Self-Assessment Report Samples

Introduction

A self-assessment test is an important activity in understanding both the strengths and weaknesses of a person (Matthews, Zeidner, & Roberts, 2007). A person can use the results to build a framework for improving the weak areas and enhancing the strength qualities for purposes of achieving personal goals. This paper presents the results of an emotional intelligence appraisal that I conducted to explore my skills levels. This paper will discuss the results using a SWOT analysis model. Ideally, the paper will discuss the strengths, weaknesses, opportunities and threats of the emotional intelligence results.

Strengths

The self-awareness results indicate that I scored 82 points (Talentsmart, 2015). This score means that there are several things that I have done well with only a few areas that need improvements. Some of the areas that could have contributed to the positive results are emotional, accuracy and self-confidence. Beginning with the emotional element, it is clear that I exhibit a high level of emotional awareness. This means that I have the ability to interpret my inner feelings that guide me in executing different tasks. I can use this ability to tackle a complex issue with a clear mind that matches with inner feelings. Moreover, I can use the emotional power to clearly speak my mind without fear of convictions from guiding vision. Having the emotional power gives me an edge especially when dealing with complex situations that require an immediate solution.
Secondly, the high self-awareness score indicates that I can accurately highlight my limitations and strengths. Having the power to accurately explore the weak areas helps me know when to seek help from other parties. For instance, when I face a personal issue or any problem that can affect the performance of an entity that I manage, I can effectively know the specific person or entity to approach to provide a solution. Moreover, accurate prediction of weak areas helps me to incorporate criticisms in a positive manner. Besides improving the weak areas, helps me develop a pattern of improving the strong areas. Assuming that I lead an organization, I can use my strengths to develop effective policies that will help the organization achieve its goals. I can also accurately predict the behavior of my subordinates hence assign them duties which they are comfortable with hence boost their performance.
The high self-awareness score indicates that I have a high self-confidence. The confidence is brought about by the power to accurately highlight personal strengths and weaknesses. Self-confidence gives the energy to face any difficult task with zeal. Moreover, it helps me assert a sense of self-assurance to other people. Assuming I am leading a group of people, self-confidence helps me give hope and assure fellow workers that they will overcome any challenge. It also gives the workers the push to give their best effort to any task and hence this enhances the chances of realizing positive results.

Weaknesses

According to the emotional results, I score 67 points for the self-management section (Talentsmart, 2015). This score represents the lowest score among the all the assessment parameters. The score means there are various weak areas that need improvement. The score also means that I do not have some skills to effectively manage the personal reaction to challenging situations as well as with other people. This section will discuss various competencies that are weak and require immediate improvement.
First, the results indicate a potential for weakness in self-control. Self-control is an aspect that deals with managing emotions especially when faced with difficult challenges. However, the results above indicate that am weak in managing stressing situations. I cannot stay composed and with a focused mind when dealing with a challenging situation. A challenging situation puts me down. Lack of self-control is dangerous because it can make a person lose focus and hence worsen things. For instance, assuming that am a leader of a group and the group faces a delicate situation that requires an immediate approach, I can lose focus in providing direction for managing the situation and this would lead to poor performance. Besides that, lack of self-control affects my decision-making capabilities. Quite often, I find myself in compromising situations, and I prefer leaving nature take its course. Lack of self-control may lead to collision with confidence issues hence affecting my self-esteem (Matthews, Zeidner, & Roberts, 2007).
Secondly, poor self-management scores mean that I have problems with being transparent to others. I always try to hide other people from realizing my weak areas. I am not clear with my inner feelings and views on different issues. Lack of clarity can bring integrity issues because when other people start realizing that am lying they will not trust me. Honesty and transparency are important values especially in leadership. People who are not honest cannot be entrusted with responsibilities and when they are assigned any responsibilities they can lead others to making inappropriate decisions (Matthews, Zeidner, & Roberts, 2007).
Thirdly, poor self-management scores may imply that I have issues in adapting to changes in the social environment. Lack of adaptability is due to caused by self-control problems that make me lack the energy to incorporate new ideas or perspectives (Bar-On, & Parker, 2000). Based on the results, it is clear that I lack the necessary energy to juggle multiple demands especially in the dynamic business world. Normally, the business environment is on a dynamic course, and people should have skills of easily integrating with the changes. Changes are necessary because they help the business entity to remain relevant in the market. Leaders with poor adaptive skills cannot bring desired results to the business because they discredit other ideas that do not match with their ideological thinking.
Besides having adaptability issues, the scores mean that I lack initiative skills to push for better results. Normally, leaders are required to direct their organizations in a way that leads to good results. However, sometimes difficult situations may arise that affect leaders to provide the necessary direction to address change (Bar-On, & Parker, 2000). During these situations, a person should initiate a change that will guide other staff to realize expected results. Unfortunately, my results on self-management show that I lack the push to initiative change in an organization.

Opportunities

Despite the weak areas discussed above, there are still many opportunities. This section will focus on evaluating different areas that present opportunities from my emotional intelligence results. Firstly, the results on social awareness indicate a score of 74 units. This is an above average score and shows that there are various areas that are fine while a few that require improvements. If I can improve on the weak areas, there is a high chance of boosting social awareness performance.
For instance, social awareness results mean that I have empathy. Empathy is an important value that helps a person sense emotion of other people. It helps a person to listen attentively and understand what other people need. Having this competence can help me learn to work with people from diverse backgrounds. Empathy gives me power to formulate mechanisms of working with people who hold varying ideas or views about what I do. Quite often, people interact with people from diverse backgrounds and during these interactive sessions they have to have accommodative skills to make other people comfortable (Bar-On, & Parker, 2000). If a person poses empathy skills he/she can control any situation without exposing their inner weaknesses. For instance, the results on self-management show that I have self-control issues, and I do not like exposing my inner feelings. However, I can use my empathy skills to hide other people I interact with from understanding my inner controlling weaknesses.
A high social awareness score indicates that I posses organizational awareness capabilities. This means that I have the power to create cordial working relations with other people in a business entity. I can effectively detect social network and understand the networking forces that influence the productivity of workers in an organization. Therefore, I can use these competency skills to motivate workers to boost their productivity and hence bring desired results for the firm. Besides being aware of others’ needs, I can foster good working relations between workers and external stakeholders including customers and the public.
Based on the emotional results, I scored 73 units on relationship management. This is an above average score and indicates that I have good skills in managing interactive emotions with other people. This competence gives me the power to effectively manage any conflict.
As mentioned earlier, I have self-control issues but high relationship management scores give me an opportunity to develop mechanisms of handling disturbing situations. Quite often, an issue may arise in an organization and leaders have to use their expertise to develop policies that address the problem. Successful leaders are those who have the necessary competence skills to pitch together varying perspectives and harmonize the varying ideologies so that an amicable solution to the problem can be realized.
I earlier discussed how I find it difficult to integrate change with inner feelings. Specifically, I have collisions with harmonizing my inner emotions with external emotions. However, a high relationship management score indicates that I can act a catalyst for change. This means that I can recognize change when it seems to provide the best solution to a problem. As an inducer of change, I can help an organization realize its business goals. Moreover, being able to realize change provides me with an opportunity to hide other elements that can affect the organizational agendas.
As mentioned earlier, I posses strong skills of accurately highlight personal limitations and strengths. As studies suggest, people who have the ability to accurately pinpoint their strengths can use this ability to develop others. Ideally, they can help other people understand their strengths and weaknesses. They can thus become strong influencers and motivators of others. This trait provides me with an opportunity to positively influence change in the characters of other people.

Threats

Despite the opportunities presented above, an analysis of the overall emotions score indicates that there are some threats which may impact my wellbeing, as well as association with others. It is thus important to develop mechanisms that will help in addressing the threats.
Firstly, lack of optimism due to poor self-management scores act as a threat to mental well-being. If I cannot provide hope to people especially when dealing with a difficult situation, this can act as a threat to mental wellbeing. Specifically, close people will start behaving in an uncomfortable manner. Moreover, they will not deliver their best effort when executing hopes because they believe their leader already believes they will not achieve their desired results. Lack of optimism is a threat to a person because it hinders him/her from motivating other people (Ciarrochi, Forgas, & Mayer, 2006). It can also lead to the rise of trust problems since other people will start discrediting decisions taking a person who does not hope for better results.
As indicated in the paper, I have issues with self-control. Despite having the power to act as a catalyst for change hence hiding other people from realizing the self-control issues, I cannot hide in totality the self-control issues. Normally, hiding other people from realizing my inner weakness is short-term reprieve activity though it can haunt a person to declare their personal issues. Therefore, lack of self-control not only acts as a weakness for me but also a threat to my wellbeing.
Besides self-control, remaining relevant in the current world requires a person to have adaptive skills. Failure to show flexibility traits acts a threat to career growth. As mentioned earlier, I have issues with integrating change in an organization, and this is because I am less optimistic about anything that I do. If I do not learn to integrate change, then I will face challenges in the future. I may face numerous challenges in the future especially in providing leadership direction.
Aside from flexibility, lack of power to drive an initiative can act as a threat to my wellbeing. If am aspiring to become a leader in future, I should learn to initiate things. I should take responsibility and, guide other people to achieve expected results. I should take control of my destiny and help other people to achieve their goals. Demonstrating efficacy through taking initiatives will restore hope to people who initially thought I cannot take a bold move to initiate change in any entity (Ciarrochi, Forgas, & Mayer, (2006).
My self-management results were poor as compared to other assessment parameters. One element that could have contributed to these poor results is the lack of transparency and honesty. Transparency is an important aspect of leadership, and if other people realize that I have transparency issues they will stop interacting with them. Therefore, transparency is a threat to my future endeavors. Based on these insights I have to learn to show openness to other people. In case of any problem, I should learn to admit mistakes and accept criticism from other people. Routine acceptance of any problem will improve transparency ratings and hence restore trust.
As it is clear from the evaluation above, I have to make some improvement in various weak areas as well as enhance the strong areas. Specifically, I should make more improvements to social competence areas. I should learn to be accommodative to other people and know how to appreciate their strengths and weaknesses in a positive way. Finally, I should focus on enhancing the weak areas of personal competence especially on self-management (Ciarrochi, Forgas, & Mayer, 2006)

References

Bar-On, R., & Parker, J. D. (2000). The handbook of emotional intelligence: Theory, development, assessment, and application at home, school, and in the workplace. San Francisco, CA: Jossey-Bass.
Ciarrochi, J., Forgas, J. P., & Mayer, J. D. (2006). Emotional intelligence in everyday life. New York: Psychology Press.
Matthews, G., Zeidner, M., & Roberts, R. D. (2007). The science of emotional intelligence: Knowns and unknowns. Oxford: Oxford University Press.
Talentsmart. (2015). Emotional Intelligence (EQ) | The Premier Provider - Tests, Training, Certification, and Coaching. Retrieved from http://www.talentsmart.com