Impact of Interpersonal and Intrapersonal Skills for Effective Leadership

Interpersonal and intrapersonal skills form one of the major areas of concern when it comes to quality and responsible leadership (Ricketts, 2011). These are skills concerned with how one conducts himself personally and how he interacts with others in his environs. From the assessment as done above, my interpersonal and intrapersonal skills rate me to be in the first category of individuals (Granville, 2010). From the assessment, I prefer to use introversion in daily life interaction and what follows closely in that line is sensing. From the description given, I find myself having a preference for sensing rather than intuition. Sensing is then followed by thinking as opposed to feeling. I find it better to think critically before making a decision. The criterion is then finalized with judging as opposed to perception. I find judging better to use as compared to perception (Farcht, 2007).

From this assessment, it is evident that I will need to improve on judgment and try to form not so strict deadlines and expectations (Ricketts, 2011). This is so because they cause stress and can demoralize someone so much. From the argument, it I clear that in life there are downfalls and I should take that in mind so as to continue with life in a better way. As a leader I will need to show steadfastness and to be strong even if here in an unexpected happening. This will help give my followers a good example to maintain the pace of work and calmness even in cases of misfortunes. Looking at introversion as a trait, it looks to be strict and mind tasking. It therefore needs to be done with moderation to avoid tress issues (Ricketts, 2011).

All this is evident for the five assessments namely; intercultural effectiveness scale, Hogan development survey, myers-briggs type indicator, Hogan personality inventory and the Hogan business reasoning inventory (Farcht, 2007). These assessments are very complete as they measure wide spectra of a human’s interaction with others and his environment. This is evident from looking at the number of test items used during testing (Ricketts, 2011). Looking at intercultural effectiveness scale as an example it assesses up to 60 items. This is a wide range of testing and is sure to give the required result. These tests are also very reliable as they have been tested with many individuals. This assures that they are perfect with what they measure in an individual. A combination of these tests also gives confidence that it measures about all aspects related to an individual. The tests measure interpersonal adaptability, leadership derailers, distinct personality types, job performance description and reasoning ability based on a theory of intelligence and real world performance (Granville, 2010).

The five assessments have different categories of information that is considered. First there is the reliability measure of the tests (Granville, 2010). Reliability shows how dependable or true the result obtained after someone has been tested will be. It is an indication of the percentage of previous tests that have already been done and gone through. All the tests given have good reliability and one is assured that it will give the required results. The cost of assessment is another category listed. It sums up the cost of carrying out the test online or manually per individual or to a group of people. Doing the test as a group looks cheaper as compared to doing it individually (Ricketts, 2011). Validity of the tests tries to give an idea if at all the results of the test will hold only for a short time or indicate a day to day trend of an individual. The tests also are of two different types. There are manual and online tests. Manual tests require the presence of the individual to be tested while online tests can be conducted at any place and any time over the internet (Granville, 2010).

Looking at the core areas as per my category, introversion is a good virtue for a good leader. It helps a leader to have adequate time to plan on how to lead his people. It is a virtue that separates a leader from the rest of the team members (Granville, 2010). This helps to improve on the leader’s image. It also gives the leader time to think on more critical issues alone hence coming up with good decisions for the whole team. Sensing as the next virtue also helps a leader to be practical in whatever he does. A leader will thus have the initiative of looking into small and critical issues. Thinking helps a leader in making the right decisions in daily life (Ricketts, 2011). Thinking helps one to clearly analyze a situation and set the right way forward. It helps in making major decisions for the company and a group as a whole. The next virtue is judging. It helps a leader in planning for events and activities in time so as to avoid instances of collision. It is a character that makes one organized and timely in his events and plans. It helps give the team members a clear path of events hence creating orderliness (Granville, 2010).

This test has been helpful as I have known my areas of strengths and weaknesses as a leader and will need to adjust so that the weaknesses do not weigh down the strengths. From this assessment, it is also evident that I will need to improve on judgment and try not to form so strict deadlines and expectations (Ricketts, 2011). This is so because they cause stress and can demoralize someone so much. From the argument, it I clear that in life there are downfalls and I should take that in mind so as to continue with life in a better way. As a leader I will need to show steadfastness and to be strong even if here in an unexpected happening. This will help give my followers a good example to maintain the pace of work and calmness even in cases of misfortunes. Looking at introversion as a trait, it looks to be strict and mind tasking. It therefore needs to be done with moderation to avoid tress issues (Ricketts, 2011).

In conclusion, the tests as indicated above are good for good leadership. Leaders are thus to undergo the tests and correct on their mistakes. It helps to nurture a leadership talent that was not yet revealed. It also improves a person’s interpersonal and intrapersonal skill (Granville, 2010).