Competing Values Skills Assessment Leadership - Research Paper Example

In this paper, we will try to look at the competing value assessment framework and its efficiency in nurturing successful organisations as well as explaining how the various personal traits direct an individual’s choice of leadership roles Competing value assessment framework type of leadership matches specific environments with certain and specific roles, for instance a broker and an innovator role can be directly matched with communication and creativity environment. Successful leadership involves joggling between the eight roles in competing value assessment framework that include monitor role, coordinator role, director role, producer role, broker role, innovator role, mentor role and facilitator role.

When a leader or a manager is taking a certain role, the role is mainly influenced by his personality characteristics and traits hence that determine his leadership style and how well the manager performs in his roles. Personal traits have also been found to affect the cognitive, interpersonal and work styles that a manager will use to reach the set target of goals, the five-factor personality model which includes agreeableness, emotionality, extroversion, conscientiousness and openness were found to be related to effective transformation and transactional behaviour, army officers leadership effectiveness and problem solving capabilities (Leung & Bozionelos 2004).

The theory of competing value framework is divided into four quadrants that are based on the eight activities that create value as they have been highlighted above, each of the four quadrants is named with a verb that best explains it such as control, compete, create and collaborate. Leaders who run successful organisations have perfected one or more of these four quadrants however with time most of the leaders and organisation tend to move towards one of the quadrant in which they specialise and his means