Introduction
Psychometrics, and the role personality plays within the workplace, has had significant correlations through the research which has taken place to date. Alder (1996) found that by “using dispositions as a starting point, we are more likely to find behavioural coherence across work and non-work settings”. Taking Adler’s research into account, a theory based self-reflection will be conducted on three styles identified; interpersonal, team-working and leadership, and a personal development plan will be carried out to supplement the findings.
Self-Reflection
Interpersonal style
The 15 FQ+ report indicates that my interpersonal style has a tendency towards introversion. Jung (1971) outlined the realms encompassing introversion, stating that introverts channel their energy mainly in their own internal world. Introversion as a term is often used in
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However, consultative leader is identified as my primary leadership style at 6.3, followed closely by a secondary leadership style, participative leader, at 5.9. Both these styles favour a combination of results. A consultative leader combines elements of both democratic and directive leadership orientations, and a participative leader is primarily concerned with getting the best results from the team as a whole. This ability to be somewhat close in nature to all the leadership styles, and to not have a singular approach to thinking, allows De Bono’s principle of Six Thinking Hats to be an attainable goal for me to meet. De Bono (2017) identified six ways in which to change and adapt one’s approach to decision making in order to reach the best possible outcome given the situation. If, as a consultative leader, I can effectively apply the “hat” to meet the needs to the task at hand, I can overcome my lack of strong leadership skills with my ability to make insightful and accurate