# data[].attributes.body
This was a very interesting test. I believe that it really depends on perception and the experiences that one has encountered that will rank each of these words in different categories. I believe that a male or female leader can bot be equally qualified to be a leader. I believe that it is the approach one takes to dealing with problems and situations of a leader that makes them accountable for their actions and not their gender. In this profession, there is a variety of men and women who work together and continuously try to improve the school community for staff and students.

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For this questionnaire, it is clear that I work well in a group setting but I also like to be the facilitator in a group setting that distributes tasks per person and clearly outlines what the main goals are. I feel that a huge part in being collaborative is adapting to the needs of the group while maintaining a clear vision and chunking down the tasks for the group to achieve.

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For this Questionnaire the idea of leading ethically is important for me because if a leader is not trusted by their staff, then it will be extremely difficult for them to see value in any task that is required, they may not feel comfortable approaching you when needed and they may feel that your morals and principles are not those of a leader. Displaying ethical leadership comes from understanding all sides of a situation and acting upon them using a framework that does not go against what your morals are as a leader and making sure that you have exhausted all avenues to provide the best support for your team.

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After completing this questionnaire, I have realized that I need to work on helping others grow and reaching their own goals. Being supportive and helping others achieve a task, is important for me to make sure that I am making a difference and helping someone and not expecting anything in return. Servant leadership is very important to me as a leader because it displays traits that are done because the leader genuinely wants to and I feel that although these traits cannot be taught, others can reflect and decide if my behaviour is influencing them or not.

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After completing this Questionnaire, I have realized that I am very aware of myself as a leader and a member of the school community. It is very important for me to continue to improve on balancing being a good leader and understanding what the really means. I have understood that I am able to relate to others and look at situations with a moral conscience.

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Some things that I learned about myself is that I go beyond my self interests for others and I make sure that I am responding ethically to the situation. I know that I have an issue making critical decisions and this aspect is crucial when in a position of a leader. I know that I am very reflective and I keep track of all my mistakes and use these mistakes as ways to move forward and develop professionally.

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Being an adaptive leader can be challenging when having to take a step back and 'get on the balcony'. I feel that I am capable of helping my team members in times when they are faced with difficult decisions however I have also realized that I may not empower others to think for themselves and that can be a contributing factor as to what is causing them not to be able to resolve their issues independently. However, I am proud that I can provide a safe environment for others to tackle their issues, but I need to improve on facilitating and mediating challenging issues and not just resolve them for others.

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After taking this Questionnaire, it has become clear to me that as a leader I am very pro-active and being a participant is a huge part of being a facilitator. Also, it is very important that I am supportive and direct with who I am working with. I need to improve on being more achievement oriented and making sure that my team is more on task.

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After taking this questionnaire, I learned that it depends on the situation that is at hand, which will allow me to respond differently. I do feel most comfortable using a coaching approach where I am able to be high directive and high supportive. However, I have also learned that being a leader requires understanding the situation and using different styles of leadership in different situations and how crucial it is to be flexible but consistent with your leadership style.

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After completing this questionnaire, I realized that I am able to set standards and help members solve problems and achieve any tasks at hand. However, I have also realized that at times I may not be clear on my role within my group and I may not provide a direct plan for how the work is to be done. Also, I have understood that I often communicate actively with group members and I feel that communication is so crucial that I need to improve so tat it does not occur often, but always.

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I do find it easy to always adapt any ideas to fit the needs of the group I am with. However, sometimes seeing the big picture can be challenging but for the most it is clear. I am able to follow direction and clearly chunk down my tasks to make sure I am organized, I stay on task and I am not overwhelmed. One of the most important things for me is communication and support and making sure that my work is efficient and benefits those whom I am working with and for.

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I need to work on being more sensitive and sympathetic towards others and a bit more perceptive of the situations that may come about in a school environment.

I've also learned that being articulate and determined can create an environment where goals are clearly set out and being will trust that a goal will be achieved.

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Ideas:
- A leader can make change just by  being supportive and listening to their staff
- Being an active participant in the change instead of just facilitating and appointing others to make the change
- A leader can change their style as needed to fit the needs of their staff and students
-Stability and consistency provided to staff is crucial so they understand your values and standards as a leader
-Leaders can be greatly influenced by their staff and leadership that reflects the staff can be a great way to build relationships with staff members.

Views:
- There is no right or wrong way to be a leader
- Leadership involves a variety of different traits and characteristics
-You have to be self-reflective in order to grow professionally
- Being honest to yourself about your fears and worries, is crucial to being an effective leader
- Being a leader means being open minded and not comparing two schools to each other or approaching a situation with room for interpretation
- Being a leader in a school can be difficult and just getting through a day can sometimes be challenging and dealing with program development and legal duties can make for an extremely busy day.
- Leadership also means being able to find a balance and understanding your own mental well being, especially in a role with an immense amount f responsibility.

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Inconsistencies or contradictions in my perception 

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Inconsistencies or contradictions in my perception 

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Prior to completing the leadership instruments, I believed that there were very few skills or traits involving leadership. I did not realize that different forms of leadership can be useful at certain times and some traits may be more helpful in particular situations than others. As a new teacher in a school, I have realized that it is important to have some style in how I identify as a leader, however after completing these leadership instruments, I now understand how important it is to be in a stage of observation and then adapt my style to my staff and students. I have come to realize that this is important because as a new leader you want to be able to make change that is appropriate and much needed but it is crucial to approach the change in a way that is understood by everyone. Before completing these instruments, my ideologies on what it meant to be a leader or the variety of character traits that are connected to leadership were not as expanded as they are, due to the lack of knowledge surrounding leadership especially within education.

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Underlying assumptions and things that might be taken for granted

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Underlying assumptions and things that might be taken for granted

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Some things that I had assumed about leadership is that you would just address each situation as needed and provide any resources that can be helpful. However, after completing all these instruments I realized that there are so many other aspects of leadership that can make for being a great directive and supportive leader.
I have also assumed that being in a leadership role is a somewhat easy job as long as one is organized. However, after reading this book and understanding the different traits of being leader, it is not as simple as black and white, and this is something that I was unaware of. Other ideologies that I took for granted include the responsibilities of relationship building with staff along with making sure that the school community is progressing with integrity.

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What did I learn about myself from completing these instruments? 

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What did I learn about myself from completing these instruments? 

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What I learned about myself after completing these instruments is that I feel once I am in a position of a leader in a school, I will be able to approach each situation with sensitivity to the case. I have also learned that in a variety of situations I would tend to approach with ethically and that I am very self aware of my behaviour and how my actions are reflective of how I am perceived. I can also understand that it is important to have an adaptive leadership style, because I am able to adapt to the needs of the people involved in any situation and be an active participant, while setting a vision for my team.
I have also learned that what is important to me as a leader is to be an active participant with my team and establish a direct vision and discuss with everyone the necessary steps to take in order to achieve the goal.

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Hey everyone, thanks for checking out my Padlet!

My responses to each quiz in our Leadership textbook is posted on this interactive bulletin board.

For each Leadership Instrument Questionnaire, you can scroll down to get more information and you can also comment and rate each post. Please feel free to share what you think with me :)

The column under each Instrument is my reflection on my results and what I have learned about myself!

The last column is my critical self-reflection on all of these questionnaires! ENJOY :)

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Test Trial A:
Male or Leader:

Josh

Leader

Brandon

Ambitious

Peter

Determined

Ian

Andrew

Assertive

Female or Supporter:
Emily
Donna
Debbie
Helpful
Dynamic
Understanding
Katherine
Sympathetic
Compassionate
Jane
____________________
Test Trial B:
Male or Supporter:
Supporter
Josh
Brandon
Peter
Helpful
Ian
Andrew
Compassionate

Female or Leader:
Emily
Leader
Ambitious
Donna
Determined
Dynamic
Assertive
Debbie
Katherine
Understanding
Sympathetic
Jane

# data[].attributes.body
1-False
2-More false than true
3- More true than false
4- True
_____________________
4-True
1-2, 5-13.

3-More true than false:
3-4

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Sum up responses: 31/30

30-32 High Ethical:

If the score is in this range, the person is highly ethical. The person is very trustworthy and principled

33-45 Moderate Ethical:

If the score is in this range, the person is moderately ethical. They may engage in some unethical behaviours under certain conditions

46-120 Low ethical:

If the score is in this range, the person is very unethical. This person does things that are dishonest, unfair, and unprincipled almost any time they have the opportunity.

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Emotional Healing:

27/28

Creating value for the community:

25/28

Conceptual Skills:

23/28

Empowering:

23/28

Helping Followers grow and succeed:

21/28

Putting followers first:

21/28

Behaving Ethically:

28/28

____________________
Scoring:
_____________________
High range: Between 23-28

You strongly exhibit this servant leadership behaviour

Moderate Range: 14-22

You tend to exhibit this behaviour in an average way

Low Range: 8-13

You exhibit this leadership below the average or expected degree

Extremely low range: 0-7

You are not inclined to exhibit this leadership behaviour at all

# data[].attributes.body
0- Not at all
1-Once in a while
2- Sometimes
3-Fairly Often
4- Frequently, if not always
_____________________
Transformational Leadership Styles:
Attributes: 4

I go beyond self-interest for the good of the group

Behaviours: 4

I consider the moral and ethical consequences of decisions

Motivation: 2

I talk optimistically about the future.

Intellectual Stimulation: 1

I reexamine critical assumptions to question whether they are appropriate.

Individualized Consideration: 2

I help others develop their strength

_____________________
Transactional Leadership Styles

Contingent Reward: 4

I make clear what one can expect to receive when performance goals are achieved

Management by Exception: 4
(Active)

I keep track of all my mistakes

_____________________
Passive/Avoidant Leadership Styles
Management by exception: 1
(Passive)

I wait for things to go wrong before taking action

Laissez Faire: 1
I avoid making decisions

# data[].attributes.body
Self awareness:

20/20
_____________________
Internalized Moral Perspective:

17/20
_____________________
Balanced Processing:

14/20
_____________________
Relational Transparency:

19/20

# data[].attributes.body
Get on the Balcony: 18

This score represents the degree to which you are able to step back and see the complexities and interrelated dimensions of a situation

Identify the adaptive Challenge: 17

This score represents the degree to which you recognize adaptive challenges and do not respond to these challenges with technical leadership

Regulate Distress: 23

This score represents the degree to which you provide a safe environment in which others can tackle difficult problems and to which you are seen as confident and calm in conflict situations

Maintain Disciplined Attention: 23

This score represents the degree to which you get others to face challenging issues and not let them avoid difficult problems.

Give the Work Back to People: 18

This score is the degree to which you empower others to think for themselves and solve their own problems

Protect Leadership voices from Below: 18

This score represents the degree to which you are open and accepting of unusual or radical contributions from low-status group members

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Directive Style: 22
A common score is 23, scores above 28 are considered high and scores below 18 are considered low
Supportive style: 25
A common score is 28, scores above 33 are considered high, and scores below 23 are considered low
Participative style: 29
A common score is 21, scores above 26 are considered high, and scores below 16 are considered low
Achievement-oriented style: 20
A common score is 19, scores above 24 are considered high, and scores below 14 are considered low

# data[].attributes.body
Situation 1:
Because of budget restrictions imposed on your department, it is necessary to consolidate. You are thinking of asking a highly capable and experienced member of your department to take charge of the consolidation. This person has worked in all areas of your department and has the trust and respect of most of the staff. She is very willing to help with the consolidation.
Action C:
Assign the task to her and provide support and encouragement as needed.
Developmental Level:
High Directive- Low Supportive
___________________
Situation 2:
You have recently been made a department head of the new regional office. In getting to know your department staff, you ahem noticed that one of your inexperienced employees is not following through on assigned tasks. She is enthusiastic about her new job and ants to get ahead in the organization.
Action C:
Define the steps necessary for her to complete the assigned tasks and monitor her performance frequently
Development level:
High Directive- Low supportive
___________________
Situation 3:
Because of a new and very important unit project, for the past 3 months you have made sure that your staff members understood their responsibilities and expected level of performance, and you have supervised them closely. Due to some recent project setbacks, your staff members have become somewhat discouraged. Their mortal has dropped, and so has there performance.
Action D:
Participate in the group members' problem-solving activities and encourage and support their efforts to overcome the project setbacks.
Development level:
High supportive- Low directive
_____________________
Situation 4
As a director of the sales department, you have asked a member of your staff to take charge of a new sales campaign. You have worked with this person on other sales campaigns, and you know he has the job knowledge and experience to be successful at new assignments. However, he seems a little unsure about his ability to do the job.
Action C:
Listen to his concerns but sure him he can do the job and support his efforts
Development Level:
Low directive- High supportive

# data[].attributes.body
5-Always
1.) Tells group members what they are supposed to do
2.) Acts friendly with members of the group
3.) Sets standards of performance for group members
4.) Helps others in the group feel comfortable
5.) Makes suggestions about how to solve problems
6.) Responds favourably to suggestions made my others
8.) Treats others fairly
9.) Develops a plan of canon for the group
10.) Behaves in a predictable manner towards group members
11.) Defines role responsibilities for each group member
19.) Encourages group members to do high-quality work
20.) Helps group members get along with each other
_____________________
4-Often
7.) Makes his/her perspective clear to others
12.) Communicates actively with group members
14.) Shows concern for the well-being of others
16.) Shows flexibility in making decisions
17.) Provides criteria for what is expected of the group
_____________________
3-Occasionally
13.) Clarifies his or her own role within the group
15.) Provides a plan for how the work is to be done
18.) Discloses thoughts and feelings to group members.

# data[].attributes.body
5-Very True

1.) I enjoy getting into details of how things work
5.) Being able to understand others is the most important part of my work
8.) My main concern is to have a supportive communication climate
9.) I am intrigued by complex organizational problems
10.) Following directions and filling out forms come easily for me
11.) Understanding the social fabric of the organization is important to me
13.) I am good at completing the things I've been assigned to do
16.) I understand how to do the basic things required of me
17.) I am concerned with how my decisions affect the lives of others.
___________________
3- Occasionally true
3.) I enjoy working with abstract ideas
4.) Technical things fascinate me
6.) Seeing the big picture comes easy for me
7.) One of my skills is being good at making things work
12.) I would enjoy working out strategies for my organization's growth
15.) Creating a mission statement is rewarding work
18.) Thinking about organizational values and philosophy appeals to me
___________________
1-Not True
2.) As a rule, adapting ideas to people's needs is easy for me
14.) getting all parties to work together is a challenge I enjoy

# data[].attributes.body
5-Strongly Agree

Articulate: Communicates effectively with others

Determined: Take a firm stand, acts with certainty

Trustworthy: Authentic and inspires confidence

Dependable: consistent and reliable

Friendly: Shows kindness and warmth

Outgoing:  Talks freely, gets along well with others

Diligent: persistent, hardworking

Empathetic: Understands others, identifies with others

_____________________
4-Agree

Conscientious:  is thorough, organized, and controlled

_____________________
3-Neutral

Perceptive: Stays fixed on the goals, despite interference

Self-Confident: believes in him/her self and his/her ability

Self-assured: is secure with self, free of doubts

Sensitive: Shows tolerance, is tactful and sympathetic