Communication and Relationship Management BHA-FPX4102 Assessment 1: Personal Leadership Reflection
This domain focused on testing my ability to maintain a long-lasting connection with groups and individuals. In this domain, I rated 5 on the ability to create an ethical culture in an organization, rated 4 on the ability to build collaborative networks, and rate 5 on the practice and shared decision making. These were the three main areas that showed strengths in this domain. However, I rated a poor score in two areas: developing and maintaining supplier relationships and developing an organizational structure and relationships. Out of the possible scores of 40 on relationship management skills, I scored 24 implying an average performance on the relationship management skills.
On my communication skills, I have an average score of 40 out of the possible 45 highest scores that one can get from the tool. My communication was top-notch evident from the highest scores I received on most items under communication scores in the tool. While there were other items that I had a lower rating on most of these scores were rated 5, implying that I had better communication skills. The ability to express ideas concisely with the team are some of the individuals’ noted strengths that increased my scores in communication skills. Again, out of the possible scores of 35 on facilitation and negotiation, I scored 30, showing that I had better skills in facilitation and negotiation.
One resource that I would use to advance my relationship management skills to sign for many leadership seminars. These seminars will equip my knowledge on the need to understand an organization structure and develop a unique model for developing my relationship management skills. While I have been performing better on my communication skills, these seminars would not only equip me with relationship management skills but also advance my communication skills. Therefore, improving my relationship management skills and maintaining my score on communication skills would make me a better leader.
Leadership
My rating on leadership was seen through four domains of leadership. These domains included leadership skills and behavior, organization climate and culture, managing change, and communication vision. These domains had different scores and ratings depending on the different items slotted under each domain. On my leadership skills and behavior, I scored 50 out of the possible 55 points. This rating showed that leadership skills and behavior contribute to my major strength in leadership. My score on organization climate and culture was 10 out of the possible score of 20, and in communicating vision, I scored 40 out of the possible score of 50. Lastly, in managing change, I scored 60 out of the possible scores 60.
The scores on various domains explained my individual leadership strengths. For instance, my strength relies on my ability to manage change and leadership skills and behaviors. However, I would need to work on my weaknesses, evident in my low scores on organization climate and culture, and communication vision (Seaman et al., 2018). Therefore, taking an active part in benchmarking styles used by other famous leaders across the globe would be imperative in improving my general leadership skills.
Professionalism
On the other hand, my professional abilities were also viewed through different lenses. These included personal and professional accountability, professional development, lifelong learning, and contribution to the community and profession. Each of these domains had different overall scores that one could possibly register. I scored 63 out of 65 on personal and professional abilities, 35 out of 40 on professional development and lifelong learning, 30 out of 35 on contributions to the community and profession. My overall score on professionalism was high according to the summation of the individual scores gained from each domain. However, despite my high scores in most of the domains, I had a comparatively lower rating on contributions to the community and profession.
In this domain, I would need to advance my skills in contributing to the community and professionals as it is one of my weak domains. An effective leader needs to understand their environment, including the effect of the surrounding community on performance (Seaman et al., 2018). Therefore, I will have to develop various community programs that would enhance