heart is a dynamic process, they mobilize to achieve extraordinary goals, they use five practices: modeling, inspiring a shared vision, challenging, enabling others to act and encourage the heart (Aalateeg, 2017). It is important to note that everything is constantly changing. The company's objectives, projects, interests must change to remain relevant. Teams must be cohesive and adapt to the overall goals of the organization. Transformational leadership style has been associated with increased job satisfaction and reduced attrition. It is a way to increase the strength and relationships between teams to higher standards. A transformational leader must lead the group toward personal and professional development that aligns with the organization's goals. A transitional leader must have employees' interests and acceptance to motivate the team to work towards the organization's goals. Personal Strengths Related to Transformational Leadership My personal strengths are directly related to transformational leadership. The three topics that will be covered are relationship building, honesty, and personal reflection. There are many challenges associated with developing relationships. I spend time getting to know my colleagues, letting them know that I care, appreciate and respect them. According to Rolfe, relationship building relies on the leader recognizing their achievements, including them in decision-making and giving them a voice is the key to transformational leadership. Using the input force identified by Clifton, I effectively use my database of relevant experiences to get to know people and build relationships. In return, I gain confidence and can use it to motivate individuals towards the organization's goals, working to form working groups and committees. It is important that people feel included in thedecision-making process and feel heard by a true and open ear to their point of view (Rolfe, 2001). Honesty is my best policy. Leaders must make difficult decisions that are consistent with the organization's strategic plan and are not always the popular choice of the team. This is generally part of the common good of the organization. The impact on the team may sometimes not be in their favor. It is important to collaborate and develop a plan within the parameters of the decision, with the team. This is when the leader must be honest with the team (Rolfe, 2001). Being honest and sharing relevant details will build trust, foster open collaboration and it is important that this is done by sharing honestly. Using the transitional leadership style, team collaboration based on the leader's honesty can help motivate the team to move toward the organization's goals. Finally, self-reflection is one of the most powerful forces. Leader self-reflection helps me identify where I stand in relation to the organization's goals and strategic plan. The visions of transformational leaders must be recognized and aligned with the organization. Having an understanding of reconciliation between my position and the organization will allow me to be led effectively using the transformational leadership style. I can use this reconciliation to mitigate the differences between the organizational strategic plan and mine to lead the team toward the most important organizational goals and not mine. Personal Weaknesses Related to Transformational LeadershipWith strengths must come weaknesses. My own identified weaknesses include being perceived as bossy, taking on too much responsibility, and lack of structure in my leadership style. Being bossy is a weakness that is the direct opposite of what a transformational leader is. Transformational leaders are team builders, encouraging the team to be empowered to create change and develop professionally. But authority can destroy the leader, the organization and the team. Authority and repeated imposition of the leader's own opinions sabotage organizational goals, demotivate people, and decrease job satisfaction. Taking command is important for transformational leadership, but authoritarianism must be toned down to be effective. Taking on too much responsibility is something I know very well. I know I have a hard time saying no. Transformational leaders must delegate to succeed. They must build teams invested in organizational goals. The concept of shared leadership is preferred, which corresponds to transformational leadership. Control and micromanagement will destroy the leader and the staff (Kerfoot, 2013). Taking control or full responsibility without delegation prevents the group from contributing. Great things can happen through team synergy. The third weakness identified is the lack of team structure. According to Kerfoot, teams thrive on a team structure. A structure promotes democratic and participatory planning by a trusted group, close to the Transformational Leader. This is a leadership tree that encompasses the leader and the group that manages the vision, which in turn reaches out to the larger team that is on the front line. Recommendations and actions to improve the effectiveness of personal leadership. Improvements in leadership effectiveness will be dynamic and revisited by me as often as possible. necessary in the future. The weaknesses mentioned above: authority, fact.