Personal Developmental Needs - Coursework Example

Name Lecturer Course Date Professional Development Plan Leadership Leadership requires the demonstration of traits for handling personal and collective relationships and issues. The style adopted by a leader depends on nature of the organization, its purpose, values and the potential of the organizational members. Currently, I exhibit ISTJs traits as I always use facts, prefer structured, logical and clear role. To be an effective leader, I need to demonstrate abilities in forming new relations make timely decision and influence and develop connections with others. I must focus on continuous evaluation to fit in various situations, adopt effective styles and anticipate change. The main focus for now will be to learn and practice teamwork and ultimately develop traits such as being considerate, develop transformational leadership skills and confidence. The ultimate aim of a leader and leadership skills is to contribute to the organization. Kovjanic, et al., argues that leadership is defined by the nature of an organization, its values, purpose and underlying ethical principles (p.1031). At the end, the leader has to get things done, identify and manage details and honor commitments in a timely manner. To get things done, a leader navigates within the organization structure through leader-member exchanges which in turn influence their willingness to assume decision-making roles, responsibilities and use various resources towards their performance (Stahl, et al., p.29). Contribution to the organization matters to me since I will be required to deliver in any organization and the most challenging thing is that I have to influence others to achieve specific and probably pre-determined results. I have learned that a leader must emulate a leadership style. Sometimes such leadership styles develop by emulating notable predecessors or use a style that allow for navigating through the current and future situations (Andriole, p.71). Ultimately, the style adopted need consistency to ensure that the organizational members manifest shared values, beliefs and aspirations. I have noted the importance of leadership style as a catalyst in different situations. At times, transactional leadership will be needed to exert influence towards performance and achieving some goals. In others, transformational leadership or both will be required for developing shared values that will consistently promote some desirable outcomes. Each leadership style and personal preference has its potential pitfalls. As a leader, I must face and anticipate change. According to Stahl, et al., change focus on survival and how organization will prosper in complex and volatile environment (p.32). Change may force an organization to alter its structure, policies and practices (Kovjanic, et al., 1036). In case a leader is reactive, it is possible to favor day-to-day operation and if proactive, favor issues with long-range implications. As a strategic leader, I ought to strike a balance by being reactive and proactive to craft and manage strategic visions. For instance, the way style of a leader in focusing on competition and globalization depends on potential pitfall or success. Personal Developmental Needs Multiple strengths As an introvert, I tend to think first and talk later making me deliberate on choices even in conversation. I take it as an important aspect because taking time allows me to deliberate over important decisions and questions. I focus on depth as I dedicate my time to preparation. I think through and research widely rather than bouncing on ideas. As Andriole argues, introverts masters skills more quickly and effectively (p. 67). They embrace solitude and take much of their time to serve the clients, employees or recharge their energies. The strength can help me to adopt the right leadership style in different working environment. My inclination to calmness can help in implementing strategies and impact on organizational members in times of uncertainty and crises. I communicate effectively when writing to ensure that people thoroughly gets my thought and articulate ideas in a clear manner. My preference for concrete and sequential style can easily make me predictable and consistent in performance. As a slight conserver, I prefer a gradual and incremental change and approach new situation in a disciplined manner. Multiple Weaknesses However, I poor networking and fewer friends may lead to foregoing important ideas and fail to fit in diverse organizations and workplaces. Another challenge is being misunderstood as rude and ineffective due to lack of quick decisions and answers to others. I can take too long to spark an idea and often fail to take note of emotional ties and warm connections with other organizational members. The tendency to be effective in performance may lead me to force others to deliver to the same level and conform to the procedures as I do. Another weakness is lack of complete trust to employees that may make me micromanage or give them more tasks above their capabilities. I might take too long delegating important tasks to some people or a team due to fear that they might not meet the level of execution. I might get stuck by replicating similar ways of doing things failing the organization to be adaptive and innovative. Proposed solutions- strategies NB: I will start applying all the proposed solutions in the table 1.0 below when doing group assignments throughout my course, joining University social clubs and during my placement and internships. Strengths Capitalizing Taking time for questions and decision making Involve others when time is a pressing factor to avoid delay in feedback and decision making. Solicit feedback from others, decipher and act upon such feedback. Effective communication in writing and calmness Research and practice writing emails, memos, invitation letters and different types of speeches. Plan and practice to effectively establish a vision and details ways of accomplishing goals. Preference for concrete and sequential style Develop trust with team leaders, delegate projects and allow them to have a high level autonomy. Build a team of trusted managers beginning from the hiring process, identifying a person’s character and communicating the issue of utmost importance often and directly to such a team. Take time with the team leaders to ensure that they understand the importance of a project and the right style of leadership before delegating and execution. Weaknesses Overcoming Poor networking and working with diversified teams Make use of mobile or technological devices for continued communication. It is possible to stay in touch with significant people with modern technology. Provide consistent feedback to subordinates and empower managers to be proactive in working with different teams. Use project management tools like messaging, intranet and emails to allow managers participate in every decision making and ensure consistent and clear communication. Forcing others to conform in procedures and to my performance level. Ensure that performance evaluations are not rigid but incorporate various ideals of performance. Allow managers to perform departmental evaluation according to their consistent expectations and trust their judgment Poorly trusting others and micromanaging teams Embark on shared leadership through collaborative decision making, consistent communication, support meetings and feedback to team leaders. Set specific goals with team leaders and allow each to assume the best style to achieve them with their subordinates. Poor being adaptive and innovative Ensure continuous training, external consultancy and collaborative decision making for teams to become enthusiastic and create innovative solutions. Table 1.0: proposed solutions- strategies to overcome weakness and capitalize on strengths Evaluation of Solutions and Strategies The solutions and strategies that stood out above include: Collaboration and empowerment of subordinate leaders and teamwork Use of technological devices to communicate around the clock, feedback and effective communication Use of general performance evaluations , continuous training and external consultancy Collaboration and empowerment and teamwork On one hand, collaboration, empowerment and teamwork will aim at diminish my pitfalls to overlook the long-range implications, being rigid and inflexible and seemingly delayed feedback. By supporting the subordinates’ leaders, I will create an environment where they can speak up and take actions without fear of being punished or intimidated. On the other hand, these solutions will promote different leaders and their subordinates to their very best with an organization that is supportive, safe to take risks and allow them to tell the truth. In turn, I will close the loopholes and leverage the benefits to the organization by facilitating teams’ progress towards attaining interrelated goals. Networking with technological devices, feedback and effective communication As an introvert means that I might not network regularly and can take longer before reaching for a decision and responding to questions. However, sometimes the organization needs knowledge to ensure that every employee from top to the bottom of the organization has up-to-date information about goals, failures, success and performance. The current communication platforms and devices will allow me to ensure collaborative communication and actively solicit ideas from managers. I can provide answers to individuals through emails and achieve a certain level of connection through those channels. General performance evaluations, continuous training and external consultancy These solutions follow my obsession with rigid procedures that may hinder innovativeness and stagnancy. These solutions will allow me and other leaders to perform the basic duties of any leader; decision making. Being decisive require someone to understand the circumstances and have all information required so as not to be hesitant in making decisions. Performance evaluation on various business units will indicate the level of organization preparedness to change and compelling reasons to consult externally for people to stick to change. Plan of Action Goal Area 1 Develop my leadership style in school: Collaboration, empowering others and teamwork Action and Timeline 1).Take GPS Life Plan assessment like Who are You as a Leader? From. Print my results in a folio over coming semesters. 2). Read extensively (one leadership topics a week) from GPS Life Plan from this Semester; to the final semester in third year. 3) Complete a resume highlighting my skills Review vacancies every Friday in third year Friday (those related to my future career) identify leadership skills common in Business-related job vacancies and other responsibilities 4). Review my resume after evaluating my leadership skills continuously after one year. Outcome and Results Better understand my strengths and identify weaknesses in leadership. Use/apply the learned skills in practical contexts (group work, club leadership and in other social contexts) accordingly to test my strengths and weaknesses. Goal Area 2 Understand and practice leadership skills in two volunteer experiences in long holidays (second and third years) Understand how managers network with technological devices, offer feedback and effective communication. Suggest the use of such platforms and channels in the department to practice and become effective to use such channels. Action and Timeline 1). Review the volunteer opportunities in various organizations Align my choices for volunteer with my skills and future career aspirations. 2). Complement volunteer opportunities with repeated Community involvement in occasional University clubs and activities. 3). Inform leaders in volunteer organizations of my leadership skills aspirations; participate in opportunities of utmost interest. Outcome and Results Develop leadership skills for my future job. Meet new people to develop my career network. Goal Area 2 General performance evaluations, continuous training and external consultancy Action and Timeline Identify and work with different students in my course, form groups for every units in every semester and ensure that I understand different ways to see others’ performance, ensure discussions to become a skilled trainer and consult with senior students, tutors and lecturers for assistance. Works Cited Andriole, Stephen J. "The 7 habits of highly effective technology leaders."Communications of the ACM 50.3 (2007): 66-72. Kovjanic, Snjezana, et al. "How do transformational leaders foster positive employee outcomes? A self‐determination‐based analysis of employees' needs as mediating links." Journal of Organizational Behavior 33.8 (2012): 1031-1052. Stahl, Günter, et al. "Six principles of effective global talent management."Sloan Management Review 53.2 (2012): 25-42. Read More