Reflection On External Assessments

Total Score: ___153______ What is your personal response to this score? I'm working on myself and it's a gradual change. I'm fine with this score.

SCI411 Academic and personal development Portfolio: Part 1 From not being in education for a few years, being able to recognise my own academic skills, strengths and weaknesses was quite difficult. However, over these first couple of weeks in lectures my learning strengths and weaknesses have made themselves apparent. Whilst filling out the questionnaire Skills Self-Assessment Audit (Theeducators, 2013) it took a lot of understanding of the questions to be able to answer honestly, and my lowest scores reflected this in the personal effectiveness category. Skill strengths

The strengths that were identified this time taking the assessment were all characteristics that I strongly identify with. The most recent assessment showed that my strengths are, in order, Futuristic, Context, Relator, Restorative, and Analytical. This is in comparison to my 2014 results of Includer, Harmony, Consistency, Relator, and Analytical. My 2014 results were much more reflective of someone in the relationship building domain, something that I would actually consider myself only competent at, if not a weakness of mine. I am solid in those aspects, but thought that it overestimated my capabilities

Upon completion of the Strengths Finder survey, I learned I have five areas of strength (Clifton & Anderson & Schreiner, 2006). These strengths are; achiever, communication, arranger, positivity, and ideation. I must admit, before taking this survey there were doubts surrounding its accuracy. By nature, I am a sceptic of this type of personal inflection conducted by an outsourced company. Prior to taking it, I kept telling myself, there is no possible way that a simple survey can give me insight on my inner workings.

This is to measure entry-level competence assessment of their competence for entry-level practice over time. The rating scale of FWPEs ranges from 1-4. With 1 being unsatisfactory and 4 being exceed standers. At midterm having a 54 or above is satisfactory. I learn that keeping an open

This assessment may result in either negative or positive results. I believe my self-esteem is low. I doubt the decisions I make. As if to make it clearer, just last week three people told me that I worried too much in a day. I do not believe I have the ability to make decisions on my own and while growing up my mother did not allow me to make any decisions which I believe helped to lessen my belief in my self.

In completing the assessment I was able to identify areas for improvement. Previous to taking this test, I had an idea of what it would likely say I need to improve on, vulnerability. The assessment showed me that I have opportunities to develop my vulnerability. I struggle with being vulnerable personally and also dealing with those who are vulnerable around me. This is something that I want to focus on, to become the transformational leader I strive to be.

2:1 Compare the strengths and limitations of assessments of a range of assessment methods with reference to the needs of individual learners. Workplace Observations, question and answer/professional discussions, projects/assignments, portfolios, witness statements. A good assessor will always take into account their learners needs and what particular subject they are studying for prior to confirming with learner type of assessment method to be used. Workplace observations

This was the second time I had taken the strengths finder assessment and like my previous results I receive competition as my top strength. I have always been an extremely competitive person, whether it be sports, school, or employment. I have always strived to be the best and dislike losing. According to the results a person who is competitive measure their progress based on the performance of others. I extremely relate to this since I feel satisfied when I outperform other coworkers, peers, or friends.

identified an additional flaw I need to work on. I scored a 2 in the self-assessment as can be seen under Appendix A, subsection 14. A score of 2 or lower states that the person has trouble and a hard time speaking straight and needs improvement on their candor. From the score I received from the self-assessment I looked back on the times I was dealing with a situation and was able to reflect that a common pattern was seen. I saw that I tended to beat around the bush instead of saying what was wrong directly, this was because I did not want to make it any bigger than it actually was or did not want to hurt anyone's feeling.

David, Self assessments are tricky. I mean, they are for me at least. Especially when it comes to writing. Whenever I write something, especially something creative, I generally go through the same process; While I'm writing it I enjoy the ideas that I am coming up with, and I think that what I have created is really good. I even feel pride, or at least something resembling it, when I re-read it for the first time.

Why Should People Attend College… Many people attend college but don’t understand all that comes with the benefit of attending college. There are people that don’t get the opportunity to attend college because of many reasons like having kids early, financial issues, and some just believe they are not smart enough to really make it. Though I don’t find the last excuse a valid enough reason to not attend school, a lot of people use that excuse to justify why they are not going to school. But let me just tell you, you are truly missing out on a great college experience and all the good things college must offer due to you not attending.

The “Who Are You” assessment is designed to give a person a better idea of their strengths and weaknesses so they can further develop themselves in the areas that they choose to. I have taken many self-assessments throughout my professional career and the information presented in this assessment was not alarming and nothing new to me. I know what my strengths are and I tend to build upon them, rather than working on a weakness that may never be a strength. I cannot say that I actually learned anything new.

He goes on to describe that technical skills are important in their success, but insufficient if not integrated with the necessary key segments that make up emotional intelligence. Many large companies have incorporated competency models in their training as a way to identify and promote star performers. These models are organized by grouping the employees’ capabilities into three groups; analytical, cognitive and emotional intelligence. On such models, senior management was asked to classify the skills of the company’s best leaders and psychologist were asked to use objective criteria to distinguish between the high performers and the average ones. The employees were then quizzed to compare their capabilities.

By using the Jim Collins (2001) levels of management and leadership capability model, I’ve managed to assess how far I have since come when I first started my studies to where I stand currently where I need to get to . At stage two I believe I was at level three: “ a competent manager “ who effectively organises resources to enable my employer then (SAA) to effectively achieve its business goals. (Proof of this is at this stage I was tasked by the company when it was in a crucial process of formulating a long term turnaround strategy to lead the team for the group that was devising… strategic direction on brand communications which I successfully executed and delivered on with the cross functional team I was leading way ahead of our