Life Style Inventory Survey Report

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Life Style Inventory Survey Report

Sajid M. Choudhury
MGMT591 - Leadership and Organizational Behavior
January 17th 2016
DR: VERA DANIELS

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Table of content
1.Introduction
2. Personal Thinking Styles
3. Identifying Your Limiting Styles
4. LSI Style Interpretation
5. Impact on Management Style
6. Genesis of Personal Style
7. Conclusion and Reflection
8. Reference
9. Appendix: LSI SURVEY REPORT

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1. Introduction:

LSI (Life Style Inventory) is a very important tool to identify, learn, and understand ones
personal traits and thinking style.

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For managers it is very important that they understand their personal trait, thinking style,
strength and weaknesses, to adapt required changes that add values to the organization they
work for. Their personal traits, style of thinking and functioning may improve team
efficiency, and organizational performance.

Managers can easily develop and enhance their leadership skills by understanding their
personal traits, adapting changes, aligning their thinking style and perception to that of the
organizational vision.

2. Personal Thinking Style:

The LSI report illustrates my thinking style as The Constructive Style (11, 12, 1, and 2
o'clock positions) which reflects self-enhancing thinking and behavior that contribute to
one's level of satisfaction, ability to develop healthy relationships and work effectively with
people, and proficiency at accomplishing tasks.

The report illustrates my backup style as The PASSIVE/DEFENSIVE Styles (3, 4, 5,

and 6 o'clock positions) which represents self-protecting thinking and behavior that promote
the fulfillment of security needs through interaction with people.

I tend to be a team player and consider being the center of attention. I often try to
motivate people, and enjoy creating inspiration within team members by taking participatory

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and situational approach towards leadership. This helps to get full attention from other
members, motivates them to participate, and get involved in the team effort.

It has been identified that proper application of task or relational oriented leadership into
diverse situation helps in achieving targeted goals by the team. The objective of leading by
setting goals through behavior and transactional leadership changes to transactional in nature.
For the future aspects of the organization it is necessary for the leaders to understand the
importance of taking initiatives as an integrated step.

There are two important components that make a team or an organization more efficient
and effective in nature, they are: trust and respect. These inspire other members or employees
to be motivated by the leader. It is a leaders direction that associates all the members or
employees with the organizations philosophy and culture. A leaders thinking and
functioning style enhances team work, effort, increases productivity, and results in ethical
behavior by the team. This type of leadership creates inspiration and motivates team
members or employees to take initiatives and be responsible. Thus transparency and
motivation are crucial for leadership role to bring in changes to peoples style of thinking.

The result from the LSI survey report reflects my style of thinking, and I completely
agree with it. Through active participation, self-involvement, establishing self as an example
and being transparent is one of the ways to motivate others to get involved and engaged.
Being constructive my strength is in critical thinking and problem solving skills, I am good in
visualizing ideas and concepts that may be a cost-effective solution, it also helps me to

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perceive conflicts or any resistance that may occur, and enables me to take prompt action that
may prevent or mitigate any losses.
3. Identify your limiting style:
The style thats working against me is Aggressive/Defensive Style. My oppositional
thinking style is the one that reduces my overall effectiveness. I can be highly judgmental
and critical at times, it can be easy for me to motivate and inspire people but it is not easy for
me to be influenced by others opinion. Just like how I can see good in people I can see the
greater faults in them too.
It has been illustrated in the report that Subordinates can find it frustrating to work for
highly oppositional managers. Because they have difficulty accepting anything at face value,
these managers assume the role of "watchdog," attempting to keep subordinates on their toes
by constantly questioning them, and being skeptical and sarcastic. Unless oppositional
managers have strong Humanistic-Encouraging (1 o'clock position) or Affiliative (2 o'clock
position) scores, they can be almost constant critics, relentlessly questioning and shooting
down staff ideas.
These are some of my personal traits that I think needs to be changed. I need to lower the
range of oppositional thinking then I will be able to accept others opinion and their views. I
need to be more interested in hearing opinions from others that differ from mine, in that way
I can easily approach others and tend to listen with open mind.
4. LSI Style Interpretation:

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The LSI Style interprets that while developing each style my nature of thinking is more
concentrated towards The Constructive Style, while being within the mid-range of the
Aggressive/Defensive Style I have less interest in taking opinion from others.
5. Impact on Management Style:
a. Planning: I am there from the planning stage, I like to get involved to ensure the
deadlines are fixed and met; I am there to help create the common vision, and help the
team to grasp the big picture, by illustrating ideas in to plans and outlines, it is an
important characteristics of my management style.
b. Organizing: The ability to organize team and understand their requirements to fulfill tasks
enables me to establish budget and allocate resources based on task priorities, missions,
and objectives.
c. Leading: Motivating team and inspiring individuals are crucial to all managers, this is
what I am good at; it helps to prevent conflicts and resistance. It helps individuals and
teams or organizations to work more efficiently and effectively.
d. Controlling: The ability to accept responsibility, correcting decision, and mitigating
losses ensure proper alignment with the vision. Aligning responsibility and authority is an
important function of controlling that I possess.

6. Genesis of Personal Style

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I have gained this style of thinking through entrepreneurship. I worked in a company as

an IT Manager for a year; this is where I learnt the roles of leaders as I had to work under
direct supervision of the CEO. After a while I quit my job since by the end of the year I
started my own business. As I was striving to establish my own business, I have naturally
learnt these styles of thinking through several mistakes on the way. My first business was a
restaurant where I had to work with Chefs, Servers, Waiters, and deal with my Managers
that was my first learning stage of working with people. This is where I learnt how to inspire
and motivate group of people to engage is achieving objectives. Then I had a software
development firm, a graphic design boutique, and a corporate catering service there I had to
deal with diverse groups of people, this is where I learnt more about organizing, allocating
resources, and operating teams. Most of the styles that I have in me came from doing
mistakes, and learning from various effects of consequences or cause and effect.
7. Conclusion and Reflection
I think the LSI report have created a pathway to being a great leader. It helped me to
identify where I am, and what changes I need to peruse to move towards my desired goals. It
has also illustrates and outlines the changes that I need to adapt to be a good leader and a
great team player. I also understand that there is a better way of changing that negative aspect
of thinking by accepting changes in self rather than learning something from doing rapid
mistakes.
I believe this report generated both my weaknesses and strengths, and pin pointed
what I need to do fix those negative issues.

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I hope that MGMT591 class with enable me to identify my weaknesses as leader or

manager and help me fill up those missing gaps to turn those weaknesses into strength.

References:
LSI Survey Report: Retrieved January 18, 2016,

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from http://www.survey-server2.com/lsiuniversity-sso/challenge.asp
Robbins, Stephen P., Timothy Judge. Organizational Behavior, 16th Edition. Pearson Learning
Solutions, 01/2014. VitalBook file.

Appendix:

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