Leadership Development Plan - Essay Example

(Buckingham and Coffman, 1999) These commonalities of exposure persuade the writers formulate twelve questions in order to examine the talent hidden in the individuals who appear as candidates against the posts of business personnel and eager to serve the organization. These questions maintain imperative significance, and different people take these questions in a different way. The replies to these twelve questions are as following: Answer 1: First and the foremost duty of an executive, a personnel or a manager is the acquaintance with the nature of job and responsibilities one has to perform for his organization.

There are many executives working for an organization, who offer their services with loyalty and sincerity, but do not actually know what they are expected to do. They remain stick to one special task assigned to them by their superiors and seniors, and do not have vision to look beyond the limited canvas of targets they have been assigned with. The management looks for something new, novel, innovative and extraordinary from the personnel, and mere performing the regular assignment diligently and honestly is not enough for remaining indispensible for the work place.

Answer 2: A worker is recognized through the quality of work he presents to his superiors. Hence, a devoted and diligent worker surely wins his permanent place within his organization. Since it is the age of technological advancement, every worker requires some particular tools and equipments while performing his obligations. Hence, in order to prove one’s skill and capabilities, a worker must be well-equipped with the tools necessary for the performance of his obligations. Consequently, the workers must be provided with the material and tools relevant to their duties, so that they cannot make excuse that they lack equipment.

The workers should prepare a list of tools they essentially require during their work, and should demand these tools from their seniors. Answer 3: