Assignment 3
Leadership development plan
Task
The marking rubric is posted on Course Canvas.Assessment Criteria
This assessment will measure your ability to:
· diagnose leadership strengths and weaknesses as a result of self-assessment
· create a leadership development plan based on self-assessment
· describe how to incorporate the feedback into the plan
· describe how the plan can make an impact on your future life and career
· acknowledge sources of information (format, quality and quantity of references)
Overview
You are required to reflect on your own leadership qualities using diagnostic tools. These will measure three specific areas of leadership, and provide an indication of potential strengths and weaknesses. Alongside these, you will reflect on what you learnt about the person you chose as an effective leader in Assessment 2.
Based on your self-discovery from the diagnostic tools and your leadership reflections, you will then consider how to improve your own leadership qualities. You will capture your ideas in the form of a draft leadership development plan.
You will then incorporate industry feedback on that draft plan from a chosen leader, before revising the draft into your final submission.
This is a Work Integrated Learning (WIL) assessment task, the purpose of which is for you to build on the knowledge and skills gained from Assessment 2 and apply them in a practical situation through a real workplace context and engaging with feedback from industry.
Assessment details
This assessment acknowledges the critical analysis and reflection of the person you chose as an effective leader in Assessment 2. It requires you to then move ahead from that base, to reflect and plan on how you will improve your own leadership qualities and effectiveness going forwards. This will be done through two stages:
1. Leadership development plan
2. Industry feedback
Before you start this assessment, you will need to have nominated a leader who will provide you specific feedback on your draft Plan. They must agree to be involved, commit to your timings, and may be approved by your teacher earlier in this course. This leader can be anyone you know who holds a leadership position in an organisation. This leader could be the same person as Assessment 2 or a different leader.
1. Leadership development plan
For the leadership development plan, you are asked to reflect on your own leadership based on what you learnt from the person you chose as an effective leader in Assessment 2. Then, you will consider how your own leadership qualities could be improved.
Your first step is to assess your current strengths and weaknesses as a leader (or potential leader). Complete the three (3) leadership diagnostic tools listed in ‘Diagnostic tools’ (see Canvas). In this task, you will need to analyse and explain the results of the tests.
Next, create a draft of your leadership development plan using the ‘Leadership development plan template’ (see Canvas). The plan must at least maintain the leadership strengths or improve on the weaknesses or further develop your leadership skills identified in your leadership self-diagnosis.
Using the template as a guide, your leadership development plan must identify three leadership strengths/weaknesses/skills and outline the steps you plan to take to achieve them.
Specifically, you must address the following:
Explain why you chose those particular strengths/weaknesses/skills
Describe any challenges you anticipate and how you might overcome them, or provide justification if do not anticipate any
Outline activities that you will undertake (or are currently undertaking). These might include trainings, readings, courses, etc.
Suggest real-world situations where you can practise and apply your developing skill (internships, jobs, volunteering, etc.)
Plan a date by which you want to achieve your goal
Identify the measurements to evaluate whether you reach your goals.
You must review the leadership concepts, models and theories covered in this course to describe how they relate to you and your leadership development plan. The plan should consist of key components such as goals, measurement indicators, specific activities, timeframes, etc.
2. Industry feedback
In this stage, you must seek feedback on your plan from the leader you have chosen. After you have completed the draft development plan, you will need to submit the plan and provide the ‘Industry feedback checklist’ (see Canvas) to your nominated leader.
After receiving the Industry feedback checklist back from your nominated leader, you will first need to reflect on their words. Then, you willincorporate relevant feedback they provided into your development plan. As you update your plan consider the following questions:
· What did the leader have to say about your draft of leadership development plan?
· How have you modified your draft because of the feedback? For example, if the leader you consulted said that your timeframe to achieve your leadership goals was unrealistically short, did you then extend the timeframe top achieve these?
· Were there any feedback that you thought were not relevant? What made them less relevant to you and your Plan?
Next, you will need toanswer the following promptsas part of the industry feedback task in your assessment:
1. Describe what and how you have incorporated this leader’s feedback into your plan.
2. Describe how the plan makes an impact on future lives and careers.
Your assessment must have at minimum 10 academic references from academic sources such as peer-reviewed journal articles and books. Websites, such as Wikipedia and blogs can provide a useful starting point for general details. However, these sites do not contain academic content, are not peer-reviewed, and are therefore not considered as strong sources. They are not acceptable, and will not be counted in the minimum references required.
Correct and thorough referencing and the quality of your sources will also be considered in the evaluation of your assignment. Please ensure that your spelling, grammar and syntax are correct before you submit your personal reflection.
Assessment structure
The assessment should use the following structure. A template of the structure is also provided and can be used as a guide (see ‘Suggested Assessment 3 structure template’ in the
section of this document):
Title page
Table of contents
Introduction (~150 words)
Body with headings and sub-headings:
Leadership development plan (~1,100 words);
Industry feedback (~1,100 words)
5. Conclusion (~150 words)
6. References
7. Appendices, which will include:
· your leader’s feedback in the Industry feedback checklist
· your Leadership diagnostic tests results
· initial Leadership development plan (before feedback from chosen leader)
· final Leadership development plan (incorporating feedback from chosen leader).
Resources
Referencing guidelines
Use
RMIT HarvardLinks to an external site.
referencing style for this assessment.
You must acknowledge all the courses of information you have used in your assessments.
Refer to the
RMIT Easy CiteLinks to an external site.
referencing tool to see examples and tips on how to reference in the appropriated style. You can also refer to the library referencing page for more tools such as EndNote, referencing tutorials and referencing guides for printing.
Submission Instructions
You are required to submit your Assignment 3 through the online submission in Canvas by the due date. Refer to Canvas Assignment 3 link for specific details.
The soft copy of your assignment (including a reference list and appendices) must be submitted online to Canvas of this course by 7.00 pm on the due date.
Double-check and make sure that the documents you are submitting are correct before hitting the submit button.
Your assignment will be submitted for a Turnitin check for academic integrity purpose.
Multiple submissions to the Canvas are allowed. However, only the latest submission will be assessed.
You need to note that the Canvas system might not be able to process your submission in the case of a large volume of submissions at the same time (for example: if many students submit their assignments just right before the due time). Therefore, you need to allow yourself enough time to submit the soft copy.
Links to relevant information relating to Assessment Task Three: Leadership Development Plan
Leadership Diagnostic Tools
Download Leadership Diagnostic Tools
Leadership Development Plan Template
Download Leadership Development Plan Template
Feedback Checklist
Feedback Checklist
Assessment 3: Leadership development plan
Questions
YES
NO
UNCLE
AR
Are the goals set out clear and achievable?
✓
Are the activities set out clear and doable?
✓
Are the goals aligned with the strengths or weaknesses set?
✓
Are the activities aligned with the strengths or weaknesses set?
✓
Is the timeframe for the activities and goals reasonable?
✓
Are the measurement indicators appropriate and measurable?
✓
✓
Would I do the same as the student?
Overall, is the development plan feasible/reasonable/appropriate? (e.g. does the proposed
plan address the strengths and weaknesses?).
Page 1 of 2
✓
Feedback and Suggestions
The plan for the development is developed to show consistency and rightly identify the weaknesses and strengths while it is highly required to
inform the stakeholders on the rationale behind the selection of goals and activities alignment. By introducing specific cases or instances
demonstrating the connection, comprehensibility and impactfulness could be extended. Besides, using realistic timeframes should be put in
place and set quantitative and qualitative indicators should support tracking and evaluation of the advances. It would be a step further to seek
advice from peers or mentors and remaining flexible to revise adjust the plan if ever needed. This would make the plan more plausible and
appropriate. In general, with being properly adjusted and applied, you will see that development can be a powerful instrument for personal and
professional growth.
Page 2 of 2
Table of Contents
Leadership Development Plan ………………………………………………………………………………………….. 2
Introduction ……………………………………………………………………………………………………………………. 2
Development Plan …………………………………………………………………………………………………………… 5
Self-Assessment ……………………………………………………………………………………………………………… 6
Reflection on Plan …………………………………………………………………………………………………………… 8
Industry Feedback …………………………………………………………………………………………………………… 9
Impact on Future …………………………………………………………………………………………………………… 11
Conclusion …………………………………………………………………………………………………………………… 13
References ……………………………………………………………………………………………………………………. 14
Leadership Development Plan
Introduction
The development plan is not just a tool for leaders; it can also transform leaders by
highlighting their strengths and weaknesses. Moreover, the developmental plan helps leaders
determine which areas to improve. CEOs, who can draw on their exceptional training, business
wisdom, and savviness in problem-solving, act as the perfect consultants and advisers. Their way
of pinpointing and resolving the intricate problems of the business gives them the ability to think
outside the box and bring up solutions that practically fit the organization’s needs and industry
standards. Applying the leader’s remarks alongside their ideas and notions, the employees could
develop a strategy that deals with the pressing issues and supports the organization’s development.
However, after the CEO’s advice, employees can help build their leadership skills and grow in
their careers, which is made possible through the CEO’s extensive knowledge, strategic thinking,
and involvement in making crucial decisions will result in an individual having the edge over
others thereby being positioned for more significant opportunities and responsibilities in the
workplace.
Understanding Your Personality: Executive (ESTJ-A)
Aspect
Description
Personality
Traits
Executive (ESTJ-A)
Extraverted – 61%
Observant – 52%
Thinking – 55%
Judging – 68%
Assertive – 54%
Sentinel
People Mastery
Role
Strategy
2
Test result
Given that you are an Executive (ESTJ-A), your personality profile reveals that you are a
perfect blend of characteristics that affect how you go about with the difficulties faced in the
leadership and decision-making process. First of all, we will look at the type of MBTI according
to which your personality has an impact on both your professional and personal life and will be
identified as ESTJ A.
Extraversion (61%): Through this level of moderate extraversion, you can develop the
ability to draw energy from engaging with others while also being able to engage in moments of
contemplation(Kong et al., 2021). This balanced approach means you will mix time for direct
connection and development of collaborative relationships with individuals while at the same time
giving time for solitude for reflection and planning.
Observant (52%): Being observant is an indicator of having a sharp and analytical mindset.
Therefore, you can witness the details commonly not perceived and gather essential information.
The aspects of your personality that allow you to focus on facts and specifics arm you with the
required skills necessary to appraise situations precisely and make correct decisions that ensure
your goals and objectives are met accordingly(Lee & Kim, 2022).
Thinking (55%): When faced with problems and opportunities, approaches with logic and
reason. The utilization of this method helps you to think critically about situations and make
decisions based on practical reasoning, upon which the best strategies and solutions are built. The
fact that you put a strong priority on logical thinking helps you to make choices that are based on
careful thinking and in-depth analysis(Saxeba & Mishra, 2023).
Judging (68%): Your tendency for marking implies that you are structured and organized
in the way of managing responsibilities and tasks. You are a person who excels in an environment
3
where clear structure, order, and compliance with prevailing rules and regulations are appreciated.
The process of creating objectives and timelines, as well as maintaining accountability, facilitates
productivity and efficiency within your work.
Assertive (54%): Moderate assertiveness, as an individual, represents your ability to
properly articulate your opinions as well as present your case when necessary. As you express your
opinions with surety, you understand that consensus-building and collaboration are forms of
bonding as a team and contributing to its cohesiveness. Your well-adjusted assertiveness serves
you well psychologically, and less hierarchical implies feedback from others.
Role: Sentinel: You clearly stand out when it comes to People Mastery because you are
right about the financing of interpersonal dynamics for organizational objectives. Your power of
relationship building, collaboration and conflict mitigation will help in creating a pleasant and
conducive working environment and atmosphere (Saxeba & Mishra, 2023). Through using your
knowledge of human psychology and decision-making, you are able to enable the members of
your team to help them exceed their capability and contribute to building the overall organization’s
success.
Strategy: People Mastery: By embodying the archetype of the Sentinel, you exhibit
behaviours like periodicity, consistency, and adherence to regulation and standard procedures.
Through your leadership, you direct attention to the industry processes stability as well as
efficiency(Kong et al., 2021). With your precise accuracy and dedication in keeping our standard
level, you help to the achievements and continuation of the team or organization in which you
serve.
4
Development Plan
The development plan is the central medium in personal and professional development,
operating with the self-evaluation and wise counsel of the CEO. Self-evaluation provides
individuals with a detailed understanding of their leadership attributes and what aspects need
improvement. This self-inspection unearths what we can do and utilizes it to lay a foothold for
both personal and professional growth(Brass et al., 2023). Through critical observation of each
self-assessment criterion, one can note how their leadership capabilities resonate or don’t resonate
with the overall vision and mission.
Indicating existing weak spots is a pivotal part of the development plan as it sets off for
purposeful development and progress. Leaders can act on areas of strategic importance when
apprised of such fundamentals to the organization’s leadership and long-term objectives.
Furthermore, preparation for those inevitable stumbling blocks of time shortage or resistance to
change can be undertaken in advance, contributing to the increased odds of success in an
individual’s personal improvement path(Saxeba & Mishra, 2023).
One essential element of the development plan is the selection of appropriate training
courses, relevant literature, and live examples of when to exercise leadership skills. Based on the
observations of Maclaley & Palus (2021), one can utilize various resources to elevate leadership
capabilities, including formal training programs or experiential opportunities. When students face
real-life scenarios in which they need to apply the theoretical knowledge they have acquired, they
gain invaluable experiences. They can understand their leadership capabilities better.
Setting measurable objectives along with specific due dates and assessment criteria is one
of the critical elements in the success of the project because it allows for the monitoring of progress
and the achievement of overall goals. Individuals gain clarity and measurability by setting clear
5
and measurable goals, which creates accountability mechanisms while setting milestones to be
achieved within specific time frames(Kong et al., 2021). This program-oriented approach will give
individuals a sense of direction and finishing and help them stay focused. They will be motivated
throughout their development journey.
The guide is guaranteed to provide you with carefully organized criteria for leading and
achieving set goals in both your personal and professional life. It is an ever-evolving tool that, in
order of importance, adapts to a situation, and it guides an individual through crucial stages and
challenges with hope and meaning(Saxeba & Mishra, 2023). Additionally, by supporting the
CEO’s strategic mindset and views, the development plan increases its reputation and significance,
making it a powerful instrument for enhancing the organization’s performance and its people’s
growth.
In general, the development plant serves as the blueprint for personal and professional
development, purposefully considering self-evaluation and insights from the CEO. By strategically
analyzing areas for improvement, foreseeing potential obstacles, and selecting suitable resources,
each individual can train their leadership abilities and maybe accomplish their long-term
goal(Nazir et al., 2021). The individuals will set clear and measurable goals that will serve the
purpose of an accountability mechanism and ensure progress is followed. Finally, a development
plan is a flexible tool for managers to conclude when they face difficulties in their professional or
personal lives.
Self-Assessment
Through the process of self-evaluation, the results of these tests are the ultimate sources of
information about a manager’s characteristics that can be viewed positively or negatively. These
6
assessment tools function as diagnostic aids, allowing individuals to know what they are good at
and where they fall short, a critical step toward further planning to grow(Nazir et al., 2021).
Additionally, analyzing the career history and philosophy of the CEO will be very insightful and
encouraging. Through studying the CEO’s career, leadership style, and accomplishments, students
learn numerous lessons that can be utilized on their leadership journey (Maclaley & Palus, 2021).
This sort of self-reflection develops individuals’ skills to reflect more accurately and better
understand themselves as leaders. The correlation of the lived experiences of CEOs with one’s
takes can promote deep reflection on the limitations and advantages of leadership styles (Yen et
al., 2021). By evaluating the areas that require work and using their strengths, individuals can
refine their development strategies, thus enabling them to be more focused and effective and
supporting them in reaching their full potential. In essence, self-evaluation should be viewed as an
invaluable tool for creating strategic and purposeful plans that ultimately lead to greater leadership
effectiveness and growth in one’s career.
One more critical trait that those following the path of self-evaluation develop is a feeling
of responsibility and ownership for the development process. Through self-evaluation of where
they can excel and the areas in which they fall short, individuals take on the accountability of selfdevelopment and those aimed at improvement. Such a self-evaluative attitude will enable people
to improve their workforce effectiveness and resilience when faced with professional
difficulties(Kong et al., 2021). To conclude, the self-evaluation process is in which a leader’s
primary skills are formed. It helps to develop a state of learning and self-improvement in an
individual, encouraging them to continue working towards their desired goals.
7
Reflection on Plan
The combination of self-assessment and the CEO’s influence provides a comprehensive
outlook that would help analyze personal and professional development by examining leadership
attributes. Through the detailed analysis of leadership elements, people get access to a leadership
style’s positive and negative aspects, which grounds them in understanding how these factors can
be employed to accomplish long-term goals (Bindels et al., 2021). Introspection lets people see
their weak areas that need to be addressed, and when they work out, they improve their leadership
effectiveness.
Foreseeing these imminent problems includes time pressure and change avoidance; these
individuals devise alternative strategies to overcome the difficulties. Through identifying potential
areas for improvement and planning on overcoming them, individuals demonstrate a proactive
attitude to developing their leadership skills and ensure that they are well equipped to steer the sail
through the professional waters in the face of complexities and uncertainties. (Javed, 224).
Additionally, acquiring new skills and abilities is one of the critical aspects of leadership growth,
and people employ different ways of doing it, such as training, reading, and real-life practice. The
experience of being a part of real-life situations offers an unmatched experiential learning
opportunity that will give individuals a chance to use theoretical knowledge practically and
sharpen their leadership skills in an appropriate setting.
Establishing quantifiable objectives with specified deadlines and assessment criteria that
serve as measures of accountability and progress is essential. By setting achievable and measurable
goals, people give themselves a tool to track their progress and assess their accomplishments in
line with plans that have been set before. This structured way of thinking permits people to keep
their eyes on the prices and to attain their personal and professional goals (Lee & Kim, 2022). All
8
these elements must be precisely worked out and accomplished if the plan becomes a transparent
guide to individuals that will help them achieve professionally and personally. Through the
realization and utilization of self-evaluation inputs, a company’s team member can align with the
CEO’s vision, creating a clear path for continuous growth and progression.
Industry Feedback
In the modern and competent business sphere, attending the CEO in the growth plans
development process means aligning with the organizational aims and bringing about perpetual
advancements. A CEO’s solid and deep understanding of the business map matters in modifying
and improving the plan to fit the company’s strategic target (Sambi, 2022). Employees demonstrate
the resolve for growth and progression by actively seeking the CEO’s acquisition, based on his
long-term vision that can be tapped on to promote change and progression in the organization.
All significant points made by the CEO would be reviewed carefully, showing their
commitment to ensuring the plan’s enhanced effectiveness and impact. Chief executive officers
consider their wealth of experience and strategic vision in assessing the alignment of goals with
actions and deadlines (Kjellstrom et al., 2020). With feedback from the CEO, individuals can
ensure that the growth plan follows the organization’s aims and is flexible enough to be adjusted
to the changing trends in the business environment. Moreover, collaboration between leaders
makes an organization maturing and updating where growth plans are used in change. The CEO’s
contributions add new dimensions to this plan and develop more valuable and functional
equipment for the complexities of the business environment. Through this continuous
collaboration of refinements, the shape of the plan adjusts to support the people and organizations
on their way to the creation of success.
9
In addition, the repeating and rapid process of giving feedback to the CEO allows plans to
grow along with the business goals and market changes. Throughout the process, the plan is
constantly being tested and reviewed by the CEO’s input to allow individuals to leverage past
experiences and grow as self-confident leaders amid adversity. The growth plans will be reviewed
and adjusted during this ongoing process to stay up-to-date and relevant and cultivate a learning
and innovating culture within the organization (Lee & Kim, 2022). Moreover, the CEO having a
say in setting up the strategic plans is the foremost factor in nurturing organizational success and
enhancing individuals` competence. Leaders engage with their people by getting their agreement
and being receptive to their views, which also acknowledges their expertise in dealing with the
complexities of the business environment. Through their help, growth plans become dynamic,
ready to help those businesses realize their dreams and walk successfully ahead in the competitive
business world.
Besides the CEO’s role in the growth plan, the importance of the benefits to the
organization through these individuals can also not be over-emphasized. By incorporating CEO
performance appraisals, the company can ensure collective effort and alignment of the employees
within the organization, which is the teaming up that helps leaders to be close to their employees
while also making their players understand and pull up in the same direction utilizing goals and
objectives. In addition, the CEO’s contribution to the growth planning process is a strong instigator
of the organization’s development and learning environment (Maclaley & Palus, 2021). Through
them, the CEOs can share their lessons and bits of intelligence with those of lower rank and
experience. This reciprocal sharing of knowledge creates a culture built on a lifelong learning and
improvement foundation, as employees can innovate and handle changes in their environments in
an adaptive fashion.
10
Furthermore, the CEO’s inclusion in growth planning schemes is expected to influence
team member engagement and morale positively. When the workforce witnesses the senior
management put their hands on the organization’s plan, it gives a feeling of confidence and
mission, encouraging them to vitalize their thoughts and labour for one common destiny. The sense
of group ownership and self-esteem enables the creation of a constructive climate where the staff
feel appreciated and energized to work at their maximum (Lee & Kim, 2022). Therefore, the CEO’s
engagement in Growth Planning initiatives not only helps refine the specific plans. It also
ultimately improves the organization’s overall health and well-being. The CEO’s active
participation in facilitating cooperation, encouraging learning, and motivating employees brings
about organizational success and leads to long-term growth and prosperity.
Impact on Future
The instigated plan is made through the meticulous assessment process, and its capacity to
empower the leadership and professional skills of the youth is analyzed and scrutinized. The plan
is revamped into a personalized one as the CEO shares their views about what needs to improve
and what plays the strength. This way, the plan is designed, allowing the individuals a fair chance
to be professionally successful. (Javed, 224). This strategic approach ensures that the plan is
focused on crucial events and, at the same time, will not leave individuals behind as they will be
guided through challenging tasks and possess essential abilities and skills.
Aiming that the chief executive officer has to be an influential person to manage corporate
leadership development and change management is fundamental. Furthermore, the CEO’s
development strategy emulates the piece of the plan since mentorship and strategy direction are
critical elements of the development strategy to be used (Maclaley & Palus, 2021). Acknowledging
and appreciating the CEO’s victories emphasize mentorship’s fundamental role in individual or
11
organizational outcomes. Moreover, it helps to esteem the precious influence of support and
guidance supplied by the CEO.
The development plan of an individual with the heat of coaching from the CEO will make
an individual personally and organizationally grow. The plan is a pathfinder for growth and
development, and it is a disseminated piece of development that guides people on how they can
continually improve and adapt solutions to fit their scenario. Individual development is achieved
through mentoring and continuous education, which enables employees to master challenges and
intricacies common in various industries with dynamic and cutthroat competition, ultimately
becoming influential leaders who can steer the course of the business and ensure success. Holistic
leadership development defines the three most vital elements as working together, mentoring, and
lifelong learning to reach both individual and organizational peak performance.
In addition to providing instant gains in leadership and professional skills, the updated
development plan also paves the way for a long-lasting and successful career. By identifying areas
of improvement and maximizing strengths, people are better set for the future of promotions within
the organization and professionally as a whole. The aid of the plan with personal and organizational
goals assures that people are well-prepared to explore their career movements with confidence and
aims(Canavesi & Minelli, 2022). Furthermore, the company CEO’s role is to lead the development
plan and act as an enthusiastic advocate for leadership development within the organization.
Through direct involvement and backing the plan, CEOs give other stakeholders an excellent
reason to invest in talent development and the establishment of a learning culture. Ultimately, this
backing strengthens the plan’s credibility and effectiveness and demonstrates the organization’s
determination to cultivate and keep team members.
12
Thus, the collective practice of amending the design plan creates a feeling of owning and
being responsible among people. By applying the CEO’s observations to their career strategy,
students show they are determined to enhance their capabilities, increasing motivation and
resilience since people are conscious that everything depends only on themselves and must take
the initiative to develop and get promoted proactively (Lee & Kim, 2022). Ultimately, enhanced
by the CEO’s direction and experience, the tailored development plan benefits as the main tool to
accomplish personal and career goals. By synchronizing individual goals with the organization’s
vision and tapping into the knowledge of the CEO, people can set their paths for career growth
and the future. Collaborative leadership development is valuable for individuals and enhances the
organization’s capacity to withstand a constantly changing competitive environment.
Conclusion
In summary, the CEO-enriched leadership development plan emphasizes the critical
components of outstanding leadership: assessment, tips, and constant education. By analyzing the
self, people acquire a vision for what they do well and what they need to work on, leading to a
path of set targets for growth and improvement. Establishing strategic goals in line with the
organization’s long-term goals will contribute to effective management. Through CEOs’ tutoring,
they can develop business skills and accounts for the proper decision-making and strategic moves.
Furthermore, they pledge to further personal and professional advancement, knowing that
greatness as a leader can only be attained through persistent transformation to meet the challenge
and capture the opportunity of the new day. Through self-assessment combined with planning for
strategic goals and constant learning, individuals are given good chances of being successful
managers who will ensure their organizations remain competitive and relevant in this highly
dynamic business environment.
13
References
Bindels, E., Boerebach, B., Scheepers, R., Nooteboom, A., Scherpbier, A., Heeneman, S., &
Lombarts, K. (2021). Designing a system for performance appraisal: balancing physicians’
accountability and professional development. BMC health services research, 21, 1-12.
Brass, T., Kennedy, J., Gabriel, F., Neill, B., Devis, D., & Leonard, S. N. (2023). Learning
analytics for lifelong career development: a framework to support sustainable formative
assessment and self-reflection in programs developing career self-efficacy. Frontiers in
Artificial Intelligence, 6, 1173099.
Canavesi, A., & Minelli, E. (2022). Servant leadership and employee engagement: A qualitative
Algarni, M. A., & Alemeri, M. (2023). The Role Of Employee Engagement, Job
Satisfaction And Organisational Commitment On Happiness At Work At A Saudi
Organization. International
Journal
of
Business
and
Management, 18(2),
27-
38.study. Employee responsibilities and rights journal, 34(4), 413-435.
Javed, H. (2024). Creating a Positive Workplace Culture: Diversity, Equity, and Inclusion
Initiatives. In Innovative Human Resource Management for SMEs (pp. 367-394). IGI
Global
Kjellström, S., Stålne, K., & Törnblom, O. (2020). Six ways of understanding leadership
development: An exploration of increasing complexity. Leadership, 16(4), 434-460.
Kong, D., Liu, J., Wang, Y., & Zhu, L. (2024). Employee stock ownership plans and corporate
environmental engagement. Journal of Business Ethics, 189(1), 177-199.
Lee, Y., & Kim, J. (2022). The impacts of CEO leadership behaviors on employees’ affective
commitment and scouting behavior: the mediating role of symmetrical internal
communication. Leadership & organization development journal, 43(2), 261-278.
14
McCauley, C. D., & Palus, C. J. (2021). Developing the theory and practice of leadership
development: A relational view. The Leadership Quarterly, 32(5), 101456.
Nazir, O., Islam, J. U., & Rahman, Z. (2021). Effect of CSR participation on employee sense of
purpose
and
experienced
meaningfulness:
A
self-determination
theory
perspective. Journal of Hospitality and Tourism Management, 46, 123-133.
Saxena, M., & Mishra, D. K. (2023). Artificial intelligence: the way ahead for employee
engagement in corporate India. Global Knowledge, Memory and Communication.
Siambi, J. K. (2022). Leadership succession planning and organization transition: A review of
literature. International Journal of Managerial Studies and Research, 10(3), 16-30.
Yen, D. T. H., Huyen, N. P., Duong, N. T., & Hoang, N. H. (2021). The Process of Developing
Leadership Competencies for High School Principals-Insights from Vietnamese
Case. Educational Sciences: Theory & Practice, 21(2).
15
1
Background information
The leader I am determined to consult with for my development plan is the CEO, who
has had a remarkable tech profession of over 20 years. In the topmost leadership positions of
major multinational companies, these individuals have assimilated priceless leadership
experience and earned applauses for the resourceful ideas they have introduced into the
production; they guide the strategic directions, spearhead the company’s growth and
development, and establish a long-term vision for the enterprise (Lee & Kim, 2022).
These learned their leadership skills beginning with hands-on experience in different
technical roles, acquiring new technologies’ definitions, and improving their understanding of
production trends (Lee & Kim, 2022). Over time, they progressively made their way to the top,
showing extreme leadership capabilities and the talent to cause outcomes to be accomplished.
Under their smartness and market-seeing skills, their companies have been a critical aspect in
shaping their organizations’ high levels of success in a rapidly shifting market milieu.
Apart from their professional achievements, the chief executive officer has particular
involvement in creating an authentic work culture usually characterized by collaboration,
innovation, and excellence. They revolve around talent development and assets to foster the next
generation of leaders since leadership is the foundation of organizational success. Their mentorship
and strategic advice will be necessary for the leadership roadmap (Lee & Kim, 2022). They will
help me acquire the skills and approaches needed to survive in a dynamic and rapidly changing
business environment. The journey to leadership development is a continuous process. I believe it
takes my leadership mentors’ prayers and wealth of experience to guide my leadership
development plan and chart a course for future growth and success.
2
References
Lee, Y., & Kim, J. (2022). The impacts of CEO leadership behaviors on employees’ affective
commitment and scouting behavior: the mediating role of symmetrical internal
communication. Leadership & organization development journal, 43(2), 261-278.
Leadership Development Plan Template
Goal
Leadership
strength/we
akness/skill
Reasoning
Anticipated challenges
or justification if none
Activities to help develop
strength/weakness/skill
Where can you
practise or apply
this
strength/weakness/
skill?
Timeline for
achieving goals
Measurement
Goal#1
Weakness
Effective
communication is
essential for leadership
success as it facilitates
clarity, collaboration,
and alignment within
teams. However, I have
identified
communication as a
weakness in my
leadership profile,
which hinders effective
team engagement and
goal attainment.
Anticipated challenges
may include overcoming
communication barriers,
such as fear of public
speaking or difficulty
articulating ideas. If
none, the justification
would be a lack of
significant obstacles
hindering
communication
improvement.
Participate in
communication
workshops or courses,
practice active listening
techniques, seek
feedback on
communication style, and
read books/articles on
effective communication
strategies.
Practice
communication skills
during team
meetings,
presentations, client
interactions, and
networking events.
Within six
months to one
year.
Measurement:
Track progress
through
feedback from
peers and
supervisors,
self-assessment
of
communication
effectiveness,
and observable
improvement in
communication
interactions.
Regularly seek
feedback from
peers and
supervisors on
communication
effectiveness,
receiving specific
comments on
clarity,
engagement, and
understanding
during team
interactions and
presentations.
Weakness
Strong decision-making
skills are crucial for
effective leadership as
they drive
organizational progress
Challenges may include
fear of making wrong
decisions, analysis
paralysis, or resistance
to change. If none, the
Participate in decisionmaking training
programs, practice
making timely decisions
in simulated scenarios,
Apply decisionmaking skills in
project planning,
problem-solving
discussions, and
Within six
months to one
year.
Measurement:
Evaluate
Evaluate the
outcomes of
decisions made,
assessing the
effectiveness and
Enhance
Communi
cation
Skills
Goal#2
Strength
en
Decision-
Page 1 of 3
Making
Abilities
Goal#3
Foster
Empathy
and
Emotiona
l
Intelligen
ce
Strength
and problem-solving.
However, I have
identified decisionmaking as an area
needing improvement,
leading to delays in
progress and
uncertainty within
teams.
justification would be a
recognition of the
importance of
enhancing decisionmaking capabilities.
seek mentorship from
experienced leaders, and
analyze past decisions for
areas of improvement.
strategic planning
sessions.
decision-making
effectiveness
through the
outcomes of
decisions,
feedback from
stakeholders,
and personal
reflection on
decision-making
processes.
impact on
project progress,
team
performance,
and
organizational
goals.
Empathy and emotional
intelligence are critical
for effective leadership
as they enhance
interpersonal
relationships, team
morale, and conflict
resolution. Recognizing
empathy as a strength,
I aim to further develop
and leverage this skill to
enhance team
dynamics and
organizational culture.
Challenges may include
managing emotions in
high-pressure situations,
understanding diverse
perspectives, or
balancing empathy with
assertiveness. If none,
the justification would
be a desire to
continually improve and
excel in leadership
capabilities.
Engage in empathybuilding exercises,
practice active listening
and perspective-taking,
seek feedback on
emotional intelligence,
and attend workshops on
emotional intelligence.
Apply empathy and
emotional
intelligence in team
collaborations,
conflict resolution
discussions, and
performance
evaluations.
Ongoing
development
with
measurable
progress
milestones.
ssess empathy
and emotional
intelligence
through
feedback from
team members,
self-reflection on
interpersonal
interactions, and
observable
improvements in
team dynamics
and morale.
Page 2 of 3
Page 3 of 3
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Achiever Papers is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Dissertation Writing Service Works
First, you will need to complete an order form. It's not difficult but, if anything is unclear, you may always chat with us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download