Personal Leadership Development Plan

This report elaborates on assessing the results from personal leadership self-insight quizzes and provides a succinct summary of the entire personal development plan along with the strategies that are selected for reviewing and revising the plan.

Running head: PERSONAL LEADERSHIP DEVELOPMENT PLAN
PERSONAL LEADERSHIP DEVELOPMENT PLAN
Name of the Student:
Name of the University:
Author note:

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Executive Summary
This report has carried out with a brief insight of a personal leadership development plan. It is
one of the best tool for helping in defining and directing the career goals and objectives of a
person. It is said that by taking charge of the professional future with a personal leadership
development plan, one could be more ready and aware of stimulating the challenges and the
opportunities. However, this paper has outlined the process for polishing, developing and
growing further in order to reach a certain level. It has briefly elaborated on assessing the
results from personal leadership self-insight quizzes and have provided with succinct
summary of the entire personal development plan along with the strategies that are selected
for reviewing and revising the plan.

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Table of Contents
1. Introduction............................................................................................................................2
2. Discussion..............................................................................................................................2
2.1 Outcomes from leadership self-insight quizzes...............................................................2
2.2 Summary of your key strengths and weaknesses.............................................................3
2.3 The need for more information on my behaviours...........................................................4
2.4 My vision for developing as a leader...............................................................................5
2.5 Developmental objectives................................................................................................5
2.6 Actions to achieve each of the developmental objectives................................................5
2.7 Resources required for the implementation of the plan...................................................6
2.8 Mechanisms that I would use for getting feedback on my leadership behaviours and
tracking my progress..............................................................................................................8
2.9 Strategy to review and revise the plan in future...............................................................8
2.10 Revisions that are made after discussing the plan with the supervisor..........................8
3. Conclusion..............................................................................................................................9

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1. Introduction
This reflective report will elaborate on assessing the results from my leadership self-
insight quizzes and would provide a succinct summary of my key strengths and weaknesses.
It would also assess the need for more information on my attitudes and behaviours and would
articulate my vision for developing as a leader. I shall also specify my developmental
objectives in this paper along with the actions for achieving each of the developmental
objective. Furthermore, in this report, I shall also be describing about the resources which I
would be using for the implementation of my plan as well as the mechanisms that I would be
using for getting feedbacks on my leadership behaviours and for tracking my progress. With
the same, I shall be describing my strategy that I have planned to use for reviewing and
revising my plan in the future. Lastly, I shall be discussing about the recommendations that
were made from the part of my supervisor to revise my plan.
2. Discussion
2.1 Outcomes from leadership self-insight quizzes
From my leadership self-insight quizzes, I have found that, considering my leadership
role, I have a very low motivation for leading a team or group. I feel that I do not have the
right skills to become a leader and I have very less confidence upon myself. Hence, I think I
need a nudge in right direction. I would become a great leader by a difficult patch. However,
I have also found that I let my team finish their tasks in the way they want to as long as they
meet the deadlines and deliver the results. With the same, I make sure that my group follows
the standard processes for maintaining quality and accuracy of work. Furthermore, while
making any decision, I do not make them for my people, they make their own. I always
inspire them for making the best one for all the concerned. Hence, I think I am a good
decision maker. It is to mention that the highest score that I could have made for every
activity was nine. Also, my behaviour score along with the score my initiating structure
behaviour was five. As per the provided information, my score of four for the very starting
activity have suggested that I am to some extent, very concrete in my opinion regarding how
I consider myself being a leader. Furthermore, my score of four in the second activity have
suggested me that I have a very strong opinion towards the “initiating structural behaviour”
as a leader. I would like to state that I do agree within this result or outcomes even though I
have not really worked under any kind of significant leadership role yet, other than that in my

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school days and some university projects. Because of this, I still feel that I could be a very
efficient leader. And by having the right experience and knowledge about the same, I could
become better in my future. The next activity of mine where I need to do with my personal
opinion regarding the leadership behaviour and an analysis of the style of leadership that I
possess. In that activity, I scored three for true and three for false. Since the score in between
four and five would be regarded as high, hence, I think that my score to be high-low.
However, the outcome of this activity suggest me that the most ideal situation for my
leadership style is that of working with small group of people. Therefore, I think I need to
start right from the bottom and this would gradually help me in becoming a good leader and
gaining the experience to be capable of seeing what it means to monitor and to supervise a
person. After all, everyone needs to start from some or the other point and I think this would
be my starting point. Furthermore, I scored high in people orientation, while scored medium
or average in task orientation. Leaders could have either very high people orientation or high
task orientation (Shamir and Howell, 2018). Also, sometimes, they tend to have both. It is to
note that a leader who have is people oriented is more concerned about the needs of the
employees and he tries to provide them respect and trust. On the other hand, the task oriented
leaders is very thoughtful regarding the job and regarding meeting the requirements of the
organisation itself by completing the task in right time and right manner. However, under the
interpretation and scoring of the leader frames and orientations of reference, I have scored the
highest (five) under the Human Resource and the second highest under symbolic frame. On
the other hand, two of the lowest scores of mine were under political and structural. This
scoring provided me with information about myself that I already had an idea of the type of
leader I am. I do tend to be more people oriented and I also believe that employees are a
company’s most important asset. State of the art machines can help production but cannot
assist in the organizations knowledge and decision based competitive advantage. As per the
leader orientation system of scoring, I have scored the lowest in the political frame. Hence, I
think I do not consider organisations as everyone competing for the resources or for the
requirement of building alliances for the company to succeed.
2.2 Summary of your key strengths and weaknesses
To my view-point, there are many strengths of mine that I think is capable enough to
make me an effective leader in my career. The most significant of them to mention in this
context is of good communication skills, social skills, effective listening skills, determination
and the capability of team working. I am very clear on my goals that I set and I ensure to do

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the same because I believe that the performance of mine in order to achieve my goal would
be reflected back to me, whether be it good or bad. Also, I always make sure that I speak
clearly while taking to someone and I also ensure that the electronic messages of mine are not
vague in any way. Furthermore, I tend to get gel up with people very easily and I am social to
a great extent. I like knowing new people and culture. Hence, I can say that a have a good
social skill. With the same, I could speak very confidently regarding my business and at the
same time, I also possess a very strong skill of listening others effectively. I always listen to
any suggestions and problems that other people give me or might have respectively.
Furthermore, I can work effectively as a part of a team. I always play an active role in what is
going in the team and I make sure that my team succeed in whatever we do. I am very
determined towards my goal and objectives as well. If I feel like I need to gain a thing, I
don’t let any stone unturned in order to gain that. However, as far as my weakness is
concerned, I would like to mention that I lack in confidence that I would be able to lead a
team, although I have all the capabilities and potentials of doing that. I could not show my
confidence proudly and could not explain my feelings towards a particular thing as I fear that
the other person might not trust my judgement.
2.3 The need for more information on my behaviours
In order to assess how my perceptions about myself match and collide with the
perceptions that my colleagues possesses about me, I have made use of different options,
particularly by casually asking them and evaluating my previous performance. By doing this,
I have identified that what I perceive about is somewhat different from what my colleagues
perceive. My colleague thinks that I am not approachable to that extent and I always maintain
my own weight. On the other hand, I used to think myself as an approachable individual.
With the same, I have also found that my colleagues thinks that I am a very good team
member and is determined in any activity that is given to me. Although this perception of
theirs matches with that of mine. I am a really determined candidate and I never leave any
task in the half way of its completion. My colleagues have also indicated that I am a bad
public speaker and I tend to get nervous while doing so. Well, I too believe this fact because
many a times I found myself stammering and getting nervous while delivering speech in front
of a good number of people. Furthermore, they told me that I am not an effective listener and
I tend to get distracted from slightest interaction and interference. However, I do not believe
so because to my knowledge and experience I think I am the opposite of what they perceive. I
was always told I my past that I am a very good friend because I listen more than speak. I

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always try to listen what my peer is saying and try to make suggestions and give effective
answer to them. I am never told that I am a poor listener in any way. I do not why my
colleagues think so.
2.4 My vision for developing as a leader
My vision is developing myself to my greatest and highest most capacity and help my
peers and others to thrive in every stages of their lives. I will live courageously and
consciously and at the same time, would link to others with both love and compassion as well
as leave this world better for my contribution. With the same, I strive to become a friend for
others who could be encountered on every way.
2.5 Developmental objectives
Sr. No. Objectives
Objective 1 To apply myself to the course work for
achieving the best outcome
Objective 2 To increase my knowledge and
competencies in the leadership skills that are
required for successful implementation of
the practices that are evidence based.
Objective 3 To enhance my leadership and self-
promotion skills about my skills and works
Objective 4 To develop confidence within myself that I
could supervise a group of people
effectively.
2.6 Actions to achieve each of the developmental objectives
In order to achieve each of the developmental objectives, the following action plans are
made:
Sr. No. Objectives Action plan
Objective 1 To apply myself to the course
work for achieving the best
outcome
I will put my main focus
on the university course
work. Along with this, I
shall broaden my

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knowledge and skill by
researching and self-
studying and would
provide my best work.
Objective 2 To increase my knowledge
and competencies in the
leadership skills that are
required for successful
implementation of the
practices that are evidence
based.
I shall be looking for
different sources and
reference guide in order
to have an in-depth
understanding of the key
competencies and skills
that are required for
successful
implementation of the
practices.
Objective 3 To enhance my leadership and
self-promotion skills about my
skills and works
I would start building
connections with the
practitioners and the
galleries and would
consider the platform that
would be suitable for my
personality.
Objective 4 To develop confidence within
myself that I could supervise a
group of people effectively.
I shall be taking more and
more challenging tasks
that need team working
and leadership skills.
2.7 Resources required for the implementation of the plan
Sr. No. Objectives Action plan Resources required
Objective 1 To apply myself to
the course work for
achieving the best
outcome
I will put my
main focus on
the university
course work.
Along with this, I
a) One-to-one
feedback sessions
with my tutors and
supervisors with

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shall broaden my
knowledge and
skill by
researching and
self-studying and
would provide
my best work.
assignments
b) Large class
feedback session
c) More theory based
and technical
based classes for
enhancing my
abilities
d) Training and
practical project
where I would be
the leading a team
and monitoring
everything.
Objective 2 To increase my
knowledge and
competencies in the
leadership skills
that are required for
successful
implementation of
the practices that
are evidence based.
I shall be looking
for different
sources and
reference guide
in order to have
an in-depth
understanding of
the key
competencies
and skills that are
required for
successful
implementation
of the practices.
a) Different
literatures and
study materials
b) Guidance of my
tutor
Objective 3 To enhance my
leadership and self-
promotion skills
about my skills and
works
I would start
building
connections with
the practitioners
and the galleries
a) Advices from my
tutors and student
life.
b) Introspection

9PERSONAL LEADERSHIP DEVELOPMENT PLAN
and would
consider the
platform that
would be suitable
for my
personality.
Objective 4 To develop
confidence within
myself that I could
supervise a group of
people effectively.
I shall be taking
more and more
challenging tasks
that need team
working and
leadership skills.
a) Self-research and
asking my peers
and my tutors for
their advice on the
best possible ways
of seeking the
same.
2.8 Mechanisms that I would use for getting feedback on my leadership behaviours and
tracking my progress
I order to get feedback on my leadership behaviours as well as to track my progress
towards self-development, I would make use of strategies like, discussing with my mentors
and supervisors about the same, asking from their feedbacks upon whether or not they are
noticing any type of improvement in my leadership behaviours and attitudes. With the same, I
shall also be asking from my peers for their valuable feedbacks.
2.9 Strategy to review and revise the plan in future
I shall be using the strategy of semi-annual review in order to review and revise my
plan. I shall be monitoring the budget of plan along with the expenses as well and would then
ensure that expenditures are falling within the expected budget. Also, I shall also monitor
whether or not that changes that are implemented in the plan for reducing the expenses and
for increasing the revenue in order to see that they are meeting the set goals. This strategy
does not require a new plan generated bit if main changes are required in one area of the plan
that area must be revised and must be immediately implemented so that I could continue to
move forward towards my ultimate goals (Chung et al., 2018). Furthermore, it is also to
mention that for minor changes in this strategy of semi-annual reviewing, I shall be looking
after some elements in order to assess whether any revisions and updates are necessary.

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Those elements are- whether the resources are still sufficient for meeting my needs and
whether my goals are still realistic and achievable (Friedman, 2017). Moreover, for moderate
changes, there are certain items that are necessary to be looked at and any revisions and
updates that are necessary are to be made. Those items are- the set timeline for review of the
changes to see if any further revisions are needed and reviewing the tactics that are linked to
the revised tactics for ensuring shared resources is not effected in any way. With the same, I
shall also be using the leadership Annual Review in order to take a stock of the progress of
my leadership skills and attributes. I would assess whether or not I possess the immediate
goals and met the plan, whether or not the resources that are allocated to me are meeting the
demands or is there any type of shortfalls or are there any significant changes in me that are
not addressed in my plan.
2.10 Revisions that are made after discussing the plan with the supervisor
When discussed my plan with my supervisor, my supervisor had made several
recommendations. He said that my I must ensure that the objectives that I am setting are
SMART, i.e., they are specific, measurable, attainable, and realistic and are time-bound
(Bjerke & Renger, 2017). It is to note that the theory of SMART goal setting is a very well
established tool which could be used for planning and achieving the goals of an individual in
effective and productive manner (Haughey, 2015). He have said that I have not defined what
makes a great leader and that this is the very first step in creating a personal developmental
plan. Before, starting making the plan I must keep in mind what I need to become and the
skills that I must possess to become so. With the same, he have also suggested me to choose a
role model for my-self. He said, the rest other things are ok but I have not mentioned the time
that I would be requiring or have planned to attain my objective within. Hence, I have
decided to revise my plan once again by adding time frame for my developmental objectives
and with the same, I have also assessed what a leader is in true terms. I have also chosen my
role model, like whom I want to become and whose leadership skills and styles I would like
to attain. Furthermore, my supervisor have advised me to add the time frame for each of the
goals of mine, which I have not done earlier. Hence, I decided to set a deadline for each of
my goals so that I could celebrate the success in future.
3. Conclusion
Hence, it is to note that in this paper I have provided a brief on my leadership insight
of my quizzes. I have built a self-awareness report and have also identified the various
leadership attributes that represent my strengths and weaknesses and opportunities to

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improve. I have went beyond my own leadership development needs and consider future
challenges that I or my organisation could face in the near future. Furthermore, I have also
assessed the leadership skills that I would need to address these challenges. Lastly, I have
discussed about this issue with an experienced colleague and/or mentor and revised my
personal leadership development plan.

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References:
Bjerke, M. B., & Renger, R. (2017). Being smart about writing SMART
objectives. Evaluation and program planning, 61, 125-127.
Chung, A., Sun, J., Lee, K., Peng, P., Apakama, D., Genes, N., & Richardson, L. (2018).
Using a Clinical Dashboard to Empower Resident Education: Does Incorporating
Objective Feedback Into Semi-Annual Evaluations Improve Insight and Impact
Clinical Behaviors Among Residents?. Western Journal of Emergency Medicine:
Integrating Emergency Care with Population Health, 19(4.1).
Friedman, S. D. (2017). Succession systems in large corporations: Characteristics and
correlates of performance. In Leadership succession (pp. 15-38).
Haughey, D. (2015). SMART goals. ProjectSmart. co. uk. Np, nd Web, 11.
Shamir, B., & Howell, J. M. (2018). Organizational and contextual influences on the
emergence and effectiveness of charismatic leadership. In Leadership Now:
Reflections on the Legacy of Boas Shamir (pp. 255-281). Emerald Publishing Limited.