Striking the Right Balance: Leadership and Personal Development Plan

The provided content discusses the importance of situational leadership in achieving personal and professional goals. The author highlights the challenges of miscommunication and over-supervision, which can lead to resentment. They also discuss the concept of arousal and its impact on motivation. Additionally, they present their own development plan, which involves adopting a situational leadership model to motivate employees and adapt to changing circumstances.

Dynamic Leadership

Table of Contents
Prepare a Personal and Professional Development Plan (PPDP) for your continued leadership
development, drawing on your reflections and insights from the first assessment task............1
Continue to increase self-awareness by deep thinking about your values and their influence
on your life and career goals;.....................................................................................................2
Identify critical gaps between your current capabilities or sphere of influence and your
leadership aspirations;................................................................................................................2
Identify the influences of national and organisational cultures on your leadership perspectives
and the implications for leading in different cultures;...............................................................3
• Apply knowledge from the theories and models of effective leadership to inform and guide
your Development plan..............................................................................................................3
References..................................................................................................................................4

Prepare a Personal and Professional Development Plan (PPDP) for your continued leadership
development, drawing on your reflections and insights from the first assessment task
In order to develop as an entrepreneur, the professional development plan has been
constructed below:
Leadership mind-set- In order to be successful as an entrepreneur, I need to develop a
leadership mind-set so that I can provide proper guidance to the employees. Developing an
idea into a plan and then starting the company needs skills to direct the work (Ang, 2012).
The ideas need to understand by all the staff members and then only they can work
constructively for the fulfilment of the objectives. The vision and energy level sharing helps
staff to exhibit similar passion as the entrepreneur.
Delegation- In order to be successful as an entrepreneur, it is important to learn skills for
delegation. When I start a new business, I need to assume many roles for proper functioning
of all the activities. At that time, delegating the task to different people would help in proper
execution of each activity. Delegation would also help in scaling the business as the person
working for the goals of the company would increase when the size of the company increase.
Constant learning- Being an entrepreneur, it is important to embrace new things, learn them
and adopt them in the business process. For example a technological invention can help an
organization to reduce its cost of production ("Create a professional development plan for the
new year", 2014). Further learning about the economic conditions and variables can help in
estimation of demand for the future.
The steps and
strategies I would
take
Realistic timeframe
to accomplish the
strategy
Evaluation of each
strategy
Accomplishment of
a strategy
Practice various
leadership skills to
find the suitable one
according to my
personality
3 months The employees
should be able to
connect with the
mission and vision
of the company
(RAO & RAO,
The performance of
the employees is
impressive

2012)
Continue to follow
magazines and
information about
the developments.
Throughout the life
of the company
New technologies
and automation
systems applied to
make work process
easier
The increased
efficiency of the
business.
Practise delegation
of work to the new
employees.
Till the amount of
work required for
scaling is
accomplished
There is no lagging
in the work
The growth rate of
the company is good
Continue to increase self-awareness by deep thinking about your values and their influence
on your life and career goals;
The values of my life which would help me be successful in my career are as follows:
Giving back to society- A part of the profits of my company should go for betterment
of the environment and society in which we operate (Druce, 2003). We take so much
from nature in terms of water resources, fresh air, fuel, etc. When we combine these
products to create a new product which satisfy a customer’s need, it is our
responsibility to use a part of the proceeds to conserve and grow environment and
society.
Ethical operations- I want to conduct my business ethically and responsibly. I believe
that any corporation or business cannot survive if it cheats its customers and clients.
Thus building on quality is an important method of value creation (Ellwood, 2011).
Further providing correct information about the product is our responsibility in order
to enable customers to take purchasing decisions.
Solving a new problem of the society – According to my value system, I want to
construct a product or a service which can solve a new problem faced by the
customers. There are many companies operating in the same sector and fighting for

the limited market size (Tasker, 2015). I want to study deeper into the needs of the
customers and create a new product.
Identify critical gaps between your current capabilities or sphere of influence and your
leadership aspirations;
The current gap between the capabilities and the leadership aspirations are as follows:
Analytical attitude- This attitude is necessary to evaluate the business from different
perspectives. Once when the idea is constructed into a plan, it need to be analysed for its
feasibility. Even after the start of the operations, various statistical analysis need to perform
on important data. These findings need to be further interpreted to construct strategies for
achievement of goals (George, McLean & Craig, 2008). I need to learn tools for analysis and
how to use them.
Following Values- I need to exhibit an example to the employees of the values and culture of
the organization. I need to represent what our organization stands for and what quality of
operations can be expected ("PERSONAL GOALS – FROM LIFE RESOURCES TO
ACTIVE AGING", 2015).
Delivering outstanding projects- Another leadership skill which I need to exhibit to the staff
is the delivering of the quality projects. The standard for the quality of the projects need to be
set which would serve as a guidance for the organization. The statement of achieving this
high quality in our work will serve an important tool to create leadership aspiration.
Customer value- Another important leadership aspiration which would benefit our
organization is delivering high customer value. Catering to the exact needs of the customers
would help them satisfy and become loyal to our brand.
My leadership aspiration is to manage a team of company which provides constructive
solution to the customers. I want to reach a level where the operations of the business grows
and a level is reached where we offer initial public offering of our shares. I want to increase
our reach and create a company which lead many employees towards productive achievement
of their work. This aspiration is aimed to be achieved within the period of five to ten year

period (Kouzes & Posner, 2002). The most important part is to lead with the same idea as I
had once started the business.
Identify the influences of national and organisational cultures on your leadership
perspectives and the implications for leading in different cultures;
Culture and social backgrounds affect the leadership qualities of an individual. Some of the
ways in which organizational culture affect the leadership perspectives are:
Team orientation- The organizational culture nowadays are more towards working in teams
and finding solution as a complete project (Grace, 2001). In such culture the leadership style
which would be more suitable would be team building and orientations. Thus leaders who
can successfully build, guide and execute a team would be more successful in today’s world.
Responsibility- As the companies around the world is working towards more responsibility
for its employees for the tasks they have performed. To order to ensure this they have built
various strategies like incentive pay, profit sharing etc. Thus leadership style which enforce
responsibility in workers would be appreciated.
Continuous learning- As the type of work and the skill required to perform a work is
changing due to globalization and liberalization, the act of continuous learning is encouraged
and appreciated. Employees who can infuse new dimensions of performing work which
makes it more efficient is rewarded. Thus leaders should try and promote this habit in
employees to continuously learn and evolve (Karataş-Özkan, 2011).
Creativity- Other important organizational culture which helps build the uniqueness in its
operations and products is the quality of creativity in its employees. An organization which
encourage creativity often encourage employees instil new ideas into the business. These
ideas can be further developed to satisfy a latent need of the customers. The leadership style
which encourage this creativity by helping employees experiment new techniques are
appreciated.
• Apply knowledge from the theories and models of effective leadership to inform and guide
your Development plan.
Different leadership models are as follows:
Four framework approach- The four framework approach has been developed by Bolman
and Deal which suggest that leaders exhibit leadership behaviour in four different

frameworks. These frameworks are human resource framework, symbolic framework,
political framework, structural framework (Kneale, 2007). The structural framework puts
more focus on the environment, strategy, structure, adaptation and implementation. Here the
leader plays a role of social architect who deals with the analysis and design for proper
implementations. This type of leader is very conscious of the details. In the human resource
framework participation, empowerment, decision making is encouraged. This leads to more
decentralized model where the employees are empowered to take decisions for fulfilment of
the objectives of the company. In the political framework, the power and interests are
distributed to create value for the shareholders and stakeholders. In the symbolic framework,
the leaders play some special roles depending on the objective. They communicate a vision
which all the employees can relate to (Mihaela, 2014).
Situational leadership- In this type of leadership model, which has been developed by Paul
Hersey and Ken Blanchard is based on two ideology:
Supervision- This model highlights incorporating the appropriate balance of the supervision
which helps in achievement of the goals. If the employees are under-supervised, it may lead
to challenges of miscommunication and when the employees are over supervised, it lead to
resentment. Thus finding the appropriate balance is important (Cranston & Ehrich, 2009).
Arousal-It deals with striking the right balance of arousal. When this is used in right
proportion, it creates a positive effect to motivate.
According to my development plan, the leadership model which would be suitable for me
would be situational leadership. As I aim to become an entrepreneur in the next five years
down the line, I have to assume many responsibilities initially. As it is a new venture, the
amount of resources would be a constraint and hence the experts cannot be hired to manage
different operations. In such a case, I have to take lead in most of the roles and assume the
leadership responsibility according to the situation (Roche & Haar, 2013). When the
employees are feeling low due to stepping setbacks, I need to arouse their morale and
motivate them towards possibility of future success. In situation when the employees are
performing well and may work in haste, I need to calm down and redirect their energy
towards positive development. Thus the situational leadership model would be most suitable
for me.

References
Ang, E. (2012). Leadership Qualities. SSRN Electronic Journal.
http://dx.doi.org/10.2139/ssrn.2012969
Create a professional development plan for the new year. (2014). Campus Security
Report, 11(9), 8-8. http://dx.doi.org/10.1002/casr.30015
Druce, H. (2003). Stay on course to meet your personal development plan. Early Years
Educator, 5(6), ii-viii. http://dx.doi.org/10.12968/eyed.2003.5.6.15958 Ellwood, F. (2011).
George, B., McLean, A., & Craig, N. (2008). Finding your true north. San Francisco, CA:
Jossey-Bass.
Understanding the importance of a personal development plan. Dental Nursing, 7(3), 160-
163. http://dx.doi.org/10.12968/denn.2011.7.3.160
Grace, M. (2001). Continuing professional development: The training plan. British Dental
Journal, 191(4), 181-184. http://dx.doi.org/10.1038/sj.bdj.4801134
Karataş-Özkan, M. (2011). Understanding relational qualities of entrepreneurial learning:
Towards a multi-layered approach. Entrepreneurship & Regional Development, 23(9-10),
877-906. http://dx.doi.org/10.1080/08985626.2011.577817
Kneale, P. (2007). Personal Development Planning (PDP) really happens at
work. Planet, 18(1), 33-35. http://dx.doi.org/10.11120/plan.2007.00180033
Mihaela, H. (2014). A synergistic approach of cross-cultural management and leadership
style. JOURNAL OF INTERNATIONAL STUDIES, 7(2), 106-115.
http://dx.doi.org/10.14254/2071-8330.2014/7-2/9
PERSONAL GOALS – FROM LIFE RESOURCES TO ACTIVE AGING. (2015). The
Gerontologist, 55(Suppl_2), 153-153. http://dx.doi.org/10.1093/geront/gnv525.05
RAO, N., & RAO, K. (2012). Leadership Qualities of Successful Women
Entreprenuer. Global Journal For Research Analysis, 3(8), 1-2.
http://dx.doi.org/10.15373/22778160/august2014/216
Tasker, F. (2015). How to prepare a personal development plan. BMJ, h4603.
http://dx.doi.org/10.1136/bmj.h4603