Appropriate leadership is needed for any organization to make progress. Sections of people believe that leaders are born, while others hold that leaders are made. Factually, it is vital for all leaders to take the Big Five personality traits assessment, in order to know areas that they need to improve to become successful leaders. The ensuing analysis reflects on the results of Big Five personality test.
Results Summary
Following the Big Five personality traits assessment, the results were as follows: Openness – 98, Conscientiousness -88, Extroversion – 93, Agreeableness – 87, and Neuroticism – 66. Based on the results, I scored high on openness, conscientiousness, extroversion, agreeableness and an average score on neuroticism. The results on the elements are impressive and can help me to become a great leader. A high score on openness indicates that I will be a creative leader, and open to trying out new things. I will be a leader determined to tackle new challenges and equally adventurous ( Lord, 2015) . The high score on conscientiousness indicates as a leader, I will be keen on details, and determined to finish important assignments in time. In view of extroversion, I will be a leader who likes to engage my juniors to conversations and one that likes meeting new people. I will be sociable because when around people, I will feel energized. The high score on agreeableness indicates as a leader, I will care about other people, and more cooperative ( Mayer, Aquino, Greenbaum and Kuenzi, 2012) . I will be available to assist my juniors and contribute to their happiness. An average score on neuroticism is impressive because a good leader should be emotionally stable, and has the ability to deal with stressful moments happening at the work place. A good leader is one that has the ability to bounce back following difficult moments.
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Describe Results
Based on the results of the assessment, none surprised me. The test results describe me perfectly although there is a room for improvement. However, the average score on neuroticism indicates there is a room for improvement. I need to work on getting the score a bit low, in order to cope with stressful events at the work place. In terms of conscientiousness, an improvement is needed because in order to achieve the set goals, I need to be highly disciplined and well organized. A leader should be wary of displaying careless behaviors (Ogunfowora, 2014).
Leadership Style
The two elements of my results that have an impact on my leadership are o penness and conscientiousness. Factually, I love doing things differently and this can only happen by finding innovative ideas. By embracing openness, I look at issues from different perspectives and I am always ready for opportunities. I am a leader focused on handling new challenges, and determined to apply abstract ideas in dealing with issues. My leadership style is guided by conscientiousness considering I like following processes and structures for effective results. I work hard to get things done, while having a keen eye for ethical standards ( Kim and Brymer, 2011) . I prefer all members of my team to uphold safety standards, and work hard towards achieving set goals.
Importance of Leadership
Leadership is significant for any organization since it determines its success. Organizations can only realize progress with proper leadership because employees will be motivated and work hard to achieve the set goals (Intiful, Oddam & Kretchy et al. 2019). Proper leadership in a company gives everyone confidence since they feel safe in hands of a knowledgeable and credible leader. People feel inspired to try new concepts and venture into new area that will help to improve their professional and personal skills.
In overall, the Big Five personality traits assessment is effective in revealing the leadership skills, which cannot be measured with naked eyes. The results are useful in showing the areas a leader is supposed to improve.
References
Ogunfowora, B. (2014). The impact of ethical leadership within the recruitment context: the roles of organizational reputation, applicant personality, and value congruence. Leadersh. Q. 25, 528–543. doi: 10.1016/j.leaqua.2013.11.013
Mayer, D. M., Aquino, K., Greenbaum, R. L., and Kuenzi, M. (2012). Who displays ethical leadership, and why does it matter? An examination of antecedents and consequences of ethical leadership. Acad. Manage. J. 55, 151–171. doi: 10.5465/amj.2008.0276
Kim, W. G., and Brymer, R. A. (2011). The effects of ethical leadership on manager job satisfaction, commitment, behavioral outcomes, and firm performance. Int. J. Hospital. Manage. 30, 1020–1026. doi: 10.1016/j.ijhm.2011.03.008
Lord, M. (2015). Group learning capacity: the roles of open-mindedness and shared vision. Frontiers in psychology, 6, 150. https://doi.org/10.3389/fpsyg.2015.00150
Intiful, F.D., Oddam, E.G., Kretchy, I. et al. (2019). Exploring the relationship between the big five personality characteristics and dietary habits among students in a Ghanaian University. BMC Psychol 7, 10. https://doi.org/10.1186/s40359-019-0286-z
