Cyber Security Module 1: Leadership and Personal Development Report

This report, focusing on Cyber Security Module 1, provides a comprehensive analysis of leadership principles and their application. It begins with a self-analysis section, utilizing the Johari window and personality assessments to evaluate personal strengths and weaknesses. The report then delves into various leadership theories, including trait and contingency theories, critically evaluating their relevance in the context of digital leadership. The subsequent sections explore leadership capabilities and behaviors, particularly in geographically dispersed teams, using examples from Tesco. The report also examines business transformation in the digital age and concludes with a personal development plan, outlining specific goals and objectives for future leadership roles, including areas for improvement such as negotiating and communication skills. Appendices provide additional data from self-assessments and diagnostic tools.

CYBER SECURITY
MODULE 1

Table of Contents
SECTION 1: SELF ANALYSIS.....................................................................................................1
SECTION 2: LEADERSHIP CAPABILITIES AND BEHAVIOR................................................4
SECTION 3: BUSINESS TRANSFORMATION...........................................................................5
SECTION 4: PERSONAL DEVELOPMENT PLAN.....................................................................7
4.1 Personal analysis....................................................................................................................7
4.2 Setting goals...........................................................................................................................9
4.3 Personal objectives..............................................................................................................11
REFERENCE................................................................................................................................13
APPENDIX....................................................................................................................................15
Appendix 1.................................................................................................................................15
Appendix 2.................................................................................................................................16
Appendix 3.................................................................................................................................17
Appendix 4.................................................................................................................................18
Appendix 5.................................................................................................................................19

SECTION 1: SELF ANALYSIS
A digital leader is being regarded as the type of leader that makes use of the latest
information technologies and internet with an aim to make any kind of decisions about the
enterprise (Sheninger, 2019). The given thing will enable it with regard to find out the instant
solution in relation to the problem that occurs in front of it. A critical evaluation is being carried
out in relation to the different types of leadership models/theories.
In accordance with the given context, the very first theory that is being taken into
consideration is trait theory. Trait theory entails that people are either born or they are being
made with certain skills that will enable them with regard to effectively fulfill the roles and
responsibilities of the leader in an effectual way (North, Maier & Haas, 2018). The qualities that
trait theory identifies are a sense of responsibility, creativity, and intelligence, etc. The trait
theory basically focuses on the process of analyzing the social, mental and physical
characteristics of an individual. However, it is to be critically evaluated that the trait theory of
leadership includes lots of subjective judgments because there are hundreds of traits that are
being determined in the same. Further, identifying who is and who is not the successful leader
solely based on the traits and the given thing has raised many arguments. This is due to the
reason that there are many leaders in the world who do not possess the traits that are being
mentioned in theory, but still, they come under the list of the successful leader in an effectual
way. Hence, in the respective point, only trait theory will be proved as completely ineffective in
an effectual way. For example, trait theory reveals that the leader should be creative. The
respective quality is important among digital technical leader also. This is due to the reason that
it is with the help of respective approach only a leader is able to use different digital tools and
technologies and it can perform its work. Further, there is a relationship exist between digital
technical leadership and enhanced business performance as well as transformation. Here, unlike
traditional leader, digital leader will always search for the smart way of doing the work of
organization. However, the digital technical leader will always need to update itself. If it will not
be done then enhanced business performance as well as transformation will not be done. Further,
it can also be evaluated that digital technical leader only focus on the technological aspect, as a
result of this respective leader sometime faces the difficulty in dealing with the people related
problem of company. This will have negative impact on business performance.
1

Apart from this, the contingency theory is being considered as another type of leadership
theory. The given theory is based on the notion that a single type of leadership style does not
work well in all the situation of the corporation. Hence, it is the responsibility of the leader that it
should always change its style of managing the people as per the situation that occurs in front of
it. In this regard, contingency theory gives a description of the three main types of leadership
style and these are autocratic, democratic and free rein style of leadership. Herein, it can be
depicted that when a leader has to make some quick decision then in this situation it will become
very much difficult for it with respect to take the opinion as well as suggestions from other
employees in the company. Then in this situation, a leader should select the autocratic type of
leadership style instead of the democratic one. Similarly, if the leader will have a team of highly
talented and skilled employees then in the respective type of condition it can comply with the
free rein type of leadership style (Petry, 2018). The leader who uses the given style does not
interfere in the activities of their follower. This is because here leader knew that his follower and
talented and they do not need his instructions with an aim to perform any work. But, it is to be
critically evaluated that for a leader it is not easy to change its style as per the situation. This is
because there are some leadership styles that are inbuilt in the nature of leadership and thus
changing the style as per the situation is one of the most difficult tasks to perform. Thus, these
are some main leadership theories which tend to guide the activities of the leaders in an effectual
way.
On the other hand, I have carried out my own analysis. Thus, with an aim to do the same
assistance is being taken from the diagnostic tool named as Johari window. Thus, it can be said
that the Johari window is the type of window that assists an individual in terms of understanding
their relationship with themselves as well as with others (For details about application of
Johari window see appendix 1).
2

Figure 1 Johari window
(Source: Petry, 2018)
In addition to this, I have also carried out an assessment in relation to my personality
insight (See appendix 2). Hence, in relation to the same, it is assessed that I scored very less in
terms of emotional stability. This means that I used to take stress for any kind of problem that
happens to me. On the other hand, I have also performed analysis in terms of my management
skill (Appendix 3). In accordance with the given context, my score was 95. As per given style, I
am good at managing people at work. But, still, there are some skills that require improvement
and these are delegation and building trust and relationship with others. Further, I have also
carried out motivation at work type of assessment in which I am very good at interacting with
others (Appendix 4). Thus, these are some main things that I have examined about myself with
the help of the diagnostic tool like the Johari window in an effectual way.
Digital technical leadership is related to business performance and transformation. This is
due to the reason that digital leader does not hesitate in implementing the latest and modern
technologies in the firm’s operation. Hence, the respective type of leader is always motivated in
the process of bringing change or transformation in a firm as per the digital scenario. Thus, the
given thing will help in the task of improving the overall performance of the company in an
effectual way. It is with the help of digital technology leadership only; a leader is able to convert
the negative business environment in a positive business environment. This is because; such type
of leaders does not hesitate in taking the risk (Heavin & Power, 2018).
Overall, it can be said that in terms of digital leadership context my main strengths are
time management, team working, decision making, working under pressure, budgeting, using
technology, giving feedback and networking (Appendix 5). However, the areas that I need to
3

develop are negotiating, verbal communication, written communication, multitasking, planning
and implementing. By working in the respective problems, I can become a good digital leader
and could give my best services to the firm where I will work in the future in an effectual way.
SECTION 2: LEADERSHIP CAPABILITIES AND BEHAVIOR
Geographically dispersed teams are being regarded as the type of team who works on
different location but have common goals or the project. Tesco is global firm and it faces many
difficulties in the task of managing people who belongs to different cultural background.
Examples are given in relation to the leadership capabilities and behaviors that can be applied to
the management of geographically dispersed teams of Tesco. For example, it has been seen that
difficulty of the working or managing the team across several locations may create stress among
the digital leader of Tesco. Thus, it is due to the presence of the given aspect only a digital leader
should have the capability of managing the stress (Holten and et.al., 2018). This is due to the
reason that it is by complying with the respective type of activity only a leader is able to give its
best services to the firm. On the other hand, with the help of the given type of capability, a leader
is also able to effectively take the decision in relation to any kind of problem that tends to occur
in the team. However, it is to be evaluated that if the digital leader does not have the capability of
managing stress then in this situation it will become very difficult for it with regard to meet the
goal of the enterprise with the help of the geographically diverse team.
Lack of motivation due to ignorance from the side of manager is being regarded as
another main problem that incur in geographically diverse team. In this situation, the leader of
Tesco should behave like a democratic leader. This is because; it is the type of leader which puts
the needs and demands of the employees in priority. In a geographically diverse team,
employee’s works from a different location so, they always desire some kind of assistance from
the side of their leader. However, if they will not get the same then in this situation they feel
highly demotivated as well as dissatisfied. The impact of the same will be seen on the sales. This
is due to the reason that if an employee feels demotivated then in this situation they will not give
their best. Further, the team of demotivated employees also deviate itself from the main goal of
the organization. Thus, it is due to the presence of given reason only it is very much essential for
the digital leader that it should follow the democratic type of leadership related behavior in the
task of managing its team (North, Maier & Haas, 2018).
4

In addition to this, in the geographically diverse team, manager of Tesco also face the
problem of maintaining coordination in the work activities of team. This can be resolved if leader
of Tesco have a capability of delegation. Delegation is being regarded as the practice of
segregating the work among team members so that the goals of the firm can be accomplished
within the given specified time frame. For example, on a daily basis leader has to gather work
report from the side of its employees at the end of the day. In a normal team or the non-virtual
team, the given task is easier, because here data can be gathered by the leader by taking review
meeting for the same on a daily basis. But, this task will become very much difficult if a leader is
managing the geographically diverse team. Thus, the problem can be resolved if the leader will
have the capability of delegation. With the help of the respective skill, the digital leader can
segregate the different types of responsibilities to its respective employees. On the basis of given
responsibility, the leader can take the review report from its team. This will help in easing the
work of the geographically diverse team (Bongiorno, Rizzo & Vaia, 2018).
In the future, I want to become general manager of the famous retail firm in the United
Kingdom. The examples that are given in relation to the leadership capabilities and behaviors
can be applied to my own practices also. Here, with the help of the stress management related
type of ability, I can put much concentration on my work. Further, it is with the help of given
capability only, I can improve my evaluation skill. This is due to the reason that it has been
observed that an individual is able to put much concentration on the work if he/she has the
capability to deal with the stress. But, it is to be evaluated that if the given thing is found as
absent then there are chances that I could direct my team in the wrong path. Further, by adopting
the skill like delegation I can accomplish the work of the organization within the given specified
time frame.
SECTION 3: BUSINESS TRANSFORMATION
There are different contemporary issues in the hotel industry that will have a significant
impact on the firm like Hilton. Herein, on the basis of the analysis, it is assessed that among all
the assessed contemporary issues, employee turnover is being regarded as one of the most major
issue which is being faced by the cited company. Hilton is the global hospitality company that
has its operation present in more than 82 countries (Richter, Jackson & Schildhauer, 2018). Thus,
the people that they tend to recruit belong to different cultures. In other words, it can be said that
5

the main issue that cited firm used to face is related to retaining employees in the firm for a
longer period of time.
In the hotel like Hilton, the given problem is occurring because of different issues in the
company (Employee Retention of Hilton Hotels Corporation, 2019). These are the ineffective
quality of selection system as well as leadership. It is assessed that in the hiring process the
company does not ensure that whether an employee would be fit at the specific culture of the
company. On the other hand, the manager of the Hilton Hotel often follows the autocratic type of
leadership practices which will have a direct impact on the motivation as well as the satisfaction
level of the employees. Thus, it is the reason why the firm is facing the problem of high
employee turnover in an effectual way (Roman and et.al., 2018).
For the firm, it is very much essential that it should take timely steps in relation to the
given issues. This is due to the reason that if given things are ignored then in this situation the
direct impact of the same will be seen on the sales and profit of the company. On the other hand,
replacing staff will demand lots of costs as well as the energy of the company. This is because,
with an aim to make recruitment of employees, the cited firm will again have to arrange
recruitment session (Bongiorno, Rizzo & Vaia, 2018). Hence, it is very right to say that it is
important for the Hotel Hilton that it should resolve the issue of employee’s turnover. However,
with the help of the concept of digital technical leadership, the issue identified can be managed
as well as eliminated from the firm like Hotel Hilton (North, Maier & Haas, 2018).
In this regard, it can be said that in order to address the issue of high employee turnover
the manager of Hotel Hilton can take help from the different types of employee retention
strategies. Herein it can be said that the issue of employee turnover can be managed with the
help of different capabilities of the digital leader. The respective leader has the capability to raise
the motivation of employees. Thus, for the purpose to retain employees in the firm, the given
leader can offer them opportunity growth in the firm. It is through this way the only overall
performance of the firm will also be improved.
In addition to this, it can also be depicted that it is important for the Hotel Hilton that it
should make improvement in the selection system. Thus, here effort should be made in terms of
placing the employee at the work location as per their culture only. For example, if some
employee is from India then the firm should assure that it should always try to place the
employee in the Indian location only. This is because; it is through this way only all the problems
6

that are associated with the culture of employees can be resolved in an effectual manner. The
given thing will also enhance the motivation of the firm’s employees which will be affected
when they need to work in the location which is very far from their family.
On the other hand, the issue of employee turnover can also be managed by making
changes in the incentive policy of the Hotel Hilton. This is due to the reason it has been seen that
employees feel highly motivated if the firm will offer a reward for the best performance which is
being done by it. Such type of things gives employees a feeling that they are being regarded as
one of the most important parts of the firm. Thus, it is because of the given reason only they will
try to give their best performance. Further, they will also give longer services to the Hotel Hilton
in an effectual manner. Moreover, the issue of employee turnover can also be managed by
following flexible work hour related approach. This thing will help employee in maintaining
balance between their family and work life. As a result of this, it will help in retaining employee
in firm for the longer period of time.
SECTION 4: PERSONAL DEVELOPMENT PLAN
In this section we will develop a personal development plan which is an integral part of
becoming an effective leader in the future. It is must for an every leader to have leadership
development activities along with the guidelines for the goals are defined clearly. This plan
comprises of self assessment, identification of core values, personal vision statement,
identification of skills and goals. After analyzing all the necessary requirements a proper written
action plan is designed and developed. It is aimed in the creation of a document or plan which is
purely based on the personal reflection and honest appraisal of the strengths and the weaknesses.
Through the personal development plan one can get to know about their self and the areas in
which they need to tone skills to become a leader (Petry, 2018).
4.1 Personal analysis
First part is the personal analysis of the individual with which one can understand about their
personal skills through self analyzing their strengths and the areas for further development. As far
in the digital age the leadership skills must be enhanced for the successful career. In this age of
digitalisation there must be a need for thorough self analysis which will identify the skills imparted
in oneself.
7

Strengths
To have self confidence, this boosts an
individual to achieve their objectives.
Having the opportunity to lead the team and
have the ability to provide clear direction and
manage people to achieve the tasks in time.
The ability to motivate and influencing others
to move towards the goals.
Have the value of building effective teams and
team work to regulate the work environment.
Have well build personnel and project
management aspects.
Can build a work environment which is more
creative and innovative.
To recognize the needs of others and strive to
work in accord.
Will have shared responsibility and
accountability in the case of achieving results
in team.
Area of further development
It is must to have a balancing nature to
managing the personal stress and solving
problems in time.
It is required to devise a task within the time
frame and provide solution to the problem
before briefing it to the subordinates.
To develop the ability to manage the conflict
between the subordinates that is arising inside
the work environment.
It is required to adapt the changes in
organization with respect to the digitalization of
technologies.
To build a good rapport with the team members
by means of effective communication
strategies.
Opportunities
To demonstrate to the employer about the
ability of achieving tasks by means of leading
teams.
To develop the skills with respect to the digital
age and highlight the necessary requirements
which is structured for the subordinates.
To empower and delegating the team oriented
towards the organizational goals.
To build a chance to coaching and counseling
the team members with respect to the
Threats
The most important one is to balancing the
work and personal commitments.
Failing to update the knowledge with respect to
the new techniques and technologies in digital
age.
8

objectives of the task.
4.2 Setting goals
The next step is to setting up goals for the leadership development and also the manageable goals
which will help in achieving the objectives of the goals. The goals devised must be specific,
measurable, attainable and realistic ones and it should enhance the effectiveness of the leadership. It is
must to define the time frame for each goals within which it can be achieved.
Goals What to learn? What to do? What support
and resources
needed?
How to measure
success?
T
tim
To adapt the
changes in
organization with
respect to the
digitalization of
technologies.
Great depth of
knowledge about
digital age
leadership for
leading the
business activities
in the organization
Must have a
training
programmer to
enhance the
knowledge about
the digitization
of leadership
Training centers
or training
courses offered
by the top level
management.
Assessment done after
the training and the
report given by the
trainer.
It will assess the
performance and
potential of the
individual.
O
To build a good
rapport with the
team members by
means of effective
communication
strategies.
Learn about the
communication
technologies
Create a rapport
between the
subordinates by
means of
effective
communication.
Good
communication
strategies and
motivating the
employees.
Acquiring
knowledge from
the top level
management.
Measured by the
subordinates
performance in their
task allocated and also
by means of active
participation in the team
meeting
O
w
To improve the
forecasting skill
About the
techniques of
forecasting the
Identify the key
requirements or
opportunities
Must have a
discussion with
the top level
Prioritization of the
objective which have
discussed.
Th
w
9

requirement of
company.
with respect to
the organization
and forecast the
events associated
with it.
management like
CEO, and then
the priorities are
made.
Ensuring the agreement
from the top level
management.
To improve
leadership skill
Widening the
knowledge of
understanding the
leadership.
Learn from the
more by
observing the
experienced ones
and gain their
trust.
Senior managers
or colleagues.
Mentoring and
performance appraisal
during the development
program.
Th
w
To improve
business skill
Achieving the core
business values
and skills
To complete the
mandatory
organization
update training
Securing bonus and
associated benefits as
the measure.
A
or
ye
To raise the
confidence
Building
confidence as a
leader or
management.
Volunteering to
lead the cross
functional
projects to
enhance the
credibility and
experience as a
leader.
Regional
manager/ CEO
Obtaining feedback
from the team members
and the sponsor of the
project or client.
En
pr
To improve
planning and
decision making
skill
Improvisation of
planning and
decision making
skills
Gaining further
experience in the
analyzing the
business process.
Applying the
concept in the
work
environment to
Achieved by
using training
opportunities and
revising our
skills.
Assessment report given
after training.
10

increase speed
and enhance the
complex
decision making.
To maintain the
personal fitness
Improving the
personal fitness
Allocate time for
fitness timing
both the weeks
and weekends.
Develop a
personal fitness
plan to improve
the fitness and
stamina.
Advice from the
fitness center.
Improved fitness level
will be self evident.
Q
ba
These all given objectives will help me in the task to become effective leader in the
digital age. This is due to the reason that it is with the help of improved business skill only I will
be able to give my effective suggestion in relation to any kind of problem that will occur in firm.
Similarly, by improving my communication skill I will be able to communicate my employees
about the new requirements that are incurring in the digital envionmnet. It is through this way
only I will be able to give my effective services to the firm where I will employ in future.
4.3 Personal objectives
The last but not the least is the personal objectives of the leader with respect to the work
environment. The personal objectives are termed as goals of an individual who is willing to attain in
span of time. The personal objectives are short term goals, medium term goals and long term goals of
an individual who is aspiring to become a leader of digital age. The digital age leadership requires well
defined goals and objectives and hence it improvises them in work environment.
11

Short term goals
To complete an effective leadership programmes
and become eligible for engaging in the leadership
management.
To develop and have accountability for significant
cross functional project at work.
Within a year
Medium term goals
To undertake the responsibility of leading and
managing a small team in case of as challenging
project.
To engage in supporting some functions of cross
functional project team and it provides knowledge
of significant business exposure.
2- 3 years
Long term goals
Gaining or reaching a position in the middle level
management and to get support from the team
members and other senior managers.
To attain responsibility of managing a large team of
direct reports or to become the head of the
department
Beyond 3
years
12

REFERENCE
Bongiorno, G., Rizzo, D., & Vaia, G. (2018). CIOs and the digital transformation: a new
leadership role. In CIOs and the Digital Transformation (pp. 1-9). Springer, Cham.
Employee Retention of Hilton Hotels Corporation. (2019). [Online]. Available through: <
http://www.managementparadise.com/forums/human-resources-management-h-r/219003-
employee-retention-hilton-hotels-corporation.html>. [Accessed on 20th August 2019].
Heavin, C., & Power, D. J. (2018). Challenges for digital transformation–towards a conceptual
decision support guide for managers. Journal of Decision Systems, 27(sup1), 38-45.
Holten, A. L., Stein, M. K., Jensen, T. B., Bøllingtoft, A., & Jørgensen, H. R. (2018). Digital
Leadership Development: A Teaching and Learning Model App'lied.
North, K., Maier, R., & Haas, O. (2018). Knowledge management in digital change. Springer
International Publishing, Heidelberg. doi, 10, 978-3.
Petry, T. (2018). Digital leadership. In Knowledge Management in Digital Change (pp. 209-
218). Springer, Cham.
Richter, N., Jackson, P., & Schildhauer, T. (Eds.). (2018). Entrepreneurial Innovation and
Leadership: Preparing for a Digital Future. Springer.
Riitta-Liisa Larjovuori, L. B.-T. (2018). Leadership in the digital business transformation.
https://www.researchgate.net/publication/328433889_Leadership_in_the_digital_busines
s_transformation .
Roman, A. V., Van Wart, M., Wang, X., Liu, C., Kim, S., & McCarthy, A. (2018). Defining e‐
leadership as competence in ICT‐mediated communications: an exploratory
assessment. Public Administration Review.
Serrat, O. (2018). Personal Leadership Development Plans: Essentials and Practicum.
https://www.researchgate.net/publication/327212569_Personal_Leadership_Developmen
t_Plans_Essentials_and_Practicum .
13

Sheninger, E. (2019). Digital leadership: Changing paradigms for changing times. Corwin
Press.
Zeike, S., Bradbury, K., Lindert, L., & Pfaff, H. (2019). Digital Leadership Skills and
Associations with Psychological Well-Being. International journal of environmental
research and public health, 16(14), 2628.
14

APPENDIX
Appendix 1
The given window possesses four different types of quadrants and the given thing will
tend to enable an individual with regard to get the detail idea about their own strength and
weakness. By taking help from the Johari window, I have performed my own analysis. Further, I
have also taken feedback from my peer group members with an aim to know more about myself
in an effectual way. Thus, from the conducted analysis I have examined that my major strength is
time management, team working, decision making, working under pressure, budgeting, using
technology, giving feedback and networking, etc. Hence, I got the idea about the respective skills
through self-diagnostic (Zeike and et.al., 2019).
After that, I have consulted with my peer group members in order to know more about
myself in an effectual way. This comes under the blind spot section. Thus, from the respective
analysis, I got an idea about my untapped strengths and these are managing projects, delegating,
motivating and listening actively, etc. However, I got an idea about my weakness also and these
managing change as well as observing others. Further, there are some skills which are
underdeveloped and these are negotiating, verbal communication, written communication,
multitasking, planning and implementing, etc.
15

Appendix 2
16

Appendix 3
17

Appendix 4
18

Appendix 5
19

20

21