From the nine dimensions of leadership test, the strengths selected and prioritized competencies comprise of empowerment (trusting), diplomacy (culturally sensitive), and feedback (candid and honest). These serve as the areas that I feel the need for emphasize on in my personal plan for leadership improvement. On the area of empowerment, I lay significant emphasis on establishing a trusting relationship with my employees in order to encourage them to contribute toward improved productivity in the workplace. When team members perceive an individual as a leader, leaders need to show increased commitment toward realizing the goals of the team (Marshall, 2018) . When the team members trust their leaders, communication improves while ideas move freely boosting productivity and creativity. The workforce feels more comfortable when in the hands of a leader that they are willing to trust leading them to show more willingness in adopting new organizational vision. In my case, I ensure that my employees trust me, which empowers them to deploy their best efforts while in the workplace (Halvorson, 2014) . In this vein, I find myself capable of influencing, inspiring, and instituting real change, as an effective leader.
Based on my stance pertaining empowering through a establishing a trusting relationship, I feel that humans lay significant emphasis on reciprocity. They offer gifts, do favors, and work toward promoting those did good things to them in the past. In my case, I believe that improving my leadership stand should follow a similar trend in order to solidify the trust that I have with my employees (Cooper, 2014) . I will focus on assigning projects that portray this form of trust. I will also ensure to share personal stories socially concerning my challenges and struggles, allowing them to witness my weak, human side (Cook, 2018) . Allowing myself to be somehow vulnerably will serve as an ideal way of projecting warmth toward my employees, which will then empower them to do great things for the organization.
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An additional area I perceived my strong area is one of diplomacy, and particularly competent in cultural sensitivity. In the organizations setting, cultural sensitivity together with the willingness for appreciating cultural differences while refraining from making value judgments serves as an ideal depiction of diplomacy. In my organization, I operate while understanding that not all customers, venders, or employees come from the same culture. Additionally, I prioritize on fostering positive relationships among customers, vendors, and employees by respecting and acknowledging the differences in their culture cultures (Halvorson, 2014) . Regarding this area, I believe that it contributes greatly toward my personal plan for leadership development. In my case, therefore, I will ensure to ensure that I align the workforces with the culture of the business, since this serves as the starting point. I will make it clear that all stakeholders need to respect other cultures to ensure that the entire organization finds it easier to portray these values. One vital area worth considering regarding cultural sensitivity is the need for refraining from making assumptions concerning other individuals and their cultures (Petersen, 2019) . In this sense, my organization will make sure that the human resources team has sufficient knowledge and experience on culture issues to make it possible to put the values of the company into practice.
Furthermore, the offering candid and honest feedback is my strong area as well. I believe that leaders who commit to offering honest feedback are considered more effective as opposed to the ones who do not. Furthermore, leaders offering honest feedback have workforces who are highly engaged unlike the case of those with dishonest leaders (Cooper, 2014) . As a leader, I have received various positive views from my team for ensuring to offer them honest feedback. To improve my leadership capacity as a leader who offers honest and candid feedback, therefore, I will ensure to listen to my team’s feedback regularly (Lew, 2018) . Other people view a leader differently indicating that listening to their perspectives would serve as a learning opportunity for overcoming any challenges that might emerge.
References
Cook, C. W. (2018). The philosophy of competent leadership: the definitive guide to building and maintaining leadership. Scotts Valley: CreateSpace Independent Publishing Platform.
Cooper, T. L. (2014). Achieving ethical competence for public service leadership. Abingdon: Routledge.
Halvorson, H. G. (2014). The most important skill for great leaders? trustworthiness. Retrieved from https://99u.adobe.com/articles/32883/the-most-important-skill-for-great-leaders-trustworthiness
Lew, C. (2018). The importance of feedback in the workplace. Retrieved from https://knowyourteam.com/blog/2018/02/01/the-importance-of-feedback-in-the-workplace/
Marshall, T. S. (2018). Competent leadership: presenting the knowledge to lead, along with the practical lessons and experience to do It. Bloomington: AuthorHouse.
Petersen, L. (2019). The importance of cultural sensitivity in business dealings. Retrieved from https://smallbusiness.chron.com/importance-cultural-sensitivity-business-dealings-20503.html
