SELF-AWARENESS AND SELF-ASSESSMENT 1

Module Code- HR9737

Module Name- Leadership and Management

Format: Assessment

Title: An Assessment on Self Awareness, Importance of

Emotional, Intelligence, Team Working skill, Leadership and
Management and Cultural Intelligence

Student Name-

Student Code-

Word count-3600

Table of Contents

Part A 3
Introduction- Self-awareness 3
Importance of Self-assessment 3
Critical evaluation 3
Target profession 6
Conclusion 6

Part B 7
Self-Assessment with the different toolkit and psychometric test 7
Summary of the strengths and weaknesses 13

Part C 15
Three areas of development 15
Action plan 16

References 19
SELF-AWARENESS AND SELF-ASSESSMENT 2

Appendices 19
SELF-AWARENESS AND SELF-ASSESSMENT 3

Part A

Introduction- Self-awareness

Self-awareness is an understanding of personality traits, abilities and habits of an individual

that has an excessive impact on the organisational performance and interaction with others
within a workplace. Leaders who are self-aware can actively reflect on how their actions and
words are perceived and analysed by others. Moreover, self-awareness helps an individual to
identify the personal shortcomings so that they can develop these areas for leading the peers
better with effectiveness. (Rubens, Schoenfeld, Schaffer & Leah, 2018). Moreover, self-
awareness leads to enhancing the strengths and developing the weak areas for the best
possible outcomes in the professional and personal life.

Importance of Self-assessment

Self-awareness allows an individual to observe things from others' perspectives (Willey,

2018). It makes an individual more proactive, encourages self-development positively and
boosts up the acceptance level. Without self-assessment, an individual cannot enhance or
grow professional and personal attitudes. Self-awareness helps in building better decision-
making skills and enhances efficiency in performing jobs with self-confidence and
identification of gaps. Example of several self-awareness skills is empathy, adaptability,
confidence, mindfulness, patience, kindness and so on (Peter Hartung, 2020). Moreover, self-
awareness helps in improving communication skills, enables processing feedback and makes
an individual more collaborative along with enhancing productivity level.

For building self-awareness skills, an individual can take self-assessment tasks for identifying
the strong and weak areas with different toolkits and psychometric tests like Belbin team
working role assessment, MCI assessment and 16 personality traits assessment.

Critical evaluation

Teamwork skill

Teamwork skill development is an integral part of the success of any project in academics or
while working in an organisational setting. A person with better team working skills can
communicate and express personal perspectives, opinions and ideas with others in a clear and
SELF-AWARENESS AND SELF-ASSESSMENT 4

concise manner. Moreover, teamwork skill helps in sharing knowledge and skills with the
other team members. With enhanced teamwork skills, an individual can easily manage any
conflict by working as a negotiator and mediator among the parties. With the development of
teamwork skills, an individual can develop active listening skills that help in building
trustworthy relationships and understanding with peers mates (Jamshed & Majeed, 2019).
The ability to listen to the tea members can help an individual to build a flexible mindset
regarding the perspectives and opinions of others.

In the workplace, an Individual can showcase teamwork skills by volunteering with more
responsibilities, working together for achieving a common goal, providing support to the
other team members and celebrating the team success. Teamwork skill is an essential skill for
being a leader (Mai, 2018). A successful leader can facilitate collaboration and harmony
within a team.

It is important in developing self-awareness: the contribution of self-awareness and

teamwork capability are interdependent on each other. Individuals with high self-awareness
can make decisions and interact better while working in a team. On the other hand, practising
teamwork makes one understand potential gaps. Self-awareness increases group performance.
Moreover, while working in a team, self-assessment and self-awareness help in the building
of a common vision, self-confidence and self-radiance for meeting the project objectives
(Sridharan & Boud, 2019). Moreover, a self-aware leader can manage a team better with the
essence of commitment towards the group and responsibilities.

Emotional intelligence

Emotional Intelligence is nothing but understanding how people think, and feel in different
situations. A high level of emotional intelligence helps an individual to understand the insight
of others and thus it has greater importance in any organisation. Employers often conduct an
emotional intelligence test in the interview process for identifying the understanding of the
individual about the experience and perspectives of others. Employers take EQ tests as there
can be different situations in the workplace while the behaviours and actions of an individual
can drive emotional response in others (Duncan, Green, Gergen & Ecung, 2017). Thus, with
the development of emotional intelligence an individual can make others feel important and
valuable through the establishment of interpersonal relationships.
SELF-AWARENESS AND SELF-ASSESSMENT 5

There are different situations and times in which the application of an authoritative leadership
style can guide an individual better in achieving the projected goal. Acting based on emotion
can lead to impulsive decisions and behaviour in the professional field. The five most
important characteristics of emotional intelligence include self-awareness, self-regulation,
motivational social skill development and empathy. However for the development of
emotional intelligence one needs to perceive emotions, understand and manage the emotions
and manage relationships in personal and professional areas (Issah, 2018). Thus, emotional
intelligence is a key skill of management and leadership that helps a management
professional to manage and lead better subordinates and colleagues.

It's important in developing self-awareness: thus the ability to understand, identify and
regulate emotions can unlock the mystery behind the moods and feelings of the individual,
therefore, an individual with high emotional intelligence can respond better in different
situations and while communicating with a crowd. Thus, the development of emotional
intelligence helps in relationship management (Oh, 2021). Thus, with a strong sense of
emotional intelligence, one can boost up self-confidence and it allows one to understand the
strengths and weak areas for encouraging development and growth.

Leadership and management

Leaders are considered as the typical figurehead of a business firm. Different works depend
on strong management and the building of coordination and collaboration. A good leader has
several skills such as communication skills, self-awareness skills, integrity and honesty,
relationship building skill, innovative skills and motor skill. With the development of
effective leadership and motivational skill, an individual can better perform in an
organisational setting with effective decision-making. Good leaders and managers can set a
clear expectation that leads the subordinates to know the standards of the task and the
projected goal (Tanui, Were & Clive, 2018). Successful leaders and managers can
communicate with the other members with clarity and conciseness in order to avoid any kind
of confusion so that they can lead an effective team that has a contribution to the
organisation.

Its importance in developing self-awareness: Building trustworthy relationships with peers

and subordinate members is the key responsibility of a manager or team leader. Moreover, it
supports the commitment and encourages teamwork. The most efficient managers who lead a
SELF-AWARENESS AND SELF-ASSESSMENT 6

diverse team are confident enough to ensure the subordinates are following their commands
(Miao, Humphrey & Qian, 2018). This type of confidence level of a manager is developed by
their self-awareness and self-evaluation. Self-awareness of the management professionals
makes them flexible in trying out an out-of-the-box strategy for accomplishment of the task
and responsibility.

Cultural intelligence

Cultural intelligence refers to the ability to relate to the perspectives of other individuals that
come from different backgrounds (Afsar, Shahjehan, Shah & Wajid, 2019). Therefore
building cultural intelligence skills helps an individual in adjusting to a diverse work
environment. The most international organisation involves a multicultural approach. Thus
with the enhancement of cultural intelligence, one can work with sensitiveness and
compassionate behaviour to a divergent perception and behaviour, additionally, leaders with
high cultural intelligence can create a strong bonding within a team. Moreover, while
enhancing cultural intelligence skills, an individual can improve communication by building
cultural intelligence, one can learn the perspectives of the different cultures and languages.
Therefore building cultural intelligence helps in mitigating the misinterpretation and
misunderstanding among the team members. Different components of cultural intelligence
skills are cognitive skills, physical cues, emotional understanding and building intercultural
bonds with colleagues. Moreover, building cultural intelligence will make an individual
aware of his biased behaviour towards the subordinates while providing rewards and
recognition (Solomon & Steyn, 2017). It will also help a management professional to build
harmony and inclusion in the organisational setting.

Target profession

I have decided to develop my skills and capabilities for making my career objective as a
management executive in a renowned organisation. For building different management skills,
I need to be self-aware and must have an evaluative attitude for continuous enhancement of
skills and capabilities (Panadero, Jonsson & Botella, 2017). Therefore, I have decided to take
my self-assessment test in order to recognise my strengths and weaknesses so that I can
develop the essential skills in order to develop my employability and psychometric skill to be
selected by a dream organisation as a management executive professional in future.
SELF-AWARENESS AND SELF-ASSESSMENT 7

Conclusion

From the above evaluation, it can be stated that if I want to be a successful management
professional in future I have to develop effective leadership and management skill as
Managers are responsible for developing motivation in the organisational setting. To identify
my strengths and weak areas, I need to be self-aware. Self-awareness behaviour of mine can
make me more evaluative towards my traits and psychometric behaviour. With the
development of emotional intelligence, I can understand the requirements and needs of the
employees in order to offer them rewards and recognition with a critical understanding of
their insight. Thus, with the development of leadership and management skills, an individual
can influence the subordinates and team members with the application of different leadership
and management frameworks and strategies. Moreover, the self-assessment behaviour will
make me align with the organisational culture. Being aware of how I can appear in front of
others can enhance my social skills and self-consciousness. On the other hand, with self-
awareness behaviour, I can make better relationships with peers and other team members. It
will also help me in understanding different perspectives in a diverse situation (Friedland &
Jain, 2020). It will also free me from the biassed behaviour and assumption with a better
ability to regulate emotion.

Part B

Self-Assessment with the different toolkit and psychometric test

Toolkit/Psychometric Test Strengths Weaknesses

Rokeach values Survey I want to achieve high I have to enhance my

result: recognition indicating my confidence as I have a
highly ambitious attitude. I very poor performance in
High score: A world of peace
believe in equality and it.

Equality comfort in the workplace.

I have a strong sense of
Social Recognition Job security.

Job security
SELF-AWARENESS AND SELF-ASSESSMENT 8

Happiness

Wisdom

Lower score: salvation

Self-confidence

Belbin’s team roles: According to the test Avoidance in the

result, I am a good Planter delegation of tasks.
Preferred role:
and Complete finisher. It
I have to build my team
Planter will help me in initiating
working ability,
and completely finishing a
Complete finisher coordinating and
task.
implementing ability as
Manageable roles: they can be developed by
me.
Resource Investigator

Co-ordinator

Shaper

Monitor evaluator

Team worker

Implementer

Specialist

Least preferred roles:

Null

Honey and Mumford’s I have a greater ability in I have to develop

Learning Style: brainstorming, group pragmatist behaviour by
SELF-AWARENESS AND SELF-ASSESSMENT 9

Strength: Activist discussion (Jeong et al., improving my problem-

2017). Moreover, I can solving skills. Also, I have
Reflector
learn anything by to develop a critical

Weakness: watching others through understanding of the

my strong observing skill. background information
Theorist by research skill
development.
Pragmatist

Result of self-assessment in I have a sense of My emotional Intelligence

Emotional Intelligence: understanding about the score is poor and I have to
importance of emotional build it for understanding
Highest score: Emotional
intelligence and how it the insight of others.
Intelligence Mindset
will help in the

Moderate score: Emotional professional field.

Intelligence behaviour
(Appendix B)

Result of self-assessment in I have a strong cultural My cultural behaviour is

Cultural intelligence: awareness with a flexible not up to the mark and I
mindset to believe in the have very little knowledge
Highest Score- Cultural
importance of cultural regarding different
Intelligence Mindset
intelligence. cultural perspectives.

Lowest score- Cultural

Intelligence Behaviour

(Self-analysis)

16 personality test results: Natural Leaders: The Tolerance level: ENFJs

SELF-AWARENESS AND SELF-ASSESSMENT 10

Type: The Protagonist (Type: protagonist from the ENFJ are considered as the true
ENFJ-T) category indicates that I team performer but I have
know how to speak to a lack of skill in
Traits: Extraverted- 36%
subordinates and how to understanding the

Intuitive- 52% motivate with a positive thoughts of others if the

vision and strong thoughts are contradictory
Feeling- 25% personality. to my own perspectives.

Judging-37% Intuitive: The scoring of

high scores in the intuitive
Turbulent- 28% (Appendix C)
test, it can be stated that I
can closely observe the
surroundings and have an
optimist soul.

MCI personal Competence I have scored higher in Too caring: I have to

result: acting consistently with control a too caring
personal values, beliefs attitude as others can take
Highest competencies:
and principles indicating a advantage of this
1) Acting consistently with greater essence of behaviour. Also, the

values, principles and beliefs. professionalism (Swift & ability to let go of the
Peterson, 2019). I will be mistakes can make others
2) Keeping promises. highly committed to the unconscious about their
workplace and the mistakes.
3)embracement of
responsibilities with
responsibility
greater enthusiasm.
Lowest Competencies:

1) Ability to let go of the

mistakes of others.

2)excessive caring
SELF-AWARENESS AND SELF-ASSESSMENT 11

Total MCI alignment score:

80.5 (Appendix D)

NRT4 (Numerical I have mathematical I have a moderate score

Reasoning) result: knowledge and with 60% corrected.
understanding in solving
Number correct: 14/20 I have to develop
arithmetic problems, ratios
cognitive skills as I have
Grade B- Good and percentages.
scored low.

(Appendix E)

VRT4 (Verbal Reasoning) With the verbal reasoning I have to enhance it so that
test result: test, it is clear that I have a I can answer all the
greater sense of reasoning questions correctly.
Correct: 90%
and understand the

Wrong: 10% concepts that are framed in

words. I can think
Skipped: 0% constructively.

Unanswered: 0% (Appendix F)

LRT4 (Logical Reasoning) This result is showing my I have to maintain this

result: flexibility in thinking, skill.
generating solutions
Total questions: 42
quickly.

Right:41

Wrong: 1

Skipped: 0 (Appendix G)
SELF-AWARENESS AND SELF-ASSESSMENT 12

WPQ (Workplace I am convinced and show a A lower score in building

Personality Query Test) positive attitude and openness to diverse
adaptive attitude towards experience.
Agreeableness: 45-60%
the perceptions of others. I

Conscientiousness: 60-70% can perform my duty

thoroughly and carefully.
Extraversion: 50-60%

Emotional Stability: 50-60%

Openness to experience: 40-

55% (Appendix H)

Table: Identified strengths and weaknesses through self-assessment

Summary of the strengths and weaknesses

With the above self-assessment test, I have understood that I have to establish three key
criteria such as behaviour, knowledge and cultural intelligence for influencing the
subordinates and team members in the leadership and management skill.

As mentioned in Part A, I have to develop my professional career as a management executive

in a renowned organisation. I have done a Rokeach Values Survey test for understanding my
values and perception. With this test, I have scored higher in some attributes such as
believing in inequality, a workplace with peace and comfort zone, job security, happiness and
wisdom. These attitudes are indicating some of my personality traits as a highly ambitious
individual, concern about the job and continuous urge for developing knowledge and wisdom
(Ardelt & Grunwald, 2018). These traits are going to help me in performing a better task in
my future profession as a management executive professional.

In the second part, I have conducted a Belbin Team role test for having a greater
understanding of my ability to work in a team. Moreover, Honey and Mumford learning style
assessment has made me aware of my learning style and behaviour while working with a
team. Being a planter and complete-finisher, I can take initiative in any project work or
SELF-AWARENESS AND SELF-ASSESSMENT 13

organisational activities while the trait of complete-finisher will help me in searching out the
errors and performing the work with perfectionism. On the other hand, the high score in these
two traits may increase my anxiousness and reluctant behaviour in delegating the task. Thus,
I have to be aware of these negative attributes. On the other hand, my manageable skills are
indicating I can develop my team working skills with the development of listening skills and
cooperative skills with better communication. In addition to that, building coordination skills
will help me to act like a confident, mature, talented and clarifying goal (Belmejdoub, 2017).
This trait will also help me in overcoming the behaviour of avoidance in the delegation of the
task.

In understanding the team working capability, the Honey and Mumford model has made me
understand that I have to develop pragmatist behaviour by improving problem-solving skills.
Also, I have to develop a critical understanding of the background information by research
skill development. In contrast, the higher score as an activist and reflector is indicating that I
have a greater ability in brainstorming, group discussion. Moreover, I can learn anything by
watching others through my strong observing skill.

In the fourth part, I have conducted an emotional intelligence test through which I have
understood that I have to develop it for being successful management professional. Without
emotional intelligence skills, I cannot be able to cope up with a diverse working environment.
Moreover, it can hamper my social relationship skills and can make my self centred (Liu &
Chen, 2018). Thus, it is important to develop EQ skills in order to develop a strong
interpersonal relationship with colleagues and manage different diverse situations with
calmness and effectiveness.

The fifth part is indicating that I have not gathered knowledge about different cultural
perspectives and objectives. While working as a management executive in a renowned
company, I have to work with a diverse range of people with different backgrounds and
cultures. In order to work effectively in a diverse working environment, I have to develop
Cultural intelligence by learning the culture of the US, European countries and the UK.

In the next part, I have done a 16 personality test to know my personality trait. With this test,
it is clear that I have to develop a high level of tolerance as lower tolerance levels can make
me ignorant about the perspectives of others. On the other being a protagonist and natural
leader, I have the ability to motivate peer members and subordinates. When scoring a high
SELF-AWARENESS AND SELF-ASSESSMENT 14

score in the intuitive test, it can be stated that I can closely observe the surroundings and have
an optimistic soul.

To know my leadership and management skills I have conducted an MCI personal

competence test. That is reflecting my ability to provide value to the perspectives and
situations of others (Mattingly, & Kraiger, 2019). Better performance in the competency test
is indicating my commitment towards work and responsibility.

In order to understand my employability skill and psychometric behaviour, I have done

VRT4, NRT4, LRT4 and WPQ tests. These test results indicate my higher ability in
employability and psychometric skill.

From the above summary and evaluation, it can be stated that-

Do:

· Cultivation of interpersonal relationships with colleagues in order to make them

assume the positive intent while I will try to convince or influence them.

· I have to make sure that my peers believe that I have greater respect towards their
culture and values.

· Taking action in building high knowledge and expertise in leadership and

competencies.

Don’t:

· I need to control the excessive caring attitude as others can take advantage of this
behaviour (Smith, Sardeshmukh & Syed, 2019). I have to be more tactical in managing
the issues.

· Using ‘I’ in verbal and written communication can reflect my self-centred and self-
focused attitude and thus it has to be replaced with ‘we’.

· The avoidance behaviour in delegating tasks can affect the performance level and
productivity which I have to shape up.
SELF-AWARENESS AND SELF-ASSESSMENT 15

Part C

Three areas of development

From Part B, it is clear that I have to develop cultural intelligence, emotional intelligence, and
team working skills in order to develop my professional skill as a management executive
professional. With the development of cultural and emotional intelligence, I can enhance my
ability to work in a diverse work culture with inclusion. Moreover, building emotional
intelligence will help me to build an interpersonal relationship with colleagues while building
a high CQ level will help me to understand the language and cultural preferences of others.
These skills will further enhance my ability to work with harmony and peace (Lawson, 2021).
Moreover, the development of team working skills is going to enhance my team management
skill and will make me more professional and more professional as a management executive
professional.

Emotional intelligence: To build emotional intelligence I will study books on it. Also, I will
try to work in a group every week in order to build awareness regarding my facial and
activity-oriented expressions. Moreover, building interpersonal skills with my peers in
college can help me in building a collaborative attitude.

Cultural intelligence: To build cultural intelligence I will study books on it. Moreover, I will
try to attend the cultural conferences. In addition to that, I will learn several languages to
enhance my CQ.

Team working skills: For building team working capability, I will perform in the group
project and try to collaborate and participate in each group activity (Sharma, 2019). Listening
skills and team working skills will also be developed by making group discussion activities.
SELF-AWARENESS AND SELF-ASSESSMENT 16

Action plan
SELF-AWARENESS AND SELF-ASSESSMENT 17

Goals Objectives Measure taken Timeline

Building emotional · Utilisation of · Academic 1 year

intelligence skill assertive style. resources from the
college.
· Being
responsive rather · Reading the books-
than reacting in
“Dare to Lead” by Brene
conflict situations.
Brown
· Practicing
How Emotions are Made:
empathetic
“The Secret Life of the
behaviour.
Brain” by Lisa Feldman
· Self-confidence Barrett.
and self-awareness
· 15-minutes of
development.
group activity for
developing facial
expression awareness.

· Self-reflection
making.

· Building
interpersonal
relationships with my
peer mates in the
academic area.

Cultural · Learning about · Learning new 1-2 years

intelligence the cultural languages like German,
perspectives of French, Spanish and
other countries. Russian from online
and offline coaching.
· Providing
values to the culture · Attending
SELF-AWARENESS AND SELF-ASSESSMENT 18

Table 02: Action plan on the areas of development

SELF-AWARENESS AND SELF-ASSESSMENT 19

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Appendices

Appendix A: Result of Belbin Team Role test

Appendix B: Emotional Intelligence Test result

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Appendix C: personality Test result

Appendix D: MCI scores

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Appendix E: Numerical ability

Appendix F: Verbal Reasoning Score

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Appendix G: Logical Reasoning Test result

Appendix H: Workplace Personality query test result