Leadership Development Plan
Leadership Development Planleadership Development Planthis Paper Will
Leadership Development Planleadership Development Planthis Paper Will
Leadership Development Plan Leadership Development Plan This paper will allow you to examine your leadership skills and develop a plan for moving forward. Analyze your current leadership skills based on what you have learned in this course Identify your primary style of leadership Identify 2 leadership theories/styles that would be beneficial to your current/future leadership role. Summarize your understanding of both Explain how you would apply both to make you a more effective leader Illustrate 2 positive outcomes that you would expect to occur from each Examine your results from the following assessments completed throughout the term: Authentic Leadership and Emotional Intelligence. Summarize each area and identify 2 areas within each assessment you wish to further develop. Identify how you will develop each over the next year and how it will make you a more effective leader Illustrate 2 positive outcomes that you would expect to occur from each Develop a personal leadership philosophy and support your ideas with material from this course and outside research. Provide an example where your leadership philosophy can be applied to lead an organizational change Your leadership philosophy does not have to be any specific leadership model we reviewed. Rather, it should represent your trajectory of leadership as it applies to your career aspirations. Consider your leadership style, personality, career path and the industry you work (or wish to work in) and determine which leadership skills will be most effective.
Submit a 5 to 6-page paper double spaced Please provide at least six (6) scholarly references to support your paper. All references should be used as in-text citations. All work must be completed in APA format. A title page and reference page must be included.
Paper For Above instruction
Introduction
Leadership development is a critical aspect of advancing one's career and positively impacting an organization. As leadership roles evolve, understanding personal leadership styles, theoretical frameworks, and self-awareness through assessments becomes essential. This paper aims to analyze my current leadership competencies, explore relevant leadership theories, and develop a comprehensive plan to enhance my leadership capabilities over the next year. Additionally, I will articulate my personal leadership philosophy, supported by scholarly research, and illustrate its application to organizational change within my career trajectory.
Current Leadership Skills and Primary Leadership Style
My current leadership skills are characterized by effective communication, emotional intelligence, adaptability, and a collaborative approach. Based on my experiences and coursework, my primary leadership style aligns closely with transformational leadership, which emphasizes inspiring and motivating team members to achieve shared goals (Bass & Avolio, 1994). This style fosters innovation, commitment, and high performance, which I consider vital in my professional endeavors.
Beneficial Leadership Theories/Styles and Their Application
I have identified two leadership theories that would be highly beneficial for my growth: Servant Leadership and Situational Leadership. Servant leadership emphasizes prioritizing the needs of others, fostering trust, and ethical behavior (Greenleaf, 1977). Applying this theory will enhance my ability to build stronger team relationships and promote ethical decision-making. For instance, adopting servant leadership practices can lead to increased team engagement and loyalty, ultimately improving organizational performance.
Situational Leadership, developed by Hersey and Blanchard (1969), advocates adapting leadership style based on followers' maturity and task requirements. This flexibility allows leaders to effectively guide diverse teams and navigate complex situations. By applying this model, I can tailor my leadership approach to meet specific team needs, leading to improved adaptability and greater team cohesion.
Assessment Results and Development Areas
Throughout the course, I completed assessments on Authentic Leadership and Emotional Intelligence. The Authentic Leadership assessment highlighted strengths in self-awareness and relational transparency. However, I identified a need to develop greater internalized moral perspective and balanced processing of information to enhance authenticity.
Within Emotional Intelligence, I demonstrated strengths in empathy and social skills but recognized the need to improve self-regulation and self-awareness. Developing these areas will enable me to manage stress better and foster stronger interpersonal relationships.
Development Plans and Positive Outcomes
Over the next year, I plan to engage in targeted development activities such as coaching, reflective journaling, and mindfulness training to enhance self-regulation and moral reasoning. These efforts are expected to lead to more authentic interactions and resilient leadership, fostering a positive organizational culture.
For Emotional Intelligence, I will participate in workshops focused on self-awareness and emotional regulation, aiming to increase my capacity for managing emotions under stress. This development will improve decision-making, reduce conflicts, and enhance team cohesion.
Personal Leadership Philosophy
My personal leadership philosophy centers around authentic and transformational principles, emphasizing integrity, servant leadership, and continuous growth. I believe effective leadership involves inspiring others through transparency, ethical behavior, and empowerment. This philosophy aligns with my career aspirations in leadership roles that value ethical decision-making and organizational change.
An example application of this philosophy is leading a major organizational change initiative aimed at fostering a culture of innovation. By employing transparent communication, involving team members in decision-making, and demonstrating commitment to ethical standards, I can facilitate a smoother transition and cultivate organizational resilience.
Conclusion
In conclusion, developing my leadership skills involves understanding my current strengths and areas for improvement, applying relevant theories, and embracing a personal philosophy rooted in authenticity and service. By implementing targeted development strategies over the next year, I aim to become a more effective leader capable of inspiring change and achieving organizational success. Continuous learning, self-awareness, and ethical leadership will remain central to my leadership journey.
References
- Bass, B. M., & Avolio, B. J. (1994). Transformational leadership: Manual for the multifactor leadership questionnaire. Consulting Psychologists Press.
- Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press.
- Hersey, P., & Blanchard, K. H. (1969). Management of organizational behavior: Utilizing human resources. Prentice-Hall.
- Northouse, P. G. (2021). Leadership: Theory and practice (8th ed.). Sage Publications.
- Goleman, D. (1998). What makes a leader? Harvard Business Review, 76(6), 93-102.
- Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
- Luthans, F., & Avolio, B. J. (2003). Authentic leadership: A positive developmental approach. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship (pp. 241-262). Berrett-Koehler.
- Kahn, W. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
- Caruso, D. R., & Salovey, P. (2004). The emotionally intelligent manager: How to develop and use the four key emotional skills of leadership. Jossey-Bass.
- Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89-126.