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MGN442 Self-Leadership Skills And Analysing Them Using Reflective Practice Assessment 2 Answer

MGN442 Self-leadership

Task Description and Guide to Assignment 2: Personal Profile Task Description

For the Assignment 2: Personal Profile you will develop a portfolio of the self-leadership skills that you have developed over the course of the unit. The portfolio will contain self-reflection, integrated with the appropriate self-leadership literature, and where possible feedback from others. You will conduct an analysis of your skills, strengths and areas for improvement and will develop an action plan for skills development.

Length: 3,000 words

Weighting: 60%

Unit learning outcomes: 1, 2, 3, and 4.


The following notes are best read in conjunction with the Criterion Referenced Assessment (CRA) and the tip sheet on self-reflection.

The unit MGN442 Self-Leadership is designed using the principles of experiential learning. We ask that you complete the self-reflection questionnaires provided as well as work through the questions and exercises across the unit modules to assist with your leadership skill reflection. In order to facilitate your reflection, it is recommended that you make notes for yourself in your ‘journal’.

The purpose of the personal profile assignment is to bring all of those activities together and ask you to consider those reflections to determine whether your thoughts have lead you to acknowledge that some form of change is necessary. We ask you to focus on your strengths to enable you to understand where, in a given situation, you may be able to use your strengths to change your actions and potentially improve the outcome. Reflection does not always offer a solution but we may learn to understand and clarify situations that would otherwise have remained in our blind spot (refer to the Johari window concept - Week 1).

Assignment Structure Suggestions

The assignment is designed to encourage your ongoing professional and personal development, therefore, a restricted structure has not been recommended. However, for many a suggested structure helps you to organise your own thinking and provide a framework to help you get started. The structure is provided as a way of helping you to organise your thoughts – as always you are empowered to create your own structure, one that helps you to conceptualise your own learning.


All assignments, reports, papers, academic notes and so on should begin with an introduction that provides a rationale for the paper, orients the reader to the purpose of the paper and provides an overview of the material that is to follow and the order of that material. The introduction does not need to be lengthy – a single paragraph is all that is necessary (e.g., approximately 250 words).

Step 1: Self-leadership skills literature summary

There are many authors now recommending that managers and professionals acquire greater development of ‘soft’ skills. In order to provide a context for your professional development providing an overview of the arguments evident in the literature provides you with a base to work from. You may like to focus explicitly here on the topic area that you are particularly interested in developing in yourself. The focus of this paper is on your skill development, so I do not recommend spending a lot of time on the foundation literature – approximately 250 words would be sufficient.

Step 2: Your current skill level incorporating 3600 feedback

The purpose of this section of the assignment is to encourage you to develop greater insight into your current level of self-leadership skill development. Throughout the unit you have been encouraged to complete a range of questionnaires and self-development tools and to also have colleagues or associates complete a strengths profile on your leadership skills.

You will notice that this unit has been founded in the theories of positive psychology; therefore we have asked you to consider your areas of strength as opposed to focusing on areas of weakness or areas that need development. The ambition of positive psychology is to use your strengths in order to improve the other skills areas.

To analyse your data you might look for scores where there is some difference between your perceived skills and the strengths identified by your associates. Take the opportunity to explore these differences and seek, if possible, to reconcile or at least understand the source of the difference. You might also compare your score with the maximum score possible. Carefully consider the items in each scale. These items might help provide you with specific information that you can use for developing change goals.

The analysis of your strengths can focus explicitly on a specific area if you wish, or alternatively you may like to explore a couple of topics.

You do not need to analyse every tool that has been provided for you in this paper. This analysis forms the foundation of the assignment and the learning being encouraged – approximately 750 words is likely to be needed.

Step 3: Reflecting on an area of strength and an area for improvement

After you have provided an analysis of the self-development instruments that you have used to identify your areas of strength and limitation it is important to reflect upon these areas in order to fully learn from your past experience in order to make change in the future. There is a fact sheet provided regarding reflective practice that may help you here.

It is important to identify experiences related to the topic area that you have identified above in your previous analysis. For example, suppose your have ‘realistic optimism’ as an area of either strength or something that you would like to improve. Using the STAR-L system recall a past (or current) situation that illustrates your level of realistic optimism. You will need to briefly describe the situationthe task that you were engaged in, your actions and your reactions.

Your reactions are likely to include your emotional reactions, your thoughts about it, and certainly your behaviour in the situation. You do not have to provide the names of other people involved in the situation. The final step in the process is to identify your learningYour learning, when acknowledged explicitly, encourages you to continually use this learning to improve on your skill when faced with a similar situation in the future.

You will be quite surprised at how many ‘words’ this type of reflection can take. These types of reflection form the foundation of learning journals and are something that I would like to encourage you to continue with as a regular part of your personal and professional development. This section is likely to take approximately 1,000 words.

Step 4: Achieving personal and professional change

Once you have clearly identified an area for improvement you will need to set a change goal. This should be framed such that it is consistent with goal setting theory, i.e. your goal should be SMART specific, measurable, achievable, realistic and time-framed.

You have identified what you need to change. You then need to focus is on how you might go about changing behaviour or belief or an emotional reaction. This is also a useful point to re-connect with the theory that you have introduced earlier to explain why this is an important area for your career development.

Make sure your action plan is complete in that it identifies all of the critical activities necessary to achieve your goal. You may like to use tables and dot points in order to describe your plans. This section is likely to take approximately 500 (two double-lined spaced pages).


Just as with the introduction all assignments, reports, papers, academic notes and so on should be effectively concluded. The conclusion draws together the main points of the paper in order to emphasise to the reader the importance of the views raised. Like the introduction, the conclusion does not need to be lengthy – a single paragraph is all that is necessary (e.g., approximately 250 words).



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: 

Finding s
Dealing with the unattractive but necessary task 
Score 49
15-22 very low level
23-37 low level
38-52 moderate level
After I perform well on an activity, I feel
good about myself.
I need some practice before starting any assignment or job
I am trying to be confident to face any specific goal.

53-64 high level

68-75 very high level

Score 3:3
3:1= key dividing line
Optimistic nature.
Lack of confidence.
Need to be fearless.

Below 3:1 got plenty of company.

Score 10:16
Scores of 9 or 10 indicate a very high level
Scores of 7 to 8 indicate a high level
I feel confident every day that I step forward towards my destination.
But all the time I need my partner support to achieve goals.
I learnt I must do a lot of compromises with life. 

the score of 6 indicates a slightly above-average level 

the score of 5 indicates an average level 

the score of 4 indicates a slightly below-average level 

Scores of 2 or 3 indicate a low level

Scores of 0 or 1 indicate a very low level of this dimension

Creating the self-motivation situation 
Score 50
15-22 very low level
23-37 low level
38-52 moderate level
I spend more time thinking about the good things than about the drawbacks of my job.
I pay more attention to rewards of my work itself than to the enjoyment
for doing it.
I learnt that money (rewards) and enjoyment in work both are equally important.

53-67 high level

68-75 very high level

Psychologica l capital
Score 17-30
6-11 very low level
12-17 low level
18-23 moderate level
I feel confident helping to set targets/goal s in
my work area
Now, I stuck with some jam at the job, so thinking negatively. 
I need some positive vibes so that I can come from negativity.

24-29 high level

30-36 very high level

Self- efficacy
Score 3.8
Above 3.5= higher end of the scale 
Effectively performed tasks
Sometimes I feel anxiety
Need more effectiveness in work

Below 3.5= lower end of the scale 

Trait emotional intelligence
Score 4.1
Above 5 =higher end
Below 3= lower end
I can deal effectively with people.
I often find it difficult to stand up for my rights.
I need some motivation to raise a voice for myself.
Locus of control
Score 6
Above 8= have increase external locus of control
Below 8= have increase internal locus of control
I would like to give a reward to my hard work as a strength
I cannot satisfy any person beyond my values
I need some more experience in managing things or circumstances
Mindfulness Awareness Attention
Score 6
Above 5= higher level of mindfulness
Below 3= lower level of mindfulness
My goal is always in my mind.
Sometimes I feel very low when I am unable to do small goals.
I learnt that small goals can achieve after some practice.
Person environment
Score 5
Above 5= higher level of end
Strength of my
Need for money 
makes me
I need to be very strong

Below 3= lower level of end
n is equality
down as compared to other staff at

Work-life balance 
Score 4
Above 5= higher level of end
Preference to work and life equally
Increased emotional absenteeism.
Need to increase some motivation.

Below 3= lower level of end

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: 

Question asked
Strongly agree
Strongly disagree
I am a good leader?
I have good
emotional intelligence?

I can lead a good teamwork 
I have good decision-making power 
Good in communication 
Good in behaviour with others 
I am fully confident

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.

The incident occurred at my place of work. Owing to health complications, my co-worker substituted me. I was training her to take a step towards improvement.
The co-worker who assumed my job was new to the company; our first few interactions were very awkward, she was very concise with her responses that I asked her and I thought her speech was really rude and arrogant. I had more discussions with the organization. I then started to feel uncomfortable.
I tried to speak privately about her behaviour, rather than talking to the manager, to let her realize how I thought to seek to comprehend what she was doing. I let her understand that her behaviour is impractical now and that I am concerned about how you might carry over my duties. She apologized and informed me she was concerned about some private matters. 
I assume, thus, that this discussion was very healthy. She was satisfied and comfortable with me after that. For both of us, cooperative agreements between us and better communication worked for us. However, she was worthy of taking my job slot. 
From this example, I realized how leading the initiative approaches the co-worker's hope when you take the initiative instead of involving in conflicts with another person, and I also felt that it enhances my confidence in this type of situation. 

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: 


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 


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.


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


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


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. 

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