My appreciative inquiry scores show that my Appreciative Inquiry mindset is starting to be naturally inclined to a solution-based approach. The AI system helps me approach the whole system by being concerned with the stakeholder wants through making solutions to problems, engaging in constructive conversations, interactive relationships and having an open discussion forum in the organization. My soar capacity scores suggest that my strengths score is six and above and that I am naturally concerned about my strengths. On my opportunities, it indicates that they are still six and above so I am naturally concerned with them.

My aspirations score indicates to be six or higher and still indicates that I am naturally concerned with the aspirations while my results score is six and thus, I should work towards being concerned with them if I need to know whether I am succeeding. My SOAR capabilities indicate that am starting to be conversant with the importance of inquiry into the strengths of the system and how to use capabilities to achieve goals and objectives. Recognizing strengths in oneself and others might be critical to effective leadership as it helps one cooperate the abilities, ideas, and desires within oneself and work towards achieving the best (Anderson & Sun, 2017). These strengths in oneself and others are the key factors to progress hence as a leader one must keep them under watch if he/she wants to succeed.

Besides, I have some core strengths which help me in leadership administration and this includes good communication which helps me administer rules effectively in tasks I give out. Teamwork is part of them as I organize my team to ensure they involve in collaborative discussions. I am determined in soaring great heights in my business as I focus on achieving the best as I run the business while I am still confident in the decisions that I make as if it means risk-taking to achieve my objectives. I also have good listening skills as I adopt the opinion and views of everyone and not referring to anyone as superior over the other.

In every business, some opportunities need to be addressed to ensure success is achieved. I need to understand my leadership style as it helps me understand my strengths better and even learn the areas where I need to put more emphasis to succeed. Serving as the role model will help me to inspire others to do better as they emulate my behaviors thus fostering on improving their performance index. Moreover, I would focus on encouraging creativity. Creativity is the major factor in the success that helps to administer ways that outdo the others in the development as a leader.

I am deeply concerned with how ideas and innovations create new opportunities in achieving the required results. Thereby, incorporating innovation of which it’s creativity and focusing on values, visions, and missions of the organization keeps me motivated as a leader. I aspire to lead by example by understanding the importance of activating motivations and committing the others in achieving the desired results. Having achieved my aspirations and took advantage of my opportunities I can access that I have succeeded by seen the outcomes of the team expectations and having completed the tasks I was supposed to (Areskoug et al, 2018). The results achieved are a success and task completion.

In revising the SOAR profile results I everything was interesting and amazing as it motivated me in improving my strengths and utilizing my opportunities to achieve the desired results. This will help as a leader to be confident in whatever path or perspectives I undertake in achieving greatness. It motivates me as a leader in that I can achieve what I need through confidence and determination. The SOAR based approach to leadership helps to improve morale and loyalty of employees in that it helps share the vision and mission of the business thus enhancing commitment within employees towards aimed goals. It also contributes to a healthy work environment as it empowers team members towards achieving the best.

References

Anderson, M. H., & Sun, P. Y. (2017). Reviewing leadership styles: Overlaps and the need for a new ‘full?range’ theory. International Journal of Management Reviews, 19(1), 76-96.

Areskoug Josefsson, K., Avby, G., Andersson Bäck, M., & Kjellström, S. (2018). Workers’ experiences of healthy work environment indicators at well-functioning primary care units in Sweden: a qualitative study. Scandinavian journal of primary health care, 36(4), 406-414.