The report explores self-development as a leader and reflects critically on leadership theories to develop a personal leadership strategy. It discusses leadership styles, GROW model, intentional change theory, and personal development plan.
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Running head: PERSONAL LEADERSHIP DEVELOPMENT PLAN Personal Leadership Development Name of the Student Name of the University Author note
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1 PERSONAL LEADERSHIP DEVELOPMENT PLAN Executive Summary: Thedynamicbusinessenvironmenthasbroughtdrasticchangesinthe managerial responsibilities. Today managers are not only decision makers or reporting officers to their subordinates, they have to play frontline role of leaders to lead their subordinates towards adaptation to market conditions. The managers are facing several leadership challenges to adapt to these conditions and lead their teams efficiently. As a result they have to undergo training to sharpen their own competencies. I can finally point out that self- development is a perpetual method which managers should undergo.
2 PERSONAL LEADERSHIP DEVELOPMENT PLAN Table of Contents Introduction:....................................................................................................3 Leadership styles and leadership theories:.....................................................3 Application of leadership style:........................................................................4 Transformational leadership style:...............................................................5 Transactional leadership style:.....................................................................5 Application of transformational and transactional leadership styles:........6 Self-developmentmodel and plans:................................................................8 GROW model:...............................................................................................8 Application of GROW model towards personal development:......................9 Intentional change theory:...........................................................................9 Application of Intentional Change theory model:.......................................10 Personal development plan:.......................................................................10 Assumptions:..............................................................................................10 SMART analysis:.........................................................................................12 Conclusion:....................................................................................................12 References:....................................................................................................14
3 PERSONAL LEADERSHIP DEVELOPMENT PLAN Introduction: The aim of the report is to explore and reflect on self-development as a leader and reflect critically on the leadership theories thereby developing a personal leadership strategy. I belong to India with ten years of experience IT sector and four years of experience in a leadership role. Prior to coming Australia for attaining master degree, worked for a company called Cerner India, a health care provider. I was acting as a team leader for 20 employees belonging from different fields like developers, system engineers and quality analysts. Working in a diverse team helped me to cultivate a right spirit among the team to work towards a definite goal. Further, associating with Project managers helped me to gain ample knowledge and experience and develop management skills thus enforcing me to pursue my masters after tenyearsofprofessionalexperience.Challengingmyselfindifferent situationsandinculcateahigherleadershipactivitiesinmyfuture prospectushasbeenamotivatingfactorinmyprofessionaljourney. Leadership is a process whereby people from different goals and objectives comestogethertopursueacertaindefinedgoalintheorganization.It involves channelizing the energies of different expertise to perform their best of their abilities. Leadership is not only about managing people but also motivatingthemtoincreasetheirproductivityandincentivizingthemto bring efficiency and quality in their work. Working in the right direction has helped me to define a detailed five year plan. At this crucial stage of my life whereIhaveearnedenoughexperiencetodevelopbetterinsightsand objectives to pursue my goals effectively. This five year time period of my plan will help me to organize my life in the short term of five years and help me to take the right path of my choice. Being aware of my capabilities I have realizedthatthisperiodwillhelpmetounderstandmyabilitiesatthis currentstageofmylifeandtakestepswhichwillhelpmemoveinan organized manner and prioritizing my objectives according to my planin a phased manner.
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4 PERSONAL LEADERSHIP DEVELOPMENT PLAN Leadership styles and leadership theories: The styles of leadership which leaders follow have great impacts on the organisations they serve and teams they lead. The concept of leadership has undergone a tremendous transformation in the recent age. This evolution of leadership can be traced by the theories and their change of focus. While Great Manleadership theory which evolved in the 1840s considered that leadership is hereditary, theTraitTheory which was proposed in the 1930- 1940s opposed the pervious theory and opined that leaders can be made (Raupach et al., 2012). It can be pointed out from an analysis of these two leadership theories that they were nucleated around the leaders and paid no need to the subordinates or even situations in which leaders operate. This approach was interrupted by emergence of behavioural leadership theories whichcategorisedleadersaccordingtotypesofleadershipbehaviours exhibited by the leaders.Wilkinson and Kupers (2013) alluded that the newly evolvingleadershiptheoriesemphasisedontheneedoftheteamsand organisations. Thecontingencyleadership theories evolved around 1960s, followed bytransaction leadership theoryand transformation leadership theories in the successive decades (Nommeraadio.ee., 2018). Bolden (2016) mentions that modern leadership is closely linked to the requirement of the organisations as well as the subordinates.Manning and Robertson (2003) point out that this alignment of leadership with organisational has made leadershipadynamicandongoingprocess.Theleadersemployedwith organisations require to develop and change their leadership styles to adapt to the changing business environments. This continuous need to evolve and embrace changes to adapt to market environment as well as organisational environment requires leadership to form leadership development plans to emerge as more competent leaders. They have to take into account the needs of the clients, subordinates as well their own needs while forming leadership development plans. The two models would beGROW modeland Boyatzis Intentional Change model. The research on the development
5 PERSONAL LEADERSHIP DEVELOPMENT PLAN planwouldincludefigurestoattributethediscussionwithgreater comprehensiveness. Application of leadership style: Icanreflectandpointoutthattwoleadershiptheoriesnamely, transformationalandtransactionalhavestronginfluencesonmy leadershipstyleinthecapacityofaleadanalystworkingwithCerner Healthcare Private Limited. I can point out that I lead a team of ten direct reportingemployeeswhichincludedevelopers,supportengineersand quality analysts. The experience of three years working with Cerner was in turned supported by my previous experience and knowledge of working with different in various positions. I can reflect on my experience of ten years and pointoutthatIusethesetwotypesofleadershipstylesnamely, transformationalandtransactionalleadershipstylestoensurehighteam performance. Transformational leadership style: Transformational leadership style is the style of leading a teams of subordinates towards changes by setting a vision or goal which the changes aim to achieve.Cohen and Bradford (2007) mention that transformational leadershipstyleistheleadershipstylewhichleadersusetoleadthe subordinatestowardsembraceschangesinordertoadapttothefuture businessrequirements.NielsenandDaniels(2016)inthisrespectthat transformational leaders play great role in today’s organisations since the latterrequirestoadapttochangestakingplaceintheexternalmarket environmentalfactors.Fowler,S.(2014)strengthentheopinionofthe previous authors by pointing out that macro environmental change taking placeinthebusinessenvironmentslikechangingeconomicconditions presentseveralrisks.Forexample,thedynamiccustomerpreferences necessitatethecompaniestoalignitsoperationsandproductswiththe expectations of the former. Agnihotri et al. (2017) point out in this respect that customer satisfaction is directly proportional to revenue generation. This
6 PERSONAL LEADERSHIP DEVELOPMENT PLAN meansthatincapabilitytotransformaccordinglytoensurehighlevelof customersatisfactiontoleadtocompanieslosingcustomersandfacing revenue risks. Transactional leadership style: Transactional leadership style can be referred to as a leadership style in which leaders and subordinates operate to ensure mutual benefit of each other.McCleskey(2014)pointsoutthatintransactionalleadership,the relationship between leaders and subordinates rests on performance delivery bytheformerandemployeebenefitsbythelatter.Mintzberg(1994) contribute to the opinion of the pervious authors by mentioning that leaders expect good performances and this requires them to train as well as mentor their subordinates. Similarly, the subordinates expect support, guidance and motivation from the leaders which motivates them to perform highly. An analysis of the transactional leadership style clearly points out that it blends into transformationalleadership style. Holten and Brenner (2015) that in multinational organisations the employees have to perform in the lines of expectationsoftheclients.Theirabilitytosatisfyclientsbyoffering appropriate goods and/or services shows their performance and efficiencies. Thus, it can be pointed out from this analysis that transactional leaders are also required to train their employees to enable them to deliver high levels of performances and transform their methods of operations according to the requirementsoftheclients,whichformstheimportantaspectsoftheir performance parameters. Thus, it can be pointed out that at this point again transactionalleadershipmouldsintotransformationtopromotehigh departmentalandconsequentlyorganisationalperformances (Nanjundeswaraswamy & Swamy, 2014). Application of transformational and transactional leadership styles: IcanreflectthatIusetransformationalandtransactional leadership styles while functioning as a lead test analyst employed with Cerner Healthcare Private Limited, Bangalore, India.I as a lead
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7 PERSONAL LEADERSHIP DEVELOPMENT PLAN test analyst is responsible for implementation of new testing technologies andqualityanalysisprocesseswhileleadingtheteamof10members. Gellert et al. (2015) in this respect point out that catering successfully to the needsoftheclientsrequirehealthcarecompaniestoembracenew technologicaladvancementsinareaslikeelectronichealthrecords.This means that testing analysts working with these companies are required to implementnewtestingmethods.Therequirementtoimplementmodern healthcare technology requires healthcare companies like Cerner to invest immense financial capital to embrace modern healthcare technology. Newly emerging developments often render the pervioustechnologyredundant. Thus, the capital invested towards adoption of the previous technology also goes to wastage (Williams et al. 2017). I can point out that this requirement toallocateimmensefinancialcapitaltoacquiremodernhealthcare technologyandprobablelossontheinvestmenttowardsearlier advancements creates immenserevenue risksbefore the companies like Cerner. I can point out that as a systems analyst, However, not implementing new technology presentstechnological risksbefore companies (Ancona et al., 2007). It can also be pointed out that the Indian healthcare industry is predicted to grow to attain a value of over $ 139 billion. The presence of multinational Fortune 500 healthcare companies like Pfizer has already made themarketextremelycompetitive.Thecountryalsohouseanumberof residenthealthcarecompanieswhicharefastexpandingoverseas (Export.gov, 2018).I can point out that from this analysis that this rising competition in the healthcare industry in India presents the third risk before Cerner,market risks.
8 PERSONAL LEADERSHIP DEVELOPMENT PLAN Figure1. Market size of healthcare industry in India (Source:Pwc.in. 2018) I can reflect that as a senior manager I use transformational leadership style to lead my team and ensure that they perform highly to contribute towards the productivity of Cerner as a whole. I arrange for meetings with my team members to inform about about the recent changes which are taking place in the healthcare sector. I point out to them the need to adapt to the changes and transform their modes of operation. I as the leader of the testingteamsetparametersregardingdefectacceptanceandrejection limits. I observe the daily performances of the team members and motivate them. I recognise the staff members who underperform and motivate them inordertoextractmoreproductivityfromthem.Irewardthehighly performingemployees,thusawardingthemfordeliveringhighlevelof performances.Thus,IcanpointoutthathereIusetransactional leadership skills.I can point out that while leading the team of 10 reporting analysts, I face certain challenges and suffer from certain shortcomings. I can point out that I find it extremely challenging to
9 PERSONAL LEADERSHIP DEVELOPMENT PLAN keepmyselfabreastwithtechnologicaldevelopments.Thetwo weaknessesofmineareimpulsivenatureandaveragediversity management. These challenges and weaknesses would require me to make a leadership development plan.I mentor the junior employees andencourageallthememberstoparticipateinthemeetingstotake decisions to select appropriate testing methods on receiving client orders. I also maintain continuous communication with the marketing department to gaininformationaboutthefuturerequirementsandexpectationsofthe clients.ThenIoffertrainingtomysubordinatesaccordingtothefuture expectations of the clients which boosts their efficiencies, thus once applying transformational leadership style.Thus, I can sum up the discussion bymentioningthatusingtransformationalandtransactional leadershipstyleallowsmetoleadmysubordinatestowards transformingtheirmethodsofoperationsinorderboosttheir performances. Self-developmentmodel and plans: GROW model: The GROW model stands for Goal, Reality, Obstacles, Options and way Forward.The model explores goal setting and dealing challenges which inhibits achievement of the goal.Amit and Zott (2015) mention that model is designed to enable organisational leaders identify the goals which they aim to achieve. The managers of the company recognise the actual valuecreationpowerofthecompany.Themanagersalsorecognisethe obstacles which are inhibiting the company from creating maximum value to the clients. Then they point out options which consist of ways or steps which the company can take to remove or at least reduce the obstacles. Finally the managerschoosethemostappropriateoptionwhichisregardedasthe strategy.
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10 PERSONAL LEADERSHIP DEVELOPMENT PLAN Figure2. GROW model (Source: Amit & Zott, 2015) Application of GROW model towards personal development: IcanreflectthatIcanusetheGROWmodeltoachievepersonal developmentasaleader.Icanpointthatmyroleasleadtestanalyst requires me to mentor and coach my juniors. I have to keep myself abreast withtheeverdynamichealthcaretechnologywhichIfindchallenging. Moreover,Iamextremelyimpulsiveandrequiredevelopmydiversity managementskills.Thus,asfarastheapplicationofGROWmodelin personal development, the challenges and weaknesses would provide me with the goals. The threegoalswhich I would aim to achieve through the performance development plan are, enhancing by technological knowledge, gaining higher levels of self-control and better my diversity management skills. I would also sharpen my customer management skills. Theobstacles which have I have recognised are lack of resources and time. Theoptionsto whichareavailabletomewouldbeattendingworkshopsandtraining sessions.Icanalsogainfeedbackfrommypartnersourceslike peers,superiorsand subordinates.Icanalsoattendcounselling courses to enhance concentration and self-control.The way forward would be forming a leadership development plan which would be covered below. GoalReality Objectives and obstacles Way Forward
11 PERSONAL LEADERSHIP DEVELOPMENT PLAN Intentional change theory: Theinternationalchangetheory,thenextpersonal development model which I would use, is a personal development theory which consist of five steps.Jackson (2018)mentions that the first step consists ofcreating a vision or goalwhich the person seeking to achieve using the personal development plan. The second step consist of analysingtherealselfwhichincludesbothstrengthsandweaknesses. Feedback from natural sources like peers, superiors and subordinates enable the person to realise the strengths and weaknesses he possesses. The third step as mentioned by Wilson et al. (2014) consist of forming a personal development plan to enhance strengths and minimise the shortcomings to the feasible extent. Amit and Zott (2015) can be reiterated here to point out that here the intentional change theory is merges into the GROW which is evident from the steps. However,Betz (2016) contradict that the two models arenotsimilarandinfactintentionalchangemodelisadeeperself- developmentmodel.Thisisevidentfromthenextstepwhichinvolves experimentationwiththenewlearnedknowledgeandskillsthroughthe international change model. It can be clearly alluded that this step is very similar to the refreezing stage of the Lewin’s organisational change theory (Goldman, 2007). The next step consists would consist of incorporating the newlyacquiredskillsorthepositivechangeswiththeorganisational structure. Thus, it can again be specified that the final step once again draws from the organisational change management model of Lewin. Application of Intentional Change theory model: IwouldapplytheIntentionalChangeTheoryModeltodevelopmy leadership skills. First, I will recognise the gaols which I want to achieve like bettering by technological skills. The next step would be gaining feedback frompeers,superiors,subordinatesandevenclientstogainindepth knowledge about by strengths and weaknesses. The next step would consist ofmakingapersonaldevelopmentplanfollowedbyapplyingthenewly
12 PERSONAL LEADERSHIP DEVELOPMENT PLAN developed skills in while leading my team at Cerner. The final step would be adapting the newly developed skills with the business requirement of Cerner to be able to deliver higher levels of performances as a senior test analyst and team, leader. Personal development plan: Icanreflectuponmyleadershipqualitiesandproposeapersonal development plan keeping the strengths and weaknesses in view. As I have alreadypointedout,myweaknessesareimpulsivenatureandaverage diversity management. The challenges which I face are difficulty in keeping myself abreast with the modern technological advancements which would alsoincludeAgile.Theobjectiveofminewouldbedealingwiththese weaknesses and challenges outlined above. I would use project management tool Ms Project to form my personal development plan for a period of2 years. Assumptions: Ihavemadeseveralassumptionswhileformingtheproject development plan. First, I have assumed that the project would start on December 3, 2018.The development has six parts each of which would target an area of weakness and challenges ultimately gaining the aimed self- development. It has been assumed that the personal development training would take place in India and hence the amount has been calculated in INR. It would also be assumed besides the pointed out training and counselling, I would consult secondary resources like books, articles and newspapers. The resourcesrequiredtoconductthetrainingwouldconsistoffinancial resources (indicated in the activity list), trainers, psychologists, meditation experts and training rooms. Personal Development plan Activity no.Description Per month cost Time(months )Cost(INR) 1Impulsive nature management14
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13 PERSONAL LEADERSHIP DEVELOPMENT PLAN 1.1Impulsive nature counselling (average)120022400 1.2Meditation classes (average)10001212000 2Technological training(including Agile)(in house)02 3Diversity management3 4Mentoring2 5 Monitoring and experimenting(Corresponds to 4th step of Intentional change theory) 2 6Taking corrective measures a1 Total time2414400 Self development plan Impulsive nature management Impulsive nature councelling(average) Meditation classes (average) Technological training(including Agile)(in house) Diversity management Mentoring Monitoring and experimenting(Corresponds to 4th step of Intentional change theory) Taking corrective measures a SMART analysis: I can reflect that the self-development plan as discussed above of mine isqualifyingaccordingtotheSMARTobjectives.Theyarespecific, measurable, attainable, realistic and time based. The activities to be taken
14 PERSONAL LEADERSHIP DEVELOPMENT PLAN are specific because they are particular and each of the activities aim to deal withaweakness.Theoutcomeofthetrainingwouldbemeasuredand monitored. The task is time bound and stretch over a span of 24 months. This shows that they are time bound and attainable with help of trainers and mentorsas mentionedabove. Thus,it can be pointedout that the self- development plan is SMART qualifying Conclusion: I can concludebypointingoutthat the self-developmentand self- analysisaretwoimportantprocesseswhichleadersmustundergo.The business environment is undergoing dynamic changes and the managers havetoactasdrivers.Thisrequiresthemtoundergocontinuousself- development to be able to lead their subordinates towards changes. Thus, I can finallyclose the discussionby mentioningthat I wouldundergo this training to sharpen my leadership skills.
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