Personal Development Plan for Dynamic Leadership | Desklib

Running head: DYNAMIC LEADERSHIP
Dynamic Leadership
NAME OF STUDENT:
NAME OF COLLEGE:
AUTHORS NOTE:

DYNAMIC LEADERSHIP
Executive Summary
The aim of this report is to present a personal development plan based on reflection from
earlier assessment of personal strengths, capabilities and feedback received from peers and
senior leaders. Here a personal SOAR approach of identifying own strengths, development
areas, aspiration and results have been used for identifying different areas of own
development followed by developing a goal and action establishment plan based on SMART
objectives. Finally an action plan is development along with timeline to attain established
goals of development for being an effective leader in future. The personal development plan
is based on GROW model of personal development as it is a structured and simplified
process to identify own goals and coaching based actions.
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DYNAMIC LEADERSHIP
Contents
Executive Summary...............................................................................................................................1
Introduction...........................................................................................................................................2
Discussion..............................................................................................................................................3
Conclusion...........................................................................................................................................15
References...........................................................................................................................................15
Appendix.............................................................................................................................................17
Introduction
In this report I have presented personal development plan based on different feedback from
peers and superiors as well as on understanding the exiting phase of my life and career stage.
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DYNAMIC LEADERSHIP
The plan is development based on model of personal development to give a string foundation
and addresses all aspects that are needed to prepare a plan for my leadership development
goal in future roles in my company Baker Delight.
Discussion
According to Lynn (2017) one of the most effective personal development model that I have
chosen for my PDP plan is GROW model that was proposed in 1979 by John Whitmore and
Graham Alexander and the reason behind its selection is that model is simple to comprehend
and can be utilised in simultaneity with coaching expertise and attitudes. Basically the model
is preferred as it is self-developing coaching model for effective leadership performance and
behaviour.
The GROW model emphasise on need of coaching that has probability to unlock people’s
potentiality so as to enhance their performance and it focuses more on building awareness
and developing accountability as well as helps in learning with help of simple structured
approach to efficacious coaching and leadership development with model of coaching.
The model states that key to GROW is to use growth successfully and allow enough time on
exploring growth elements to establish appropriate goal at both motivational and stretching
level and then developing flexible series of actions and as per intuition reviewing goals again
if required. The model illustrates four stages:
Step 1: Identifying Goals: at this stage a person needs to identify and understand clear goals
with proper and deep understanding of ultimate results of goals, self-development needs and
then progressing goals along the way. Also interpretation on principles, own aims and
aspiration is needed to be understood and clarified at this stage to develop goals to reach to
desired outcomes with use of GROW model.
Step 2: Understanding Reality: in this stage a person needs to assess existing situation in
context to actions taken and should be clear on outcomes and effects of earlier taken actions.
Also the person should be aware of internal barriers and blocks that are restricting current
performance or progress.
Step 3: Identifying Options: at this stage the person needs to identify opportunities and
options and should outline and ask range of inquisition on approach for progress or
development.
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