Leadership Development Plan and Analysis 2022

LEADERSHIP DEVELOPMENT PLAN AND ANALYSIS
Name of the Student
Name of the University
Author Note

Table of Contents
Stage One – Research or observation.......................................................................................3
Introduction..............................................................................................................................3
Analysis of the qualities that have made the person a good leader..........................................3
Perceptions related to the leadership traits, behaviours and qualities of the leader.................5
Ways by which the person uses power and influence to increase effectiveness of the leader. 6
Second stage – Leadership Development Plan.........................................................................6
Assessment of three leadership diagnostic tools......................................................................6
Setting the goals based on leadership tools..............................................................................7
Third stage – Feedback.............................................................................................................8
Describing the ways by which leader’s feedback can be incorporated into the plan...............8
Describing the ways of evaluating the levels of development set out in the plan....................9
Conclusion................................................................................................................................9
References..............................................................................................................................10
Appendices.............................................................................................................................12
Appendix 1 – Self-confidence test.....................................................................................12
Appendix 2 – Assessment of team leadership skills..........................................................13
Appendix 3 – Diversity management skills test.................................................................14
Appendix 4 – Leadership development plan........................................................................1
Appendix 5 – Feedback Checklist........................................................................................2

Stage One – Research or observation
Introduction
Leadership is considered to the ability developed by an individual or the groups in order to
influence the followers and the subordinate members of the firm as well. The sound and difficult
decisions that are developed by the individuals are also considered to be an important of the
leadership qualities. The various characteristics that have been gained by the leaders in order to
manage various team within the organizations include strong communication, management skills,
innovative and creative thinking, willingness of taking the risks, open-ness to changes and
reactiveness (Arnold et al. 2015). The report will be based on the study of a particular leader and his
skills and qualities as well. The leadership development plan will also be based on the three major
tests that have been completed and will be attached in the appendix as well. The feedback provided
by the leaders will also be taken into consideration in the study that will be made in the report.
Analysis of the qualities that have made the person a good leader
Tim Cook, the CEO of Apple can be considered as a major leader or a role model who is
able to depict various qualities that have an impact on the organizational operations. Apple has been
able to gain its position as one of the most valuable organizations in the world with respect to the
premium and high quality products that are offered to the customers. The CEO has been successful
in maintaining the position and profitable operations of Apple even after the death of its founder
Steve Jobs. The development of the new product lines by Apple Inc. is also considered to be a vital
feature that is related to the leadership success that has been gained by Tim Cook (Choi, Kim and
Kang 2017).
The leadership qualities of Tim Cook have been able to play a key part in the methods by
which Apple is able to sustain its operations in the competitive technology industry. The major
challenge that was faced by Tim Cook was to maintain the position of the organization after death

of Steve Jobs (Fortune.com 2019). The leadership qualities that have been developed by Tim Cook
in order to manage the operations of Apple Inc. are as follows,
 The risks that have been taken by Tim Cook are considered to be an important
leadership quality that is applied in order to develop the processes of Apple Inc.
 Focussing and listening attentively to the employees and various members of the
organization for the purpose of enhancing the work process and environment within
Apple (Fortune.com 2019).
 The trust levels that have been developed by Tim Cook with the employees have an
impact on leadership that has been developed by the CEO within the organization.
The understanding that is gained related to various needs of the employees have an
impact on the leadership of Tim Cook.
 Tim Cook has aimed at maintaining diversity within the organizations with the help
of inclusion of different types of employees in various positions within the
organization. Diversity in the teams have been able to play a key part in maintaining
high levels of innovation in Apple (Fortune.com 2019).
 Tim Cook has been quite humble with the employees and has understood their
demands in an effective manner. The communication that is developed with the
employees is also considered to be an important part of humble quality based on
leadership.
 The belief that is instilled by the employees within themselves based on their
qualities is a major task that can be completed by the leader. The leader has been
able to offer major levels of inspiration to the employees based on their
achievements (Franco and Matos 2015).
 The rules developed by Tim Cook as a leader have an influence on the methods by
which Apple can develop the products that are to be offered to the customers.

 Tim Cook has been successful in maintaining high levels of transparency that is a
crucial part of the success gained by Apple in technology industry. The standards
that are developed for global employees of Apple have an impact on operations of
the firm
(Kang, Solomon and Choi 2015).
Perceptions related to the leadership traits, behaviours and qualities of the leader
The major perception that has been developed based on the leadership traits and behaviour
of Tim Cook is that the CEO has been formed a democratic managerial style. Cook has adopted
some of the practices of the previous CEO and founder of Apple Steve Jobs in order to develop his
leadership style in an effective manner (Fortune.com 2019). The perceptions that had been
developed with respect to the leadership qualities of Tim Cook were based on the opinions of
people that he lacked the visionary qualities of the founder. The charismatic qualities of Steve Jobs
also seemed to be lacking in the qualities that have been depicted by Tim Cook (Kang, Solomon
and Choi 2015). Tim Cook ha however been able to provide emphasis on the cooperation that is
formed with the employees in order to use their talents in an effective manner. The participation of
CEO in organizational operations is also considered to be an important aspect of the leadership
qualities that are formed by Tim Cook (Fortune.com 2019). The perceptions of employees related to
decisions made by the CEO have been able to play a major role in shaping the operations of Apple
Inc. The vision of the company had also changed from “innovation first” to “can only do a few
things great” after the changes in the leadership of the organization (Franco and Matos 2015).
The leadership qualities that have been gained by Tim Cook have been able to play a major
role in development of different perceptions of the individuals. The leader had provided importance
to the ways by which focus can be increased towards the strengths of the firm rather than increasing
the product line. The outspoken nature of the leader is also considered to be an important factor that
has an impact on the privacy and rights of people. The perceptions that have been developed by the

employees of Apple and the stakeholders of firm have been able to play a major role in the
formation of leadership qualities of the new CEO. The work environment that is formed by CEO in
Apple by Tim Cook is also based on the perceptions of people (Khan et al. 2015).
Ways by which the person uses power and influence to increase effectiveness of the leader
The leadership style developed by Tim Cook is democratic in nature and the leader has
proved to be quite effective even by maintaining his quiet nature. The vision that has been
developed by the CEO is considered to be a vital aspect that has led to the success of Apple. The
influence of the CEO of Apple has been high on the employees and the firm has been successful in
maintaining its position in the industry as well (Fortune.com 2019). Inspiration provided to the
employees is an important factor that has an influence on the methods by which vision of the firm
can be fulfilled. The leader has also been able to fulfil the gaps that exist in the organizational
operations and the ways by which the firm has improved its position in the competitive technology
industry. The role that has been played by the leader in development of Apple Inc. is able to affect
the profitability levels and revenues of the firm as well (Nanjundeswaraswamy 2015).
Second stage – Leadership Development Plan
Assessment of three leadership diagnostic tools
The three major tools that have been taken into consideration for the purpose of analysing
my self-leadership qualities include Self-confident analysis, Assessment of the team leadership
skills and Diversity management capability – self-assessment. The score that has been gained by me
in the self-confident analysis tool is 47 (Refer to Appendix 1). This score has been able to depict
that I have moderate levels of self-confidence and improvement is also required in many fields. The
improvement of self-confidence levels will be able to help me in proper development of employee
base and improving their morale as well. Self-confidence that I will be able to develop can
influence the organization and the various teams as well. The assessment of leadership skills is also

an important part of the ways by which I am able to maintain the teams within an organization
(Nawaz and Khan_ PhD 2016).
The score that has been received by me in this test is 12 (Refer to Appendix 2). The “True”
response has been received by me in Questions 1, 2, 3, 4, 5, 6, 8, 9,10, 14, 15. This has been able to
prove that the leadership quality formed by me is based on authoritarian leadership versus
participative team leadership. The leadership qualities that have been depicted by me have been
able analysed in detailed manner with the help of team leadership assessment test. The score gained
with the help of this test is a vital aspect that is related to the proper analysis of leadership skills that
have been gained by me. The communication based success that I have been able to gained as a part
of my leadership process within the organization. The strengths and weaknesses of my leadership
process have also been discussed with the help of this tool (Saleem 2015). The third leadership
assessment test that has been taken by me is Diversity management capability – self assessment tool
is used for the purpose of analysing the importance that I provide to diversity within the
organization. The score that I have received in this test is 16 (Refer to Appendix 3). The score is
considered to be quite low and I have proved to be a tolerant leader as well. My answers are able to
depict that I am also quite broad-minded in nature in some of the areas and I have also become less
tolerant in some areas or part as well.
Setting the goals based on leadership tools
The goals that I have developed are mainly based on the ways by which I can make
improvements in the areas that are weak. I have been able to understand the various weak areas with
the help of the three major leadership assessment tools that I have used. The strengths of my role
model Tim Cook have to be implemented by me in order to improve the ways by which I can
maintain the leadership process. I need to improve my leadership qualities within 1 year with the
help of goals that have been set by me as a part of the leadership development plan (Refer to
Appendix 4). The three major goals that have been set by me in order to improve my leadership

process include improvement of my winning qualities, improving my communication skills and
enhancing the levels of my diversity tolerance (Sudha, Shahnawaz and Farhat 2016). The three
goals that I have developed as a part of the Leadership development plan are based on the strengths
and weaknesses that I have identified after assessment with the help of three tests. The goals can be
achieved by me with the help of decrease of the weakness levels and using the strength in an
effective manner as well. The achievement of my goals will be analysed with the help of major
indicators that have been described as a part of the leadership development plan.
Third stage – Feedback
Describing the ways by which leader’s feedback can be incorporated into the plan
The leader of my organization has also provided feedback with respect to the tests that I
have taken. The tests are based on the various aspects of proper development of leadership within
an organization. The goals that I have set in the leadership development plan is also considered to
be an important part of the feedback that I have gained from the leader of my organization. The
feedback that is provided by leader is mainly related to the ways by which various goals are set in a
clear manner. The leader has agreed that the goals are clear and are achievable in nature as well.
However, the alignment of goals with my strengths and weaknesses are considered to be unclear.
My activities are however aligned effectively with my strengths and weaknesses. The timeframe set
for achievement of the goals has also been considered to be quite reasonable in nature according to
the feedback that is provided by the leader (van Prooijen and de Vries 2016).
The feedback has to be implemented within my leadership development plan in an effective
manner. My strengths and weaknesses have to be aligned with my goals in such a manner that is
helpful in the development of a proper connection. On the other hand, the levels of measurability of
the goals have to be enhanced so that the leadership qualities can be improved in an effective
manner. The feasibility levels of the plan will also be discussed and the plan needs to be improved

in order to manage my leadership process in the organization. The enhancement of leadership
development plan with the help of proper incorporation of the feedback provided by the leader is
considered to be an important part of my leadership process (Yahaya and Ebrahim 2016).
Describing the ways of evaluating the levels of development set out in the plan
The evaluation of the impact of leadership development plan is considered to be a major
aspect that is related to the proper improvement of organizational operations. The increase in levels
of interaction with the employees is considered to be an important measurement of the success
gained with the help of leadership development plan. The data related to satisfaction levels of the
employees and subordinates within the organization will be able to provide with information based
on the leadership development success. On the other hand, the increase in diversity tolerance levels
of me as a leader will also help in increasing the diversity levels within the team that are a part of
the organizations. The goals that have been set by me can be achieved with the support that is
provided by the leadership development based process (Sudha, Shahnawaz and Farhat 2016).
Conclusion
The report can be settled by stating that the final leadership development plan will be mainly
based on the feedback that is provided by the leader. The qualities that have been depicted by my
role model Tim Cook have also guided me for development of my leadership style in an effective
manner. On the other hand, the tests have also supported to understand my strengths and
weaknesses in an effective manner. The goals that are set by me for can also support the
development of my career in the future as a part of the various organizations. My leader has also
been able to play a key part in the methods by which I can improve my future plans and career as
well.

References
Arnold, K.A., Connelly, C.E., Walsh, M.M. and Martin Ginis, K.A., 2015. Leadership styles,
emotion regulation, and burnout. Journal of Occupational Health Psychology, 20(4), p.481.
Choi, S.B., Kim, K. and Kang, S.W., 2017. Effects of transformational and shared leadership styles
on employees' perception of team effectiveness. Social Behavior and Personality: an international
journal, 45(3), pp.377-386.
Fortune.com 2019. Apple's Tim Cook leads different. [online] Fortune. Available at:
https://fortune.com/2015/03/26/tim-cook/ [Accessed 8 Sep. 2019].
Franco, M. and Matos, P.G., 2015. Leadership styles in SMEs: a mixed-method
approach. International Entrepreneurship and Management Journal, 11(2), pp.425-451.
Kang, J.H., Solomon, G.T. and Choi, D.Y., 2015. CEOs' leadership styles and managers' innovative
behaviour: Investigation of intervening effects in an entrepreneurial context. Journal of
Management Studies, 52(4), pp.531-554.
Khan, M.S., Khan, I., Qureshi, Q.A., Ismail, H.M., Rauf, H., Latif, A. and Tahir, M., 2015. The
styles of leadership: A critical review. Public Policy and Administration Research, 5(3), pp.87-92.
Nanjundeswaraswamy, T., 2015. Leadership styles and quality of work life in SMEs. Management
Science Letters, 5(1), pp.65-78.
Nawaz, Z.A.K.D.A. and Khan_ PhD, I., 2016. Leadership theories and styles: A literature
review. Leadership, 16, pp.1-7.
Saleem, H., 2015. The impact of leadership styles on job satisfaction and mediating role of
perceived organizational politics. Procedia-Social and Behavioral Sciences, 172, pp.563-569.

Sudha, K.S., Shahnawaz, M.G. and Farhat, A., 2016. Leadership styles, leader’s effectiveness and
well-being: Exploring collective efficacy as a mediator. Vision, 20(2), pp.111-120.
van Prooijen, J.W. and de Vries, R.E., 2016. Organizational conspiracy beliefs: Implications for
leadership styles and employee outcomes. Journal of business and psychology, 31(4), pp.479-491.
Yahaya, R. and Ebrahim, F., 2016. Leadership styles and organizational commitment: literature
review. Journal of Management Development, 35(2), pp.190-216.

Appendices
Appendix 1 – Self-confidence test
How Self-Confident Are You?
Indicate the extent to which you agree with each of the following statements. Use a 1-to-5 scale: (1)
disagree strongly; (2) disagree; (3) neutral; (4) agree; (5) agree strongly.
DS D N A AS
1. I frequently say to people, “I’m not sure.” 2
2. I have been hesitant to take on any leadership assignments. 1
3. Several times, people have asked me to be the leader of the group to
which I belonged.
5
4. I perform well in most situations in life. 4
5. At least several people have told me that I have a nice, firm
handshake.
4
6. I am much more of a loser than a winner. 1
7. I am much more of a winner than a loser. 5
8. I am cautious about making any substantial change in my life. 4
9. I dread it when I have to learn a new skill, such as reading a foreign
language.
2
10. I freely criticize other people, even over minor matters such as their
hair style or word choice.
1
11. I become extremely tense when I know it will soon be my turn to
present in front of the group or class.
1
12. Speaking in front of the class or other group is a frightening
experience for me.
1
13. When asked for my advice, I willingly offer it. 5
14. I feel comfortable attending a social event by myself. 5
15. It is rare that I change my opinion just because somebody challenges
me.
5
Scoring and Interpretation: Calculate your total score by adding the numbers circled. A tentative
interpretation of the scoring is as follows:
65–75: Very high self-confidence, with perhaps a tendency toward arrogance
55–64: A high, desirable level of self-confidence
35–54: Moderate, or average, self-confidence
15–34: Self-confidence needs strengthening
TOTAL SCORE - 47

Source: DuBrin, A. (2015) Leadership: Research findings, practice and skills, Cengage Learning, US
Appendix 2 – Assessment of team leadership skills
Assessing your team leadership skills
Answer the following questions on the basis of what you have done, or think you would do, in response to
the team situations and attitudes described. Check either mostly true or mostly false for each question.
Mostly
True
Mostly
false
1. I am more likely to handle a high-priority task than to assign it to the
team
T
2. An important part of leading a team is to keep members informed
almost daily of information that could affect their work
T
3. I love communicating online to work on tasks with team members T
4. Generally, I feel tense while interacting with team members from
different cultures
T
5. I nearly always prefer face-to-face communications with team
members over email
T
6. Building trust is very important for building a team T
7. I enjoy doing things in my own way and in my own time F
8. If a new member were hired, I would expect the entire team to
interview the person
T
9. I become impatient when working with a team member from another
culture
T
10. I suggest ways each team member can make a contribution to the
project
T
11. I am uneasy interacting with people from different ethnic or racial
groups
F
12. If I were out of the office for a week, most of the important work of the
team would get accomplished anyway
T
13. Delegation is hard for me when an important task has to be done
right
F
14. I enjoy working with people with different accents T
15. I am confident about leading team members from different cultures T
Scoring and interpretation
The answers for effective team leadership are as follows:
1. Mostly false 6. Mostly true 11. Mostly false
2. Mostly true 7. Mostly false 12. Mostly true
3. Mostly true 8. Mostly true 13. Mostly false
4. Mostly false 9. Mostly false 14. Mostly true
5. Mostly false 10. Mostly true 15. Mostly true
If your score is 12 or higher, you understand the ingredients to be a highly effective team leader. If your
score is 6 or lower, you might have an authoritarian approach to leadership or be uncomfortable with
culturally diverse team membership or virtual team communications, such as email. Questions 1, 2, 6,
7, 8, 10, 12 and 13 pertain to authoritarian versus participative team leadership. Questions 4, 9, 11, 14
and 15 pertain to cultural differences. Questions 3 and 5 pertain to virtual team communications. Which
aspects of team leadership reflect your leader strengths? Your leader weaknesses? Team leadership
requires that the leader learn to share power, information and responsibility, be inclusive of diverse
members and be comfortable with electronic communications.

TOTAL SCORE - 12
Source: Daft and Pirola-Merlo [2009] The Leadership Experience, 4e, Cengage Learning, Australia
Appendix 3 – Diversity management skills test
Diversity Management Capability: Self-assessment
For each of the following questions, circle the answer that best describes you.
1. Most of your friends
a. Are very similar to you
b. Are very different from you and from each other
c. Are like you in some respects but different in others
2. When someone does something you disapprove of, you
a. Break off the relationship
b. Tell how you feel but keep in touch
c. Tell yourself it matters little and behave as you always have
3. Which virtue is most important to you?
a. Kindness
b. Objectivity
c. Obedience
4. When it comes to beliefs, you
a. Do all you can to make others see things the same way you do
b. Actively advance your point of view but stop short of argument
c. Keep your feelings to yourself
5. Would you hire a person who has had emotional problems?
a. No
b. Yes, provided the person shows evidence of complete recovery
c. Yes, if the person is suitable for the job
6. Do you voluntarily read material that support views different from your own?
a. Never
b. Sometimes
c. Often
7. You react to old people with
a. Patience
b. Annoyance
c. Sometimes a, sometimes b
8. Do you agree with the statement, “What is right and wrong depends upon the time, place, and
circumstance”?
a. Strongly agree
b. Agree to a point
c. Strongly disagree
9. Would you marry someone from a different race?
a. Yes
b. No
c. Probably not
10. If someone in your family were homosexual, you would

a. View this as a problem and try to change the person to a heterosexual orientation
b. Accept the person as a homosexual with no change in feelings or treatment
c. Avoid or reject the person

Running head: LEADERSHIP DEVELOPMENT PLAN AND ANALYSIS
11. You react to little children with
a. Patience
b. Annoyance
c. Sometimes a, sometimes b
12. Other people’s personal habits annoy you
a. Often
b. Not at all
c. Only if extreme
13. If you stay in a household run differently from yours (cleanliness, manners, meals, and other
customs), you
a. Adapt readily
b. Quickly become uncomfortable and irritated
c. Adjust for a while, but not for long
14. Which statement do you agree with most?
a. We should avoid judging others because no one can fully understand the motives of another
person.
b. People are responsible for their actions and have to accept the consequences.
c. Both motives and actions are important when considering questions of right and wrong.
Scoring and Interpretation
Circle your score for each of the answers and total the scores:
1. a = 4; b = 0; c = 2
2. a = 4; b = 2; c = 0
3. a = 0; b = 2; c = 4
4. a = 4; b = 2; c = 0
5. a = 4; b = 2; c = 0
6. a = 4; b = 2; c = 0
7. a = 0; b = 4; c = 2
8. a = 0; b = 2; c = 4
9. a = 0; b = 4; c = 2
10. a = 2; b = 0; c = 4
11. a = 0; b = 4; c = 2
12. a = 4; b = 0; c = 2
13. a = 0; b = 4; c = 2
14. a = 0; b = 4; c = 2
Total Score
0–14: If you score 14 or below, you are a very tolerant person and dealing with diversity comes
easily to you.
15–28: You are basically a tolerant person and others think of you as tolerant. In general,
diversity presents few problems for you; you may be broad-minded in some areas and have less
tolerant ideas in other areas of life, such as attitudes toward older people or male/female social
roles.
29–42: You are less tolerant than most people and should work on developing greater tolerance of
people different from you. Your low tolerance level could affect your business or personal
relationships.
43–56: You have a very low tolerance for diversity. The only people you are likely to respect

1LEADERSHIP DEVELOPMENT PLAN AND ANALYSIS
are those with beliefs similar to your own. You reflect a level of intolerance that could cause
difficulties in today’s multicultural business environment.
TOTAL SCORE - 16
Source: https://www.16personalities.com/free-personality-test
Appendix 4 – Leadership development plan
LEADERSHIP DEVELOPMENT PLAN
GOAL Strengths/Weaknesses ACTIVITY TIMEFRAME MEASUREMENT
Goal # 1 – To
improve my
winning
quality.
Strength – My major
strength is my winning
quality.
Weakness - I need to
improve my self
confidence levels.
Activty#1 – I
need to interact
with my
subordinates.
Activity#2 – I
will enhance
my winning
qualities.
Period 1 – Six
months
Period 2 – Six
months.
Indicator#1 –
Improvement of
communication.
Indicator#2 –
Development of
winning qualities.
Goal # 2 – To
improve my
communication
skills.
Strength – My major
strength is to develop
effective
communication.
Weakness - I need to
enhance my teamwork
skills.
Activty#1 – I
have to develop
an effective
team.
Activity#2 – I
have to include
different types
of people in the
team.
Period 1 – Six
months
Period 2 –
Six months
Indicator#1 – Team
development skills.
Indicator#2 – High
diversity in teams.
Goal # 3 –
Improve my
diversity
tolerance
levels.
Strength – My major
strength is to work
peacefully with
different people.
Weakness - I need to
develop similar point
of view like the others.
Activty#1 – I
have to increase
interaction with
different types
of people.
Activity#2 – I
need improve
my diversity
management
skills.
Period 1 – Six
months
Period 2 – Six
months
Indicator#1 –
Increased
efficiency of the
team.
Indicator#2 –
Diverse team
management.

2LEADERSHIP DEVELOPMENT PLAN AND ANALYSIS
Appendix 5 – Feedback Checklist
Leadership Development Plan
Feedback Checklist
YES NO UNCLEAR
Are the goals set out clear and achievable?
Are the activities set out clear and doable?
Are the goals aligned with the strengths or weaknesses set?
Are the activities aligned with the strengths or weaknesses set?
Is the timeframe for the activities and goals reasonable?
Are the measurement indicators appropriate and measurable?

3LEADERSHIP DEVELOPMENT PLAN AND ANALYSIS
Would I do the same as the student?
Overall, is the development plan feasible/reasonable/appropriate? (e.g. does
the proposed plan address the strengths and weaknesses?).