360-Degree Leadership Self-Assessment and Growth Insights

Introduction 

(a)

My leadership experience is different, that is thriving in rapidly transforming situations, efficiently combining direct team management with collaborative efforts across different teams and contexts. This also highlights the capability to adapt rapidly to diverse environments and requirements. I have a strong leadership skill in navigating diverse points of view within my team, while also maintaining a focused direction towards shared goals and objectives. This emphasises the collaborative and personally invested management style to encourage strong relationships and trust among team members (Carvajal, Sanchez, and Amihan, 2023). 360-degree leadership assessment is a tool that providesa comprehensive view of leaders' performance and leadership skills by collecting feedback from multiple sources. This can help leaders understand the way others perceive them and identify areas for improvement. It can provide a holistic view of leadership strengths and areas for improvement by allowing the way others perceive their leadership style and identify areas for growth.

I have participated in 360-degree assessments that are beneficial for me to understand personal development, enhance performance and create self-awareness. 360-degree assessment helps me to improve my performance and work skills. They also help my teamwork ability and enhance productivity by increasing trust and clarifying expectations (Chapman, Thomas, and White, 2022). 360-degree assessment allows me to understand how others perceive my leadership abilities across different levels of the organisation. My initial knowledge about 360-degree assessments was combined when I faced comprehensive feedback from my peers, and managers, I eventually also got to know about the way business affects the workplace. I have completed the self-assessment with a clear and focused mind, to enhance inside knowledge which could contribute to my professional and personal development.

Section One

(b)

Initially, I was very much shocked seeing my 360 assessments, I was at the time both feeling curious and also anxious about the results.  This feedback helped me to understand various points which align with my expectations. As per my expectation, I have seen my strengths and weaknesses which surprised me and also helped me with areas for improvement. It was really rewarding to hear my team value my proactive approach and quick action-taking. Knowing that my energy and willingness to jump in helps keep projects moving forward is a great motivator. The feedback I have received as a leader who is always plan-oriented and influences others to take initiatives properly.

At the time I was also happy to watch my adaptability and collaborative approach was recognised as a strength. It also highlights my dedication towards flexible and supportive remember within my professional work environment. It also highlights my communication skills, where my approach towards my team members sometimes lacks detail. This feedback also helps me to understand that there are some gaps in my communication style. I can see my behaviour from multiple viewpoints which may help me to recognise biases and reconsider ways of thinking. Activists refer to those people who land by doing, they need to get their hands dirty to learn first. Activists always have an open-minded approach to learning, including fully and without bias. However, I was shocked to see that I have extreme brainstorming and problem-solving abilities, which will help my team get relief from any issues. The test also presented my personality as a pragmatic who can see ways to put learning into practice in a real-world context. I was shocked, seeing that I have time to think about the ways to execute learning into reality. I have recognised that I am a decisive leader who sometimes mixes decisions without fully consulting the team. This led to some feeling left out of the procedure and potentially questioning the decision-making quality. I was previously aware of my problem-solving and group-discussion abilities, and also I have strength in competition and in playing roles. The feedback presents that I have robust leadership skills that resonate with adaptability and approachability.

(c)

Two major strengths I have found from the assessment of my leadership style include proactive engagement and adaptability. I have recognised that I am an action-oriented person, which connects with the activist style from the Honey Mumford test. By mentioning my enthusiasm for jumping into tasks, brainstorming ideas and keeping projects moving.  I have a clear forecast on my natural inclination to learn by doing which refers to a valuable asset in the workplace. This shows that I can easily address potential issues before they arise and I can try to resolve them with a positive experience. Productive engagement can lead to higher employee and consumer satisfaction (Rane, Achari, and Choudhary, 2023). It can also build trust and strengthen relationships by making consumers less likely to churn. It means that activists are individuals who learn by doing, they are enthusiastic, enjoy new experiences and are also open-minded. It refers to that they thrive on the challenges of new issues and situations and prefer to jump right in finding things out as they go. The feedback emphasises my strength areas, which are mentioned by my peers and supervisors. My adaptability provides concrete examples of the way I successfully navigated sudden changes in project timelines by rapidly adjusting team workflows to meet deadlines (Ziataki, 2023). I have recognised that I can lead with composure and decisiveness in high-pressure situations, which is particularly valuable in maintaining teams morally at times of challenging times. I can effectively navigate changes and may provide stability to my team by focusing on strong leadership qualities.

On the other hand, another key strength I have found from the test is adaptability, which emphasises my scores as a reflector and as a pragmatist. This proactively shows the way I integrated feedback and remained open-minded to diverse perspectives. I prefer to seek advice from my Pearson colleagues and also try to adjust my approach depending on their feedback. This indicates a positive attitude toward receiving feedback and a willingness to adapt my actions based on diverse viewpoints. This generally demonstrates flexibility and dedication to continuous improvement. In the workplace setting, this ability helps me to adapt and respond to challenges by actively engaging with my team and wearing their input.  This helps to become flexible, in my approach depending on their feedback. It focuses on a collaborative leadership style, as I prioritise open communication and also seek to incorporate different perspectives to find the best solutions. I have also recognised that if a project needs changes I have the capability and a willingness to adjust the project plan based on input from the team. This by ensuring the new direction meets team requirements and aligns with the overall goal. I have consistently tried to put a fort by actively listening to my team's concerns and recognising their challenges. This approach has helped me to encourage a trusting environment where my team members can feel supported and valued. This can reinforce my team's collaboration and loyalty.

(d)

The feedback highlighted several weaknesses, which need to improve, with concerning: time management issues and decision-making ability. I need to actively solicit feedback from a broad range of team members before reaching conclusions and communicating the rationale behind my decisions and I need to build structured opportunities for open discussion and diverse perspectives to be heard. This refers to the fact that I am an activist planner who always tries to jump into action quickly which can sometimes lead to decisions being made without properly taking into account or considering individual input. I recognise that my proactive engagement is great, which can limit collaborative input. Eventually, this refers to my activist approach, I need to transition to a more participative leadership style by incorporating pauses before decision-making. Actively soliciting input from my team by asking open-ended questions, building dedicated thought time during discussion and explicitly stating this before reaching out conclusion can help. As this excels better at creative thinking and brainstorming new ideas I need to turn into open-ended exploration, which impacts the project timeline. A proactive approach can help to manage creative work by acknowledging the potential for procrastination and actively executing strategies to maintain productivity while allowing space for creative exploration (Nickdoost et al., 2022). Aiming at structured schedules and defining milestones can deliver dedication towards providing high-quality work on time. This development signifies a new approach or tool which will enable me to generate innovative ideas while simultaneously optimising workflow and productivity (Marion,and Fixson, 2021). This also identifies as a reflector and as a pragmatist. These characteristics indicate that a reflector and pragmatist prefers to collect information considering several perspectives and analysing situations before taking any action. This can sometimes even lead to enhanced planning phases in my projects particularly when compared to someone with a more activist style. Improving time management can lead to a more productive team by allowing me to be meticulous in my work while maintaining a swift pace, ultimately shooting timely project completion and active goals quicker.

Section Two

The 360-degree assessment feedback helped me to understand that time management and decision-making are significant areas for development as these are creating challenges in my professional life (Emam, Fakhry, and Abdrabou, 2024). As a result, I am facing issues with meeting deadlines, which is impacting my decision-making as usual. Father addressing areas for improvement will help me to better improve timely project submission and my decision-making ability. From the assessments, it can be stated that I have issues managing time and increasing decision-making in the workplace, which are posing significant barriers in both my professional and personal life. I need to address these serious consequences to easily resolve issues. I will further try to achieve time management skills as these are significant, to dedicating a particular stage of a project in time. A time management plan helps to allocate particular blocks of time to different project stages (Wolters, and Brady, 2021). It also breaks down projects into smaller tasks and estimated time for each stage although belts are structured schedules with dedicated times lots for every project stage. I can develop this by utilising tools such as project management software, executing focused work periods and efficiently deleting tasks. It will also help me to decrease the stress associated with deadline balanced workload and high-quality output. They help to ensure timely work and also prevent unnecessary time overlapping. I need to delegate tasks to colleagues or teams to focus on more important tasks, avoiding multitasking and utilising good communication skills may help to resolve the issue (Fuentes Rodríguez, Pineda Barton, and Soriano Diaz, 2021). I also paste issues in decision-making as these are crucial in workplace management. I can achieve this by cultivating inclusiveness and by seeking support from Steam. I need to follow diverse voices and by building opportunities for employees to share ideas and insights. Planning individuals' perspective and racing concerns can also help to mitigate the issue. Regular feedback loop, positive leadership style and developed decision quality can ensure that I have achieved success.

I will further seek formal training on inclusivity and unconscious bias alongside mentorship to navigate integrated decision-making situations where these considerations are significant. To achieve the decision-making ability I need to focus on actively soliciting input from all team members which will help to encourage open communication and will provide diverse perspectives while making decisions. The development plan emphasises a holistic approach to enhancing professional skills to also comply with personal goals. By actively working towards improving areas, It may help to cultivate a positive and supportive leadership style with values of inclusivity and empowerment within my team (Fujimoto, and Uddin, 2021). The development plan mainly focuses on increasing my time management and decision-making capabilities by providing a structured framework with peer and mentor support. This can lead to a balanced work style and collaborative empowerment team culture where everyone is capable of contributing effectively.