Dynamic Leadership: Theoretical Analysis and Coaching Practices

Running Head: DYNAMIC LEADERSHIP
Dynamic Leadership
Name of the Student:
Name of University:
Author Note

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Table of Contents
1. Introduction..................................................................................................................................2
2. Theoretical analysis of the leadership development strategy......................................................3
2.1 Intentional Change Theory................................................................................................3
2.1.1 Ideal Self with a Personal Vision....................................................................................4
2.1.2 Comparison between Real Self And Ideal Self.........................................................5
3. Developing a Plan........................................................................................................................5
3.1 Practical application of Desired Changes..............................................................................5
3.2 Maintaining Relationships.....................................................................................................6
3.3 Ways to Motivate Others at Workplace.................................................................................7
4. Coaching practices for enhancement of self awareness and core communication skills.............7
4.1 Stages of practice for development of emotional intelligence...............................................8
4.2 Importance of Active listening..............................................................................................9
4.3 Feedback exchange..............................................................................................................11
5. Importance of reflective and reflexive practice in self development.........................................12
5.1 Schon’s Critical lens............................................................................................................12
5.2 Gibbs Learning Cycle..........................................................................................................12
6. Conclusion.................................................................................................................................13
Reference List................................................................................................................................15

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Appendix........................................................................................................................................17
INDIVIDUAL DEVELOPMENT PLAN......................................................................................17
1. Introduction
The most important step towards becoming a Leader is leaning about our own self. If we are
aware about our own strengths and weaknesses it gets easier to plan out our measures to grow
and turn into the best version of ourselves. Self-awareness acts as the foundation on which we
can establish ourselves as the Leader. It is also significant to understand our behavior and
thoughts as it influences the way we perceive people and circumstance. We will never be able to
emerge as a great leader who lacks the basic understanding of emotions and feelings. This
awareness provides an understanding of us as well as others which is a key trait of a Leader. A
leader must be able to empathize with the people around. This trait enables a leader with a deeper
understanding of others, which makes him stand out from the crowd. This helps us develop
social sensibility which makes us more efficient in working with others.
2. Theoretical analysis of the leadership development strategy
I believe that social and emotional competencies can take us to heights which cannot be attained
only through mindfulness and strategizing. A lack of understanding of ourselves can condense
our understanding of the world in general. This also helps us locate the shortcomings in
managing what comes to us as responsibility. The journey to become a good leader can be long
and hard but if we value the right actions and focus on developing such characteristics, we will
always emerge as a leader who motivates as well as innovates (Boyer, 2019). It always happens

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that leaders are concerned about motivating others to achieve collective success that they often
overlook the aspects of self-development. Whereas, looking inwards always contribute most in
the process of emerging as a leader. It helps us maximize the outcome as well as the ability to
supervise peers and subordinates to engage in the right actions. Thus, this ensures positive and
better impact on everyone concerned.
2.1 Intentional Change Theory
According to Intentional Change Theory, by Richard Boyatzis, one can evaluate and strategize
changes in order to emerge as a leader with a difference. Necessarily, these do not have to be
habits in order to bring changes and also can be based on our aspirations, outlook, beliefs, and
perspectives. The Intentional Change Theory helps us bring sustainable change in workplace,
communities and also to countries (Yeager & Callahan, 2016). Personally, I have been working
on myself to become the best version of myself so that I can emerge as a leader at my workplace.
An effortful progress can only be achieved when we plan and take actions for them. I believe, if
we follow the five steps which the Intentional Change Theory states, we can bring lasting
changes and encourage others to do the same. The strategies of personal development can be
executed in a course of five years which will obtain maximum results for us. The five discoveries
which become the foundation of changes can come in succession to another in the following
way:
2.1.1 Ideal Self with a Personal Vision
The primary task of bringing change which is intentional is done by exploring ourselves
and by discovering the person we want to become. This can be termed as the ideal self, which we
have not yet become but aspire to be. The portrayal of the ideal self would enable us with the