Leadership and Management in the Social Work Profession and Organizations

Assignment Brief

SOWK 611 - Leadership and Management in the Social Work Profession and Organizations: Theory and Application

The Leadership Discovery assignment serves two key purposes. First, students will have the opportunity to thoroughly complete a leadership self-assessment exercise. This initial assess can help guide the further development of your leadership skills and behaviors. Second, Assignment 1 will identify strengths you have, attributes you wish to augment and improve, and potential weaknesses to eliminate. An array of inputs will inform the plan, including results from the various leadership assessments and surveys you take and the views you obtained from others in the 360-Degree feedback process.

The Building Blocks: Your Strengths, Skills and Abilities

1. What strengths identified were by the Strength Based Leadership (SBL) assessment? Include a short description of each of the five strengths (the download from the Gallup site that provides brief descriptions of each theme can be useful here) and examine how the strength manifests in your work/life.
2. What strengths were revealed from other sources of information, such as the strength bombardment (success story feedback) conducted in class, the emotional intelligence assessment, and any other assessments you may have taken in this class as well as other classes or different settings?
3. What strengths were identified by others in conducting your 360-Degree feedback? For example, the emotional intelligence assessment includes a questionnaire to give to others to rate you, or perhaps you asked a coworker to give you feedback about the accuracy of the strength-based leadership results and so forth. Please identify the individuals giving you the feedback; you do not need to use their names, simply state: fellow student, friend, fieldwork supervisor and so forth (diverse, multiple sources of feedback should be utilized).
4. What strengths do you believe you have that were not revealed through any of the assessments or the 360-Degree feedback? Please briefly discuss why you think your unidentified strengths were not represented through these assessments and feedback endeavors.
5. Which of the strengths identified in a, b, and c (above) do you believe are not accurate or are questionable?
6. What strengths do you believe you currently do not have, or believe are not strong, but would like to develop (the identification can be based on the SBL text as well as your own labels of strengths not identified in SBL)?

Sample Answer

Leadership Discovery Assignment

Introduction

Leadership in social work requires self-awareness, adaptability, and the ability to mobilize others toward positive change. The Leadership Discovery assignment provided an opportunity to reflect on my personal leadership strengths, as identified through the Strengths-Based Leadership (SBL) assessment, emotional intelligence measures, 360-degree feedback, and peer evaluations. This reflection not only highlights areas of strength but also surfaces opportunities for growth, offering a framework for continuous professional development.

Strengths Identified by the Strengths-Based Leadership (SBL) Assessment

The SBL assessment revealed five core strengths that shape my leadership style:

1. Empathy – I am naturally attuned to the emotions of others, which allows me to build trust, resolve conflicts, and support team cohesion. In social work practice, this translates into sensitivity toward clients’ lived experiences and an ability to advocate for their needs.

2. Strategic Thinking – I am able to identify patterns, anticipate challenges, and develop pathways forward. This strength helps me navigate complex organisational and social systems while promoting effective problem-solving.

3. Responsibility – I take ownership of commitments and deliver on promises, which cultivates reliability and credibility within teams. This has been particularly important in academic group projects and fieldwork placements where accountability is critical.

4. Learner – I possess a continuous drive to acquire new knowledge, skills, and perspectives. This strength motivates me to remain current in emerging theories and best practices in social work leadership.

5. Communication – I excel at articulating ideas clearly and engaging others in dialogue. This ability strengthens my role as a connector, enabling me to share vision and inspire collaboration.

Strengths from Other Assessments and Experiences

Other assessments reinforced many of these qualities while adding additional dimensions. An emotional intelligence (EI) self-assessment highlighted strong self-awareness and relationship management, but also noted the need for further growth in stress regulation. The strength bombardment activity conducted in class revealed that peers often perceive me as approachable, motivating, and dependable. Furthermore, reflections from prior work settings affirmed adaptability, particularly in navigating change and supporting colleagues during transitions.

Strengths Identified Through 360-Degree Feedback

Feedback from diverse sources offered valuable external perspectives. A fieldwork supervisor emphasised my organisational skills and ability to maintain composure under pressure. A fellow student described my leadership style as inclusive and motivating, particularly in group projects. A colleague in a volunteer role noted that I was effective at bridging communication gaps between team members. These insights validated the assessment results while highlighting how others experience my leadership in practice.

Unidentified Strengths and Gaps in Feedback

While the assessments provided useful information, some of my self-perceived strengths were not captured. For example, I believe I have strong creativity, which often emerges in problem-solving and designing innovative solutions for client support. This was not reflected in the surveys, likely because creativity can be less visible in structured assessments and may manifest situationally rather than consistently. Similarly, my resilience, the ability to persevere through setbacks, was not directly measured but remains a critical part of my leadership capacity.

Continued...