According to Jenkins (2009), a leader must be able to influence, motivate and empower others to contribute to the effectiveness and success of the organization . Using a good leadership style is also essential to influence the effectiveness of change within the organization. (Jenkins, 2009) Therefore, leadership self-assessment is an important tool for leaders to understand their personal leadership style, traits, characteristics, behaviors and cognitions so that organizational change can be successful (Edmunds , nd) In reference to previous leadership. self-assessments, I am a very conscientious person, I believe in Theory Y, I am relationship oriented, and I use a consultative leadership style. Highly conscientious people are often organized, detail-oriented, and use planning. (Lussier & Achua, 2013) Since strategic planning is an important phase when initiating a change in the organization, people who are very conscientious will be more engaged in strategic planning. (Lawlor, nd) Being organized and detail-oriented, leaders will be able to find and maintain a competitive advantage by developing core competencies so that change can be effective and successful. (Lussier & Achua, 2013) Additionally, the pros and cons of change will also be examined in depth during the force field analysis – unfreezing phase. According to Lussier & Achua (2013), leaders believe in theory and assume that given the right people in the environment are more willing to contribute to the success of the organization. This means that with good planning, employees are more willing to accept the changes implemented. Connelly (nd) mentioned that the change phase is the most crucial because employees are uncertain or fearful. Therefore, creating the right environment...... middle of paper ...... personality can be effective in the unfreezing phase, theory and belief in the change phase, relationship-oriented leadership in the refreezing phase and finally consult leadership style in all three phases. However, these are only theories of how different leadership characteristics may be linked to effective change in the organization. It is questionable whether my leadership characteristics can be effectively implemented to effect change. The effectiveness of my leadership characteristics on the change process can only be justified if I have the opportunity to implement changes in the organization in the future. Moreover, future researchers should also test my leadership characteristics in a real environment and collect data to justify whether my leadership characteristics are effective when implementing change in the organization..