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Cobweb Survey Report

Cobweb Survey Report

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Using the results generated by The Competing Values Leadership Role (Belasen & Frank, 2008) survey, I analyzed my leadership and managerial competencies. According to the generated results I have two main areas of strengths while other two domains need slightly more hard work to improve my leadership skills. My first area of strength shows that I have internal flexibility that makes me competent to work in diverse contexts and environments. I this domain I have considerably high score in Mentor and Facilitator role. These competencies highlight my ability to lead a team and mentor them in an effective manner. I believe that this is the most important aspect of being a good and transformational leader.

My second area of strength shows that I have a very stable internal control. This also signifies that I can work in diverse, and challenging situations without easily getting overwhelmed or intimidated by the circumstances. According to this quadrant I have considerably good level of a Monitor Role and Coordinator Role. These competencies allow me to act positively in a collaborative and integrative environment. While my internal control is stable, I have slight weaknesses in my external control domain as I have moderately lower score in Producer Role and Director Role. I believe that I need to improve these skills to enable my self to handle a constructive position as a leader. This can hinder my team leading abilities as well.

Finally, I also have moderate weaknesses in External Flexibility domain. This is because I have moderately low score in Innovator and Broker Role. I believe that this is one of the most important quadrants as competencies in this domain ensures that the leader is creative, constructive, innovator and have the ability to develop competitive edge. Being low in these domains can be destructive as a leader.

References

Belasen, A., & Frank, N. (2008). Competing values leadership: Quadrant roles and personality traits. Leadership & Organization Development Journal, 29(2), 127-143.

Zafft, C. R., Adams, S. G., & Matkin, G. S. (2009). Measuring leadership in self‐managed teams using the competing values framework. Journal of Engineering Education, 98(3), 273-282.

Lavine, M. (2014). Paradoxical leadership and the competing values framework. The Journal of Applied Behavioral Science, 50(2), 189-205.

Vilkinas, T., & Cartan, G. (2006). The integrated competing values framework: its spatial configuration. Journal of Management Development, 25(6), 505-521.

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