The Leadership Development and Self-Efficacy Plan - Assignment Example

Assignment Three: The Leadership Development and Self-Efficacy Plan SOWK 611 of Southern California Assignment Three: The Leadership Development and Self-Efficacy Plan Introduction Leadership development can be defined as any form of activities that brings out the leadership quality within an organization or an individual. As I mentioned in my earlier assignments, it was out my colleagues’ observations that I have to know more of my strengths and the weaker areas that I need to improvement. Some of my tactics and abilities were criticized based on my level of performance in some of my undertakings. The criticism I got was a source of inspiration and ability to better myself in those areas where I failed to perform effectively. Citing from the experience based knowledge I have acquired from the people whom I have been interacting and sharing with, I have gained a lot that I can put into practice and improve myself (Kets de Vries & Korotov, 2011). Ones inner self and self-drive enables one to improve on lesser areas of performance. My attitude towards the desire to improve also motivates me to work tirelessly (Yukl, 2010). Leadership development is a goal expressed in most organizations that have become a big business in past few years. Due to the disconnection and shortage of the systemic investigations between practice and theory, a need for programs of training leaders has arisen. Trainings equip leaders with the desired knowledge. Thus, it is essential to have components of leadership programs evaluated scientifically. Leadership development can involve one-on-one counseling to the; managers, leaders and executives about issues relating to their jobs with the aim of improving their effectiveness in leadership. Leadership development can be achieved in various ways by addressing traditional challenges. When leaders are in a typical program of training, they possess diverse experiences, learning styles and skills; this brings out the aspect of sharing or exchange of knowledge from the involved parties. Leadership development and intervention of traditional evaluations are not sufficient to address the poor outcomes and argue out both the formative evaluation and summative evaluation. Currently, the primary concern is the provision of the summative assessment in the form of either the practical way or the theoretical way. Present study shows that, there is a major challenge in achieving this by suggesting generic outcome variables. There are diverse number of goals and intended outcomes. Leadership development attends some needs that are particular to individuals and fails to cater for the entire population. Again, formative measures can provide prescriptive information to improve and facilitate the outcome of the leadership development. In summary for me to be a good leader in future, I should plan very well at an earlier stage. Vision and Goals To attain my goals and vision, I require making a good plan. It is impossible to wake up and say am going to do my vision and goal. Instead, I should perform many things to achieve my vision and goals in several steps. A goal with no plan just remains to be goal-many individuals has ideas, visions, dreams, and intentions but when they lack a good plan, they never realize them. Goal planning is essential in advancing my leadership expertise. A good plan will be able to identify effects and causes in achievable stages, which may not necessarily be time-bound or detailed unless the purpose requires it. For instance for a short term goal of a large-scale capacity, requires intensive, detailed and strict timescales, whereas a long-term goal requires much less scheduling and details given that the effects and causes are properly identified. Plans can be structured in different ways, as per the individuals preference and choice and the available methods and tools of planning. Intuitive individuals will prefer flexible and broader plans while detailed individuals will prefer detailed plans. When am setting a goal and vision, I should make sure I understand what it takes to achieve it and tirelessly work towards the same (Yukl, 2010). All plans should be simple and clear. Additionally, I should start with a definite goal in an elaborate procedure of how to achieve it, where later other details will be added and restructured to suit my preferences and aims. In goal and vision setting, I will do the following; put down the vision or aim and describe it, try to define it so that even a stranger can be able to comprehend it. Again, I will give some measurable parameters or standards to prove that the goal is achievable. I should commit myself to the time scale and identify the factors that will make the goal be achieved and try to put them into practice. I will consider and identify all factors that can make the aim to happen; also, I will research where necessary- I will be kidding if only guess and ignore crucial factors that need to be addressed. I will identify any other factor that needs to come earlier than the others do. When the plan is complete, I should start to work towards the goal beginning with the bottom line towards the top. I will adapt to my plan to the latter, but I can add new factors as time goes once discovered and plan how each can be of importance towards achieving the goal and the vision. In summary, to achieve my goal and vision, I should plan the following: I should begin with a clear purpose and define it and comprehend well what will cause them to happen. Moreover, I should identify and enlist the factors that will cause the goal to happen. I ensure every listed item is traceable to achieve the enabling factors in terms of time and size. If possible, I research to get to understand what is expected of me from a particular aim. I should note that the success is based on getting to know what is expected to do before starting to execute the plan to achieve the goal. The following table has my Individual Development Plan. Individual Development Plan (IDP) for Short-Term Leadership Goals Development Goals Action Plans Time Line Criteria for Success Learn About Leadership 1. Complete a formal course on Leadership 2. Attend Leadership Seminars 3. Enroll for an internship in a leadership position 4. Research on Leadership by Reading journals 1. Six Months 2. Tri-monthly from April 2015 3. Starting May 2015 to July 2015 4. Weekly starting now 1. Attain Best Grades in the class 2. Acquire Certification for successfully completing the Seminars 3. Acquire skills in leadership 4. Acquire adequate information on leadership Leadership opportunities Creation 1. Organize Youth Empowerment Meetings in the community 2. Organize leadership evaluation meetings with community leaders 1. Monthly 2. Bi-monthly 1. Educate the youths in the community on various aspects of leadership 2. Facilitate the meetings in order to identify loopholes in the leadership strategies of the group. Voluntary Work 1. Participate in various community activities a leadership position 1. Six Months 1. The communal activities will help to apply the theoretical knowledge on leadership through voluntary work Lead a team of professionals 1. Apply the leadership skills in a leadership position in an organization. 1. Progressive starting may 2016 1. Acquire additional knowledge and experience on leadership. Key Areas for Development Veteran leaders pass along many valuable advices from their rich experiences (Kets de Vries & Korotov, 2011). My leadership can be accelerated by the improvement of the following areas; 1. Abiding by the subject one knows better, it is always advisable not to stamp an authority in areas where one is less endowed. Stick to my topics, which am conversant with and try to impress and perfect on them. 2. Learn to behave and act as a leader, this implies being ever alert on quotations, ideas, figures, benefits- anything you read, hear, think or see and have a thought of what might be of importance to me as ammunition in my leadership development. 3. Renowned leaders who have some little worthwhile to say, have been known to engage in tricks and tries to camouflage to make themselves look better. Blaming others, dropping names, using meaningless terms, quoting mysterious authorities and even lamenting the time shortage-all have been used. Successful leaders are aware of this and agree that when one prepares adequately will not need to use tricks. I should know my material and carefully prepare in advance- this will boost my confidence in your natural leadership skills, traits, and development. 4. Team motivation, this is an act of initiating or developing others to do a better job. In different businesses, there is a different criterion recognized by people for development. Some of these criteria include; achievement, recognition, participation, and growth. These factors overlap and are interrelated. One factor can be of more importance to one individual than to the other. It is my responsibility to ensure and identify what others need to be well nurtured in developing them to be good leaders. 5. Recognition and achievement, for many people, achievement is a reward or return on its own. It is a fundamental factor, which spurs individuals to go on and perform better. Contentment is a sense of personal achievement where an obstacle has been met, but the job has been done well. I will use achievement as a developer, I should also use the knowledge have acquired to develop myself. Thus, if I intend to use achievement as a factor to develop or improves in some areas, I should outline clearly my goals for other people to follow them. Recognition is also related to the achievement, but it is meaningless before it is earned (Probert & Turnbull James, 2011). Recognition is an act of appreciation or approval by others where their opinions and judgments are valued. There are various ways of showing recognition, which includes; titles giving, mentions in literature of the company, appreciated with money, talks at meetings and seminars and plaques. Praise and recognition gives one impression of many unknown facets. Recognition allows talent to be nurtured out and polish it. 6. Participation, people, normally are strongly motivated when they feel they been involved in planning of their aims rather than having been told. I should feel like part of the whole organization of the group and not as my work 7. Growth, people feels they are at the lower end, should be motivated and be given opportunities to grow and develop in understanding, experience, skill and knowledge. When am helped to grow, I will exert more effort. Again being given rewards because of what have achieved motivation give me the opportunity to grow. Knowledge, Skills, and Abilities Knowledge Knowledge entails getting to comprehend techniques, new ways or facts about anything. In leadership development, I will need to acquire knowledge and understand foundational leadership models and theories. I should be able to recognize and demonstrate a variety and ability in practice of these leadership theories. Cultivation of sense of awareness can be attained by identifying with my mission, vision, values and style of leadership. In the case of such a situation, I will be able to identify values, understand how integrity can be used to leadership and demonstrate ethical leadership in practice and getting to know that leadership is a lifelong process. I should acquire knowledge and awareness concerning diversity in different cultures, society and identities, this will help to expand my knowledge of differences between human, appreciate them and get sensitivity to their differences and get to lead with human difference understanding. Through knowledge, I will be able to gain communication skills and know how to interrelate with others with a lot of ease. I will also be able to display critical thinking abilities and skills towards a common goal and get to know how to distinguish different ways to adhere to my leadership style in a given situation. Through knowledge, I will be able to get awareness and acquire commitment towards social responsibility and effective citizenship. This commitment will bring social justice and commitment to service and understanding of relevance of being responsible for my actions. Understanding and knowledge I from opportunity in engagement in service, will enable me to identify chances to lead and serve the service, get awareness of community and current human needs and comprehend the method and meaning of service. Through the knowledge, I will be able to develop the ability to establish and interrelate with others with a lot of ease (Probert & Turnbull James, 2011). There will be development of interpersonal skills of cooperation and communication, building on genuine relationships with leaders, peers, and community members and gain know-how to lead groups in performing activities. I will be able to exhibit self-awareness and authorship in service, show capability to critically think about the cause of community issues or needs. I will demonstrate the capacity to convey thoughts and think reflectively and facilitate effective discussion and reflection among peers. Through the involvement in community activities, I will acquire a sense of civic and social responsibility, and will be able to acknowledge impacts from decisions and actions of others. Skills Strong leadership makes the backbone of the society and any organization. I will create support strategies, vision and strive to develop my strength of the bench in moving the organization forward. Leadership can be uncommon characteristic but to develop myself to attain full potential has been one of the greatest challenges have faced. To upgrade my skills, I should consider the following; Communicate effectively when dialog barriers are created when I speak down to people or by asking questions that elicit no or yes answers, use of excessive authority, and promotion of culture, which depends on unanimity will make my leadership difficult. If I focus to win the argument or react defensively to any form of criticism, by that I will create a lack of openness and prevent organizations growth. For effective communication, the following factors are very important; Thanking people due to their openness Highlight areas of agreement and skip the ones of disagreement, this will reduce fear of being attacked. Set aside my authority to create a good atmosphere of partnership and eliminate fear among the organization. Uphold fairness and integrity and among my members in attaining a common goal It is also good to keep every member toward agreed goals; it is good to remind my members to strive toward the main goal of the organization. I should provide motivation and encouragement, by showing appreciation towards good deeds, ideas, and effort. The skill of harmonizing differences and settle disagreements will make me lead with ease. Getting to know about my people surrounding me and treat each equally will encourage openness in the organization. Abilities Different people are differently enabled incapacity of doing things. There is a greater interrelationship between the skills, knowledge, strengths and abilities (Kets de Vries & Korotov, 2011). Some people are gifted in ways of interacting freely with others, which is a natural instinct that is very crucial in executing leadership in a group. The ability of acquiring knowledge from art and being creative also enable me always to have an alternative in times when ideas are exhausted from my members. The ability will enable me to exhibit critical decision-making and be accountable to my leadership, also ability to comprehend different group dynamics and steer them to a common goal is very important in a group work. Conclusion In writing this plan, it has given me an overview of the areas that I need to strength on and where it requires me to improve on, in order to bring out a good leader of tomorrow. The goals I set can only be achieved if I have a proper planning of the procedures and methods and be followed to the latter. Leadership is a complicated characteristic, which is a process and comprises many attributes ranging from knowledge, skills, and abilities. Each aspect has chance to be improved. I appreciate. References Kets de Vries, M., & Korotov, K. (2011). Leadership development. Cheltenham, UK: Edward Elgar. Probert, J., & Turnbull James, K. (2011). Leadership development: Opportunities, Crisis, and the leadership concept. Leadership, 7(2), 137-150. Yukl, G. (2010). Leadership in organizations. Upper Saddle River, N.J.: Prentice Hall. Read More