According to Jenkins (2009), a leader must be able to influence, motivate and enable others to contribute to the effectiveness and success of the organization. Using the right leadership style is also critical to influencing the effectiveness of change in 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 , n.d.) With reference to previous leadership self-assessments, I am a person with high conscientiousness, believe in Theory Y, relationship oriented and use a consultative leadership style. People with high conscientiousness are often organized, thorough, and use planning. (Lussier & Achua, 2013) Since strategic planning is an important stage when initiating change in the organization, people with a high level of conscientiousness will be more engaged in strategic planning. (Lawlor, n.d.) By being organized and thorough, leaders will be able to find and sustain a competitive advantage by building core competencies so that change can be effective and successful. (Lussier & Achua, 2013) Furthermore, the pros and cons of change will also be carefully examined during the force field analysis – unfreezing phase. According to Lussier & Achua (2013), leaders believe in Theory Y assume that, given the right people in the environment are more willing to contribute to the success of the organization. This means that with proper planning, employees are more willing to accept the changes implemented. Connelly (nd) stated that the change phase is the most crucial as employees are insecure or fearful. Therefore, creating the right environment... at the heart of the card's personality can be effective in the unfreezing phase, theory and belief in the change phase, relationship-oriented leadership in the refreezing phase and finally consultative leadership style in all three phases. However, these are only theories about how different leadership characteristics can be linked to effective change in the organization. It is debatable whether or not my leadership characteristics can actually be operational to effect change. The effectiveness of my leadership characteristics in the change process can only be justified if I am given the opportunity to implement changes in the organization in the future. Furthermore, future researchers should also test my leadership characteristics in a real environment and collect data to justify whether my leadership characteristics are effective in implementing change in the organization..