1. Describe how Maidique and others gathered the information for this article.
Modesto A. Maidique, Candace Atamanik, and Ruthann B. Perez, did a research in which they collect data about leaders effectiveness, they used the qualitative factor analysis to summarize their findings into what they called the six competences of leadership.
2. In your own words, outline and explain the six competencies of leadership described in the article as you understand them. (3-5 paragraphs)
Based on their finding they came up with some characteristics that stand out to be a great leader and CEO, there are a lot of characteristics that are mentioned but only six stand out between them. Some didn’t stand out because they are not relevant.
The first competence that is mentioned is the self-awareness, it is state to be something that is develop in ourselves, our capabilities, our strengths, and weaknesses. Be aware of who you are and mostly be a very introspective person for both positive and negative characteristics. The second characteristic would be having a moral compass something inside your gut and your mind that lets you differentiate between right and wrong. The third competence is being an effective listener being capable of getting feedback from the people probably is the best advantage of these and been able to correct the mistakes that may drag the organization.
The fourth competence is possessing a good judgment, is was stablish trust between both parts of the organization, if an employee doesn’t perceive this sense of judgment and justice, the trust may not develop the right way. The fifth competence is being a good visionator, if people don’t have a clear view of where are they going probably the path is going to be much more difficult than it needs to be, if you set the goals and keep track of the path and follow with the whole organization instead of directing the organization is going to grow. A key factor in this is the communication that it needs to be settle between both parts. The sixth competence is leading with tenacity with doesn’t mean close mind, and maybe square, it means face the adversity with the best temper possible, showing the others things can be handle.
3. The article does not include Intelligence or cognitive ability as a necessary competence, even though we know that 25% of job performance can be predicted by intelligence- Why was this not a competence included here?
Intelligence and education or cognitive ability were not included here because the CEO’s these characteristics are assumed, even though they didn’t point it out, it something that needs to be there even when is not mentioned.
4. In your opinion, which of the competencies would be generally more difficult to develop and which would be easier to develop? Why?
I agree with the article that tenacity is the most difficult competency to improve because is not something that you can learn by practicing it or reading, or maybe just by looking, it is also something that it is part of your being of your personality, which is difficult to change.
Tenacity is a competence that requires a change in the perspective of the persons personality, even thought you can not change the personality you can change the way the persons can see things and act according to the situation, and that is what tenacity implies face the situation and the adversity that may or may not occur.
5. Based on the article, your text book and the topics discussed in class, describe your vision of the leader you want to become. To help you answer this question, ask yourself the following:
a. What are my values, what’s important to me?
My values are first of all trust, responsibility, commitment, consistency, and humility. I believe that these values can make easier