Ivo Ignatov

Introduction Leadership and Personality Development Practice

For any vast majority of individuals leadership and personality development should have a reason. This could be to obtain a promotion, boost their current performance, switch to another functional area, change to a new job, or simply just broaden their general knowledge base and mindset. Hence the end state goal is a vital one as well as one which impacts a leader's amount of motivation to get acquainted with particular.
Switching for the what which is being developed is an additional consideration. Often this is clearly recognized by some influential individual in the organization (as an example, manager, senior leader, coach or mentor, or HR professional), process feedback or program (by way of example, performance management, a talent review when a clear gap in capability or competency has become identified, or a CEO- led leadership program where future needs are identified), or even an individual's self-selected dependence on a practical or change of career. It may also be the effect of a prior personality assessment tool (as an example, conflict management is identified as an outage according to a broader measure of leadership skills inducing the find a more in-depth assessment and personality development plan directed at this competency).
In some cases the initiative for personality self-development could possibly be more diffuse. Under what conditions do leaders simply opt to take part in a leadership styles assessment or be involved in personality assessment center on their particular? How must they pick the best tools, programs, processes? This brings us back to the moderating variable of human characteristics.
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Personality Development and Assessment options
The next major part of initiation, and related to the thought of what must be developed, will be the identification and choice of a personality assessment tool or instrument. Since our focus this is on self- directed personality assessment for development this is the critical area for the consumer to take into consideration. The alternatives for personality increase in el born area, when initiating a new development agenda you will find generally four broad types of measures for those to pick from:
Personality assessment measures.These get at the underlying logic behind why an individual leader behaves how they do. Personality has become a popular assessment tool for quite some time and it is often integrated along with other more behaviorally oriented assessment tools such as 360- degree feedback for assessment and development purposes. The challenge with one of these measures, however, is personality as a construct is difficult to improve and thus development planning can be difficult.
Leadership competencies. A frequent type of assessment in the present leadership development marketplace, measures of leadership competencies (or skills, styles, behaviors, etc) from the foundation both many individual assessment tools.
Functional competencies. Not surprisingly, using assessment tools that direct individuals in the best way to develop functional skills is most likely one of the longest established practices. Functional competence is necessary earlier in one's career then, as leaders progress to higher levels, leadership capability grows more important.
Targeted areas/special skills.The fourth and final part of individual developmental focus is typically around special skill sets or higher specific targeted competencies. Instances of personality assessments and development resources here include social skills, conflict management, group facilitation, presentation acumen, time management planning, candidate interview techniques, stress management. Picking a one of these brilliant areas is mostly driven by personalized feedback from various other source or process or on the suggestion of a coach or mentor. The offerings of this type also add the very well grounded for the entirely ethereal within their content.
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