From the online evaluation, my results were as follows:
Quality Score
Ambassador 21/25
Advocate 20/25
People Mover 21/25
Truth-Seeker 20/25
Creative builder 24/25
Experienced guide 25/25
Assessment of my Leadership Skills
Ambassador
An ambassador is an individual who has a high discerning ability on how to successfully deal with a variety of situations seamlessly. They are held liable by the general population in the event of any situation. Being the first born in our family, I always had responsibilities being bestowed upon me and had to solve a variety of issues amongst my siblings and guide them as well. This is a trait that I find myself applying on my peers up to date.
Advocate
Advocates are social affairs delegates. Growing up, I have always been persuasive, rational, expressive and cognizant and good at resolving matters and moving crowds.
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People Mover This is the ability to help people propel in life through helping them connect with their destinies, linking them with networks, motivating them and nature their talents. This is a trait in me that I have always possessed as a teenager, I always loved encouraging my peers and giving them good counsel whenever they needed it.
Truth-seeker
Most truth seekers always want to know right and especially seek justice for the weak. I have always upheld integrity in all my undertakings and always want the assurance that everyone is treated with fairness and equality regardless of their status in society.
Creative Builder
Creative builders are visionary and entrepreneurs. I have always had an eye for new opportunities and always feel excited about starting something new or being part of something new. I have always had the desire in me to implement projects and help other people implement their projects.
Experienced Guide
Listening has always been a unique trait in me. Despite being knowledgeable and smart. I always listen to what other people have to say and understand their situations and point of view. I always take pleasure in helping people resolve problems be it individual problems or problems between two warring parties.
Differences Between a Leader and a Manager
Managers are not automatically leaders. Below are some of the differences between leaders and managers. Leaders create visions while managers create goals. Leaders create a picture of possibilities and move people into achieving this vision into a reality. On the other hand, managers set goals, measure goals and achieve goals (Goetsch & Davis, 2014). They only oversee the implementation of goals to meet the set objectives. Leaders are agents of change while managers live by the status quo. Leaders will not hesitate to disrupt the status quo and live by their rules (Nahavandi, 2016). They understand that change is inevitable. Managers do not advocate for disruptions and always want to stick with what is easy and okay because they avoid so much dealing with pressure.
Leaders are creative and unique while managers imitate. Leaders work on building their unique brand. They are confident and comfortable just the way they are and are willing to stand alone from the crowd (Goetsch & Davis, 2014). Managers learn from others and adopt what is given to them, for instance, a leadership style rather than defining their own. Leaders are risk takers while managers are risk mitigators and controllers. Leaders would rather fail than stay at their comfort zone. Managers avoid risks as much as they can. Leaders perceive matters in the long term while managers perceive matters in the short term. Leaders act with intention and do not mind how long it may take them to achieve a goal. On the other hand, managers act on short term goals and acknowledgement (Goetsch & Davis, 2014).
Leaders grow individually while managers depend on proven and existing skills. Leaders stay curious and are always on the lookout for something new to learn (Nahavandi, 2016). Managers lean on the knowledge and skills that got them to the management position work on those skills and only accommodate proven skills. Leaders work on relationships while managers work on systems and processes. Leaders focus on the people they need to work with to achieve certain goals while managers focus on the structures necessary to help them achieve goals. Leaders coach individuals they work with while managers give guidelines on how to accomplish tasks they assign. In the long run, this leaves leaders with fans and managers with employees.
References
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: Pearson.
Nahavandi, A. (2016). The Art and Science of Leadership -Global Edition. Pearson.
