Four Different Leadership Scores

• The first section of the assessment, it f focused on Building a Community of Future Leaders. Organizational needs change, and offerings to clients and customers change, too. If your direct reports are not equipped to meet those changes going forward, just imagine how the people below them will do. According to the assessment, a total of 20 points would mean that you have done a terrific job in this area, having picked up on the importance of hiring people who truly are better than you, and giving them lots of leeway to learn and risk.
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• The second section focused on identifying and modeling appropriate behaviors in which I scored a 30. The questions in this area look closely at three particular issues that can affect your success in building trust:

1. the clarity with which you have articulated the behaviors you expect and will reward, and that presumably they are healthy ones;
2. the openness of the work environment, in people feeling that they can disagree with you without onerous consequences; and
3. your ability to be both trusted and trusting.

Also, within this section, I was advised to pay close attention to my implicit trust of your direct reports. It checks up on you as a trusting leader, which we asserted was one of the identifying characteristics of trusted leaders.

• Section 3 helps me evaluate my progress in thinking about my legacy in which I scored a 16. According to hbr.org, Research shows that reminding individuals of death motivates them to consider planning their legacy and also causes them to act in ways that benefit future generations, while improving the overall quality of their long-term decisions.
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  People will more likely feel better in the face of death if they are a part of something that will live on after them. Also, having a positive impact on future generations can help fulfill that need.

• The 4th and final section focused Ensuring the Vitality of Your Organization which I scored a 25. This section helped me reflect on how well you are doing at ensuring the vitality of your organization, and your specific role in fostering that vitality among others. It focuses on clarity, trust and sustainability.

Differentiate between leadership and management role.

Management is a well-established term within the halls of business schools and the handbooks of corporate conglomerates. Leadership represents a concept much harder to both define and enact.

A core difference between management and leadership is authority structure. Being a leader, according to their definitions according to changingminds.com, does not necessarily mean having subordinates. In fact, followers (though sometimes because leaders are people with authority and subordinates) are significantly different than subordinates because they choose to follow a leader as opposed to a manager’s subordinates who exist in a transactional relationship and are compelled by an organization’s rules and structure to obey managers.

Skills that Differentiate Leadership vs. Management

Empathy:

In order for a leader to build trust among its followers or team, they must be willing to show empathy. It’s essential that leaders must able to build reputable relationships with their followers and/or team and empathy is a huge contributor to that process.

Open Communication:

Leaders must also be willing to communicate about anything and everything when necessary to support their team or followers. They should be able to open and willing to share criticism in constructive ways which Intel of being willing to admit his or her mistakes. One would need to be able to ask for help or for more effort when needed. And they must be willing to say the difficult things in a helpful and controlled way in order to get the correct message across. Leaders should be skilled communicators.

Motivation and Encouragement:

Managers tend to use fear and obligation to cause their team or followers to follow their instructions. Leaders tend to operate completely different. Leaders motivate their followers to contribute to the mission through encouragement. A leader must be skilled at convincing a follower or group that their mission or idea is worth pursuing and must effectively share their vision and passion so that everyone else is willing to work toward making it a reality.

Management may be an attainable position, but leadership is an art and can be applied in any situation by anyone whether or not they have been appointed to a management role. Management is a necessary part of a business but those who develop their leadership skills will be infinitely more versatile and valuable to any endeavor.

1. 3 Differences between Leadership and Management, Dr. Chester Spell, https://online.rutgers.edu/blog/3-differences-leadership-management/
2. How to Think About Building Your Legacy,Kimberly Wade-Benzoni https://hbr.org/2016/12/how-to-think-about-building-your-legacy
3. https://papersowl.com/free-plagiarism-checker