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Personal Leadership Development Plan - Essay Example

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Personal Leadership Development Plan Name: Institution: PERSONAL LEADERSHIP DEVELOPMENT PLAN Interpersonal and intrapersonal skills form one of the major areas of concern when it comes to quality and responsible leadership (Ricketts, 2011). These are skills concerned with how an individual conducts himself or herself personally and how the individual interacts with others in his environs…
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Personal Leadership Development Plan
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Download file to see previous pages From the description given, personally, I prefer sensing rather than intuition. Sensing is then followed by thinking as opposed to feeling. Sensing is then followed by thinking as opposed to feeling. I prefer thinking critically before making a decision. The criterion is then finalized with judging as opposed to perception. I have more preference to judging as compared to perception (Farcht, 2007). From this assessment, it is evident that I will need to improve on judgment and try to form not so strict deadlines and expectations (Ricketts, 2011). This is so because they cause stress and can demoralize someone so much. From the argument, it is clear that in life, there are downfalls and I should take that in mind to continue with life in a better way. As a leader, I will need to show steadfastness and to be strong even if here in an unexpected happening. This will help give my followers a good example to maintain the pace of work and calmness even in cases of misfortunes. Looking at introversion as a trait, it looks to be strict and mind tasking. Therefore, it needs to be done, with moderation, to avoid stress issues (Ricketts, 2011). ...
This is a wide range of testing and is sure to give the required result. These tests are also very reliable since they have been tested with many individuals. This assures that they are perfect with what they measure in an individual. A combination of these tests also gives confidence that it measures about all aspects related to an individual. The tests measure interpersonal adaptability, leadership derailers, distinct personality types, job performance description, and reasoning ability based on a theory of intelligence and real world performance (Granville, 2010). The five assessments have different categories of information that is considered. First, there is the reliability measure of the tests (Granville, 2010). Reliability shows how dependable or true the result obtained after someone has been tested will be. It is an indication of the percentage of previous tests that have already been done and gone through. All the tests given have good reliability, and one is assured that it will give the required results. The cost of assessment is another category that has been listed. It sums up the cost of carrying out the test online or manually per individual or to a group of people. Doing the test as a group looks cheaper as compared to doing it individually (Ricketts, 2011). Validity of the tests tries to give an idea if at all the results of the test will hold only for a short time or indicate a day-to-day trend of an individual. The tests also are of two different types. There are manual and online tests. Manual tests require the presence of the individual to be tested while online tests can be conducted at any place and any time over the internet (Granville, 2010). Looking at the core areas ...Download file to see next pagesRead More
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