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Gap Analysis Strengths And Weaknesses

888 Words4 Pages

Gap Analysis
Assessment of Strengths Using the survey instruments, I was able to identify multiple skill traits that are a strength for me. Since I will also refer to my weaknesses, consisting of three, I will choose only three strengths to discuss – Perceptive, Dependable, and Empathic. Often I analyze experiences. Some would say I overanalyze. To me, this has heled me to be more insightful and be able to adjust my perspective to multiple points of views. This ability helps me ascertain a situation and develop a game plan, quickly when needed. My number one problem with leaders is their lack of follow-through. I have experienced many occasions when a person in a leader position fails my team or I by not doing what was expected of them. …show more content…

It is difficult to see determined listed since I work rather hard to accomplish my personal goals; however, as determined relates to the survey instrument, it makes sense. As I stated previously, I have a difficult time with judgements. Taking a stand is difficult because I see too many sides of the issue to say definitively which way I should go. Self-Assured and Self-Confidence are obvious weaknesses. I certainly doubt my abilities and wonder often if I am doing my job, or any other project, correctly. I have developed in those areas since returning to colleges so long ago, yet I still doubt how capable I am. I do my best to let not others see these doubts when I am leading; however, I am not sure how well I mask my feelings of confidence and ability. Contrary to my strengths, I desire to use my leadership style to minimize my weaknesses in order to overcome my own …show more content…

Their bearing on politics can vary but they have recently had an effect on elections being held. This points me to need to understand the role they play in everyday leadership. Understanding the need for diversity in the workplace will aid me to bring varying cultures together with the least personal friction thereby maximizing productivity. In the Servant leadership style, the organization can generate its own culture. For example, the United States Army has a very clearly defined culture that can only be experienced from the inside. The way the culture of an organization runs will shape how Servant leader roles

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The Clifton Strengths Assessment was built to help people get on the right path into the future that suits them best. The assessment helps people discover what they naturally strengthen, and develop these talents into strengths. Laura Peiter spoke on the four different categories your top five strengths can fall into, which were, “executing, influencing, relationship building, and strategic thinking” (2024). For me, I fell into relationship building, with my top strengths being empathy, futuristic, communication, activator, and woo. In this paper, I will be speaking on the two strengths I feel will best prepare me for my future, which also are the strengths that I see actively working in my life everyday.

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Chipotle Mexican Grill, Inc. Steve Ells is the founder of Chipotle Mexican Grill, Inc. Ells was born September 12, 1965, in Indiana, and in 1988 he Graduated with an Art History degree from the University of Colorado at Boulder. He then found an interest in cooking, which motivated him to attend the Culinary Institute of America in Hyde Park, New York. As described in the article of International Directory of Company Histories "After graduating in 1990, he worked for two years at the high end Stars restaurant in San Francisco under the famed chef Jeremiah Tower. His inspiration for creating Chipotle."

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Upon completion of the Strengths Finder survey, I learned I have five areas of strength (Clifton & Anderson & Schreiner, 2006). These strengths are; achiever, communication, arranger, positivity, and ideation. I must admit, before taking this survey there were doubts surrounding its accuracy. By nature, I am a sceptic of this type of personal inflection conducted by an outsourced company. Prior to taking it, I kept telling myself, there is no possible way that a simple survey can give me insight on my inner workings.

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The StrengthsFinder survey is a very informative and useful self-assessment tool. It analyzes 34 different talent themes, in which we can be categorized into and presents our top 5 talent themes to us. Essentially, these talent themes are our unrealized strengths (Clifton, Anderson & Schreiner, 2006). In order to excel in our endeavors, we must be able to identify and utilize these strengths. The StrengthsFinder survey identified Belief, Communication, Consistency, Connectedness, and the Includer as my top 5 strengths (Clifton, Anderson & Schreiner, 2006).

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Reflecting on module fives discussion regarding the concepts of adaptable leadership, several things jumped out at me. First it was amazing how often we adapt even though we are not aware of it. The other thing I realized is I need to better understand the areas I am lacking. I believe this will make me an overall better leader for myself and my subordinates.

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I believe the ideals of honoring and upholding tradition are critical part of achieving success as an organization. Being a member of a team and operating from a mindset of “team first” are important in having responsive and responsible leadership. Tradition and a sense of belonging help to put individuals into the mindset of being a member of a unit. I believe you have to be willing to serve others rather than yourself and one should always attempt to put the mission of the organization front and center. Sometimes that means having to clarify and define what that mission is.

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Some of my greatest attributes include searching or imagine the best solution and making it happen, staying focused at the topic at hand, following through with projects or something I have committed to, and giving as much as I possibly can to be the best person I can be for myself and the group. However, one of my greatest weaknesses as a leader is my lack of ability to implement my thoughts into action. I have the tendency to simply "go with the flow" or remain quiet instead of speaking up and having to argue with others about what may be more beneficial. Overall, I definitely have my strengths and weaknesses as a

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By having me research leaders of the world I have seen the skills they possess and made me wonder if I have any of these skills in myself. After some research here are some skills that I have found that Leaders tend to possess: Strategic/Critical thinker (Coming up with plans using available resources and personnel), Determination, Open to differences, Patience, Determination. I also believe that I have some of these skills yet could still further improve on them by participating in things where I take a leadership role.

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Servant and Authentic leadership have several characteristic comparisons. Both servant and authentic leadership styles are positive leadership styles. Servant and authentic leaders serve other individuals. They both believe in empowering the employees they serve. The leadership styles possess a high standard of values, displays compassion and passion for integrity to their followers.

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After knowing what my weaknesses are, I usually try to solve them and improve my skills. For example, I’m not a highly flexible and positive person, so I seek out to individuals who are flexible and positive in their lives and ask for their advice. Another strength that I have is that I usually have a positive outlook of my improvement, because I have seen examples of those who overcome their hardships and become successful in life, so I believe that if I try hard enough, I will be able to overcome my weaknesses. I’m also confident with my listening skills and my ability to focus on others and make them feel heard. I like to start on works and projects early so that if anything comes up, I will still have time to handle it.

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Good listener: The ability to listen when others are talking is another strength that I

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The Importance of a Company’s Culture The culture of a company is one of the most important and sometimes overlooked factors in an organization. The culture can increase employee engagement and increase productivity which will allow a company to reach its goals, “From productivity and engagement in the organization’s day-to-day, to an employer brand that naturally fuels recruiting efforts, to creating a lasting brand that customers immediately recognize, there’s no escaping it – culture radiates outward into the marketplace” (Straz 2015). The culture can have a great impact on the employees. Employees thrive in a positive working environment and the ability to engage with their managers without fear of retaliation.

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Looking into this challenge, I can see how this would hinder my growth as a leader. Things around us are constantly changing and what has worked in the past may not be the best solution. I will start to explore and seek out challenging opportunities that I can learn from through testing my own skills and abilities. I also want to be able to help others visualize an image of what the future can be like if goals are met. By being exceed those and accomplish the highest goal we have set for ourselves.

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