LEADERSHIP DEVELOPMENT REPORT Institution’s name: Introduction To date, there are limited literature on the leadership development models and theories. From a definition standpoint, leadership has been defined in diverse ways by different scholars and thinkers (Safferstone 2005, p…
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134). Leadership development entails the entire process of expanding the capability of an organization to generate potential leaders in an organization to accomplish the set goals and objectives (Tichy and Devanna, 2007, p. 79). Leadership development entails the complete leaders’ interaction with political, social, and cultural environment within their area of jurisdiction (Avolio, and Gardner 2005, p.315). Leadership development models forms a key pillar for professional development in various manufacturing organizations (Northouse 2007, p. 91). Models expound on the standards prerequisite for an effective leader in an organization. Leadership development models defines some of the universal behavioural expectation of effective leaders including the leaders ability to develop external focus, the capability to achieve the expected results with people, implementation of the organizational plans with quality value and speed, prediction and execution of changes in an organization as well as enhancement of quality evaluation and action. Leadership competency models are ideal for availing the three basic leadership requirements, connectivity, consistency, and clarity. Competencies aid in the formation of comprehensible and most effective expectations on the type of capabilities, behaviours, values, and mindsets that are fundamental in the organization leadership role (Jay and Douglas 2004, p. 2). In its consistency role, competency models offer an exceptional language and framework for communication and implementation of an organization’s leadership development plans. In its connectivity responsibility, competency models offer basic metric in organizations leadership development process. It is the driving force for performance management, feedback procedure, identification, rewards, and successful management Competency Model The study will focus on the competency model of core competencies for self management. Referring to this model, an effective leader should understand their weaknesses, values, and strengths. Productive leaders should as well develop the capability of managing their weaknesses and strengths through engaging in consistent learning. They should also be committed and willing to seek aid from other professionals (George and Morgan 2006, p. 399). Leaders should be enthusiastic in accepting their mistakes and make the needed rectifications. Effective leaders should also have the capability of adapting with dynamic and stressful situations as well as having the ability of enhancing a practical balance between their social and working lives. However, the model is criticized for over relying on individual traits in describing the development and effectiveness of an excellent leader. The model is also condemned for overlying on a single personality in the success of an organization. The model also faces criticism for disregarding the issues of role overload, consistent errors, increasing frustrating situations, and role conflict. My Personal Strengths and Weaknesses as A Leader Current Strength In the course of my involvement in broad range of organizational situation, I have developed the leadership strength of a valuable and reliable leader in criticism situations. I have the capability of relishing the emerging challenges and standing strong for what I believe is correct and right. I have also developed a considerable degree of self awareness. As a
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