The result of the “Bog Five Personality Test” appreciated my enthusiasm and will power and regarded me as an open person. However, from the perspective of Conscientiousness, I scored a bit low. The elements of Extraversion and Agreeableness were regarded as the strength of my personality, but Neuroticism was regarded as the major shortcoming of my personality. I strongly agree with the readings of the test because my personal experiences I often feel that if I had handled the situation calmly I would have achieved better results.
Pertaining to the fact that I always feel inclined towards an innovative leadership style that paves new solutions to traditional problems, I believe that I should have strong control over my reactions.
It will allow me to cultivate the characteristics of trust and credibility which are the essential elements that one should create in his / her persona to attain the desired style of leadership. To my consideration, emotional intelligence is the basic trait I should improve with an aim to polish my leadership style and attain sustainable growth. The practical test of my self control can be well analysed from one event I will like to mention. In a recent official meeting I proposed a plan for changing the interior of office for better productivity and convenience. Unfortunately, the seniors who worked in the same setting for years got offended by the very thought of a new interior. Had I responded aggressively over the situation, the tension would have aggravated. Despite of the strong urge of reaction, I remained calm and quiet at the meeting. However, the aptness of my proposition was too exciting for the new generation.
Hence, the new generation supported my proposition at my back. As a result, after a month of negotiation the office got approval for new interior decorating and I was placed in charge of the project by my boss who is also my mentor.My boss highlighted the delicacy of situation at an office that may spoil the environment of the work place. Thus, keeping in view the concerns of my mentor we designed the new setting. With an aim to secure the esteem of the seniors we accommodated the work station of seniors in the same setting as cubicle at one end of the hall. Thus, the rational progression of activity earned my reputation for my seniors and my followers also. Even though, I was highly appreciated by my leader over the tackling but I consider it only a step of learning.
References:
Crant, J. M. (2000). Charismatic leadership viewed from above: The impact of proactive personality. Journal of organizational Behavior 21.1 , 63-75.
De Hoogh, A. H. (2005). Linking the big five‐factors of personality to charismatic and transactional leadership; perceived dynamic work environment as a moderator. Journal of Organizational Behavior 26.7 , 839-865.
Judge, T. A. (2000). Five-factor model of personality and transformational leadership. Journal of applied psychology 85.5 , 751.
Shim, S. R. (2002). Leadership style profiles of retail managers: personal, organizational and managerial characteristics. International Journal of Retail & Distribution Management 30.4 , 186-201.
Thompson, J. A. (2005). Proactive personality and job performance: a social capital perspective. Journal of Applied Psychology 90.5, 1011.
