Analysis of the Leadership Motivation Test Score

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Analysisof the Leadership Motivation Test Score

Analysisof the Leadership Motivation Test Score

Theimpetus to lead is an imperative element in cultivating thecapacities to engage with other people. The appraisal completed helpsindividuals discover their level or capacity to motivate. Aftertaking the motivation assessment, I had a grade of 54, which suggeststhat I have some doubt about my impulse to lead. A score of 54 showsthat people doubt their self-assurance or capability to lead or theyhave the potential to lead but experience challenges in applying thebest principles (MindTools,2017). In this regard, itis imperative to evaluate the score I obtained to understand my flawsand strengths in cultivating leadership motivation.

MyStrongest Areas

Mymark implies that I have some elements of leadership, but I fail toincorporate them effectively. Although I am not a manager, I perceivemyself as someone with the potential to lead and offer guidance topeople. My strengths include acknowledging the attainments of otherindividuals, letting my ideas or principles known, inclining towardsmentoring, and helping the team stick together. Moreover, I tend toprovide assistance and convince people thus, swaying their opinion.These aspects suggest that with the requisite competences, I can leadpeople successfully. They also show that I can collaborate well withpeople and cultivate the needed charisma to appeal to their feelings.I train hard each day to help individuals realize their objectives aswell as perform their obligations confidently.

WeakAreas and their Indication

Everyleader experience challenges in their bid to offer the best form ofguidance. Although I counsel people and acknowledge theirachievements, I find it difficult to develop effective incentive tolead. In some cases, I have guided colleagues through challengingsituations or activities, but have often found it problematic toresolve their differences and bond them together. This means that Ihave weaknesses in deciding interpersonal conflict, dealing withpeople’s problems, and asking questions regarding projects. I fearthat when I try to determine the causes of other’s troubles or thereason behind their disagreeable interactions, they will think that Iam commanding them around. Thus, my incentive to guide is based onpersuading people to attain a set objective rather than engaging themeffectively to collaborate in realizing a vision. I will need to bemore self-assured in all the decisions I make as well as thecapacities that I cultivate to engage people.

Improvingthe Score

I would like to increase myscores to at least 61, as I feel I have the skills to lead. I havefaced challenging situations, especially in guiding people and I havenoticed that lack of comprehensive confidence has been the biggestinhibitor. Although leaders design ideas and develop the course thatshould be followed, they must have the capacity to inspire for peopleto agree in delivering the vision (MindTools,2017). This means that Imust learn to cultivate confidence that will allow me tocharismatically transform people’s thinking. If I engage withindividuals more regularly, develop abilities to resolve conflict orproblems, collaborate in numerous projects, and understand theimportant structures in every plan, I will surely improve my grade.The improvement will assist in developing dynamic and multifacetedinsights or competences in the art of leading. Furthermore, I willmanage to positively change people’s lives by guiding them toattain productive objectives or missions.


Ifeel I have the potential to lead effectively, but I will need topolish my skills and aptitudes. The art of inspiring requires aperson to develop a dynamic assurance that will ensure people followthe guidance provided. If I learn about people’s thinking,interactions, adjustment’s abilities, and connection to anauthority, I will manage to gain insight into the best techniques ofmotivation.


MindTools. (2017). The leadershipmotivation assessment: Discover how motivated you are to lead.MindTools. Retrieved 30 March 2017 from