Introduction

Self-leadership is the potential to direct oneself and accomplish personal and career goals and aspirations, while also contributing and excel in the corporation or company one works with. It includes getting a clear idea of who you are, where you want to go and what abilities one possesses, and having the confidence to regulate thoughts and actions in a manner that leads to achievement. Self-leadership is essential because it is necessary to help one achieve their professional objectives and to be a strong leader for others (Stewart et al., 2019). The potential to act responsibly must be allowed to good leaders. In the company, in addition to the employee, self-leadership ultimately benefits the enterprise as a whole. Self-leadership makes it possible for a leader to persuade others to take action so that the organisation's priorities are fulfilled. According to Furtner et al. (2018), employees who possess self-leadership skills have efficient abilities to manage the work and time which in turn increases productivity and quality of work. This assessment aims at highlighting self-leadership skills and analysing them using reflective practice. Further, it deals with the analysis of literature and current skill level by incorporation of 3600 feedback this is followed by reflection on the area of strength and area of improvement. The skill analysis helps in setting goals for professional and personal change and these are set using SMART goals. 

Self-leadership skills literature summary 

One of the major personal advantages of self-leadership is that it allows them to be empowered and to be responsible for their actions. When they arise, maintaining a good sense of motivation will help push through difficulties, which can lead to accomplishing more than one thought. A good sense of identity is the most significant capability for establishing self-leadership. Strong self-leaders have a thorough sense of who they are and can describe what they want to do as individuals. Emotional self-awareness is the ability to consider personal feelings, emotions and motivations. A further distinguishing feature of self-leadership is that it is strongly motivated. Motivation is the aim that provides energy to reach personal boundaries and continue to perform whenever difficulties emerge. People with good self-leadership have an enthusiasm that motivates them to resolve any constraints they encounter (Müller & Niessen, 2018). To build effective self-leadership, it's necessary to have effective decision-making skills. 

Empathy is the capacity to consider others thoughts and feelings and to relate to them in a manner that demonstrates that the leader understands their point of view and appreciate them. To develop good self-leadership abilities, a determination is crucial because it lets one remain motivated to complete objectives and stay consistent to resolve difficulties as they appear. Self-regulation is the capacity to control feelings, emotions and actions in a socially appropriate manner, without external intervention (Lee & Kim, 2016). In addition to that, delegation is also the primary element of self-leadership capabilities in a leader. This includes assigning roles for people to accomplish. Delegating tasks should give preference to those who need to be performed in the immediate future. This is a vital option since only the manager could delegate certain duties, although it can be assigned to supervisors. As a leader, how they communicate with others is characterised by interpersonal skills. To ensure that the priorities are explicitly set out, all information can be passed into the correct medium. In conclusion, self-leadership requires a wide range of skills that can facilitate the realisation of the company's objectives if acquired by any manager (Park et al., 2016).

Current skill level using 3600 feedback

I have completed questionnaires and surveys to get my current skill level and for analysing my strengths and weaknesses. The first survey includes the evaluation of current skills in terms of my strengths weakness and learning. This is shown as follows: 

Coming to my strengths and my weak points after evaluating my outcomes in the above table, I have defined learning that is important for me to study. I have found I have an internal control locus from the Locus of Control Survey. Maykrantz & Houghton (2020) explains People who have an internal control locus assume that success and failure rely on their effort’s investment, and they have the power to control their fortune. People who have an outward place of power, on the other hand, believe in their luck and presume that all is decided by destiny. Consequently, I trust in my efforts. If I've done a decent job, then I thank my efforts. In comparison, if I do anything wrong, instead of something else, I fault my efforts and want to bring more hard work and commitment into my work to make things better. I'm an ambitious person. 

I got better scores in the self-efficacy test. This is a strong point in my personality. In comparison, I get fewer scores in the survey of work-life harmony. It is a rather serious consequence for both individual well-being and professional life (work-life balance) (Singh et al., 2017). To retain stability in personal and professional life, I need to enhance self-motivation. In comparison, in the emotional intelligence questionnaire, I got fewer ratings. I consider this as my vulnerability, and fixing this and attempting to get maximum emotional stability is necessary for me. 

3600 feedback are shown in the following figure: 

I found that I am a good leader, have strong leadership skills and good teamwork after obtaining the survey questions. I see these as my strengths. Family members' responses suggest that they regard my personality attributes rather than occupational attributes. They reflected on my actions and lack of transparency at home. The replies appear biased. Since, at home, I am very confident because I can speak very easily with members of my family. In the workplace, though, I feel less secure when I have to talk to some outsider or supervisor. My manager and my peers claim that there is no maximum level of confidence, but family members accept that I am completely confident. In comparison, most people assume that I have positive attributes and behaviour and greater leadership abilities.  

I agree that my communication skills are fine. I know English fluently and can speak English. Friends provide me with informal and not positive reviews. Since I trust friends like me, and they're not going to want to give me poor ratings. In my questionnaire, all the questions were agreed upon by both of my peers. For me, the review is also not entirely helpful. To send me input on my personality qualities, colleagues are very easy and honest enough. My friends and manager objectively judge me and positively highlight my strengths and shortcomings. 

I have put an open question in my questionnaire for suggestions and opinions. I received a reply from my manager and colleagues. They help me to develop my level of confidence and self-motivation skills. They said I have good teamwork skills and if I can have a high level of trust, I can successfully lead the team. Also, my supervisor advises me that I take responsibility for my job and put my full commitment and hard work to complete the task. I identify this skill in my current degree of the survey of abilities that I have an internal management locus and I take responsibility for my job. 

Reflecting on an area of strength and an area for improvement

I learned my area of skill is the internal locus of control and self-efficacy through my latest ability level surveys. In professional and private lives, these skills are very important. Self-efficacy is linked to one another and the internal locus of influence. It reflects on the personal conviction that milestones are positively regulated (2017, by Sesen et al.). I have known from my previous experiences that when doing any job and assigning jobs, I commit my firm cooperation. If I have to do a task, for instance, I put my dedication and hard work into that role to obtain successful results. Well, because I trust in my capabilities. I reward myself and my contributions if I have distinctions. If I have a loss, though, I cannot blame my luck or position on my fate. I approach the situation strongly and analyze my limitations, so in the future, I will attain successful outcomes. Instead of accusing and finding excuses for any other situations, I still think about my efforts and initiatives. I think I'm still trying to do important efforts to achieve my career goals. I know, through doing hard work and giving 100 per cent to the work, I can make things much easier. I never accuse external factors if tasks have not been done correctly. My expectations are still on my thoughts and I strive to do my utmost to fulfil those expectations. 

 I also learned my ability is my communication skills through my 360 feedback from family members, friends and co-workers. For any leader, communication skills are vital (Quinteiro et al., 2016). Where it is important for managers who wish to increase departmental practices and the efficiency of supervised workers, the mode of communication used may be verbal or nonverbal. Communication capabilities can contribute to the company's overall prosperity in settling disputes from communicating with those who felt disadvantaged (Bäcklander et al., 2018). The next table covers the study of my case and its evaluation for possible learning.

As I said before, I have an inner locus of strength and self-efficacy in my nature and good communication skills. In a good way, I can manage the condition. I did not defend the new individual's behaviour, but I needed to understand her by, for example, putting my attention, holding conversations with her, and being able to solve the problem with good communication skills. I have not lost confidence and have constructively approached the case. For a manager, these qualities are really important. If I use these skills in my working life in the future, I will be able to produce positive outcomes. However, after conducting current skill level surveys, I find several discrepancies in my personality. I did not get good scores in surveys related to emotional intelligence and psychology. I remember that I need to build emotional intelligence and self-confidence in my character.

The ability to control emotions under pressure is emotional intelligence). A manager must be able to keep calm in a situation or the possibility of a situation. Emotional intelligence helps leaders to show empathy for others (Megheirkouni, 2018). With emotional intelligence, self-awareness is a significant central factor. Knowing their vulnerabilities and abilities should be necessary for a strong leader (Goldsby et al. , 2020). This includes respecting individuals as well as promoting their capabilities, which are largely important when employing personnel.

According to Florese et al. (2018), emotionally informed leaders should embody self-respect. This will determine how to act even amongst coworkers and in other contexts. The 360 surveys of reviews show that I am not confident enough. Mostly, I need the support of anyone to do a job. Even so, although I am a positive and optimistic person, I feel shy to do any job. I need some positive and motivating vibes to improve my self-confidence. I need to overcome my weaknesses, to obtain consistency in my leadership role. 

Achieving personal and professional change

 For professional and personal improvement, target setting is crucial. The philosophy of target setting has an obvious relation to the execution of business since it identifies measurable expectations (Jooste & Frantz, 2017). The theory notes that targets aligned with applicable criticism lead to the appropriate implementation of errands as a result. A part of the vital components of this philosophy is that motivation for the profession must be achieved from the energy and desire to work (Dizaho et al., 2017). It also highlights how the more precise and straightforward targets are, the more popular the output and achievement as a result (Dizaho et al., 2017). There are various benefits of composed goals and they integrate the corresponding goals: they make an individual concentrated on meeting them and they also serve as the source of inspiration to do a particular undertaking (Marques et al., 2019). Objectives can be formed by first understanding what a person wants to accomplish. Furthermore, those to be used in the target should eventually be decided when to achieve the defined goals.

From a simple personal basis, objectives can be approached by taking into account multiple variables that make a target a success. The initial stage in the concept of the target is to settle on a great option on which target to set (Carn, 2019). Also, a man can ensure that the goal to be set is attainable. Another advancement is that a person should ensure that he or she organises that the goals he or she has set are to be executed. The other concern is that the target should also rely on the final implementation of the defined goals, meaning that each of the resources needed to execute the target is available (Esaulova & Semenova, 2016). My goals are as follows: 

Specific 

Short term goal- Development of confidence by engaging experts, confident and knowledgeable individuals

Long term goal- Counting in a reputed industry as a top-level management employee, respect for others 

Measurable 

Short term goal- Discussing others' everyday interactions at work, holding meetings twice a month

Long term goal- It may be possible to obtain expertise in my job after a 2-year management course.

Achievable 

Short term goal- Any efforts, such as charitable programmes for particular tasks, may be accomplished through interviews.

Long term goal- Success is not too far away

Realistic 

Short term goal- Professional growth as a short-term target would help me reach long-term goals throughout my career.

Long term goal- In an organisation, a good mind-set will allow me to make choices and fix challenges and make me self-confident.

Time framed

Short term goal- Meetings for employees every day from 9 a.m. to 6 p.m. Time for special occasions for friends

Long term goal- Completing studies with academic achievement

Conclusion

It has been important for my personal and professional life to finding out about me through these self-assessment surveys in the future. I also discovered through surveys that I am excellent at self-efficacy and organisational skills and I am not efficient at confidence and emotional intelligence. From my thinking, I realized that I could improve my confidence more and deal with my vulnerabilities to become a better manager. I have learned how to overcome the shortcomings of my personality by achieving targets. Also, I use multiple personality qualities, such as morals, honesty, fairness, transparency and focus, to complete this task. I am able, in addition to this, to make improvements to address my weaknesses. I will become competitive in my chosen profession by good target setting.