Personal Leadership Development Plan

This document discusses the concept of personal leadership development plan, including leadership beliefs, self-awareness, power and influence, and the perspective on people versus task. It also explores the importance of values, ethical framework, and strategic analysis in leadership development. The document concludes with a SWOT analysis and an action plan for personal growth.

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Personal leadership development plan
Name:
Institution:

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Personal leadership development plan
My leadership beliefs are centered on my real life observations, practices, failures and
success. I perceive leadership as a path taken together by followers and managers to a mutual
endpoint. Active leader defines and refine their mission progressively and they interconnect with
their supporters. It is not adequate for leaders to simply decide an endpoint and the path which
the team will move; he ought to support others to follow with respect and offering education,
drill, encouragement, resources, and direction as needed. To lead the task to be productive, a
leader must develop primacies and use the skills, possessions, innovation, and drive of his
supporters (Dahlvig & Longman, 2010, p. 246).
Self-aware
Since my profession is business development and supply chain, I am a self-governing, and my
tactic to management is centred on consultation and collaboration. I involve other specialists
with chosen talents as may be needed to accomplish my commitment to my consumers. As a
leader, I am accountable for entirety under my power. I ought to reflect and chase the inputs of
users and clients and shareholders in providing resolutions. To triumph and advance my
professional, I assist followers in improving their abilities and inspire them to regulate
everything under their influence. As the spearhead, I am liable to get the group to victory with
me; their disappointments are my letdowns. In gaining knowledge, I must analyze and admit
responses and certainties, and work to retain accomplishment of the goals. When my team or
associate realize the victory, I express the gratitude to those who have backed my triumph
(Robbins, & Judge, 2011).
Batool (2013) discussing the work of Goleman (2000), leaders incorrectly assumes that the
management approach is a function of character rather than a planned selection. Instead of

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selecting the one tactic that fits their personality, they should make inquiry which style finest
communicate the requests of a specific condition. The study has revealed that the most effective
managers have power in the following emotional proficiencies: self-regulation, awareness,
motivation, social skill and empathy (Batool, 2013). There are six fundamental styles of
management: coercive style; democratic; pacesetting; coaching; authoritative and affiliative
style. Managers fail to appreciate how deeply the organization philosophy can impact business
outcomes. In every leadership style, it originates from diverse emotional intelligence abilities,
functions finest in specific circumstances, and upsets the organization environment in various
means.
According to Northouse (2018), the path-objective model identifies four unique types of leader’s
behavior. First is supportive leadership where managers demonstrate concerns for wellbeing and
individuals requirement of juniors. Second is direct leadership where the managers offer a
precise direction for subordinate by setting standards of outputs, planning and coordinating work
exertions and asking juniors to follows the rules and regulations. Third, is the achievement-
oriented where the managers set challenging goals and emphasize excellence in output, and
demonstrating confidence that junior will realize a high level of productivity. Lastly, is
participate leadership where team leaders solicit opinion and advice from juniors and consider
this info when making choices (Naghdeali, Emamjomehzadeh, Masoudnia & Ghasemi, 2014).
The most considerable leadership style I can connect is participative leadership as the
cooperation has always been my dominant traits, which has inspired me to create much
important decision in my professional so far (Salleh, Samah & Anwar, n.d).

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Perspective on people versus task
If one focuses exclusively on ensuring that everyone is happy, one may fail to realize what one is
set out to do. There is no necessarily trade-offs between addressing the needs of people and task.
A successful leader comprehends that the functions are realized through the exertions of the
individuals involved, and will spend time communicating both sets of requirement (Lunenburg,
2011).
Power and influence
The actual application of personal controls, including the referent and expert influence, is
centered on deference (Lunenburg, 2012). The capability to utilize this influence is also crucial
in guidance as the usage of the approaches of negotiation, persuading, teamwork, and influences
leads to more fulfilling and active results (Robbins & Judge, 2011). Illustrating on the
management models of a past scholar such as McGregor and Mintzberg, charismatic leaders
regularly depend on enticement to impact and persuade supporters (Sinclair, 2013). I will pursue
to improve my mandatory mediation and cooperation capabilities. In acknowledgment of the
management worth of personal control, I have decided to offer volunteer negotiation services in
my nation every week. It will provide services to my neighbors, community, and progress and
hone my mediation and gain robust capabilities.
My core values
According to Robbins & Judge (2011), values are beliefs that denote a person’s notions about
what is sound, right or desirable (p. 144). My main principles comprise trustworthiness,
competencies, honesty, accountability, responsibility, respect, indebtedness, encouragement,
expansive gratitude’s, and finally, community engagement and contribution (Biro, 2012).

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Personal ethical framework
According to Damon, moral identity can be denoted as a self-conception schemed around
established operation traits (Damon, 2014). Therefore, moral integrity is perceived in this
research as connected to specifics nobble characteristics, however, it may also be agreeable to an
accurate mental picture of what virtuous individuals is likely to think, feel and operate.
According to Damon, successful leadership traits can be grouped in the following sets:
The power of self-mastery
the power of act
the power of associations
Power of self-mastery is initiated through pinpointing and existing in a life grounded on basic
moral beliefs, and by creating and concentrating on significances (Damon, 2014).
Strength of action is initiated through establishing the analytical techniques, possession,
associates, and cohorts essential to fulfill the task. Professional and individual’s capability,
answerability, and skills advancement illustrate the power of action.
Strength of association is initiated by valuing other colleagues, discovering worth in their
support, operating in sets to realize mutual objectives, and backing and helping cohorts and folks
to accomplish their goals. Expressing appreciation, participating and serving in the society
illustrate the power of relationship (Kaul, 2014).
In my previous professional career, I did work for a person who on once presented me a final
project and made an astonishing remark. She very openly said if the assignment was poorly
acknowledged by his manager, it was my mistake. When I requested if he would toss me under
the bus, his exact response was: "If it's me, or it's you, it's you." As a consequence of this sub-
optimal familiarity, I comprehend that backing my follower is dire leadership characteristics. A

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manager who fails to do so cannot practically anticipate optimum exertions or yields of his
supporters.
Abilities resulting to the power of self-mastery will be initiated through a routine of controlling
my community, business, individual, family, and actions by the worth of integrity and
trustworthiness. I will effectively pursue chances to mentor others, specifically those starting
their supply chain careers. In that case, I will pursue to mentor by describing, illustrating,
offering examples, and providing a real chance to acquire experience.
I will establish the strengths of routine by being myself and professionally responsible, skilled,
and answerable in my doings.
Strategic analysis
Politically, changes in business development and supply chain standards and regulation have put
increasing pressure on supply chain professionals. Economically, riding out depressions have
become more complicated and more dangerous over recent years, and consecutive economic
cycles. Socially, with a developing number of knowledge-centered professional on offer,
competition for the brainers has advanced, and the supply chain professions are struggling to
appear desirable in contrast. On the Technological viewpoint: with the development in data
analytics, there are fewer requirements for vast junior staffs and those who are required are under
pressure to showcase the added value. My stakeholders include; my family, colleagues, and
customers, with friends, juniors, managers, owners, government and community.
Life lessons
According to the above discussion, capabilities leading to the power of self-mystery will be
advanced through the routine of organizing my professional, family, communal interaction and

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actions by values of integrity and trustworthiness. Also, only by living my natural life and
holding the values centered on using the principle of integrity in routine can I expect to remain
and become a complete individual (American Heritage Dictionary of the
English Language, 2011). Practical usages of personal power focused on respect and
administration is vital in my career path. Additionally, staying professionally and personally
responsible, competent and answerable in my activities is a way to go. It can also be seen that a
good leader inspires his juniors to communicate to him what he requires to know, not what he
desires to perceive.
Moreover, competency and accountability leaders need to make responsible decision and
selections. Also, putting the objectives, plans, and projected results in writing is my established
routine by effective action; however, I will grow and program weekly evaluation procedure for
each customer. The best technique for teaching this is through personal example. Finally, the
review shows that as a frontrunner, I must demonstrate and esteem others for those I lead,
interact and encounter in the process of living.
SWOT analysis
My strengths skills include excellent administration skills and my comprehensive is typically
sound for my level of training. I have acquired confidence by coping with the pressure of supply
chain position, even with less sleep. Also, having an opportunity to lead over an extended period,
I demonstrated that I could offer clear guidance and manage individuals to particular tasks while
under pressure.

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Areas of further progress or weaknesses comprise; it is tough to uphold work-life balance and
also my physical wellbeing standards. Additionally, I need to take time in scheduling job before
briefing my juniors. Finally, creating self-confidence in command, I require more skills in group
management in diverse setups.
My prospects include illustrating to the senior management that I have both organized
managerial and leadership drilling and knowledge of leading a team to accomplish their goals.
This action also offers a chance for reinforcement in a chaotic business surrounding to realize
improved work-life balance. The corporation regular annual assessment routine can offer a basis
for a guaranteed response. Finally, I can call on the backing for my line supervisor to provide me
direction on individual growth. My threat is balancing work and personal commitment.
Action plan
My current goals include being offered tasks for leading and handling a small group in backing
of a perplexing business task. My long-term goals (5 years) comprise getting a promotion to a
middle-level managerial and get the help of work associates and senior managers.
My objectives are to have a broad depth of skills of leading in the external business surrounding,
broaden my knowledge of leadership, progress my health, accomplish central business
competencies, form confidence as a leader, and decision-making abilities. Therefore, having my
objectives, I have to train through young managers (YM) development programmes, comprehend
my department team and build their trust and confidences and identify key training chances
(Oppong, 2013). Also, I will learn by observing the experienced managers, allocation of the
specific evening for my fitness programme, and comprehensive compulsory company update

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drill. Moreover, I will offer to lead ad-hoc cross-functional assignments to create experience and
trustworthiness as a manager, acquire extra expertise in supply chain routine, and use this in a
functioning setting to fasten and improve the complex decision making.
Resources required to accomplish my objective are a regional training centre, guidance from line
managers and group response, advice from gym instructor, senior colleagues, and supply chain
line manager.
My objectives will be measured at the mid-year and yearly. My success will be measured using
an informal and formal appraisal, line manager appraisal report mid-year which will evaluate the
productivity and potential. Goals prioritization, developed fitness report, adjusted individual
fitness assessment score, secure bonus paybacks, response from team and the task supporter, and
Good YMs will also form part of my appraisal routine (Oppong, 2013).

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References
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