Assignment 2 Team Assignment Although This Assignment Is Ref

Assignment 2 Team Assignmentalthough This Assignment Is Referred To A

This assignment, although referred to as a team assignment, requires individual submission. You will create five goal statements following the SMARTER Model to become an effective transformational leader, with each goal having measurable objectives or tasks. You must identify a measure or metric (benchmark) to assess the completion of each goal. Share these goals and measures with your Learning Partner (LP) for feedback. Based on the LP's input, assess the realism and reliability of your goals, considering that a valid measure assesses what it is supposed to, and a reliable measure provides consistent results across situations and time (Sosik & Jung, 2010, p. 259). The process should be consistent and repeatable.

Write a 2–3 page paper comparing and contrasting your original goal statements with the suggestions provided by your LP. Discuss how this process has been helpful in understanding yourself as a transformational leader, and its implications for your current and future followers, peers, and superiors. Follow current APA formatting and citation style.

Paper For Above instruction

Becoming an effective transformational leader requires a clear understanding of personal goals, their measurability, and how feedback from trusted colleagues can refine these goals. This paper explores the process of developing SMARTER goals, sharing them with a Learning Partner, and reflecting on the insights gained from their feedback. By comparing the initial goals with the suggestions provided, I will demonstrate how this exercise enhances self-awareness, improves goal-setting strategies, and prepares me for effective leadership in varied organizational contexts.

The initial phase involved creating five SMARTER goals aimed at developing key transformational leadership qualities such as vision articulation, motivating others, fostering innovation, demonstrating integrity, and developing team members. Each goal was constructed with specific parameters, measurable outcomes, attainable objectives, relevant focus, time-bound deadlines, evaluated frequently, and readjusted as necessary. For example, one of my goals was to enhance my communication skills by delivering at least two public presentations within three months, with feedback collected through audience surveys to measure effectiveness.

Sharing these goals with my Learning Partner provided an external perspective that challenged assumptions and offered valuable insights. My LP suggested refining some objectives to be more specific and measurable—for instance, defining precise benchmarks for measuring leadership influence rather than broad outcomes. They also emphasized the importance of ensuring goals are neither overly ambitious nor too simplistic, aligning with the concepts of validity and reliability discussed by Sosik and Jung (2010). This feedback prompted me to revisit my goals and incorporate more concrete measures, such as tracking the number of team members who report increased confidence after coaching sessions or quantifying improvements in project completion times.

The comparison between my original goals and my LP’s suggestions revealed several key insights. First, it highlighted the necessity of clarity and precision in goal-setting; vague objectives diminish the ability to measure progress effectively. Second, it underscored the importance of establishing reliable benchmarks that can be consistently evaluated over different contexts and time periods. Third, the iterative nature of feedback helped me realize that goals should be adaptable while maintaining their core purpose—leading to the development of SMARTER goals that are both ambitious and grounded in realistic assessments.

This process significantly enhanced my understanding of transformational leadership. By systematically assessing the validity and reliability of my goals, I learned to set targets that are achievable yet challenging—motivating personal growth while fostering a sense of accountability. It also underscored the importance of fostering open communication and feedback within teams, essential traits for inspiring trust and motivating others. As a future leader, I recognize that such reflective practices will be critical in continuously aligning my efforts with organizational objectives and my followers' developmental needs.

Furthermore, engaging with my LP’s feedback cultivated a mindset of continual improvement. It helped me appreciate the value of collaborative assessment and the importance of adapting leadership strategies based on constructive criticism. Such practices are vital for developing authentic leadership presence and credibility, which are fundamental in influencing followers, peers, and superiors positively. Reflecting on this process reinforces my commitment to intentional goal setting, ongoing self-assessment, and cultivating a leadership style rooted in transparency, reliability, and growth.

References

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