Psychodynamic and interacts with other members of

Psychodynamic ApproachNameInstitutionInstructorCourseDate Psychodynamic ApproachThe Leadership Archetype Questionnaire is an instrument used by leaders to identify dominant leadership traits, which are also known as leadership archetypes. This is helpful in determining the way that a leader deals and interacts with other members of an organization and addresses certain situations in an organization (Northouse, 2016).

This is also important in determining a leader’s competence and strengths in performing different roles and responsibilities. After using the leadership archetype questionnaire, Abridged Version to determine my leadership behavior, information collected from the results indicate that I have three leadership archetypes, which are the change catalyst, the processor, and the coach (Northouse, 2016). The change catalyst is a leader who is best suited in effectively managing organizational cultures which is important in enabling organizations to identify opportunities as well as necessary transformations in an organization (Northouse, 2016). These leaders are creative in coming up with new organizational strategies which enhance future preparedness for any developments or change.

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This is true since I have always been considerate in ensuring that employees are adequately prepared by providing opportunities to them to improve their skills and expertise (Northouse, 2016). The second leadership archetype is the processor, which involves a leader creating order in an organization facing a crisis. This can be inform of helping an organization in adapting to new changes which if done in effectively can lead to negative results in an organization (Northouse, 2016). From my previous experience, I have always been involved in several occasions to give my opinion and direction in the management decision-making process. The last leadership archetype is the coach, which involves the characteristic of a leader to improve organizational trust, which is achieved by leaders being good listeners (Daskal, 2017). This leadership archetype surprised me since I am not quite a good listener and not a great communicator. Sometimes I can be quite tough on employees who are not adequately achieving their goals and objectives based on their roles as this may negatively affect the ultimate goals of the organization (Daskal, 2017).

The characteristics of the psychodynamic approach might impact my personal leadership style by influencing how I apply my leadership styles in certain dimensions. This is due to the emphasis on some of my personal characteristics, which will help me in understanding my personal leadership traits and how they can be better applied (Daskal, 2017). This will help me in identifying my strengths where I am able to improve on them and work on any gaps to enable me in creating a well-balanced team (Daskal, 2017). A psychodynamic approach may help me in becoming an effective leader by helping ne in addressing emotional aspects of employees, which may have an impact on their performance in an organization. This will be achieved after understanding my personal leadership characteristics and how other employees of the organization react to them. With this information, I can be able to improve my relationship with the team members (Daskal, 2017). ReferencesDaskal, L. (2017).

The leadership gap: What gets between you and your greatness. New York: Portfolio/Penguin.Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.

). Thousand Oaks: CA: Sage Publications.


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