HONEST SELF ASSESSMENT .docx

HONEST SELF ASSESSMENT
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Honest Self-Assessment: An Evaluation of Leadership
Competency
Anish Pillai
University of Houston Clear Lake

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Summary
In order to evaluate my leadership and management abilities, I
completed 41
assessment tests. These tests determined my competency in
various skills required within
and outside of the workplace in order excel as a healthcare
administrator. The results of
these tests are shown in Appendix A. The first 9 tests were
provided by the course
instructor on the course website. The remaining 32 tests are part
of the Stephen Robbins’
Self Assessment Library, a compilation of questionnaires that
are meant to provide insight
into one’s interests, skills, and abilities. In this paper, I discuss
the results that I obtained
on these various tests and present an action plan for how I plan
to enhance and develop
various skills and abilities.
Introduction
Many times in our lives we tend to deny our shortcomings.
When things do not

happen according to plan we tell ourselves that nothing could
have been done to prevent
it when in actuality it could have been prevented. We deny that
that the occurrence
happened due to our lack of skill, intelligence, or organization,
and we force ourselves to
believe that it was a matter of a chance. An American writer
and poet, Don Williams, Jr.,
once said, “A man can never hope to be more than he is if he is
not first honest about
what he isn’t.” As I started to complete these assessments, I was
certainly in denial. It
was difficult to actually choose the answers that actually
represented me rather than
choosing the answers that represented how I should be. Through
the process of
completing these assessments, I realized the value of Williams’
quote. Honestly assessing
oneself is imperative for identifying who I am and what I want.
Without understanding
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my true self it is practically impossible for me to improve and
develop my skills and
abilities.
The assessments have helped me become aware of my strengths
and weaknesses,
identify habits and skills that I need develop, and recognize
abilities that I need to
improve. In this paper, I will give an overview of the results
that I obtained and present
an action plan for how I plan to fulfill various competencies.
I will discuss the results in three parts: (1) my character, which
include my views, needs,
and values; (2) my ability to work with others, which include
my leadership,
communication, and team skills; and (3) my ability to manage
time and stress.
Personality and Character
The following 20 assessment tests provided insight into my
personality and
character: 1A1, IA2, IA3, IA4, IA5, IVA2, IVA3, 2, 6, 7, IB1,
IC2, IC3, IC4, IC5, IC6,
IC7, IE1, and IE4. The scores obtained for each of these tests
are shown in Appendix A.

Assessment IA1 looked at five different dimensions of my basic
personality:
extraversion, agreeableness, conscientiousness, emotional
stability, openness to
experience. I scored high in conscientiousness and emotional
stability and obtained
moderate scores in extraversion, agreeableness, and openness to
experience. My scores
indicate that I am an introvert. It shows that I am somewhat
cooperative and tend to find
more comfort in doing what is familiar since my lowest score
was in openness to
experience. I think if I were more open to experience I could be
more appreciative of
others ideas and thoughts when working in a group and this way
work more
cooperatively and agreeably. Scoring high in emotional stability
is certainly a positive,
however scoring high in conscientiousness could be seen as a
negative. When one is too
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concerned with details, as I tend to be at times, one loses sight

of the big picture. It is
important to see the larger picture when conducting any project
or assignment.
Although assessment IA1 identified me as an introvert, the
results for assessment
IA2 indicated that I am an extrovert. This may indicate that I
am somewhere in between
the two. I find myself to be introverted for the most part, but at
the same time extroverted
in certain situations and circumstances. Sometimes I feel the
need for heavy interaction
with others in order to recharge, however at other times I prefer
to reflect alone. In fact,
my score for I and E were the same in assessment IA2, therefore
I certainly stand
somewhere in between. Assessment IA2 indicated that I fit
under the ENTJ personality
type, which means that I am extroverted, intuitive, thinking, and
judging. The results
indicate that I am outgoing, visionary, and often seen as a
natural leader. It is also stated
that I have a low tolerance for incompetence, which is not good
when working with
others. I need to become more tolerant and learn how to deal

with those who are
incompetent by speaking to them in a more appropriate manner
or providing them with
proper training.
Assessment IA3 identified me to be a hard core Type A
individual, which
indicates that I tend to focus on quantity over quality. This
means that I am better at
performing routine tasks that require speed rather than tasks
that rely on creativity. I have
a tendency to try to accomplish more tasks even with less time
rather than trying to do
few tasks really well. I feel that creativity takes time and I feel
that the time spent
thinking creatively could be spent accomplishing more of
something less creative. I have
noticed in my teamwork experiences that I sometimes inflict
this aggressive nature on the
entire group, which makes everyone feel stressed. I need to
learn to take the time to think
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of creative approaches. Assessment IA5 indicated that I have
some creative ability. I
received a score of 9 in a range between -12 and +18. Thus, I
feel that I have the ability to
think creatively, but I just do not have the patience, which is
what I need to develop.
According to Assessment IA4 and Assessment 3 tested my
tolerance for
ambiguity. I received moderate scores for both tests. . From my
experience I have seen
that the field of healthcare is so dynamic and thus it is
important to be able to tolerate
ambiguity. Assessment 3 states that tolerance for ambiguity is
connected to ability to
think creatively. If I develop the patience to think more
creatively, I may be able to
enhance my creative ability and thus increase my tolerance for
ambiguity.
Assessment IVA2 assessed my decision-making ability. I
received a high score
for this assessment, which indicates that I take the time to make
decisions carefully.
Although this may be seen as a positive quality, taking too
much time to make a decision

is not good. The ability to make decisions quickly is an
important asset to have when
acting as a leader especially when dealing with unexpected
circumstances. Sometimes I
tend to take too long in making a decision, which may be due to
my lack of confidence in
the decisions that I make. Assessment IVA3 assessed my
confidence level and I scored a
28 in a range between 8 and 40. I also scored lower for
Assessment IC6, which assessed
my level of self-confidence. Therefore, there is room for
increasing confidence in my
ability to succeed. If I gain more confidence in my ability to
succeed I believe I can make
decisions more confidently and with less deliberation.
Assessment 2 tested my optimism in four dimensions:
permanence,
pervasiveness, hope, and personalization. In the category of
permanence, I found that I do
not find the causes of bad events to be so permanent, and that I
am rather very optimistic
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about the likelihood of good events continuing. My PvB score
in the second dimension,
pervasiveness, indicates that I am moderately optimistic when
bad things happen since I
attribute the occurrences to specific causes rather than universal
causes. On the other
hand, my PvG score for pervasiveness indicates that when good
things happen I attribute
it to more specific causes and thus I am moderately pessimistic
in this sense. When
something positive occurs, I tend to believe that the cause was
temporary and that it will
not always be the case. In the hope category, I found that I am
moderately hopeful. In the
personalization category, I found that I tend to attribute the
cause of good things to other
people or circumstances rather than myself and thus I have only
average self-esteem. My
total B score indicates that I am moderately optimistic. My total
G score indicates that I
think about good events quite pessimistically, and my final
overall G-B score indicates
that I have only average optimism. In conclusion, the results of
the optimism assessment

indicate that I have to learn to be more optimistic. I was
surprised by these results
because I have seen myself to be an optimist, but after taking
this test and doing some
reflection I realized that my previous experiences have made me
very skeptical in my
interaction with people. I tend to be careful in my dealings with
other people in order to
avoid getting taken advantage of. However, I should not
consider the cause of these bad
experiences to be universal otherwise it will be difficult for me
to move forward mentally
with a more optimistic attitude.
Assessment IB1 assessed my values. I ranked pride in
accomplishment, happiness
and satisfaction in life, and self-respect as my most important
terminal values. I selected
assertiveness, hard work and achievement, and dependability as
my most important
instrumental values. I aspire to become a hospital executive and
I think having pride in

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accomplishment is very important. As an executive one must
represent the organization
with pride so that it makes a good impression on the public.
Self-respect is also important
because if one does not value the time and energy one puts
towards work one cannot
work efficiently. I feel that my values do align with those of
successful people in the field
to which I aspire, however I need to carefully maintain these
values in order to be
successful.
Assessments IC2, IC3, IC4, IC5, and IC7 helped me recognize
the things that
motivate me. Assessment IC2 measured four social needs:
achievement, affiliation,
autonomy, and power. I scored above 20 in every category
except affiliation. I do not
give as much importance to being accepted by others. I have
learned from experience that
it is difficult to be accepted by everyone you interact with
because each individual has
unique views and expectations, thus affiliation is less important
to me. However, in order

to become a leader, one must be accepted my others, therefore
this hold some
importance. Assessment IC3 assessed how much I value various
work-related rewards. I
value having interesting work more than anything else. When
one is committing one’s
life to something that one is not interested in, it is difficult to
stay motivated and driven
therefore this is very important to me. I did not give much value
to having pleasant
conditions at work. At a young age, I am looking for adventure
and challenge in the
workplace. I am willing to work in unpleasant conditions to
gain as much experience and
knowledge as possible. This may certainly change with age but
as of now this is my
mood. Assessment IC4 assessed my view on the nature of
people. I received a score of
20, which indicates that I am flexible in my perception of
others. I do not let my first
impression of an individual take over my entire view of an
individual, but I tend to give

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every person I work with a chance to prove his or her abilities
and skills. Assessment IC5
indicated my course performance goals. I scored a 9 out of 12,
which indicates that I have
specific goals that motivate me to study hard. I study hard
because I value achievement,
as indicated by my score for assessment IC7. Results from
assessment IC7 indicate that I
do not enjoy seeing successful people fall and that a favor
reward for success.
Assessments IE1 and IE4 tested emotional intelligence and
likelihood of
becoming an entrepreneur. The results indicated that I have a
high level of emotional
intelligence. However I sometimes struggle knowing when to
use emotional intelligence
because sometimes the use of logic is more appropriate. For
example, when discussing
the financial status of an organization during a meeting one
should use logic, but while
trying to inspire your subordinates to improve the financial
status and develop an

effective plan, one may need to use emotional intelligence. For
assessment IE4, I
received a high score, which indicates that I have a very
proactive personality. I am
always prepared to take action and show initiative, but at times
this is not a good thing.
Sometimes I tend to take action too swiftly without proper
deliberation, which can result
in unfavorable situations.
Finally, assessment 7 tested for the self-limiting behaviors in
four different
categories: control, predictability, accountability, and esteem. I
scored much higher than
the average for every dimension except predictability. I have a
tendency to be controlling
at times. I get frustrated when things do not go the way that I
intended. Sometimes I try to
make sure I am involved in everything within my organization
even after delegating
responsibilities. I need to develop more trust in the other
individuals that work with me
otherwise I am just creating more stress for myself. By
engaging too much energy in

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trying to control everything, I am taking time and energy away
from doing my work and
developing my skills. I had a high score for avoidance of
accountability because of my
tendency to blame problems on other people and things rather
than myself. Sometimes I
refuse to accept that a negative incidence could have been
prevented with careful
planning and organization on my part. The key is self-honesty,
which means taking
responsibility for one’s mistakes and holding yourself
accountable for making sure that
your various tasks within an organization are completed to the
highest standard. Lastly, I
scored high in esteem. Sometimes approach situations with a
more passive attitude rather
than being assertive. However dealing with another person in a
passive manner does not
allow me to get what I want and as a result I get irritated. This
does not allow me to
develop good relationships with other people and thus I have to
build my self-esteem and

learn to be more assertive and open in my interaction with
people.
Leadership and Team Skills
The following assessments related to skills required when
working with others:
IIA1, IIA2, IIB1, 5, IIB2, IIB3, IIB4, IIB5, IIB6, IIC1, IIC2,
IIC3, IIC4, IIC5, IIC6, 4,
and IIIA3. The scores obtained for each of these tests are shown
in Appendix A.
Assessment IIA1 assessed my communication style in 9
different categories: dominant,
dramatic, contentious, animated, impression leaving, relaxed,
attentive, open, and
friendly. I got a moderate (mid-range) score in each of these
categories, thus I have much
room for improvement. I scored highest on impression leaving,
and lowest on
attentiveness. Assessment IIA2 indicated that I have poor
listening skills, which is
consistent with my low score in attentiveness in Assessment
IIA1. Within any workplace,

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effective communication is critical thus it is important that I
improve my attentiveness,
openness, and friendliness in communicating with others.
Assessment IIB1 and 5 assessed my leadership style.
Assessment IIB1 assessed
the degree to which I am task or people-oriented. I scored a
5/11 for task/people
orientation, which indicates that I am too task oriented and less
people oriented.
Sometimes I tend to care more about getting the job done even
if that means ignoring the
needs of other individuals. I need to develop a balance between
the two in order to be an
effective leader. The results of assessment 5 indicated my skill
level in five different
areas: initiating and maintaining action, directing and
coordinating, motivating and
stimulating others, assigning and delegating tasks, and holding
others accountable. I
scored fairly high (above 20) in all the categories except
assigning and delegating tasks,
where I received a moderated score. I commented earlier about
my tendency to

sometimes take control over every task. When wanting too much
control, I fail to assign
and delegate responsibilities appropriately. Much of this has to
do with not trusting in
others. Assessment IIB3 indicates that I have very low faith in
other people. Thus I need
to develop my faith in others’ abilities. Normally when I take
too much control I become
stressed and the work is not done as well as it could have been
done if it were delegated
properly. Assessment IIB4 also relates to trust and answers the
question of whether or not
others see you as trustworthy. I received a high score for this
assessment, which indicates
that I’m likely to be perceived as a person who can be trusted.
Within my organization, I
found that individuals do have a lot of trust in me and thus they
are somewhat
comfortable with me taking on several tasks at once because
they have seen me do things
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well. However this does not favor the development of the group
as a whole, therefore
tasks should be delegated and the entire team should be fully
engaged.
Assessment IIB2 tested one’s tendency to be charismatic in six
categories:
management of attention, management of meaning, management
of trust, management of
self, management of risk, and management of feelings. I scored
high in all these
categories and my total score indicates that I have strong
charismatic qualities.
Charismatic qualities are favorable when building and leading a
team of which I have
scored in the second quartile (Assessment IIB6). As the
inaugural president of two
student organizations during my undergraduate years, I found
that being charismatic was
certainly important in order to inspire students to get involved
and be active within the
organization. In trying to build an organization from scratch I
was forced into a situation
where I knew that I had to be charismatic in order to build the
organization and attract

people. However in a normal setting this may not be my natural
tendency.
Assessment 4 tested my ability to work with a team in four
categories: initiation,
ideation, elaboration, and completion. Teamwork sequentially
involves these four steps.
It is most effective to spread out these four tasks among
different team members. I scored
highest in the initiation stage and lower in the other three
categories, which indicates that
I would prefer to take on the role of the leader or the moderator
in a team. I scored lowest
on elaboration, which indicates that I would prefer not to take
on the role of managing or
organizing.
Assessment IIB5 and IIIA3 tested my ability to discipline
others and give
performance feedback, two important aspects of being a leader
which I need to improve
on. Assessment IIB5 indicated that I have deficiencies in
disciplining others and
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assessment IIA3 indicated that I have significant self-perceived
weaknesses that can be
improved on. As I have commented earlier, my ability to
discipline others and provide
feedback is related to my lack of self-confidence and self-
esteem. Building self-esteem is
the key to becoming more assertive and through assertiveness I
can improve my
competency in this area.
Assessments IICI, IIC2, IIC3, IIC4, IIC5, and IIC6 relate to
power and ability to
resolve conflict conflicts. Assessment IIC1 indicates that I am
not so power-oriented
(IIC1). Assessment IIC2 assess five different way in which I
prefer to execute power:
reward, coercive, legitimate, expert, and referent. I received a
high score for legitimate,
expert, and referent, which indicates that I prefer to influence
others using these forms of
power. This means that I prefer to influence others through my
formal position, my
knowledge or skills, and others’ desire to identify with me. I
prefer for an individual to do

work because they truly care about completing the task rather
than doing it for a reward.
If they do not care about their work then I do not think they are
appropriate for that
particular task or work. In addition, coerciveness does not
encourage a healthy working
environment and can ruin relationships between individuals.
Assessment IIC3 indicates
that I am fairly good at playing politics. Assessment IIC4
assessed my ability to make an
impression in five categories: self-promotion, ingratification,
exemplification,
intimidation, and supplication. The results indicate that I do not
make consistent use of
self-promotion, intimidation, and supplication in making an
impression. This involves
pointing out my talents and accomplishments, showing how
much power I have, and
advertising my weaknesses in order to show that I am needy.
Assessment IIC5 tested for
my preferred conflict style in five categories: competing,
collaborating, avoiding,

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accommodating, and compromising. My highest score was a 14,
which is what I scored
in four out of five of the categories. This indicates that I do not
have a particular
preference but I am flexible in the way that I handle conflicts
depending on the
circumstance or situation. The assessment does indicate that I
do not prefer to resolve
conflicts through competing, which is where I received the
lowest score. Competing can
sometimes hurt the other party involved in the conflict and
result in more problems
therefore it is best to avoid this style. Assessment IIC6 assessed
my negotiating style. I
have much room for improving my negotiating style.
Particularly I must learn to be more
direct and open, which will allow for better collaboration during
conflict resolution.
Time and Stress Management
The following assessments related to time and stress
management: IIIC2, 1, 8, and
9. The scores obtained for each of these tests are shown in
Appendix A. Overall my stress

level is quite low. Assessment IIIC2 indicated that I have a low
stress level and my
overall stress factor in Assessment I was 103.2, which also
indicates very low stress. I
have not experienced any major work or life changes within the
12 months, thus I have
had a low overall stress level. However, although my overall
stress is low, from time to
time, I experience stress due to my inability to manage my time
properly and create a
balance. Assessment 8 indicated to me that I am struggling to
meet the demands of my
family life in spite of the fact that I absorbed in work and
school. The result of
assessment 9 indicates that I need to manage my time more
effectively. If I were to
manage my time more effectively I could create a better balance
between family, work,
and school.
Pursuing an Action Plan
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After assessing the results of these tests I created an action plan
in order to
improve my abilities and develop various skills (see Appendix
B). The action plan
indicates the following: (1) my objectives (areas where I found
that I need improvement);
(2) specific steps for achieving each objective; (3) the time in
which it will be completed;
and (4) how I will evaluate if I have accomplished each
objective. Improving oneself is
certainly a gradual and difficult process, however I think with
the proper mindset and
determination it will be an enriching experience. I plan to take
inspiration through
reading inspirational novels and I also plan to talk to others
about my experience. I feel it
is important to confide in one or more individuals and talk to
them about your experience
and share your progress.
Conclusion
Dr. Raymond Khoury, retired hospital CEO and current
professor at the
University of Houston Clear Lake, said, “The most important

part of being a hospital
executive is humility.” The process of completing these
assessments was certainly a
humbling experience. I have realized the importance of honest
self-assessment, which
sets one on a clear path for success. This exercise has helped me
identify specific areas
where I can improve myself and by refining myself in these
areas I can be confident that I
will accomplish my future goals.
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Appendix A
(1) Stress Management*
(6) Flexibility
Predisposition Score 6.45
Working with new, changing,

and ambiguous situations 19 Emotional Impact Score (I) 4
Emotional Impact Score (O) 12
Working under pressure 20
Total Sources of Stress 16
Dealing with different personal
styles 19
Overal Stress Factor 103.2
Handling feedback 19
Resolving conflict 19
(2) Optimism
Permanence
(7) Self-Limiting Behavior Inventory
PmB 2
Control 39
PmG 7
Predictability 32
Pervasiveness

Accountability 34
PvB 2
Esteem 28
PvG 3
Total Score 133
Hope
HoB (PvB + PmB) 4
(8) Work-Life Balance*
Personalization
Family Demand Score 3
PsB 4
Work Demand Score 1.5
PsG 3
Work-Family Conflict Score 2
Total B (PmB + PvB + PsB) 8
Total G (PmG + PvG + PsG) 13

(9) Time Management Profile*
Total G – Total B 5
Score 8
(3) Tolerance for Ambiguity
(IA1) Basic Personality
Score 54
Extraversion 9
Agreeableness 11
(4) Team Work & Team Roles
Conscientiousness 13
Initiation 47
Emotional Stability 12
Ideation 43
Openness to Experience 8
Elaboration 60
Completion 48

(IA1) Basic Personality
Extraversion 9
(5) Assessing Leadership Skills
Agreeableness 11
Initiating and maintaining action 22
Conscientiousness 13
Directing and coordinating 20
Emotional Stability 12
Motivating and stimulating
others 22
Openness to Experience 8
Assigning and delegating tasks 17
Holding others accountable 23
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(IA2) Jungian 16 Type Personality

(IC6) Ability to Succeed (Self-
Efficacy)
Score for I 4
Score 37
Score for E 4
Score for S 4
(IC7) What's my Attitude Toward
Achievement? Score for N 4
Score for T 7
Favor successful people fall 42
Score for F 1
Favor reward for success 50
Score for J 6

Score for P 2
(IE1) Emotional Intelligence
Four letter personality ENTJ
Score 38
(IA3) Am I a Type-A?*
(IE4) Entrepreneurship
Score 132
Score 104
(IA4) Ambiguity
(IIA1) Communication Style
Score 27
Dominant 0.33
Dramatic 0.2
(IA5) How Creative am I?

Contentious 0.42
Score 7
Animated -0.2
Impression 0.8
(IB1) Values
Relaxed 0.6
See page # for results.
Attentive -0.4
Open -0.5
(IC2) What are my Dominant Needs?
Friendly 0.5
Achievement 21
Affiliation 16
(IIA2) Listening Skills
Autonomy 22

Score 42
Power 23
(IIB1) Leadership Style
(IC3) Rewards
People 5
See page # for results.
Task 11
(IC4) What's My View on the
Nature of People?*

(IIB2) How Charismatic am I?
Management of attention 15
Score 20
Management of meaning 17
Management of trust 17
(IC5) What are my Course
Performance Goals?*
Management of self 15
Management of risk 16
Score 9
Management of feelings 15

17
(IIB3) Do I Trust Others?*
(IIC6) Negotiating Style
Score 5
Score 23
(IIB4) Do I Trust Others?*
(IIIA3) Giving Performance
Feedback
Score 50
Self-perceived strengths 3

Self-perceived weakenesses 5
(IIB5) Disciplining Others
Score 20
(IIIC2) How Stressful is my Life?*
Score 31
(IIB6) Building and Leading a Team
Score 76
(IVA2) Deliberate Decision Maker
Score 28

(IIC1) Power
Score 20
(IVA3) Confidence in Ability
Score 28
(IIC2) What's my Preferred Type of
Power?
*Additional assessments which are not
required Reward 3.7
Coercive 2.2
Legitimate 4

Expert 4.2
Referent 4
(IIC3) Politics
Score 97
(IIC4) Impressions
Self-Promotion 2.25
Ingratification 4

Exemplification 3.75
Intimidation 1.6
Supplication 1
(IIC5) Preferred Conflict Style
Competing 12
Collaborating 14
Avoiding 14
Accomodating 14
Compromising 14

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Appendix B
Action Plan
Objective Specific Step(s) Timeline Evaluation
• To become
more tolerant
of ambiguity
and others’
actions.
• To become
more open to
experience.
1) Ask questions and
try to understand
the opposing
viewpoint of
where I stand on
an issue.
2) Try a new

restaurant that I
have always
thought I did not
like.
3) Engage myself in
a new hobby or
sport.
September 2011-
January 2012
Retake
Assessment IA1,
IA2, IA4, and 3.
To become less
aggressive and
take the time to
think creatively.
1) Engage others in
my team who do
think creatively.
2) Strive to
appreciate
originality.
3) Experience
something new
every month.
September 2011-
September 2012

Retake
Assessment IA3.
To improve my
self-confidence
and self-esteem.
1) Make it a point to
compliment
someone at least
every other day.
2) Dress nicely and
professionally
consistently.
3) Exercise 5 times
each week.
Septmber 2011-
January 2012
Retake
Assessment IVA3
and Assessment
IC6.
To become more
optimistic and
improve my trust
in others’ abilities
and skills.
1) For positive

events that
happen in life,
stop and give
myself credit.
2) Let go of the past
because the past
does not
determine the
September 2011-
September 2012
Retake
Assessment 2 and
7.
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future.
3) Think more
positively.
4) Be trustworthy.
The faults I see in
others are actually
in myself. If I can
be trustworthy, I
can then trust
others.
To follow

effective time-
management
skills.
1) Plan out the entire
week of events at
the beginning of
each event.
2) Designate time
each week for
family to ensure
balance.
3) At the end of each
week, write down
what I have
accomplished for
that week so I can
track my
progress.
September 2011-
January 2012
Retake Assesment
8 and 9.
To develop better
listening skills.
1) Face the person
who is speaking
to. Stop what I
am doing if I am
busy so I can give

my focus.
2) Minimize my
internal thoughts
when speaking to
someone else.
3) Practice
maintaining eye
contact.
September 2011-
January 2012
Retake
Assessment IIA2.

HONEST SELF ASSESSMENT .docx

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HONEST SELF ASSESSMENT .docx