Leadership in Action: Staff Development Plan Report - Semester 1

This report, titled "Leadership in Action: Staff Development Plan," examines the crucial role of leadership in fostering staff development within an organization. Part A delves into the significance of leadership in supporting staff growth, emphasizing its impact on teamwork, job satisfaction, and employee performance. Part B outlines a comprehensive staff development plan, including individual goal setting, individual development plans, and a team-oriented action plan. The plan incorporates strategies for enhancing individual skills such as productivity, time management, communication, networking, and decision-making, as well as technical skill development. The report highlights the importance of pre-planning, communication, and continuous evaluation in the staff development process, ultimately aiming to improve professional competence and contribute to organizational success. The report also discusses the importance of staff development in clarifying expectations, specifying options for improvement, and utilizing accepted training methodologies. It provides a detailed look at individual goal setting, development plans, and group action plans. The plan focuses on improving staff skills and organizational performance.

Running head: LEADERSHIP IN ACTION
Leadership in Action: Staff Development Plan
Name of the Student
Name of the University
Author’s Note:

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Table of Contents
Part A.........................................................................................................................................2
Role of Leadership in Supporting Staff Development...........................................................2
Part B..........................................................................................................................................5
Rational..................................................................................................................................5
Individual Goal Setting..........................................................................................................5
Individual Development Plans...............................................................................................7
Group Goal Setting................................................................................................................9
Action Plan...........................................................................................................................10
Evaluation............................................................................................................................10
References................................................................................................................................12

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Part A
Role of Leadership in Supporting Staff Development
Leadership refers to the procedure, by which any executive could direct, guide as well
as influence the work and behaviour of others towards proper accomplishment of specified
goals and objectives within a specific situation (Daft, 2014). It is also referred to as the core
capability of a manager in inducing his or her sub ordinates in working with better zeal and
confidence. It is the basic capacity to influence any group towards the realization of an
objective. The leaders are needed for developing the future visions and even for motivating
the organizational members for wanting to achieve the visions (Bolman & Deal, 2017).
Leadership is required for persuading others in seeking defined objectives for guiding the
team towards success.
The role of leadership is extremely important and significant for supporting staff
development in any particular organization. As it is an inter personal procedure, through
which the manager could influence and guide the workers in attaining goals, the staff of the
organization get proper training and hence they are supported in every aspect (Antonakis &
Day, 2017). The team work, job satisfaction and performances of the employees are
improved and conflict management is resolved completely. Moreover, potentials of the
employees are being assessed for understanding job responsibilities accordingly. The
assessment of the propensity by the leader helps in development and optimization of the staff
in an effective manner.
The staff are able to get a clearer vision of the objectives and hence productivity is
increased (Cameron et al., 2014). Furthermore, the organizational performances of the
employees are also incremented in the process after they are being influenced by the leaders.
While guiding the employees, it is extremely vital to define their role in the work process and

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also provide them with certain tools required for performing and participating in their efforts
eventually. Another distinct role that the leader plays in developing staff is building morale. It
involves pulling every staff working together to work towards a common objective and also
eradicating the issues related to employee management effectively and efficiently (Chemers,
2014). As a result, the employees are able to work together as a team and participate in the
efforts.
The leader is also responsible for ensuring better co ordination amongst the staff and
maintain collaboration under every circumstance. Leadership is the most significant
component of the directing functionality of management (Grint et al., 2016). A leader should
possess different qualities, such as foresight, initiative, self confidence and drive as well as
personal integrity. Different situations even demand various types of leadership and the
organizational staff are able to gain better efficiency towards work without much issue or
complexity. Desirable actions are eventually secured from a group of followers voluntarily
without proper utilization of coercion. A specified set of various circumstances, which could
stimulate the individuals in striving willingness for attaining organizational goals as well as
satisfaction with proper style of leadership (Ciulla, 2014).
The role of leadership in staff development plan is highly influential as it would
involve readiness in accepting complete responsibility in any type of situation. These trained
staff would be able to initiate proper actions, in respect to decision and judgment (Bolman &
Deal, 2017). The leader eventually floats new ideologies as well as his or her decisions for
reflecting on the original thinking and hence bringing out more effectiveness within the staff.
With the help of leadership, proper coordination is ensured within the organization and
amongst the staff. The leader even has the responsibility to direct and motivate the staff for
doing their best in the achievement of the desired goals and ensuring better zeal and
confidence within the work group (Antonakis & Day, 2017). A major link is being

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established for the staff within the workers and management for better interpretation of
policies and programs of the management to the sub ordinates, in front of the management.
As the staff of the organization are able to remain motivated and directed in their
work, they can easily and promptly provide maximum advantages to the organization and
highest productivity is gained (Grint et al., 2016). Staff development refers to each and every
policy, process and practice, utilized for the purpose of developing the knowledge,
competencies and skills of the staff for improvement of the efficiency and effectiveness for
both the individual and the company. Innovativeness and creativity are enhanced in the
business with good understanding of the work and proper judgment about the work. With the
incorporation of leadership, the staff are able to gain knowledge about responsibilities for
being honest and maintain integrity of character (Ciulla, 2014). Leadership acts as a motive
power for the group efforts and hence it leads the staff towards a high performance level
through the persistent efforts with an aid to the authority by influence, inspiration as well as
initiation of action for the staff.

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Part B
Rational
Staff development is the significant procedure, which could demonstrate the
commonness of purpose of different staff as well as the most crucial nature of individual
knowledge or skills for performing the assigned responsibilities towards achievement of the
larger goals (Hopkins, 2015). Staff development could be directed for various objectives like
clarifying expectations for the continuous professional education for staff and specifying the
options that are available for improvement of the organizational staff. Moreover, accepted
methodologies of training are being employed in the activities of staff development.
Individual Goal Setting
It is required to ensure that each and every staff is sure about the goals and objectives
to be included in the process (Fullan, 2014). The goals and objectives of the staff are being
set off for better execution of decision making process as well as high quality of work.
Communication of the individuals and staff is also incremented in a better position for
ensuring that better results are obtained under every circumstance. The process of problem
solving is also included in the goal setting phase for improving focus and concentration in the
work. Moreover, leadership qualities of the individual or staff are also improved majorly and
efficiency is gained without much complexity (Bayar, 2014). The individual or personal goals
are referred to as distinct targets for better improvement of the individual and these goals are
being developed from various perspectives like improvement as a professional, person or
even a student.
I have completed individual goal setting after working with a staff. We were able to
identify the personal and individual goals that are required to be fulfilled for bringing out

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major success in the business (Christiansen et al., 2017). The major individual goals that were
being identified by me and the other staff for better effectiveness are as follows:
i) High Productivity: The first and the foremost individual skill that is being
highlighted by me and the other staff in the process is high productivity. It is needed to ensure
that we are able to provide maximum productivity to the organization, so that better
effectiveness is gained under every circumstance.
ii) Time Management: The second important and significant individual skill that is
being highlighted by us in this particular process is time management (Harrill, Lawton &
Fabianke, 2015). This time management skill majorly includes prioritization, organization,
proper delegation, effective strategic planning and finally solving of the problems. Time
management refers to the method, which states that I need to organize and plan the process of
spending on different activities. Although, it might seem to be counter intuitive for dedicating
the precious time for learning anything fruitful and completing work within time, the
respective advantages of time management is extremely high, as compared to others.
iii) Better Communication: The third distinct and noteworthy individual skill that is
being highlighted by us in this particular process is better communication. It is needed for me
to improve my pitches to the customers with the help of techniques like visual
communication and storytelling and hence increase my win rate to 60% (Dahinten et al.,
2014). We will have to ensure that we are creating a communication friendly space and also
keeping communication constant. A proper platform is to be offered for anonymous feedback
from the clients and also hold weekly meetings with our colleagues and clients for better
involvement of effectiveness.
iv) Networking: We would also require to ensure proper networking in the business
and maintain my professional network under any circumstance. With the help of networking,

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it would be easier for me to include better effectiveness and efficiency without any
complexity. As a result, communication is increased to a high level and networking is
enhanced in the business.
v) Process of Decision Making: Another important and significant individual skill
that is being highlighted by us in this particular process is the procedure of decision making.
It is required to identify the decision and gather relevant information (Gerasimov &
Gerasimov, 2015). The major alternatives are being identified and then the best alternative is
to be selected amongst the alternatives. As a result, suitable actions are being taken for
understanding the respective decision and its major consequences. Moreover, the decision is
also being evaluated on the basis of the information taken.
vi) Establishment of Technical Skills: The next vital and noteworthy individual skill
that is being highlighted by me and the other staff in this procedure for individual goal setting
would be successful establishment of the technical skills. We would have to self learn the
most basic Linux administration after installation of Linus at home for configuration it for
maximization of the productivity (Denard Thomas, Gail Lunsford & Rodrigues, 2015). These
skills are the abilities that are required to do specified tasks, which need proper knowledge
related to software, tools and coding.
Individual Development Plans
Apart from identifying the individual goal setting, I with the other staff have also
made individual development plans for developing the goals. The individual development
plan is a specific tool that helps in assisting the employees in career as well as personal
development. The primary purpose of such plan is to help out the staff in reaching out short
term and long term career goals for proper improvement of the present job performances
(Seibold & Gamble, 2015). The individual development plan is a onetime activity and not

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only a performance evaluation tool. The plan should be looked at the partnership within the
supervisor and employee and also includes proper preparation as well as continuous
feedback. Several organizations need these plans for their current and new staff and it is
being encouraged in the entire company (Davis, 2015). The individual development planning
provides advantages to the company after alignment of employee training or development
efforts with its objectives, goals and mission.
An administration mechanism is needed to be provided for successful identification as
well as tracing of the development needs and plans. Moreover, these are needed to assist in
planning for the training and development requirements of the company (Wanigayake et al.,
2017). I and another colleague made out individual development plan for ensuring that better
effectiveness and efficiency is gained in the organization and we are able to achieve out
respective identified goals without much complexity. I made the process of individual
development plan by following few distinct steps and these steps are given below:
i) Pre Planning: The first and the most significant step in this process of IDP is pre
planning. I had to plan properly with the other staff, so that better effectiveness is gained
under every circumstance (Barblett, Knaus & Barratt-Pugh, 2016). Communication was also
established in the process with the supervisor. Since we had to make the plans, I ensured that
all the steps are being executed effectively.
ii) Employee and Supervisor Meeting: The second important and significant step in
this particular process of individual development plan is arranging a meeting between
employee and supervisor. This particular meeting is important for discussing the strengths of
the employees, identifying areas of improvements, major goals, organizational requirements
and interests (McCrea, 2015). Moreover, such meetings even help in identification of the

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weaknesses of the organizational staff that are needed to be eradicated on time for providing
high productivity and quality of work.
iii) Preparation of the Individual Development Plan: The third significant and vital
step in this particular process of individual development plan would be successful preparation
of the individual development plan. I and the other staff had to prepare the plan for individual
development after proper consultation with the supervisor. Proper initiatives were needed to
be taken in this process by the employees to bring out better effectiveness.
iv) Implementation of the Individual Development Plan: The fourth important and
noteworthy step in this particular process of individual development plan is proper
implementation of the individual development plan (Seibold & Gamble, 2015). I checked that
the staff pursues training and development as identified in the plan and proper
communication and interaction is enhanced in the process.
v) Evaluation of the Outcomes: The final significant and important step in this
particular process of individual development plan is proper evaluation of the outcomes. As
soon as the individual development plan is being made in the organization for staff
development, the results and outcomes are needed to be highlighted and understood on every
situation. It is required to evaluate these outcomes for better efficiency and effectiveness of
the work.
Group Goal Setting
Apart from the individual goals, it is also required to ensure that the group goals are
also identified under every aspect. Setting of group goals even help the group to determine
the number of activities to be conducted (Denard Thomas, Gail Lunsford & Rodrigues,
2015). The goals are the end group members for better accomplishment of the activities,
planned before initiation of the work. One of the most significant measures of the group

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effectiveness is about the fact that if the group could accomplish the goals and objectives
required for staff development. In the initial phase, every group is being established for the
purpose of satisfying few of the most common needs of the members and even pursuing the
common causes. Procedural approach and brainstorming are the two most important and
significant requirements in group goal setting.
Action Plan
An action plan for staff development is as follows:
Goals Professional Development
Activities
Resources
and Support
Needed
Target Time
Period
Expanding knowledge
on domain and other
aspects of the staff
Engaging monthly forums
and workshops, so that the
employees are able to
increase their knowledge.
Financial
support and
trainer
First 2 months
Assisting stakeholders
for understanding the
service level
agreements
Involving proper SLAs, so
that every staff follows them
and gain proper knowledge.
Stakeholders
support for
service level
agreement.
6 months
Arranging Meetings Arrangement of meetings
with the senior authority for
taking their feedback about
the work.
Support from
the staff and
senior
authority.
Every 1 month

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Evaluation
The evaluation of the staff development plan would be done after implementing each
and every staff in the most effective manner. It is required to check if these action plans are
being utilized actively by both the staff and the manager. As a result, the major goals and
objectives of the staff are being achieved on a timely manner and the organization is able to
gain maximum productivity without much complexity.