A Report on Personal Leadership Development Plan: Critical Analysis

This report critically evaluates an individual's personality and skills necessary for leadership roles, emphasizing the importance of team working for project development and organizational growth. It examines leadership qualities such as authenticity, integrity, and transparency in guiding followers, and formulates an action plan for personal development. The report includes a holistic presentation of self-insight quizzes, a summary of key strengths and weaknesses, information on behavior, a vision for developing as a leader, developmental objectives, actions to achieve these objectives, required resources, mechanisms for feedback and progress tracking, a strategy for future plan revisions, and recommendations to overcome weaknesses. The analysis incorporates the Belbin model and highlights the need for leaders to adapt to complex and turbulent environments, manage crises effectively, and understand their strengths and weaknesses for decision-making and wellbeing. Desklib provides access to similar reports and solved assignments for students.

Running head: A REPORT ON PERSONAL LEADERSHIP DEVELOPMENT PLAN
A Critical Perspective on Personal Leadership Development Plan
Name of the Student
Name of the University
Author note

1A CRITICAL PERSPECTIVE ON PERSONAL LEADERSHIP DEVELOPMENT PLAN
Executive Summary
The present report aims to critically assess an individual’s personality to observe if he or she
possesses the necessary skills required to pursue such a career in future that demands
leadership roles. Team working is identified as important ways of developing any projects
which deserve a specific form of development and refurbishes skills which will help in
delivering useful results in increasing organizational growth. Leaders who are respected by
their subordinates for their authenticity and integrity have nurtured values, morals, beliefs and
principles from a long time ago and thus acquired competency in that attribute. In doing so
they have also been able to maintain transparency in interacting with their followers and
guide them in their problems. This aspect has been studied in detail in this report and an
action plan have been formulated in this context which aids in giving a clearer idea about his
or her prospects.

2A CRITICAL PERSPECTIVE ON PERSONAL LEADERSHIP DEVELOPMENT PLAN
Table of Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................3
1. Holistic Presentation of the Self-Insight Quizzes...........................................................3
2. Summary of Key Strengths and Weaknesses..................................................................5
3. Information on Behaviour...............................................................................................6
4. Vision for Developing as a Leader..................................................................................7
5. Developmental Objectives..............................................................................................8
6. Actions to achieve each Developmental objective..........................................................8
7. Resources Needed to Implement Plan...........................................................................11
8. Mechanisms to receive feedback on Leadership Behaviour and Progress Tracking....12
9. Strategy to Review and Revise Future Plan..................................................................13
10. Recommendations made to Overcome Weaknesses.................................................14
Conclusion................................................................................................................................15
References................................................................................................................................16

3A CRITICAL PERSPECTIVE ON PERSONAL LEADERSHIP DEVELOPMENT PLAN
Introduction
Implications for leaders in today’s complex and turbulent environments are different
then what it used to be a decade ago. There are is a need for adaptation that is of top priority.
Effective leadership is an absolute necessary in a turbulent organization (Tschannen-Moran,
2014). Leaders need to be prepared for every circumstance as they are seen with hope and
expectations. Today, with vast globalization and advance economy the job of a leader has
increased (Amanchukwu, Stanley & Ololube, 2015). An individual’s personality develops
from the way they perceive the world around them. Through such perceptions, they built the
necessary values, beliefs and ideals which forms the core aspect of their personality.
Likewise, in the present article, the said individual who is moderately introvert wishes to
overcome his or her short-comings in interaction and communication so that he can set a
reasonable path for himself to achieve his long tern goal as a, manager in a corporate business
firm.
Discussion
1. Holistic Presentation of the Self-Insight Quizzes
Leadership is all about transformation and in every kind of aspect (Yukl, 2013). There
is a need for leadership qualities in this contemporary era. With the competitive market and
busy schedule everyone is determining to target the best position. To achieve the best
position, it is not possible without the leadership qualities. Every person can be a leader and
every person can develop these qualities. It requires self-refection and self-assessment. In this
report I bring together the outcomes of the leadership self-insight quizzes.
The self-insight quizzes are question that helps identifying the qualities one possesses.
Each of the questions are designed in a way that would make help in discovering own
qualities. The quiz has covered various aspects. Beginning from learning style, the quiz

4A CRITICAL PERSPECTIVE ON PERSONAL LEADERSHIP DEVELOPMENT PLAN
helped in finding the pattern one finds easy to learn. It has helped finding leadership potential
and whether one is on fast track or nowhere. The quiz has helped finding out the rate of
optimism also, why is it an important leadership quality. The design of the quiz was such that
it helped in finding the rate at which one is attracted to task and performance. The qualities
helped in comparing self with the requirement and the way to judge a person who would be
capable of having leadership quality. Involving the five big personality dimension helps in
providing justification for the personality traits. Qualities such as mindfulness and spiritually
are important aspects of leadership. Considering the ethical maturity and leadership
orientation the quiz was able to give comprehensive understanding. A leader possess
relationship building qualities as well as the capability of motivating other persons. The quiz
had plenty of scope that made possible understanding personality traits.
According to the questions I have identified various facts about myself. I am a
creative person. I understand that I possess the qualities of leadership that are required. I am
performance-oriented person as well. All these behaviours are the characteristics of a good
leader. I tend to become critical of myself however, I use it to make myself better. My people
skills are very good which makes me a likable person. I have moderate emotional stability.
According to Jungian Types, the result shows that I am a person who comes under the pair of
sensing versus and intuition. I also have the potential of becoming a courageous leader. Since
it varies according to situation I moderately control or take charge of my life. Although I
have known myself as an introvert who do not tend to feel comfortable being the centre of
attraction, it is not a negative aspect of my personality trait. The quiz helped me understand
my decision-making skills as well. I see myself as potentially good leader although there are
need for improvement.
Implications for leaders in today’s complex and turbulent environments are different
then what it used to be a decade ago. There are is a need for adaptation that is of top priority.

5A CRITICAL PERSPECTIVE ON PERSONAL LEADERSHIP DEVELOPMENT PLAN
Effective leadership is an absolute necessary in a turbulent organization. Leaders need to be
prepared for every circumstance as they are seen with hope and expectations. Today, with
vast globalization and advance economy the job of a leader has increased. Therefore, with all
the necessary leadership traits the leaders need to be prepared. Leaders who are not able to
manage the crisis are not taken as efficient and there is need for the leaders to be able to make
sure they are able to handle the situations (Roberts, 2013). It is the leaders’ personal vision
that is seen the solution of organization’s growth.
It is important to understand own strengths and weakness which would help in
making decisions and maintaining wellbeing (Osland, 2013). The quizzes of the text book
helped me identify my strengths and weakness. It has helped in shaping my own perspective
with the questions I have answered. The strengths and weakness that I have identified will be
discussed in the next paragraph.
2. Summary of Key Strengths and Weaknesses
According to result I have verbal linguistic intelligence, interpersonal intelligence,
intrapersonal intelligence and musical intelligence. With management skills and I am a
person who focus on organization’s growth. However, people’s needs are important as well. I
tend to focus more on people’s need. I possess the moderate potential as a task-oriented
leader and also a people-oriented leadership. The two values are end values and instrumental
values. The important end values are, a comfortable life, an exciting life, inner harmony, self-
respect and a sense of accomplishment. The five important end values are self-control,
honesty, helpfulness, capability and cleanliness. With a score of 14 as the result I identify
myself as an emotionally intelligent person. My thinking style is associated with
interpersonal relationships and sensitive to others. With a score of 3, open mind with
independent thinking and intellectual stimulation is my nature. A score of 5 makes me a
moderate performer in the fellowship. I fully engaged in the task as there is high internal

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standards and a person who is motivated by internal standards. With a score of 7, I am a
person who has moderate ethical maturity and it has tendency to increase.
There are also some negative points which I identified within me. According to my
scores I am a pessimistic person. I tend to think in a negative pattern. I believe that negative
things are the mostly occurring incidents. There is need to develop optimism my thinking as
it can affect indirectly on my performance. As a leader I can make changes in situation.
However, I am moderate to change resistance which can be improved. The quiz helps me
identify my building and managing positive relationships. I have an average score of which
makes me average in networking and my listening habits and asking question habit are
moderate. I tend to ask question only sometimes and therefore need to work on it. The level
of candour in my communication is low and the scores reflects that I am a person who likes
to work as an individual. Although I like working as an individual, I am a contributing team
member. According to the scores, I have the potential of managing team conflict. Personal
initiative and capacity for collaboration are represents values balancing in the task and I can
successfully balance values. The quiz helps in understanding my unconscious bias and as per
the results I am moderate in making unconscious bias decision.
3. Information on Behaviour
At some point in one’s career, an individual will be encountered with questions
regarding his or her strengths and weaknesses (O'Connell, 2014). In the same way, I have
also encountered certain questions in areas where I lack or have the competence to excel.
Though considering the results of the self-assessment, I possess a considerable amount of
verbal intelligence along with interpersonal as well as intrapersonal intelligence. However, at
specific professional scenarios, my colleagues have observed certain areas where I need
refurbishment to enhance my leadership abilities. Though these are not hard skills and are
challenging to quantify, my workplace peers observed a lack of spontaneity in my approach

7A CRITICAL PERSPECTIVE ON PERSONAL LEADERSHIP DEVELOPMENT PLAN
while developing strategies for any projects. Such an attribute in my perspective has emerged
due to my lack of receptiveness and directness.
Meanwhile, on the other hand, the results of self-assessment have revealed my
leadership abilities and management potentials; the previous performance evaluations
indicate contradictory statements about my conduct at the workplace. The confrontation with
my team associates typically lacks essential understanding thus leading in developing more
expectations from my colleagues. During an informal conversation with one of my
supervisors, I tentatively demonstrate my ideas in a way which causes listeners to assume that
they are uninformed or greatly lack in that specific subject area. Though I have creative ideas
with essential perspectives to share, however when it comes in delivering my ideas and
innovative strategies to my supervisors I exhibit a critical lack of self-assurance. Attaining
such insight, however, have facilitated me in considering the issues I earlier encountered
while delivering plans and strategies for one of the assignments I was involved. At this
juncture, I could correspond to one of the results I have received from self-assessment test
with one of my teammates regarding holding less ability in service leadership skills. We both,
however, are of the perception that such form of leadership is a false premise and there is a
significant gap in authoritarian roles. However, in exhibiting sincere forms of leadership
competence, I often show lack of skill in assessing current challenges and promote a vision of
future within the team.
4. Vision for Developing as a Leader
My desire to develop myself as a collaborative leader primarily lies on the way
leaders obtain the aptitude to regulate efficiently and sincerely interpret the emotions and
motivations of my team associates.

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5. Developmental Objectives
Team working is identified as important ways of developing any projects which
deserve a specific form of development and refurbishes skills which will help in delivering
useful results in increasing organizational growth (Williamson, Lounsbury & Han, 2013).
According to the Belbin model, individuals tend to assume team roles which encourage the
success of teams. These roles namely Shapers, Coordinators, Completer, Implementers, Team
Workers, Resource Investigators, Plants, Mentors and Specialists ensure an accurate balance
of strengths and weaknesses with a team.
Accountability- Considering own liability is regarded as fundamental for any team
collaboration. Thus, I must take my proper responsibility for the tasks and deliver useful
results on time.
Encouraging Team’s Potential- While working in a team, I have observed that ‘we’ mind-
set or approach improves the team’s purpose and goals with distinctly defined and
cooperatively shared information.
Improve my Responsiveness- As every individual possess exceptional contribution and
perceptions, I must develop my level of responsive. Such a skill, however, will help to
comprehend the ideas and demands of my team members and successfully advance towards
the team’s objective.
6. Actions to achieve each Developmental objective
STEP MNEMONIC DESCRIPTION SMART GOAL CRITERIA
MET
1 S-pecific Moderately Introvert- The
student likes to focus more on
his or her internal thoughts
The long-term goal of the
student is to build a career in
the corporate domain in a

9A CRITICAL PERSPECTIVE ON PERSONAL LEADERSHIP DEVELOPMENT PLAN
rather than seeking opinion from
an external locus. The
Personality is made up of stable
traits of preferences and
tendencies. However, there are a
few issues when it comes to
discharging leadership roles.
Therefore, within a period of
two months, the student would
be undergoing a thorough
personality development plan,
which would be occurring within
the premises of his or her
institute. The main objective
behind implementation of this
personality developmental
training is to refurbishes skills
which will help in delivering
useful results and increasing
organizational growth in his or
her future career-oriented
endeavours.
supervisory or managerial
position. He or she has
planned to achieve this goal by
mean of certain aspects.
Active listening and positive
thinking. Ambiverts are They
are aware of the shortcomings
they possess in both their
extroversion and introversion
tendencies and strive to
consider all such means in
order to overcome those. By
being able to push oneself
towards participating in social
debates, individuals belonging
to this personality criteria are
able to grow both personally
and professionally.
2 M-easurable The individual can neither be
categorized under introverts nor
extroverts. They are more on the
middle area of the continuum.
Therefore, in order to overcome
the shortcomings associated with
each of the continuum a time
Having a long-term career
goal such as manager or
supervisor required
considerable competency in
team leading. Involving
oneself in communication skill
training and participating in

10A CRITICAL PERSPECTIVE ON PERSONAL LEADERSHIP DEVELOPMENT PLAN
period of around 2 months is
necessary.
debates and discussions. Such
an approach would help him
or her in improving the team’s
purpose and goals with
distinctly defined and
cooperatively shared
information.
3 A-ction
Oriented
In order to avoid being labelled
as either introvert or extrovert,
the student needs to develop a
firm resolve for achieving such
personality traits through which
others would be able to
recognise him or her for their
exemplary contribution and
amicable attitude. Hence, in the
personality development
programme, the very first
requirement consists of
unlearning all such traits that
contribute in deterioration of
outcomes and focussing on those
areas which can take the
individual to the heights of
success.
Steps to achieve the long-term
goal need to begin quite
earlier. The student can avail
aid from his or her professors
as well as peers. They have to
ignore the negative aspects of
their deterring personality
traits which they can achieve
through productive interaction
and knowledge transfer from
relevant sources.
4 R-ealistic and
Relevant
The goal set by the student has
to be a realistic one that he or
The student wants to see
himself coordinating g and

11A CRITICAL PERSPECTIVE ON PERSONAL LEADERSHIP DEVELOPMENT PLAN
she could achieve through
strategic planning and
implementation of those plans
under the guidance of a relevant
source.
supervising teams in a
corporate. This is a realistic
goal which he or she can
achieve by means of
communication and
personality skill training. It is
mandatory that such training
occur under the guidance of an
expert who can advise him or
her on the ways in which the
goal can be achieved through
smart planning as well as hard
work.
5 T-ime Based The student wishes to complete
his training with a period of 2
months.
Within a period of these two
months, the student would be
undergoing a thorough
personality development plan.
Thus, individuals belonging to
this personality criteria are
able to grow both personally
and professionally.
7. Resources Needed to Implement Plan
An individual’s personality develops from the way they perceive the world around
them. Through such perceptions, they built the necessary values, beliefs and ideals which
forms the core aspect of their personality (DuBrin, 2015). Likewise, in the present article, the
said individual who is moderately introvert wishes to overcome his or her short-comings in