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Introduction
Before getting started, first of all, we have to define a leader. A leader is someone who can guide, has the ability to inspire others, and can lead over the people in a positive sense. The role of a leader is also based on his powerful personality. The personality of a leader also greatly affects a number of factors (Bass & Bernard, 1989).
The Five-Factor Model of Personality
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Extraversion
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Agreeableness
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Conscientiousness
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Neuroticism
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Openness
These are the five factors that must be part of the personality of a leader.
To play the role of an effective leader in any organization or application, a leader should focus on the following things:
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Must have an ability to understand the environment in which he has to play his role.
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Initiate wining-based strategies.
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Have the ability to execute the strategies brilliantly after their initialization.
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Make a record of the impact of the strategies which are applied, adjust them, if it feels necessary and
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Have the ability to develop a team at personal, departmental, and level of organization.
Always remember that great leaders are made. They are not born. So, if a person has strong willpower, desire, and has the ability to meet the objectives, he can become a good leader. Good leaders develop themselves on the basis of their self-study and past experience (Bass & Bernard, 1990).
Most Important Keys to Effective Leadership
The most important key factors of leadership are as follows:
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Bringing trust and a sense of confidence about the top leadership in the minds of employees brings an era of success in the organization (Blake, Robert R., et al., 1985).
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The major key to bring confidence and trust in the organization can be possible by the Effective communication of leadership in the following areas;
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Provide complete help to organizations employees in order to understand the entire business strategy of the organization.
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Give proper sense to employees that how their contribution enables an organization to get his business achievements.
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Continuously share all the necessary information with the employees which is relevant to the strategic business achievements.
Principles of Leadership Assessments
Followings are the important Principles that help in Leadership Assessments:
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Know yourself and seek self-improvement: First of all, there is a need to know about yourself and your self-improvement.
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Be technically proficient: Being a leader, you must have solid familiarity as well as employees assignments.
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Make yourself responsible for each action: Try to adopt such ways that will lead the organization up to a different level. If anything does not go in the right direction, try to do an analysis of the entire situation, take direction-based actions, and then move further.
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Make decisions on time: Making on-time decisions is one of the most important factors in leadership.
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Set the example: A good leader must show him as a role model so that others automatically follow him. Develop a sense of responsibility in your workers: Able to develop such character in the employees that they can carry out their professional responsibilities in a better way.
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Use the full capabilities of your organization: Develop a team spirit in order to get their full dedication.
Personal management style and preferences
On the basis of experience, it is proved that such organizations which are very large, it is very much difficult to handle the required joint operations. So, these large organizations are mostly unable to reach their goals and objectives (Kouzes, James, et al., 1987). So, there are fewer co-operations in large organizations as compared to smaller ones. Improvements in personal management style and preferences can itself play an important role in the overall effectiveness of operating, and to get such ways that result in better utilization of limited resources. This gain can be captured by improving the management style, and thus these are very beneficial not only for a better return point of view but also for the entire community and shareholders, as they feel better satisfaction and trust in the organization.
Value of personality testing for management purposes
The purpose of personality testing is to describe the character of a person, which remains constant throughout the lifetime which he spent in an organization (Lamb & McKee, 2004). The management purposes are greatly influenced by the character, thoughts, ideas, feelings, emotions, patterns, and the way or ability of the person in order to tackle the problems and suggest their possible solutions.
References
Bass, Bernard (1989). Stogdills Handbook of Leadership: A Survey of Theory and Research. New York: Free Press.
Bass, Bernard (1990). From transactional to transformational leadership: learning to share the vision. Organizational Dynamics, Vol. 18, Issue 3, 19-31.
Blake, Robert R. and Mouton, Janse S. (1985). The Managerial Grid III: The Key to Leadership Excellence. Houston: Gulf Publishing Co.
Bolman, L. and Deal, T. (1991). Reframing Organizations. San Francisco: Jossey-Bass.
Kouzes, James M. & Posner, Barry Z. (1987). The Leadership Challenge. San Francisco: Jossey-Bass.
Lamb, L. F., McKee, K. B. (2004). Applied Public Relations: Cases in Stakeholder Management. Mahwah, New Jersey: Lawrence Erlbaum Associates. Routledge.
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