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A Personal Leadership Development Plan

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Questions:

1.Conduct a Self-Assessment as a Leader, and Benchmark Self Against known Respected Leaders.

2.Construct a Personal Leadership Development Plan.
 
 

Answers:

1.Leadership Theories and Identification of Leadership Characteristics associated with Highly Effective Leaders

According to Nahavandi (2016), the transformational leadership is described as a specified leadership approach, which leads to a change among the individuals and also among the social systems. Moreover, it can be said that in the ideal forms, this particular leadership develops valuable and brings into positive changes among the followers along with the end goal of the developing followers into the leaders. In addition to these, it has been found that along with the enacted in the genuine kind, the transformational leadership enriches and expands the morale, performance and the motivation of the followers by the help of a different range of mechanisms (Goleman, Boyatzis & McKee, 2013). It involves connection between the sense of identity of the followers and the self with the aim to mission and also the gathering identity of the firm. Additionally, it has been noted that the transformational leadership is considered as a role model for the followers, thus, it encourages them, challenges are made to the followers for taking more ownership for their job and in accepting the weaknesses and strengths of the followers. Thus, the leaders generally align their followers in line with the tasks and also to optimize the performance levels (Fairhurst & Connaughton, 2014).

The leadership characteristics that are associated with highly effective leaders include – firstly, it has been found that the great leaders like – Walt Disney generally always stay positive and especially in the worst condition. Secondly, the great leaders have been found to exhibit confidence wherever they go. Thus, other individuals consider this kind of leaders as an inspiration, for example Elon Musk. Thirdly, the great leaders usually have a sense of humor for better understanding of its people, such as – Barak Obama. Fourthly, it has been noted that the great leaders usually embrace and also control and manage the failures and in addition to these, they set back in need, for example, Henry Ford. Fifthly, it has been noted that the great leaders know the process to delegate and this technique has been found to follow by the leader Steve Jobs (DuBrin, 2015). Lastly, it has been detected that the great leaders like Nelson Mandela usually take the overall responsibility and never blame the other team members.                      

Evaluation of Personal Strengths and Weaknesses with Respect to the Leadership Characteristics

Depending on the above discussed leadership characteristics, I have noted that I have both strengths and weaknesses. At first, it has been found that the great leaders always stay positive, but I have determined my weakness regarding this characteristic as I found myself to become negative in worst situation. However, I can say that I usually exhibit confidence as a leader and thus staffs or the workforce become motivated and all also adds inspiration to the members of the firm (Tourish, 2014). In addition to these, I also possess a great sense of humor and thus it helps me in better understanding of the workforce. Moreover, this also assists me to understand the employees of the firm in an easier way. Therefore, it can be said that these are my strengths with respect to the leadership characteristics. Nonetheless, I am unable to embrace, control and manage the failures properly, thus, I am incapable to set back in need (Johnston & Marshall, 2016). Furthermore, I do not possess the knowledge regarding the process of delegating, thus, this is also considered as one of my weaknesses regarding leadership characteristics. Nevertheless, I am able to take an overall responsibility regarding the workplace and additionally, I never blame the other team members. Therefore, it can be said that I possess both personal strengths and weaknesses with respect to the leadership characteristics.  

Evaluation of leadership in the Cultural Context and its Impact on Personal Leadership Abilities

It can be said that the differences or the variances in the culture have a great impact on the thinking process of the human beings and on the behavior of the people. Therefore, it has been found that the management has been affected by the influence of the cultural, local and historical norms. Generally, various cultures possess various evaluation and conception standards of efficient leadership. As a result, the various prototypes of leadership are expected to take place naturally in various cultural groups. However, certain cultures might anticipate the leaders to make efficient decisions and the cultural leaders might also require adoption of more democratic technique that is considered as more effective. Thus, it has been noted that the transformational leadership is a generalize process and so it is implemented universally and its practical efficiency is contingent culturally. Opined to Beck & Cowan (2014), both the invisible and visible variations among the nations and the groups are established by numerous histories  for understanding the history of the cultural group. This is considered as the main matter that helps in understanding the features of the cultures and also assists in finding the way that guides in controlling the features and lastly lead to efficient leadership.

 


It can be said that the leadership assists in shaping the culture, and in other way round, the culture also helps in turning the shapes of the leadership (Renz, 2016). Moreover, the roles of leadership help in identifying the association among the strategies of behavior, styles as well as leadership effectiveness. In addition to these, it can be said that the evaluation of the leadership in the cultural context has positive impact on the abilities of the personal leadership. The reason behind this is that the culture helps the leaders or the managers of a firm to understand the employees of the workplace better.               

Comparative Analysis of Personal Strengths and Weaknesses with a Successful and Respected Leader

Personally, I found myself to become negative in worst situation but by comparing this with the great leaders, it can be said that an ideal leader generally stay positive in every situation even in worst circumstances (Ubben, Hughes & Norris, 2015). Therefore, based on the comparison, it can be said that the strength of a leader of being remain positive in every situation is one of my weaknesses. Thus, I should intend to break down any large challenge into relatively smaller ones and thus I have to find various ways for tackling them in an orderly manner. In addition to this, I have to think about the lessons I have learnt in detail regarding the leadership from the mistakes that I have done (Boezeman & Ellemers, 2014). Thus, I have to jot down the mistaken points, so that it helps me in the process of learning.    

Based on detailed study and analysis, I found that I am unable to embrace, control and manage the failures properly, thus, it can be said that I am incapable to set back in need. However, on the other hand, it has been found that the great leaders are capable to manage as well as embrace the failures and thus can set back properly (Verba, 2015). Thus, the leaders have been found to deal with any kind of failures easily. In general, the great leaders take the failures into strides. Thus, they remain tranquil, think logically through the circumstances, and use the resources. It has been noted that the great leaders never fall apart and never reveal to the team members regarding the degree to which the leader is worried and thus, it results into negative morale and binge drinking under desks and fear. Therefore, I should learn and incorporate the concept of “5 Whys” for digging out the primary causes for any kind of problems (Chhokar, Brodbeck & House, 2013). This ‘Why’ Concept assists in finding out the primary factors that result into occurrence of the problems  and this can also help in finding out the best solution in order to handle the issues. Moreover, this concept will also help me to put off this from taking place again in the future, especially after the searching of the root cause of the issues.

Furthermore, I do not possess the knowledge regarding the process of delegating, but great leaders knew the process of delegating. The process of delegating represents that the leader has enough confidence in their capabilities and thus it results into high morale within the workplace (Lussier & Achua, 2015). However, I have lack of delegation; thus, I should learn and gather knowledge regarding this and should list out the personalities, weaknesses as well as strengths. In addition to this, I have to talk more with the members of the team in order to gather knowledge regarding their personal interests and passion. 

 

2.Personal Leadership Development Plan

A personal development plan is defined as one of the important instruments that help an individual to obtain excellence in respective fields. Here, I have prepared a Personal Leadership Development Plan in order to express my view point regarding the subject and also to scrutinize others’ perception about myself as a leader (Shapiro & Stefkovich, 2016). In addition to these, this personal leadership development plan will help me in my future to become a great leader, as this plan will help me to determine my own strengths and weaknesses. Thus, I will be able to convert my weaknesses into my strengths easily (Buckman et al., 2015). This particular personal leadership development plan has been prepared based on total eight steps. These steps include:

  • Defining the factors that usually creates a great leader
  • Taking a self-assessment
  • Identifying the core values
  • Writing a Personal Statement of Vision
  • Analyzing Others’ Perception About Myself
  • Determining Existing Leadership Skills and Lacking Leadership Skills
  • Setting Goals
  • Writing an Action Plan

Defining the factors that usually creates a great leader

In today’s world, there are many great leaders, whose doings, managerial skills, leadership styles and strategies inspire me to become a great leader like them. Moreover, in other words, it can be said that the qualities of Walt Disney, the traits of Steve Jobs, the competency ability of Barak Obama and Henry Ford, the experiences of Nelson Mandela and the abilities of Elon Musk mainly inspire me to become a good leader. Therefore, as a good leader, I want to uphold honest and ethical behavior (Dumdum, Lowe & Avolio, 2013). Additionally, I want to become capable enough to communicate a vision succinctly and clearly. Furthermore, by using my own intuition and creativity, I want to navigate unpredictable and complex circumstances.      

Taking a self-assessment

In order to self assess, I performed the test called Myers-Briggs Type Indicator that is also known as MBTI in short (Kark & Shamir, 2013). In addition to this test, I rallied a group of friends and family members in order to write or describe myself. This analysis has helped me to jot down my strengths as well as weaknesses and lastly assist me to determine my personality traits and personal style.

Based on the analysis, I found that my utmost strength is my capability to work hard. Thus, perseverance and hard work are regarded as the most important factors for earning an upper hand on others (Avolio et al., 2016). Thus, I planned to use these two factors in the best possible way in order to become a good leader. In addition, the ability to lead others might also act as my strength as this will make me more eligible for yielding to the Personal Leadership Development Plan.

On the other hand, I found myself to be a little short-tempered and thus I tend to misplace my patience at certain times. Therefore, for becoming a good and successful leader, I have to eliminate these weaknesses, as these might put barrier in the way of becoming a great leader. It has been found that generally, patience is considered as the key of the victory and thus, this particular trait should be hammered by me in its set restrictions (Van Knippenberg & Sitkin, 2013).       

Identifying the core values

In the last step, I have identified my core characteristics and based on those core characteristics, core values have been determined here. In general, the core values are considered as the principles that are used by an individual (the leader) for making any decision, defining integrity and ethics (Armstrong & Taylor, 2014). Depending on the core characteristics, I have identified my core values and these include – achievement, autonomy, challenge, knowledge, collaboration, competency, creativity, loyalty, integrity, wisdom, self-respect and responsibility. However, based on above listed core values, the main core values include – creativity, responsibility, self-respect, achievement and integrity.

Writing a Personal Statement of Vision

In normal, a personal vision statement represents the personal traits as well as the core values of an individual. Here, I have described myself based on my main core values by the help of a personal statement of vision:

I want to be a successful person, whom others will follow and set me as an example in the field of my expertise. Moreover, I want to achieve the ultimate target of being a great leader through implementation of creativity in my doings and other people should always remind me as a responsible and self-respectable person, who completes his/ her duty along with utmost responsibility (Sparrow, Brewster & Chung, 2016).

Analyzing Others’ Perception about Myself

In case of becoming a good and successful leader, just thinking myself as an effective leader is not all about, rather, the viewpoint of others like the industry and peers is considered as the most important factor. As an individual can become a great leader, only if others consider him or her as the same. Therefore, in order to tally my own personality traits, personal mission statement and core values that I have settled with the viewpoint of the others regarding myself and the leaders in general, a questionnaire survey should be arranged. Based on the gather data of the questionnaire survey, a detailed analysis of myself and a leader in general and the comparison, including similarities and dissimilarities should be done (Storey, 2014). Therefore, it will help me to understand my laggings to become a good or great leader. Moreover, I can also compare the reviews of the peers and the industry regarding myself with the existing great leaders like – Nelson Mandela, Warren Buffet, Aung San Suu Kyi and Steve Jobs. The reason behind this comparison is that the dissimilarities as well as the similarities will help me to understand my qualities and abilities and also that of the great leaders. This difference or the identification of laggings will help me to improve myself, my qualities, abilities and personal traits.    

Determining Existing Leadership Skills and Lacking Leadership Skills

Based on the earlier steps, the main qualities of leadership and the qualities that a successful leader should possess have been determined. In addition to these, in the earlier steps of the Personal Leadership Development Plan, personal traits, personal vision statement and core values of me have also been determined and listed down. Moreover, the viewpoint or the perception of the other people regarding a leader in general and me as a leader have also been gathered and jotted down. Therefore, all these studies will help me to compare myself with the characteristics of a great leader (Renwick, Redman & Maguire, 2013). Moreover, the gathering of data will also assist in studying the peoples’ viewpoint about me as a leader and their conception regarding a leader in general. All these comparisons, contrasts and detailed analysis and study will help me to understand myself, my capabilities, abilities and qualities. As a result, finally all these studies will help me to understand my personal traits, personal vision statement and core values. Furthermore, depending on the needs, I will be able to modify all these in order to deduce the gap or difference between my own leadership characteristics and the characteristics of a great leader. Thus, in other words, it can be said that these detailed comparative studies will ultimately help me in modifying my abilities and qualities and also to become a great and successful leader in the near future. It has been found that the skills that are mainly required for becoming a good leader include the following and these are – the personal skills, interpersonal skills, technical skills and the group skills (Budhwar & Debrah, 2013). Depending on detailed study and analysis, it has been found that each of these mentioned skills include various kinds of other skills and these can be better understood from the following table.

Personal Skills

ü  Management of personal stress

ü  Ability to solve different problems

ü  Development of self-awareness

Interpersonal Skills

ü  Process of motivating and influencing other individuals

ü  Management of the conflict between the employees and also between the employer and the employees

ü  Counseling and Coaching

ü  Providing supportive communication

Technical Skills

ü  Management of the ongoing project

ü  Management of the personnel

ü  Preparation of the presentations

ü  Preparation of the budgets

ü  Making of the policies for betterment of both the workforce and the organization

Group Skills

ü  Development of effective teams that leads to development of efficient teamwork

ü  Management of Change

ü  Delegating and Empowering

Among all these skills, based on the survey, it has been found that I possess some of the above mentioned skills and these include – personal skills, interpersonal skills and group skills. Therefore, I should work hard for gaining and upgrading my technical skills. In other words, it can be said that the personal skills, the interpersonal skills and the group skills are my strengths, whereas, the technical skills are my weakness, as I am lagging behind with respect to these particular skills i.e. technical skills.

 

Setting Goals

Based on prior self-analysis as well as detailed research work, SMART goals have been set here. This goal is to become a good and successful leader of a particular industry like Steve Jobs (of iPhone sector) within a period of 5 years.

 

Writing an Action Plan

Goal: To become a good and successful leader of a particular sector

Specifications to be taken:

  • To enhance my abilities and qualities
  • To upgrade my technical skills
  • To upgrade my personal skills, group skills and interpersonal skills
  • To eradicate the little amount of short-temperament that I have
  • To enrich my patience level

Resources needed for development:

  • Training for skills and development
  • Meditation for eliminating short-temperament

Timeline: 5 years

 

References

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Avolio, B. J., Keng-Highberger, F. T., Schaubroeck, J., Trevino, L. K., & Kozlowski, S. W. (2016, January). How Follower Attributes Affect Ratings of Ethical and Transformational Leadership. In Academy of Management Proceedings (Vol. 2016, No. 1, p. 16854). Academy of Management.

Beck, D. E., & Cowan, C. (2014). Spiral dynamics: Mastering values, leadership and change. John Wiley & Sons.

Boezeman, E. J., & Ellemers, N. (2014). Volunteer leadership: The role of pride and respect in organizational identification and leadership satisfaction. Leadership, 10(2), 160-173.

Buckman, B., Crawford, E., LePine, J., & Zhang, Y. (2015). A meta-analytic investigation of job engagement's role in the transformational leadership–job satisfaction–job performance relationship. In Annual Meeting of the Southern Management Association, SMA 2015.

Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge.

Chhokar, J. S., Brodbeck, F. C., & House, R. J. (Eds.). (2013). Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge.

DuBrin, A. J. (2015). Leadership: Research findings, practice, and skills. Nelson Education.

Dumdum, U. R., Lowe, K. B., & Avolio, B. J. (2013). A meta-analysis of transformational and transactional leadership correlates of effectiveness and satisfaction: An update and extension. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. 39-70). Emerald Group Publishing Limited.

Fairhurst, G. T., & Connaughton, S. L. (2014). Leadership: A communicative perspective. Leadership, 10(1), 7-35.

Goleman, D., Boyatzis, R., & McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.

Johnston, M. W., & Marshall, G. W. (2016). Sales force management: Leadership, innovation, technology. Routledge.

Kark, R., & Shamir, B. (2013). The dual effect of transformational leadership: Priming relational and collective selves and further effects on followers. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. 77-101). Emerald Group Publishing Limited.

Lussier, R. N., & Achua, C. F. (2015). Leadership: Theory, application, & skill development. Nelson Education.

Nahavandi, A. (2016). The Art and Science of Leadership -Global Edition. Pearson.

Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.

Renz, D. O. (2016). The Jossey-Bass handbook of nonprofit leadership and management. John Wiley & Sons.

Shapiro, J. P., & Stefkovich, J. A. (2016). Ethical leadership and decision making in education: Applying theoretical perspectives to complex dilemmas. Routledge.

Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.

Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.

Tourish, D. (2014). Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory. Leadership, 10(1), 79-98.

Ubben, G. C., Hughes, L. W., & Norris, C. J. (2015). The principal: Creative leadership for excellence in schools. Pearson.

Van Knippenberg, D., & Sitkin, S. B. (2013). A critical assessment of charismatic—Transformational leadership research: Back to the drawing board?. The Academy of Management Annals, 7(1), 1-60.

Verba, S. (2015). Small groups and political behavior: A study of leadership. Princeton University Press.

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