MANAGEMENT Dynamic leadership Name of the student: Name of the

Running head: MANAGEMENT
Dynamic leadership
Name of the student:
Name of the university:
Author note:

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Executive summary
Management is applicable in the personal sphere for improvising on the approach towards
performing the duties and the responsibilities. Regulating the performance through
assessments and plans reflects the gradual progression towards enhancing the leadership
skills, abilities and competencies. Long term goals are fruitful in terms of making long term
planning for securing the future. For this, indulging in group discussions is important, which
the report proposes through the reference of the Johari Window Model. These discussions are
an agent for me to assess the skills, which I possess and the skills which I lack and need to
adopt. Consistent evaluation of my performance would be effective in terms of upgrading the
standards and quality of performance in Professional Accountancy.

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Table of contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................3
Insight into self-leadership.....................................................................................................3
Path to leadership...................................................................................................................5
Design philosophy for leadership...........................................................................................7
Theoretical considerations towards leadership......................................................................8
GROW model.....................................................................................................................8
The Johari Window............................................................................................................9
Boyatzis International Change Model..............................................................................10
Selected model.....................................................................................................................11
Comparison with the other models......................................................................................11
Leadership development plan..................................................................................................12
Conclusion................................................................................................................................15
References................................................................................................................................16
Appendix..................................................................................................................................19

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Introduction
Leadership is a phase in a life, which adds value to the process of the personal
development. It includes the struggle towards the enhancing the preconceived skills, expertise
and knowledge. Rationality is a crucial approach in this process, which is reflected from the
consideration of logical reasoning in the process of thinking skills and capabilities.
Conducting evaluation and audits for the selected method is apt in terms of mapping the areas
which needs to be considered for the reaching to the benchmark level of performance (Shamir
& Eilam-Shamir, 2018). Mention can be made of the problem solving skills and techniques,
which acts as a wise step in terms of the experimenting with the gathered ideas and solutions.
Consistency in this direction is apt for analysing the ways in which standards and quality of
the performance can be upgraded. This report attempts to shed light on the theoretical
considerations towards the development of self-leadership skills, competencies and abilities.
Discussion
Insight into self-leadership
Every action is completed through the preparation of agenda. This includes the
factors, driving the future leadership, assisting in gaining an insight into the additional
competencies needed. As a matter of specification, the factors driving towards future
leadership are radial transparency, power of giving, constructive conflict, tri-sector leaders
and expanding the thought process beyond the bottom line. In this case, Komives and
Wagner, (2016) points out the leadership competencies, which are emotional intelligence,
effective communication, ripple intelligence, authentic adaptation, courage and teamwork.
According to my opinions, emotional intelligence is the most effective option in terms
of seeking an insight into personal skills, abilities and competencies. In this process, social
contract theory can be infused. This is because indulging in discussions with others is
assistance in terms of identifying the drivers, which leads to upgradation of the skills, abilities

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and competencies. These discussions reflect the communication, which comprises of the
tactics, through which I can influence others. Emerging successful in displaying rational
approach in this context is fruitful in terms of enhancing the preconceived leadership skills
(Clinton, 2018). I think that communication skills reflect the capability to accomplish the
identified and specified goals. This communication helps in understanding the needs and
requirements of others, which is the primary aspect of leadership.
In terms of intelligence, I can say that prediction is crucial in terms of altering the
nature in which the actions are performed. This is through the means of synthesizing the
context and the interaction for reaching to the desired results. In this process, risk assessment
is one of an important step for detecting the obstacles, which can act as an obstacle in the
process of my development. Mapping the benefits and the harms is the desired outcome,
which I need to consider for deducing relevant conclusion towards achieving personal
development in a proper sense. Along with this, I can point out authentic adaptation, which
assesses the capability towards proper application of the agenda into practice. As a matter of
specification, Storey, (2016) is of that view it is the transformation of theory into action. I
also feel that motivation from the seniors is needed for exposing productive performance.
Consistency in encouragement seems productive for generating trust among the stakeholders.
In terms of altering the standards and quality of performance, keeping a purpose
statement is needed. This is in terms of adopting the change in accordance to the identified
goals and objectives. Courage towards acquiring the change is the keystone towards
enhancing the leadership skills, abilities and competencies. I feel that this courage is crucial
in terms of effective handling of the adverse situations. In this, Antonakis and Day, (2017)
highlights that strategic planning is essential for exposing systematic approach towards
executing the tasks in an efficient and effective manner.

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Teamwork is one of an effective means for sharpening the leadership skills, abilities
and competencies. Taking responsibilities for task allocation reflects the slow and gradual
progression towards becoming a leader. In this, prioritization of others’ need is accounted as
an essential attribute of a true leader (Rosenbach, 2018). I feel that preserving the integrity is
vital for averting the instances of conflicts, discrimination and harassments. Emerging
successful in catering to the mutual needs of the team members attach value and weightage to
the process of developing the leadership skills, abilities and competencies.
Path to leadership
Believe is the cornerstone towards progressing on the path to leadership. This believe
is assistance in terms of adopting the changes and implementing them into the actions.
Affirming with the ideas of Lussier and Achua, (2015), I can point out that the path of
leadership comprises of self-growth, self-leadership and leadership.
Fig 1: Path to leadership
(Source: Mendenhall et al., 2017)

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I think that habits govern the actions of the individuals. As a matter of specification,
habits are formed from synthesizing knowledge, skills and motivation. These habits shape the
personality, leading to the formation of an entity.
Fig 2: Powerful factors of habits
(Source: Huntrods & Pascarella, 2017)
Repeated actions shape the personality of the individuals. Consistency in this process
leads us to perfection. Based on this, it can be said that this excellence or perfection is not an
act instead a habit. Motivation is assistance for us in terms of conducting self-assessment,
which demarcates the right and the wrong actions. Getting proper motivation acts assistance
in terms of maintaining consistency in the performance. I think that control over the thought
processes is necessary in terms of monitoring them, before they become actions. I feel that
leaders need to be proactive for achieving their development. In this, the main focus is on
proper interpretation of the stimulus, which provides freedom for the appropriate selection of
the response (Raymer et al., 2018). Typical components of the process are self-awareness,

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imagination, conscience and independent will. Possessing win-win approach is not always
productive, as negative consequences are bound to occur in the struggle towards progressing
on the path towards leadership. In this, mention can be made of the biases, dilemmas and
conflicts, which, according to my opinions, contradict the aspects of maturity, trust and
integrity.
I also feel that regulation of the emotions is crucial in terms of enhancing the
leadership skills, abilities and competencies. Here, affirming to the arguments of Ardichvili,
Nattoch and Manderscheid, (2016), I can relate Maslow’s Hierarchy of Needs. Specifically,
the need of self-esteem is the most relatable, as it comprises of respect, which is needed for
emerging as People’s Leader. Returning the gained respect enhances the mutual
understanding between the leader and the following. Cognitive learning theory can also be
implemented in this context, as I think learning through observation is important for
upgrading the standards and quality of the performance.
Design philosophy for leadership
As the focus is on the self as a leader, therefore, I think the thought process needs to
be generated from within the mind and not inheriting the thought processes of the hierarchy.
This relates to the attribute of the culturally sensitive, which the leaders need to adopt in
terms of respecting the individual sentiments of the team members. Within this, aligning with
the arguments of Baron, (2016), I can point out aspect of value driven, which reflects the
attempt towards preserving the traditionalism in the manner of executing the duties and the
responsibilities. In the path to leadership, I think the most important aspect is the creation of a
climate, where innovation and creativity can be incorporated into the performance. The main
focus is on the facilitation of change, which can be achieved through the consideration of
theories like Whitmam Grow, Boyatzis international change model and Johari Window
Model.

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With the advancement of civilization and technology, the parameters and paradigms
of leadership has encountered several changes (Day & Dragoni, 2015). Within this, I can
point out the system thinking or design thinking, which has enhanced the virtual learning
skills of the individuals. This is in terms of the synthesis of cause and effect, helping in
conducting the self assessment. This synthesis acts as an agent for mapping the harms and the
benefits, which the leader would achieve from implementing the decisions.
Theoretical considerations towards leadership
GROW model
Fig 3: GROW model
(Source: Wall, 2018)
As the name suggests, this model can be related to the development, as it comprises of
the elements of goals, reality, options and will power. As a matter of specification, I can say
that this model is apt in terms of enhancing my awareness about the reality within which I
can make practical applications of the learnt skills in unleashing the opportunities. For this, I
think the goals need to be long term for accomplishment of the identified and specified
benchmark. As I pursue Masters in Professional Accounting, therefore, I should aim high for

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achieving the post of an Accountant Manager in some reputed bank. At the current stage, I
am in the second semester of Master degree, where I get to do practical tests by using
software. This pertains to development of budgets; excel regarding the cash flows and others.
Sometimes, I fail to perform the functions in excel, as negative answers are generated. These
times, I feel that I could have utilized my flexible oratory skills for pursuing Masters in
Marketing and Outreach. However, kind and cooperative approach of my supervisor
generates within me an urge to expose better performance. As a result of this motivation, my
will power towards excelling in the field has enhanced.
The Johari Window
Fig 4: The Johari Window
(Source: Kunze, Jong & Bruch, 2016)
The main essence of this model is the comparison between self and others in terms of
knowledge. The four components of this model are: things, which I know; things I do not
know; things they know and the things they don’t know. Social contract theory can be applied
for mapping the common arenas in knowledge between me and other people. The negative
aspects in this context are the blind spots. Knowledge gaps are created when neither I nor the
other people can express their knowledge regarding certain aspects. These arenas are the
facade and unknown. If they know, but are not disclosing the facts, then I can say that it is
under the influence of unconscious mind, which extracts the labour from us in spite of our

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willingness. If I indulge in group discussions with my peers, relatives and friends, I would be
able to gain an insight into the effectiveness of the accounting operations, which I am
performing. This insight also acts as an agent for me in terms of unleashing the opportunities
for widening my knowledge horizons (Cheng & Szeto, 2016).
Boyatzis International Change Model
Fig 5: Boyatzis’ International Change Model
(Source: Leithwood, 2018)
In this model change is perceived through several discoveries. The primary discovery
is my ambition, which is leader. The next discovery pertains to my current stage, where I am
pursuing Master’s degree course in Professional Accountancy. Within this, a sub-process is to
discover my strengths for gaining an insight into the similarities between my true self and the
ideal self or the benchmark, which I have set for myself. For this, Glatthorn et al., (2018)
thinks that considering the Gallup Strengths Finder Test is apt. Consistency and rationality in
undertaking the test would enhance my awareness about the opportunities, which I can avail
for excelling in my field. Once I get to know the opportunities, I would be able to find ways
for reducing the gaps for enhancing the standards and quality of my performance. In the
process of finding the solutions, I would be able to discover new behaviour, thoughts upon
learning new concepts, which would expand the scope and arena of my thinking skills and

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judgemental capabilities. Here, I can cite the example of online courses, which would help
me to interact with the professors while I am involved in self-studies. Leigh, Rutherford and
Williamson, (2017) opines that this approach would be essential in terms of clarifying the
doubts.
Selected model
I think Johari Window is apt for me in terms of progressing on the path of leadership.
This is because of detecting the arenas, which needs modification for enhancing the standards
and quality of performance. Indulging in group discussions is beneficial for me in terms of
assessing the things, which I know better than others or the others know better than me.
Insight into the things, which I do not know is helpful for me. This is for seeking the ways
through which I can reduce my knowledge gaps. Here, according to the views of Baron and
Parent, (2015), I can cite the example of conducting explicit internet search, which would
enhance my awareness about the simpler ways in which I can perform the accounting
operations. However, I am concerned about the performance, which would be displayed
under the influence of the unconscious mind. On the other hand, these actions would be an
additional shade into my capability, which I can utilize for expanding the scope and horizon
of my capabilities and competencies.
Comparison with the other models
I can compare the Johari Model with that of Great Man Theory and Trait Theory. This
is because for leader, I must be inquisitive towards the ways in which I can upgrade the
standards and quality of my performance. Gaining control over the emotions is one of the
ways in which a leader can gain respect from others (Waddock, 2016). I can cite the example
that when I am allotted the responsibility of handling a team in a project, my approach would
be to put others’ needs at the priority instead of my. Rationality and consciousness in this
approach would make me a People’s leader. For this, willingness, perseverance and
commitment towards the duties and responsibilities are vital.

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Leadership development plan
Planning is essential for achieving positive outcomes in the actions. This planning is
extremely important for attaining personal and professional development. In this, I can cite
the act of upgrading the standards and quality of performance. Urge to regulate the
performance through the means of checklists, plans and goals is the true essence of a leader
(Rigby et al., 2018). Setting time limits is one of the effective ways in which I can improvise
on the approach towards performing the activities. I think 2 years is apt in terms of achieving
slow and gradual perfection in the performance up to the level of a leader. The following is
one of the sample leadership development plan, which I think would suffice the need of my
personal development:
Goals Development
activity
Support Duration On the job
behaviours
Key results
To gain
flexibility in
using the
technologies
Attending
diploma
courses in IT
Assistance
from the IT
experts
6 months Positifve
scores in
accountanc
y projects
Upgradation
of the
performance
in usage of
technologies
To conduct
internet
search
Keyword
search
Flexible
internet
connect,
online
assignment
helps
4 months Searching
for the
accounting
concepts in
lesser time
Improvising
on the time
taken for
completing
the allocated
activities
To lead a
team in
projects
Practical
tests by
leading a
team on
Accounting
tools,
software
5 months Positive
feedback
Gaining the
skills of
handling a
team

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accounts effectively
To indulge
in group
discussions
Counter-
arguing the
points of
others in
group
discussions
Verification
of the
proposition
s
2 months Positive
comments
on the
approach
Expansion
of the
thought
horizons
To indulge
in project
managemen
t courses
Completing
and
managing
the projects
on time
Internet
search
guidance
and support
from the
experts and
seniors
6 months Good scores Improvising
on handling
projects on
accountancy
Evaluation
and self
assessment
Writing
reflection on
the
experience
of handling
the projects
and team
members
Personality
tests
1 month Control
over the
emotions
Measuring
the areas,
which needs
modification
Table 1: Leadership development Plan
(Source: Created by the author)
I think gaining flexibility towards using the technologies is crucial for me in terms of
executing the accountancy operations in an efficient and effective manner. I would attend the

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6 months diploma courses on computer, which I think would be an effective step towards
gaining this flexibility and competencies. Positive scores in the practical tests would reflect
the upgradation of my performance in using the technologies. I also think that internet search
is equally important for me in terms of getting to the relevant accountancy information in
lesser time. In the diploma course, I would learn how to conduct keyword search for opening
directly the webpage, which I require for extracting the relevant information for completing
the project. Searching the WebPages in lesser time would reflect my capability towards
completing the tasks in lesser time than the allotted time.
I would also explore my skills on leading teams in projects. In this, the accounting
tools like software would help me in getting the desired outcomes. Positive feedbacks in this
direction would help me to make slow yet gradual progress towards enhancing leadership
skills, abilities and competencies. I also feel that indulging in group discussions is vital in
terms of gaining an insight into the effectiveness of the things, which I know and lack. If I am
able to counter-argue the points of others, it means that I am proposing valuable feedbacks.
Verification of the propositions would be effective in terms of expanding on the thought
horizons. Apart from this, I can mention the courses on project management, which would be
helpful for me to expose appropriate approach towards handling the projects. Project
management courses would support me to derive positive outcomes through synthesis of the
aims, objectives and anticipated findings.
Conclusion
Observing the surroundings generates an urge within me to upgrade the standards and
quality of my performance. This is executed through the means of planning and developing
strategies, so that the activities can be organized according to the priorities. Controlling the
emotions is the struggle towards enhancing the leadership skills, competencies and
capabilities. This is through the means of gaining an insight into the dark shades of the

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character, which acts an obstacle in the process of attaining development. Self evaluation is
an effective option in terms of upgrading the personality traits. Conducting plans and
indulging in practical exams is assistance in terms of experimenting with the opportunities,
which I can avail for excelling in my field. Personality tests are a support for enhancing the
awareness towards the current situation and the extra initiatives, which are needed for
attaining the personal development.

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References
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Ardichvili, A., Nattoch Dag, K., & Manderscheid, S. (2016). Leadership development:
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Baron, L., & Parent, É. (2015). Developing authentic leadership within a training context:
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Cheng, A. Y., & Szeto, E. (2016). Teacher leadership development and principal facilitation:
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Clinton, R. (2018). The making of a leader: Recognizing the lessons and stages of leadership
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Komives, S. R., & Wagner, W. (Eds.). (2016). Leadership for a better world: Understanding
the social change model of leadership development. John Wiley & Sons.
Kunze, F., De Jong, S. B., & Bruch, H. (2016). Consequences of collective-focused
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Leigh, J. A., Rutherford, J., & Williamson, T. (2017). Stakeholder perspectives of an
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Shamir, B., & Eilam-Shamir, G. (2018). “What’s your story?” A life-stories approach to
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Appendix
Fig 6: Path to leadership development
(Source: Rigby et al., 2018)