Create A Personal Development Plan For Adaptive Leadership

Create a Personal Development Plan for Adaptive Leadership

The organization you work for as a director of leadership and learning is looking to create an adaptive leadership toolkit to help improve employee leadership skills and behaviors over the next two years. To begin this work, you conducted a personal leadership self-assessment to take a leadership inventory of yourself. Now that you know areas that you can improve upon as a leader, you decided to create a personal development plan that will identify actionable steps toward improving these areas you’ve identified. Your intentions are to incorporate your personal development plan into the adaptive leadership toolkit to serve as an exemplar that can be used by all people leaders in the organization.

Using the provided template, address the following: Leadership behavior: Based on the results of your personal leadership self-assessment, describe the leadership behavior you scored lowest in and explain how developing this could have a positive impact on your ability to lead. SMART Goal: Apply SMART goal setting to create a personal development plan that aligns with the leadership behavior you’re looking to improve. Keep in mind that your personal development plan will be used as an exemplar for the adaptive leadership toolkit in Milestone Two. Your SMART goal should address the following: “S†Specific : Your goal must be specific. i) State your personal development goal. ii) Describe the reason for this goal. iii) Describe the objective(s) needed to ensure this goal it met.

“M†Measurable: Your goal must be measurable. i) Describe the metric(s) that will be used to determine if you meet this goal. ii) Describe the metric(s) that will be used to measure performance of meeting objective(s) along the way. “A†Achievable: Your goal must be achievable. i) Describe the tools and skills you will need to achieve this goal. ii) Describe who needs to be involved to allow you to be successful in achieving this goal. “R†Relevant: Your goal must be relevant. i) Explain how this goal can be linked to an overall business objective. ii) Explain how this goal will increase your knowledge and improve your overall performance as a leader. “T†Time-Bound: Your goal must be time bound. i) Provide an overall timeline for the completion of this goal. ii) Provide tangible deliverable(s) with due dates that support the objective(s) you indicated above.

What to Submit Complete the attached template. If references are included in this assignment, cite them in APA format. My Leadership Behaviors Rankings 1-5 Enable Others to Act- 1(highest ranking) Encourage the Heart- 2 Model the Way- 3 Challenge the Process- 4 Inspire a Shared Vision- 5 (lowest lowest lowest)

Paper For Above instruction

Effective leadership is characterized by a combination of behaviors that influence others toward achieving organizational goals. Based on my recent leadership self-assessment, I identified that my lowest-ranked behavior was "Inspire a Shared Vision," which is crucial for mobilizing teams, fostering enthusiasm, and ensuring alignment with organizational objectives. Developing this area can significantly enhance my ability to motivate employees, improve team cohesion, and drive strategic initiatives, ultimately leading to better organizational performance and employee engagement.

To address this developmental need, I formulated a SMART goal that is specific, measurable, achievable, relevant, and time-bound. My personal development goal is: "To enhance my ability to inspire a shared vision by effectively communicating organizational goals and inspiring team members to align with this vision within six months." This goal was chosen because inspiring a shared vision is fundamental to transformational leadership, which has been linked to increased employee motivation and organizational success (Bass & Riggio, 2006). Improving in this area will help me become a more compelling leader capable of rallying my team around common objectives, thus fostering a culture of shared purpose.

Specificity of the goal involves clarifying the actions I will take, such as participating in leadership communication training, practicing storytelling techniques to share a compelling organizational vision, and regularly engaging with team members to gather feedback and reinforce shared goals. The reasons for this goal include my recognition of the need for stronger communication skills and the desire to galvanize my team around strategic priorities. The objectives necessary to meet this goal involve completing targeted communication workshops, implementing regular team vision-sharing sessions, and seeking mentorship from senior leaders known for their inspiring leadership.

Measurability is vital for tracking my progress. Success will be measured by a survey rating the team's understanding and enthusiasm for the organizational vision, conducted quarterly, aiming for an improvement of at least 20% from baseline scores. Additionally, I will track the number of vision-sharing activities conducted and gather qualitative feedback from team members and stakeholders about their engagement and clarity regarding our shared goals. These metrics will help determine whether I am successfully inspiring a shared vision and if my communication strategies are effective.

Achievability encompasses the resources and support necessary for success. I will leverage leadership development tools such as online courses, workshops, and coaching sessions focused on strategic communication and storytelling. Skills I need to develop include persuasive communication, active listening, and motivational speaking. Involvement from my team members and mentorship from senior leaders will be critical; their feedback and support will enable me to refine my approach and stay accountable to my development objectives.

Relevance ties my personal growth to broader organizational objectives. By improving my ability to inspire a shared vision, I directly support the organization’s strategic goal of cultivating engaged and aligned teams. This competency is linked to increased employee motivation, better collaboration, and more effective change management, which are essential for organizational agility and success (Kotter, 1995). On a personal level, this goal will expand my leadership skills, enhance my influence, and deepen my understanding of strategic communication, thus boosting my overall performance as a transformational leader.

Time-bound considerations establish a clear timeline. I plan to achieve significant improvement within six months, with monthly check-ins to assess progress and adjust strategies as needed. Tangible deliverables include completing a communication training program by the end of month two, conducting at least one team vision-sharing session per month, and soliciting continuous feedback from colleagues and mentors. These milestones will ensure steady progress and accountability toward realizing my goal of inspiring a shared vision more effectively.

References

• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Lawrence Erlbaum Associates.
• Kotter, J. P. (1995). Leading change: Why transformation efforts fail. Harvard Business Review, 73(2), 59-67.
• Clarke, N., & Macfarlan, R. (2013). Leadership development: Use of mentoring to develop transformational leaders. Journal of Management Development, 32(3), 234-249.
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