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Jennifer Dulek
Abstract
This paper describes the author’s experience completing Galford and Maruca’s (2011)
Leadership Legacy Assessment. The results of this assessment are presented and discussed in
relation to current leadership involvement, including roles and actions. Use of such as
assessment and its impact on current and future leadership goals is also discussed, and a plan for
If I had to describe how I see myself in a work setting, whether in practice or academics,
using just one word, that word would be “advocate.” Looking back on my career, I think it was
this ability and interest that drew me to mental health practice; in working with people who are
often marginalized by society, I found myself compelled to speak out on behalf of my clients, as
well as to empower them to speak out for themselves. In my more recent positions in academics,
I too have become an advocate for my students and our program, as well as its faculty. At the
same time, I have always struggled with figuring out how to motivate others to act. Therefore, I
was not at all surprised when I completed the Leadership Legacy Assessment (Galford &
Maruca, 2011) and the results indicated that I possess the strongest leadership skills as an
“advocate” and the least amount of skill as “people mover.” Although consistent with how I see
myself, identification of these results may impact my current role and actions, as well as help me
have been identified as relentless, articulate, and logical. When I began my career, I was
extremely shy and withdrawn, and although I still identify myself as an introvert, I also speak up
for what I believe in, especially in cases where others do not. This has put me in some difficult
positions recently as the only longtime faculty member of a developing occupational therapy
assistant (OTA) program that has significantly lacked leadership and direction since its
inception. I have seriously wondered if the fact that I have been so outspoken regarding
for a leadership role, as if often feels as if I am going against the tide. Reading the results of my
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assessment confirmed for me that the passion I have to speak out for what is right and necessary
is a talent and skill, and something that I can work to refine and use as a leader.
The results of the assessment also indicate that I am weakest as a “people mover”
(Galford & Maruca, 2011). This type of leader is known as a motivator and team-builder, who is
often nurturing and has many social and business connections (Galford & Maruca, 2011). These
results also do not come as a surprise to me, as I have the tendency to expect that people should
be motivated simply by what is right and fair, and I should not otherwise have to compel them to
contribute. Although I know that that is a simplistic and irrational expectation, it is my default
belief and one which I must actively counteract in practice. This is another piece of information
that I knew about myself prior to completing the assessment, but that now seems more clearly
Maruca, 2011) offers me useful feedback that can help me to identify my abilities and how I
might use these skills in my current workplace situation. Although I was not surprised by the
results I received from the assessment, I do not often consider these aspects of my personality
during my everyday work. They occur quite naturally and in some ways, I take for granted my
ability to advocate for change, and, as I mentioned earlier, had come to question its place in my
new administrative position. As I read the results of the assessment, I began to acknowledge and
appreciate my ability to advocate for the program’s needs, and I realized that it is a leadership
skill that is valuable and respected. This has helped me to feel more comfortable taking on an
advocacy role in my workplace since then, and to more mindfully consider situations in which I
might use this skill to benefit those around me. For example, I recently asked for the opportunity
to construct a proposal for several changes to the curriculum that take into account the feedback
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we have received from students and current fieldwork sites. I successfully advocated for this
role, was able to provide rationale for the proposed changes to the Program Director, and am
currently preparing to present the suggestions to the Vice President of Academics. Without the
clarity and reassurance I gained from the assessment, I likely would not have recognized or
In addition to how these results may affect my present situation, they may also be useful
to determine future goals and steps. Assessment allows me to accurately measure my current
leadership skills so that I may set realistic goals for future improvement. It also allows me to
measure gains as I work toward those goals. For example, the fact that I scored lowest as a
“people mover” (Galford & Maruca, 2011) has allowed me to determine that this is something I
would like to change. I recognize the usefulness of being able to build a team, especially
because I would eventually like to become a director of an academic program and will need to
foster teamwork and hire in educators to be part of the team. I would also like to be seen as a
mentor in my current role as well as in the role of program director, and being a better “people
mover” (Galford & Maruca, 2011) will allow me to do so. Awareness of this area as a deficit
and current goal will allow me to attend to these skills and take on opportunities to develop them.
There are several ways I plan to further develop my leadership skills in relation to my
assessment results. My primary focus is on developing a mentee relationship with the Vice
philosophy, she and I have been meeting regularly to discuss leadership concepts in relation to
my own development. Although I cannot be sure because she has not completed the Leadership
Legacy Assessment (Galford & Maruca, 2011), I would estimate that she will score well as a
“people mover.” She has naturally assumed a mentor role with me, and described obtaining
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most of her positions and promotions as a result of networking. In our conversations, she has
situation, and has suggested several ways that I might connect with others in the institution who
are obtaining advanced degrees relating to education. Through her suggestions and modeling, as
well as her encouragement and support, I believe I will grow as a “people mover” (Galford &
Maruca, 2011). In addition to this relationship, I also plan to develop my leadership skills by
therapists interested in obtaining Board Certification from the American Occupational Therapy
Association to participate in the application process together. Through this informal leadership
opportunity, I will have the chance to try new things and demonstrate my skills in a different
context than my workplace. I expect I will feel freer to make mistakes in this situation, which
Although at first glance I did not learn anything from my leadership assessment results
that I did not already know, seeing them quantified and presented so concretely has compelled
me to action. The assessment results allow me to measure where I am currently so that I can
track progress as I work to improve. They also motivate me to make a plan to further develop
my leadership skills both in and out of my workplace. With that plan in place, I am certain that I
will become a better advocate and a stronger “people mover” (Galford & Maruca, 2011).
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References
Galford, R. M., & Maruca, R. F. (2011). The Leadership Legacy Assessment: Identifying your
assessment/assessment.php