Discussion 2: Your Leadership Profile

Discussion 2: Your Leadership Profile

Leadership is often emphasized as a critical element in giving direction to employees, thus enabling the promotion of shared understandings of what professional quality is (Andersen, Bjørnholt, Bro, & Holm-Petersen, 2018, p.51). I understand your leadership qualities, which is often a learned behavior and based on experience. I sincerely think thriving on the confidence gained from others to lead, guide effectively, and persuade is a risky attribute for leadership.

Self-confidence cultivated from personal value, belief, and motivation should persuade others to work for you while emulating your mission and vision. It will not be smart to build confidence derived from the trust of others.

Most times, subordinates are not always on board with your ideas for growth or plan of action. They may rebuke and stand against whatever you stand for, which relegates your authority as a leader. Research advised that a core leadership program or strength assessment, such as the Clifton strength assessment, would help build leadership confidence. The increase in self-confidence and self-efficacy is critical as it increases the ability to articulate the values and principles that guide leadership and awareness of the skills required for the next level of leadership (Hackworth, Steel, Cooksey, DePalma, & Kahn, 2018).

References

Andersen, L. B., Bjørnholt, B., Bro, L. L., & Holm-Petersen, C. (2018). Achieving High Quality

Through Transformational Leadership: A Qualitative Multilevel Analysis of

Transformational Leadership and Perceived Professional Quality. Public Personnel

          Management, 47(1), 51–72.