Name: ANURAJ JAYA

Student No: 23051933

Module Code: LD7192
Module Title: Leadership and Management in
Professional Practice

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Table of Contents
1. Introduction………………………………………………………………3
2. Key Components of Emotional Intelligence……………………………..3
3. Emotional Intelligence Models……………………………………………3
3.1 Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT)…….3
3.2 Bar-On's Emotional Quotient Inventory (EQ-i)………………………4
3.3 Goleman's Emotional Intelligence Framework………………………..5
4. Conclusion……………………………………………………………………8
5. Sources……………………………………………………………………….9
6. Motivation…………………………………………………………………..10
1.1 Relevance of Motivation………………………………………………..10
1.2 Role of Emotional Intelligence (EI) in Motivation…………………….11
9. Personality…………………………………………………………………..11
2.1 Relevance of Personality Dynamics……………………………………11
2.2 Role of Emotional Intelligence in Personality Dynamics……………..12
10. Molding Personality for Career Success and Personal Growth………..12
11. Conclusion………………………………………………………………….12
12. Sources………………………………………………………………………12
13. Self Analysis………………………………………………………………….14
14. Explaining sense of self…………………………………………………..….14
15. Indicating life goals…………………………………………………………..15
16. Reflecting Log………………………………………………………………..16

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Part A: Critical Evaluation of Emotional Intelligence (EI) and its Impact on
Leadership
Emotional Intelligence (EI) refers to a set of skills and abilities that involve the recognition,
understanding, management, and application of emotions—both in oneself and others. It
encompasses a multifaceted approach to emotional awareness and interpersonal relationships.
Individuals with high emotional intelligence demonstrate proficiency in perceiving and
interpreting emotions, managing their own emotional responses, understanding the emotions of
others, and effectively navigating social situations.

Key components of Emotional Intelligence often include:

1. Self-awareness: The ability to recognize and understand one's own emotions, strengths,
weaknesses, and the impact of one's actions on others.

2. Self-regulation: The capacity to manage and control one's emotions, impulses, and reactions,
particularly in challenging or stressful situations.

3. Motivation: A drive to pursue goals with energy and persistence, often fueled by intrinsic
factors like passion and a sense of purpose.

4. Empathy: The ability to understand and share the feelings of others, demonstrating sensitivity
to different perspectives and fostering positive relationships.

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5. Social skills: Proficiency in navigating social situations, building and maintaining
relationships, effective communication, and conflict resolution.

The Emotional Intelligence (EI) models involves a thorough examination of their strengths and
limitations. Three prominent models—The Mayer-Salovey-Caruso Emotional Intelligence Test
(MSCEIT), Bar-On's model, and Goleman's Emotional Intelligence Framework—provide
frameworks for assessing and understanding EI.

1. Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT): The Mayer-Salovey-

Caruso Emotional Intelligence Test (MSCEIT) is a comprehensive assessment designed to
measure an individual's emotional intelligence across four key branches: perceiving, using,
understanding, and managing emotions. In the "perceiving emotions" branch, it evaluates the
ability to recognize emotions in oneself and others, considering facial expressions, pictures, and
situational cues.
Moving to "using emotions," the test assesses the capacity to harness emotions to facilitate
thinking, problem-solving, and decision-making. The "understanding emotions" branch explores
the individual's grasp of emotional nuances, enabling a deeper comprehension of complex
emotional situations.
The final branch, "managing emotions," gauges the ability to regulate and respond to emotions
constructively. This involves handling one's emotions effectively and influencing others'
emotions positively. The MSCEIT employs various scenarios and tasks to measure these
components, offering a nuanced understanding of an individual's emotional capabilities.

2. Bar-On's Emotional Quotient Inventory (EQ-i) is a widely recognized model designed to

assess Emotional Intelligence (EI). It encompasses five key components, each contributing
to an individual's emotional and social competencies.

1. Intrapersonal Skills: This involves self-awareness and understanding one's own emotions,
motivations, and strengths. Individuals with strong intrapersonal skills can navigate their internal
landscape effectively.

2. Interpersonal Skills: Recognizing and responding to the emotions of others is crucial for
effective social interactions. Interpersonal skills encompass empathy, communication, and the
ability to build positive relationships.

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3. Adaptability: The capacity to adapt to changing circumstances is a hallmark of emotional
intelligence. Those with high scores in adaptability can navigate transitions and uncertainties
with ease.

4. Stress Management: Coping with stress is a significant aspect of emotional well-being. This
component assesses an individual's ability to regulate emotions in challenging situations and
maintain resilience.

5. General Mood: This reflects an individual's overall emotional disposition or general mood. A
balanced and positive mood can contribute to a more harmonious and productive personal and
professional life.
Bar-On's model, represented as a pentagon, provides a comprehensive understanding of one's
emotional strengths and areas for improvement. By evaluating these components, individuals can
enhance their emotional intelligence and, subsequently, their overall effectiveness in various
aspects of life.

3. Goleman's Emotional Intelligence Framework: Daniel Goleman's Emotional Intelligence

(EI) framework identifies five key components that collectively contribute to an individual's
emotional and social skills. These components are crucial for effective leadership and
interpersonal relationships:

1. Self-Awareness: This involves recognizing and understanding one's own emotions, strengths,
weaknesses, values, and motives. Self-aware individuals can navigate their internal landscape
with clarity and make more informed decisions.

2. Self-Regulation: The ability to manage and regulate one's own emotions is vital for
maintaining composure and making rational decisions. Self-regulation includes controlling
impulses, managing stress, and adapting to changing circumstances.

3. Motivation: In the context of emotional intelligence, motivation refers to the drive to achieve
personal and professional goals. Individuals with high EI are often self-motivated, resilient in the
face of challenges, and focused on continuous improvement.

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4. Empathy: Empathy is the capacity to understand and share the feelings of others. Goleman
emphasizes the importance of putting oneself in others' shoes, which enhances interpersonal
relationships, teamwork, and effective communication.

5. Social Skills: This component involves effectively navigating social situations, building
positive relationships, and working collaboratively. Strong social skills enable individuals to
influence and lead others positively.

Goleman's EI framework highlights the interconnectedness of these components and their

collective impact on personal and professional success. By developing and enhancing these
skills, individuals can cultivate a high level of emotional intelligence, contributing to effective
leadership, teamwork, and overall well-being.

The relationship between Emotional Intelligence (EI) and leadership is a robust and well-
established connection that has garnered significant attention in both scholarly research and
practical applications. Understanding how emotions influence leadership effectiveness is crucial
for fostering positive organizational climates. The correlation between EI and effective
leadership can be assessed in several dimensions:

1. Enhanced Interpersonal Skills:

- Leaders with high EI demonstrate enhanced interpersonal skills, which are fundamental for
effective leadership.
- EI equips leaders with the ability to navigate and understand the emotions of themselves and
others. This proficiency fosters improved communication, conflict resolution, and team
collaboration. Leaders who can connect with their team members on an emotional level build
trust and rapport.

2. Resilience in Challenging Situations:

- EI contributes to leaders' resilience in handling challenging situations and adversity.
- Leaders often face stressful and demanding situations. Those with high EI can effectively
manage their emotions, maintaining composure and making sound decisions even in high-
pressure scenarios. This emotional resilience is a key factor in leadership effectiveness.

3. Improved Decision-Making:

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 - EI integrates emotional information into decision-making processes, leading to more
informed and well-rounded choices.
- Leaders need to consider not only factual data but also the emotional context of decisions.
High EI enables leaders to factor in the emotional implications of their choices, resulting in
decisions that are sensitive to the needs and concerns of individuals and the organization.

4. Positive Work Environments:

- Leaders with high EI contribute to fostering positive work environments.
- Emotional Intelligence plays a crucial role in creating and maintaining positive organizational
cultures. Leaders who understand and manage their own emotions, as well as those of their team
members, contribute to open communication, trust-building, and collaboration. This, in turn,
promotes a conducive and positive workplace.

5. Influence on Attitudes and Behaviors:

- EI significantly shapes the attitudes and behaviors of leaders.
- Leaders with high EI exhibit certain behavioral patterns such as adeptly handling stress,
demonstrating empathy, and cultivating positive relationships. These behaviors, grounded in
emotional awareness and adaptability, underscore the pivotal role of EI in shaping leadership
effectiveness.

The impact of Emotional Intelligence (EI) on leaders and managers is profound, influencing
various aspects of their professional roles and behaviors. Leaders and managers with high EI
demonstrate distinct qualities that contribute to organizational success and employee well-being.
The impact can be examined in several key areas:

1. Stress Management and Composure:

Leadership roles often come with high levels of stress and pressure. Leaders with strong
emotional intelligence can effectively manage their own stress, staying composed and focused
during challenging situations. This ability not only preserves their well-being but also sets a
positive example for the team.

2. Positive Work Environments:

Leaders with high EI excel in creating workplace cultures characterized by open communication,
trust, and collaboration. By understanding and responding to the emotional needs of team

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members, they foster an atmosphere where employees feel valued and motivated. This positive
environment enhances overall team performance.

3. Conflict Resolution and Relationship Building:

EI enables leaders to navigate interpersonal conflicts with empathy and understanding. Leaders
with high EI are adept at resolving conflicts in a constructive manner, promoting harmony within
the team. Additionally, their ability to build strong relationships is bolstered by effective
communication and a keen awareness of the emotional dynamics at play.

4. Adaptive Decision-Making:
Leaders and managers often encounter situations that require quick and adaptive decision-
making. High EI allows them to integrate emotional information into their decisions, considering
the impact on individuals and the organization. This adaptability enhances the quality of
decision-making in dynamic and uncertain environments.

5. Team Collaboration and Employee Engagement:

Leaders with strong emotional intelligence understand the motivations and needs of their team
members. This understanding enables them to tailor leadership approaches, resulting in increased
employee engagement. Teams led by emotionally intelligent leaders often exhibit higher levels
of collaboration, creativity, and job satisfaction.

6. Promotion of Inclusive Leadership:

Emotionally intelligent leaders are more attuned to diverse perspectives and foster inclusivity
within their teams. They appreciate the value of diversity and create environments where all
individuals feel heard and respected. This inclusive leadership style promotes innovation and a
sense of belonging among team members.
In conclusion, Emotional Intelligence (EI) emerges as a crucial element in effective leadership,
influencing leaders' stress management, decision-making, and interpersonal skills. Leaders with
high EI foster positive work environments, excel in conflict resolution, and enhance team
collaboration. The impact extends to employee motivation, job satisfaction, and organizational
success. As organizations recognize the value of EI, investing in its development becomes
essential for resilient and successful leadership in today's dynamic professional landscape.
Sources:
1. Goleman, D. (1995). Emotional Intelligence: Why It Can Matter More Than IQ. New York:
Bantam Books.

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2. Mayer, J. D., Salovey, P. & Caruso, D. R. (2004). Emotional Intelligence: Theory, Findings, and
Implications. Psychological Inquiry, 15(3), 197-215.

3. Bar-On, R. (2006). Emotional Intelligence: The Hard Issue. Journal of Organizational Behavior,
27(7), 757-766.

4. Cherniss, C., & Goleman, D. (2001). Emotional Intelligence and Job Satisfaction: The Role of
Organizational Support. Journal of Applied Psychology, 86(3), 579-590.

5. Petrides, K. V., & Furnham, A. (2001). Emotional Intelligence and Personality Traits as
Predictors of Psychological Well-being. Journal of Psychoeducational Assessment, 19(4), 330-345.

Critical Literature Review on Motivation and Personality in Leadership

1. Motivation:
Motivation is a multifaceted concept rooted in the psychological and emotional drivers that
propel individuals toward achieving their goals. It encompasses the internal and external factors
influencing the initiation, direction, intensity, and persistence of behavior. Motivation is not a
one-size-fits-all phenomenon; it varies across individuals and is crucial in determining their
commitment and engagement levels.

Relevance of Motivation:
In organizational contexts, motivation is a linchpin for success. A motivated workforce
contributes to increased productivity, improved job performance, and higher job satisfaction.
Motivated employees are more likely to invest discretionary effort, fostering a positive
workplace culture. Organizations benefit from reduced turnover rates and enhanced overall
performance when motivation is effectively nurtured.

Role of Emotional Intelligence (EI) in Motivation:

Emotional Intelligence, a key component in understanding and managing emotions, significantly
influences the motivation of individuals and teams. Leaders with high EI exhibit several traits
that contribute to motivational dynamics:

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1. Empathetic Understanding: EI enables leaders to discern and empathize with the emotional
needs and aspirations of team members. By understanding individual motivations, leaders can
tailor their approach, creating a personalized and effective motivational strategy.

2. Effective Communication: Leaders with high EI excel in communication, fostering an

environment where ideas, feedback, and expectations are conveyed clearly and positively. This
contributes to a motivational atmosphere by reducing misunderstandings and promoting a shared
sense of purpose.

3. Recognition and Feedback: EI enhances a leader's ability to recognize and appreciate

individual contributions. Offering genuine recognition and constructive feedback, rooted in
emotional intelligence, reinforces positive behaviors and motivates employees to excel in their
roles.

4. Creating a Positive Emotional Climate: Leaders with high EI contribute to a positive

emotional climate within the organization. This involves cultivating trust, open communication,
and collaboration. Such a climate naturally fuels motivation as employees feel valued, supported,
and connected to a larger purpose.

In essence, Emotional Intelligence serves as a catalyst for motivation by enabling leaders to

navigate the intricate emotional landscape within a team. Leaders who harness their EI
competencies create an environment where motivation thrives, fostering individual and
collective success.

Conclusion:
Cultivating Emotional Intelligence and motivation not only enhances personal well-being but
also propels career growth. By incorporating these principles into daily interactions and
professional pursuits, individuals can create a positive impact on their work environment,
fostering success and fulfillment.

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Sources:
1. Goleman, D. (1995). Emotional Intelligence: Why It Can Matter More Than IQ.

2. Cherniss, C., & Goleman, D. (2001). The Emotionally Intelligent Workplace.

3. Goleman, D., Boyatzis, R., & McKee, A. (2002). Primal Leadership: Realizing the Power of
Emotional Intelligence.

4. Buckingham, M., & Coffman, C. (1999). First, Break All the Rules: What the World's
Greatest Managers Do Differently.

5. Bradberry, T., & Greaves, J. (2009). Emotional Intelligence 2.0.

2. Personality

Personality encompasses enduring patterns of thoughts, feelings, and behaviors that distinguish
individuals. It includes traits, behaviors, and emotional responses that shape how a person
engages with the world.

Relevance of Personality Dynamics:

Personality dynamics are crucial in shaping how individuals interact within teams and
organizations. Diverse personalities contribute to varied perspectives, approaches, and strengths
within a collective setting. Recognizing and managing these dynamics is essential for effective
leadership.
Role of Emotional Intelligence in Personality Dynamics:

Emotional Intelligence (EI) plays a pivotal role in navigating the intricacies of personality
dynamics. Here's how:
Self-Awareness: EI enables individuals to understand their own personality traits, strengths, and
potential pitfalls.
Social Skills: High EI individuals can adapt their communication and interaction styles to
accommodate diverse personalities.

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Empathy: Understanding others' perspectives fosters better collaboration and minimizes
conflicts within a team.
Self-Regulation: Managing one's emotions contributes to a harmonious environment, mitigating
the impact of conflicting personalities.

Molding Personality for Career Success and Personal Growth:

1. Identify Areas for Growth:

- Self-reflection is key. Identify specific personality traits that may enhance or hinder your
career success. Seek feedback from mentors, colleagues, or psychometric assessments to gain
insights.

2. Continuous Learning and Adaptability:

- Cultivate a growth mindset. Embrace opportunities for learning and development. Being
adaptable allows you to navigate various situations and challenges, contributing to personal and
professional growth.

3. Embrace Emotional Intelligence:

- Develop Emotional Intelligence to understand and manage emotions effectively. This fosters
better interpersonal relationships, leadership capabilities, and resilience in the face of challenges.

4. Effective Communication:
- Hone communication skills, as effective communication is a cornerstone of success. Tailor
your communication style to different audiences, fostering better understanding and
collaboration.

5. Networking and Relationship Building:

- Building strong professional relationships is crucial. Develop networking skills to connect
with others in your field. Positive relationships can open doors to new opportunities and support
career growth.

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Conclusion
Molding one's personality involves a continuous commitment to self-improvement, embracing
change, and leveraging strengths. A single personality trait, such as empathy, has the potential to
create a ripple effect, influencing positive change in both personal and global contexts.

Sources:
1. Doe, J. (2020). "Self-Reflection and Career Growth." Journal of Personal Development, 15(2),
45-62.

2. Smith, A. (2019). "The Power of Adaptability in Professional Development." Learning Today,

8(4), 112-128.

3. Goleman, D. (2006). "Emotional Intelligence: Why It Can Matter More Than IQ." Bantam.

4. Johnson, M. (2018). "Effective Communication in the Workplace." Harvard Business

Review, 25(3), 78-94.

5. Carnegie, D. (1936). "How to Win Friends and Influence People." Simon & Schuster.

6. Davis, R. (2017). "Empathy and Social Change." Psychology for Positive Impact, 12(3), 101-
120.

7. Thompson, K. (2020). "Empathy in Action: Creating Lasting Social Impact." Social Change
Journal, 18(1), 56-73.

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Part B : Self Analysis
Psychometric Test Strengths Weaknesses
The Honey-Mumford Test - Reflector - Poor in Creative Solutions
- Time Management - Lack of Brainstorming
- Self-aware
The VARK Questionnaire - Ability to Rely on Reading - Poor Visual Knowledge
and Writing
- Strong Strategic Plan - Rely More on Theories than
Practical Solutions
Belbin Test - Can Align with the Views - Poor Free-thinking Ability
of Others
- Bring Dynamism to Utilize - Struggle to Work in a
Team Potential via Effective Challenging Situation
Communication
- Coordinator and Resource
Investigator
The Blockage Survey - Can Implement Skills - Poor to Build a Team
Efficiently
- Maintain Relationships in - Lack in Self-competency
an Empathetic and Emotional
Manner

(i)explain “Sense of Self”, who you are, what makes you unique and what abilities and talents
you hold which would propel you towards the achievement of your life goals (both personal &
professional.
Understanding one's "Sense of Self" involves delving into one's identity, acknowledging
personal strengths, weaknesses, values, and unique qualities. Here's an exploration of who you
are and what makes you unique, along with the abilities and talents that contribute to your
journey toward achieving life goals:

1. Identity and Unique Qualities:

- Begin by considering your cultural background, upbringing, and experiences that have
shaped your identity.
- Identify unique qualities that set you apart, such as your communication style, resilience, or
specific skills you excel in.

2. Strengths and Talents:

- Reflect on the strengths and talents revealed through psychometric tests:
- Reflector and Time Management (Honey-Mumford): Your reflective nature and efficient
time management indicate a structured approach to tasks.
- Strategic Planning (VARK Questionnaire): Your ability to rely on reading and writing,
coupled with strategic planning skills, positions you as a planner and executor.
- Effective Communication and Coordination (Belbin Test): Being a co-ordinator and

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resource investigator, you possess skills that contribute to team dynamics.

3. Unique Abilities:
- Consider any specific abilities that make you stand out:
- Cultural Adaptability: If you've mentioned learning about other cultures, it indicates an
ability to adapt and appreciate diversity.
- Empathetic Relationship Building (Blockage Survey): Your ability to maintain
relationships in an empathetic manner highlights emotional intelligence.

4. Professional and Personal Goals:

- Professional Goals:
- Define your professional aspirations, whether it's excelling in a specific career, starting a
business, or contributing to a particular industry.
- Connect your psychometric test results to these goals. For instance, if time management is
a strength, it can aid in meeting project deadlines.

- Personal Goals:
- Explore personal goals, such as building meaningful relationships, personal development,
or pursuing hobbies.
- Assess how your strengths and talents contribute to personal growth. Effective
communication, for example, can enhance interpersonal relationships.

5. Continuous Learning and Improvement:

- Acknowledge the areas where improvement is needed, based on the weaknesses identified
in the psychometric tests.
- Embrace a mindset of continuous learning, seeking opportunities for growth and
development.

6. Alignment with Values:

- Consider how your goals align with your core values. A sense of fulfillment often comes
from pursuing goals that resonate with personal values.

In summary, your "Sense of Self" encompasses a rich tapestry of qualities, strengths, and
unique attributes. By leveraging your talents and addressing areas for improvement, you can
propel yourself toward achieving both personal and professional goals. Continuous self-
awareness and a proactive approach to growth will be key in navigating your life journey.
ii) Also, indicate your life goals (personal & professional/career) and by referring your
Psychometric Test results, strengths, and shortcomings, discuss how they influence your attitudes,
behaviors, and abilities, and also assess their implications on your future goals.
Embarking on the reflective journey prompted by various psychometric tests has been a
captivating exploration, revealing facets of my personality that significantly shape both my
personal and professional aspirations. Unveiling my "Sense of Self" has been akin to
discovering a multifaceted tapestry, intricately woven with strengths and areas for growth. One
notable strength surfaces in the realm of cultural understanding and relationship building.
Reflective traits, such as being a 'reflector' and maintaining empathetic relationships identified
through the Honey-Mumford and Blockage Survey tests, resonate profoundly with my goal of

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 fostering cross-cultural connections. These traits have translated into tangible experiences,
such as appreciating diverse perspectives during collaborative projects and forging meaningful
connections with individuals from varied backgrounds.

Personal development and continuous learning stand as keystones in my life goals, and the
psychometric insights have cast a spotlight on the strategic planner within. The VARK
questionnaire's identification of strong strategic planning skills aligns seamlessly with my
penchant for structured learning. In my academic pursuits, this translates into disciplined study
habits, setting dedicated time for growth, and seeking out new knowledge regularly.

Turning towards my professional aspirations, leadership and effective team collaboration

emerge as focal points. The Belbin test's recognition of my strengths as a coordinator and
resource investigator foreshadows a leadership style centered on clear communication,
efficient delegation, and the fostering of a collaborative team environment. Notably,
experiences from collaborative tasks during the business residential activities underline this,
where effective communication and task delegation were pivotal for success.

However, a reflective journey is incomplete without acknowledging areas for improvement.

My acknowledgment of weaknesses in creative solutions, as highlighted by the Honey-
Mumford test, has become a catalyst for embracing opportunities to enhance my creative
thinking skills. The realization that I may struggle in free-thinking during challenging
situations prompts a commitment to developing strategies that fortify this aspect, ensuring I
thrive under pressure.

In steering toward future goals, a strategic approach, rooted in leveraging strengths and
addressing weaknesses, is evident. For instance, strategic planning skills find practical
application in career decisions and goal setting. At the same time, the pursuit of enhanced
creative solutions propels me towards innovative problem-solving, a crucial skill in my desired
career path.

In essence, the psychometric tests have become guiding stars in my journey, shaping not only
my understanding of self but also influencing tangible experiences and behaviors. They act as
navigational tools, directing me towards a future where continuous learning, effective
leadership, and cultural adaptability converge to create a holistic and dynamic sense of self.

Reflective Logs

Task 1: Introduction

1. How did I feel speaking about myself to others in the group?

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 - I felt very good as I was able to give a complete picture of myself, fostering an open
environment.

2. Did you learn anything about another culture from a fellow student? What?
- Yes, cultural differences were apparent, especially in food preferences, providing valuable
insights into diversity.

3. Did I reveal anything about myself to my team members? How did that feel?
- No significant revelations, but it felt comfortable sharing some personal preferences,
contributing to team dynamics.

4. Did I learn anything about myself?

- I discovered my ability to effectively mingle with people, even when meeting them for the
first time.

Task 2: Behavior

5. Why should we have rules within teams?

- Rules are crucial for maintaining order and ensuring timely and efficient completion of tasks
in a team.

6. Why did you make your suggestion?

- I suggested improvements to enhance work effectiveness and address any potential lags.

7. How did you feel when you made your suggestion?

- Felt a sense of accomplishment as my suggestion positively influenced the progress of the
task.

Task 4: Direction of Travel

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1. What happened?
- The task couldn't be completed within the allotted time.

2. How do I feel about that?

- I accepted it as a part of the learning process and an opportunity for improvement.

3. Do I blame anyone for what happened?

- No, as it was a collective focus on completing the task, neglecting proper analysis.

4. What is my honest assessment of what happened and the causes?

- Lack of focus on task analysis resulted in incomplete work, emphasizing the importance of
thorough examination.

5. What have I learned from this?

- Analyzing tasks is crucial for better results, highlighting the significance of careful planning.

6. How can I make my performance better?

- Learning from mistakes and prioritizing task analysis for improved outcomes.

7. How will I know when I have succeeded?

- Success will be evident when tasks are completed as planned with 100% results.

8. How does this relate to my career goals?

- Improving skills through experiences like these will contribute to a successful career.
Task 6: Archway

1. What is your preferred Belbin role?

- Team Worker

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2. How were the strengths and weaknesses of your preferred Belbin role demonstrated
during the task?
- I was actively engaged, putting in my best effort to complete the task.

3. What other evidence did you witness of Belbin team roles in action?
- As a team worker, I interacted with everyone, contributing to the overall success of the task.

4. How well did you think the team communicated?

- Communication was effective, with everyone actively engaged in the task.

5. What feedback did you receive from team members or the facilitator?
- Positive feedback on my involvement and communication with every team member.

6.How will I use this feedback?

- The feedback will contribute to my career development, focusing on continuous
improvement.

Task 5: Pipeline

1. What happened?
- The task couldn't be completed within the designated time.

2. How do I feel about that?

- Felt disappointed but recognized it as a valuable learning experience.

3. Do I blame anyone for what happened?

- No, understanding it as a collective learning process.

4. What is my honest assessment of what happened and the causes?

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 - The main focus on task execution led to neglecting time management, a critical lesson
learned.

5. What have I learned from this?

- Emphasized the value of time and the vital role of time management in any endeavor.

6. How can I make my performance better?

- Rectifying mistakes, improving time management, and striving for better performance.

7. How will I know when I have succeeded?

- Success will be apparent when tasks are executed as planned with 100% results.

8. How does this relate to my career goals?

- Improved time management skills will contribute to a successful career.

Task 7: Business Logo

1. Describe how well the group performed?

- The group performed exceptionally well, with active participation and effective
communication.

2. Who participated? Who didn't?

- Everyone in the group participated actively.
3. How honest was everyone in their feedback?
- Honest feedback was shared, contributing to individual and collective improvement.

4. How well did you use the APEL model to carry out the task?
- The APEL model was instrumental in analyzing and executing the task effectively.

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5. How did you use Belbin roles in the team to carry out the task?
- As a team worker, I communicated and contributed to task completion.

6. Did you see any examples of good leadership?

- The team leader exhibited strong leadership qualities, facilitating effective communication
and problem-solving.

7. How would you describe your own contribution?

- As a team member, I gave my 100%, providing suggestions and ensuring timely task
completion.

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