Explanation of My Leadership Behavior Questionnaire Scores
After completing the Leadership Behavior Questionnaire, I received scores of 49 and 20, reflecting my leadership orientations.
Score of 49
The higher score of 49 indicates a significant orientation towards task-focused leadership. This suggests that I place a strong emphasis on setting clear objectives, structuring tasks efficiently, and ensuring that projects are completed on time. It highlights my commitment to productivity and my preference for maintaining a well-organized workflow. This task-oriented approach allows me to meet and exceed targets, demonstrating my effectiveness in driving team performance towards shared goals.
Score of 20
The score of 20, on the other hand, suggests a relatively lesser focus on relationship-oriented leadership. While I do value interpersonal connections, this score indicates that there may be opportunities for me to enhance my engagement with team members. Fostering relationships is crucial for building a cohesive team environment, so this score encourages me to prioritize team interactions and develop a more supportive, communicative leadership style.
Reflection
These scores collectively highlight a balance that leans more towards task efficiency. Understanding this balance allows me to see where I thrive and where I might need to invest more effort. By integrating more relationship-building practices into my leadership approach, I can create a more harmonious work environment where team dynamics and individual well-being are as prioritized as the tasks themselves.
What did I learn about myself by completing this survey?
Taking this survey provided me with valuable insights into my leadership style. I discovered that I naturally gravitate towards a leadership approach that equally emphasizes achieving objectives and fostering a supportive team environment. This dual focus is crucial in ensuring not only that projects are completed efficiently but also that team members feel valued and motivated. It was enlightening to see how my actions align with my intentions of being both productive and empathetic.
What changes or improvements will I make to become a more effective leader at work?
To enhance my leadership effectiveness, I plan to focus on a few key areas. First, I'll work on refining my communication skills to ensure clarity and understanding across all levels of interaction. Additionally, I'll seek feedback regularly to better understand my team's needs and areas where my leadership can improve. Emphasizing active listening will also be a priority, as it will help me to truly understand and address any concerns or suggestions my team might have, fostering a more inclusive and dynamic work environment.
Hi John,
Interesting results. You are so personable that I would have guessed a higher score on the relationship section. However, as a business owner, I can imagine that it's very important to focus on the task portions of leadership as you are ultimately responsible for making sure the gears of your business are turning appropriately. Do you think the size of your team or business would change your prioritization? I'm not suggesting that you need to change, I'm just curious about your thoughts on whether that would affect the balance between Task and Relationship. For example, a larger team means more personalities that need to be managed. Does that mean you'd need to change your style to focus more on relationships?
Rob, great question. I think it would be a two -fold answer. Being small the team gets to deal with me on a more personal basis, however, I still have the responsibility of running an agency and making sure that organization is running smoothly. I also have to make sure that the objectives and vision of the company is being accomplished on a daily basis. I am certain the larger the agency grows then the less time I will have to deal with the team directly because I will have more managers and supervisors dealing directly with the team. This will allow me to build more of a relationship with my managers and supervisors.
