Leadership Development Plan For MBA 610 960584

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This Leadership Development Plan serves as your road map for short-term training and development activities that will enhance your leadership competencies. You will review, revise, and update your plan several times during your MBA degree program at UMUC. Your name: Danielle Balson Your current job title: Center Leader Long-Term Career Goal Make sure your goal is SMART: Specific, Measurable, Achievable, Realistic, and Time-bound. In 3 to 5 years, my goal is to become a Brigade Level Master Trainer for United States Army Recruiting Command Short-Term Skills Development Needs What skills will you need to acquire to achieve your long-term career goal?

My leadership skills training and development goals for the next 1 to 2 years are to 1. monitor, critically analyze, and record my progress in taking actions and achieving goals. 2. Have a good understanding of how others perceive me at work 3. Typically look at things in a positive way 4. Have a good working relationship with those I supervise Print this page, then sign and date the hard copy. Signature Danielle Balson Date

Short-Term Leadership Skills Development Goal 1 Complete the following table with the details of your plan for Goal 1 above. Training & developmental activities toward Goal 1 Examples: · Attend a conference on ethical leadership · Read a book on the importance of cultural competence in my industry · Learn several key phrases in a new language Target completion date / actual completion date Set your target dates at the outset. Update with actual dates when you have completed each task. Resources & costs What costs are associated with completing this activity? What resources will you use to cover those costs? Expected outcomes/measures How will you know you have succeeded? How will you demonstrate your acquired competency? How might someone else be able to validate your new competency? Target: 1/20/17 Actual: Click here to enter a date. Target: 2/28/17 Actual: Click here to enter a date. Target: 3/16/17 Actual: Click here to enter a date.

Short-Term Leadership Skills Development Goal 2 Complete the following table with the details of your plan for Goal 2 above. Training & developmental activities toward Goal 2 Target completion date / actual completion date Resources & costs Expected outcomes/measures Target: 1/27/17 Actual: Click here to enter a date. Target: Click here to enter a date. Actual: Click here to enter a date. Target: Click here to enter a date. Actual: Click here to enter a date.

Short-Term Leadership Skills Development Goal 3 Complete the following table with the details of your plan for Goal 3 above. Training & developmental activities toward Goal 3 Target completion date / actual completion date Resources & costs Expected outcomes/measures Target: 2/17/17 Actual: Click here to enter a date. Target: 2/24/17 Actual: Click here to enter a date. Target: 2/28/17 Actual: Click here to enter a date.

Short-Term Leadership Skills Development Goal 4 Complete the following table with the details of your plan for Goal 4 above. Training & developmental activities toward Goal 4 Target completion date / actual completion date Resources & costs Expected outcomes/measures Target: 3/1/17 Actual: Click here to enter a date. Target: 1/31/17 Actual: Click here to enter a date. Target: 3/13/17 Actual: Click here to enter a date.

Paper For Above instruction

Developing effective leadership skills is fundamental to achieving career aspirations and excelling in roles that require guiding teams and managing organizational objectives. This Leadership Development Plan outlines my strategies for enhancing critical leadership competencies over the next 1 to 2 years, aligned with my long-term goal of becoming a Brigade Level Master Trainer for the United States Army Recruiting Command within the next 3 to 5 years. The plan emphasizes targeted training activities, resource allocation, measurable outcomes, and periodic reviews to ensure continuous growth and development.

Long-Term Career Goal

My overarching career objective is to attain a position as a Brigade Level Master Trainer within the United States Army Recruiting Command. This goal adheres to the SMART criteria—being specific in its designation, measurable by progression milestones, achievable through dedicated training, realistic within the scope of my current role and environment, and time-bound with a 3 to 5-year target frame. Achieving this position will require a comprehensive set of leadership skills, including strategic planning, effective communication, cultural competence, motivational leadership, and the ability to analyze and improve performance metrics.

Short-Term Skills Development Needs

To bridge the gap between my current position and my long-term goal, I have identified several critical skills I need to develop. These include enhancing my ability to monitor and critically analyze my progress toward goals, understanding perceptions others have of me in the workplace, maintaining an optimistic outlook, and fostering strong relationships with my subordinates. Developing these skills will involve participation in targeted training programs, practical exercises, and ongoing self-assessment. Addressing these areas will help me become a more effective leader and create a foundation for advanced responsibilities.

Leadership Skills Development Goals

In the next 1 to 2 years, I aim to accomplish specific developmental objectives. These include monitoring and recording my progress actively, gathering feedback to understand how others perceive my leadership style, cultivating a positive outlook, and strengthening relationships with supervisees. These goals are designed to improve my self-awareness, emotional intelligence, and interpersonal skills, which are pivotal for effective leadership.

Action Plan for Goal 1

My first goal focuses on monitoring and analyzing my progress. To achieve this, I plan to attend a conference on ethical leadership by the end of January 2017, read relevant literature on cultural competence by late February, and learn key phrases in a new language by mid-March. The resources needed include registration fees, books, and language learning tools, with a total approximate cost of $500. Success will be measured through self-assessment reports, feedback from colleagues, and documented improvements in leadership behavior. Validation can be through supervisor evaluations and peer reviews.

Action Plan for Goal 2

The second goal involves understanding perceptions of my leadership. I plan to seek 360-degree feedback from colleagues and supervisees by January 27, 2017, and participate in reflective practices. The resources include feedback tools and possibly coaching sessions, with estimated costs of $200. Success will be evidenced by improvements in feedback scores and increased self-awareness. Validation can be demonstrated via formal feedback reports and observed behavioral changes.

Action Plan for Goal 3

Enhancing my positive outlook is the focus of Goal 3. I plan to engage in mindfulness and resilience training by February 17, 2017, and keep a daily journal of positive experiences through February 24, 2017. The costs involve workshop fees and journaling supplies, totaling approximately $150. Success will be reflected in a more optimistic attitude, as observed in interactions and self-reports. Colleague feedback and self-assessment will serve as validation tools.

Action Plan for Goal 4

Building strong working relationships is essential; thus, my goal is to conduct regular one-on-one meetings with team members by March 1, 2017, and continue this practice weekly through March 13, 2017. Resources include time and communication tools, with minimal monetary costs. Success will be indicated by improved team performance, better communication, and positive feedback from team members. Validation may be through performance metrics and peer assessments.

Overall, this development plan embodies a proactive approach to cultivating leadership competencies that are essential for upward mobility within the United States Army Recruiting Command. Continuous review, adaptation, and practical application of learned skills will facilitate ongoing leadership growth and prepare me for future responsibilities at higher command levels.

References

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  • Kotter, J. P. (1996). Leading change. Harvard Business Review Press.
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  • Bennis, W. (2009). On becoming a leader. Basic Books.
  • McCauley, C. D., & Van Velsor, E. (2004). The Center for Creative Leadership handbook of leadership development. Jossey-Bass.
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  • Fiedler, F. E. (1967). A theory of leadership effectiveness. McGraw-Hill.

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