Leadership Analysis and Development Plan: Assessment Task Two, RMIT

This report presents a comprehensive analysis of leadership, structured around three key stages: research/observation, development plan, and feedback. The first stage involves identifying and analyzing a successful leader, focusing on their traits, behaviors, qualities, and use of power. The second stage requires a self-assessment of the student's leadership strengths and weaknesses using diagnostic tools, followed by the creation of a leadership development plan. The plan includes goals, activities, and measurement indicators. The final stage involves seeking and incorporating feedback on the plan from a leader, along with an evaluation of the plan's effectiveness. The report includes detailed research on the chosen leader, self-assessment results, the development plan, and the feedback received. The analysis draws upon leadership theories and practices to provide insights into improving leadership skills and qualities. The assignment aims to apply course theories, develop self-improvement plans, and critically evaluate leadership practices.

Assessment task two
• This assessment is designed and developed based on ‘Industry feedback’
• 3 stages of learning process:
• Stage one – Research/Observation: Learning outcome of this stage is that you are
challenged to apply and link the theories in this course with your observation.
• Stage Two – Development Plan: Expected to learn not only from your role model’s
experience but also to be able to develop a plan for self improvement
• Stage Three - Feedback: Critically evaluate leadership theories and practices and
understand how to improve your own leadership skills and qualities.
Stage One: Research/Observation
• Identify a person who you consider to be a successful or effective leader.
• This leader could be someone you can observe in person or from your past experience
or a public figure or someone you have read about same qualifier as above.
• From your research and/or observation, critically analyse:
– What makes this person a good leader?
– What you perceive this person’s leadership traits, behaviours and qualities;
– How the person uses power and influence to make him/her an effective leader.
Stage Two – Development Plan
• For the second stage, First, using ideas and knowledge you have gained from the
course and what you learnt from the first stage to guide you, you are required to
diagnose and assess your current strengths and weaknesses as a leader (or potential
leader).
• To identify your leadership strengths and weaknesses, you will complete the
‘leadership diagnostic tools provided (see Canvas for the diagnostic tools).
• Second, you are then required to create a leadership development plan.
• The plan must at least maintain or further develop your leadership strengths and
improve weaknesses.
• The plan should consist of key components such as timeframe, activities, goals and
measurement indicators etc. (see Canvas for Suggested Development Plan template).
Stage Three – Feedback
• In the final stage, you must seek feedback on your plan from a leader.

• This leader could be the same person as Stage One or a different leader.
• To assist with the feedback stage, you should provide the leader with the ‘Feedback
Checklist’ (see Canvas).
• At this stage, you must:
– Describe what and how you have incorporated this leader’s feedback into your
plan;
– Describe how you will evaluate whether or not you have reached the level of
development set out in your plan (e.g. how will you know that you’ve
achieved the goals set out in your leadership development plan? what kind(s)
of data and information will inform this?)
– Leader’s background information
He is the founder of PT. Rimba Prima Mas which based in Riau, Indonesia. This
company has been established for 15 years and appertained with the contractor. At
first of his journey, he only finished junior high school and did not continue his study
due to poverty. Ever since then, he never gives up and he used to assist his uncle, who
worked as the contractor coordinator. It takes many years for him to build his own
company. With his ambition, patient, swot, and never give up, he becomes the person
like his now. For him, being a leader is a big responsibility. For instance, build the
commitment with his employee, be professional, communicate politely with the
employee, provide the facilities such as; health insurance, the comfort of work, etc.
For the past 15 years, there must be a difficulty that he has been a trough. When he
got in trouble, he usually observes what the problem is, solve it calmly, and take the
lessons from the problem.
He quoted, “it’s never too late to learn something if you want to be a successful
person.”

Content Page
1. Introduction (100)
2. Research Towards Tony’s Leadership (100)
2.1. traits (200)
2.2. behaviour (200)
2.3. qualities and power (200)
3. Diagnostic Tools and Leadership Development Plan (50)
3.1. appendix A (250)
3.2. appendix B (250)
3.3. appendix C (250)
3.4. Leader Development Plan (150) MAKE A TABLE ABOUT YOUR
WEAKNESESS AND STRENGTHS
4. Feedback and suggestion
Feedback (200)
Suggestion (200)
5. Conclusion (100)
6. References (minimal 10, HARVARD RMIT)
7. Appendix A-D, dan feedback leader table

1. Introduction
Leadership is an individual or a group of individual’s ability to influence and
lead followers of an organisation.
https://searchcio.techtarget.com/definition/leadership In term of the
successfulness management in an organisation, leadership effectiveness should be
adopted. Diverse styles of leadership are according to traits, behaviour, quality,
and power which would be covered in an observation section. This report will
provide the leadership style of Tony. Furthermore, this assignment analyses my
role model (Tony) for three phases, including observation, leadership
development plan, and feedback, in reflecting the leader’s effectiveness and
quality. On the other hand, it also explores my leadership development annual
plan and receives the feedback from my chosen leader (Tony).
2. Research Towards Tony’s Leadership
Tony is the founder of PT. Rimba Prima Mas in Riau, Indonesia. This
company established in 2004 and still counting until now. When he was young, he
did not be able to go to school due to poverty. During that circumstance, he used
to help his uncle, who works as the contractor coordinator and there was the first
time he found it interesting to work in contractor fields. He is now having
approximately 500 employees in his company and cooperates with a few massive
industries, such as PT. Indah Kiat. After detailed observation on my chosen
leader, Tony, I have concluded what makes him a great leader based on his
leadership traits, behaviour, quality, and power.
2.1. Tony’s Traits
Leader characteristic can be implied as comparatively coherent and integrated
personal characteristics patterns reflecting several different features, which
promote consistent management efficiency of the groups’ variety and
organisational circumstances. http://citeseerx.ist.psu.edu/viewdoc/download?
doi=10.1.1.475.9808&rep=rep1&type=pdf The main traits of the leader include

drive, desire to lead, honesty, integrity, self-confidence, cognitive ability, and
knowledge of the business.
https://sites.fas.harvard.edu/~soc186/AssignedReadings/Kirkpatrick-Traits.pdf
From my standpoint, Tony has expressed a high level of desire to lead the team,
where he was looking forward to the accomplishment of the project. Therefore, he
has proven himself as a powerful individual as a role model for the followers,
where all team members could perceive the motivation and ambition against the
project. I believe that Tony is a highly motivated leader who makes a great effort
to influence his followers and willing to respond in every aspect. Other than that,
he has demonstrated stages of honesty, integrity, and self-confidence by how he
interacts with his followers (Pihlainen, Kivinen and Lammintakanen, 2016). For
instance, he makes sure that everyone is treated fairly through discussion and
interactions. Also, he trusts and allows the followers some latitude in their role but
still within his surveillance. Over than 15 years, Tony has experienced being a
leader and confident enough to help employees in most of the project. When it
comes with poor performance, he takes it as more experience and becomes extra
scrupulous.
2.2. Tony’s Behaviour
Leadership behaviour divided into two categories, which are task orientation
(structure) and relationship orientation (consideration). Researchers who study the
style approach to leadership agree on two primary methods: task behaviour, which
promotes the achievement of goals and relationship behaviour, which assist
subordinates in feeling comfortable with themselves, their partners, and their
environment (Аndriukaitiene et.al, 2017). In my professional point of view, Tony
adopts relationship style of leadership, and most of the successful leader would
prefer this behaviour as a basis. This form of leadership is characterised by a
willingness of the leader to enable team members to make
decisions.https://bizfluent.com/info-12137619-taskoriented-vs-peopleoriented-
leadership-styles.html Permitting the team members for their decisions could
expand Tony’s knowledge and experience. Furthermore, he concentrated on
motivating all employees, promoting and creating the connection between one
another, which can be influenced positively on his employees’ productivity as

well as the relationship. He is prepared to present a scenario in various ways to
assist his employees in the most appropriate way. On the other hand, he could
balance these two behaviours. For instance, he can conceive of the process within
a personal life of members in order to understand the complex tug-of-war
involved in achieving success when he pursues the task required to achieve the
goals.
2.3. Tony’s Quality and Power
Tony believes that personal power should be used to gain confidence and
impact employees. He is an authoritative person but flexible at the same time. He
has inspired his disciples with his experience and used his specific characteristic
to affect them. He is highly respectful of his employees as he influences them with
his intelligence, where he can obtain employees’ trust as well as their loyalty
(Ritter et.al, 2018). Through his social approach, he demonstrates his quality, such
as his interest and passion in the contractor field, which his company all about.
For him, communication with the employees is essential to be an effective leader,
which he could improve his team relations, thus building a stronger bond. The
interface constructs on a constant flux of verbal and nonverbal thoughts and
information exchange, which enables individuals from distinct levels to be
approached and involved. https://www.forbes.com/sites/deeppatel/2017/03/22/11-
powerful-traits-of-successful-leaders/#6c31b066469f Besides communication,
Tony always shows a favourable atmosphere in the workplace ,and this energy
enables individuals comfort and relax, even when Tony is around. As it can be
proven, his company stands for 15 years with a hundred workers and becomes one
of the powerful company in Indonesia.
3. Diagnostic Tools and Leadership Development Plan
This section shows my leadership perspective as the leader in an organisation.
A self-confidence test, a team leadership test, and an emotional intelligence test
have all been performed in order to determine my strengths and weaknesses. Self-
reflection has also been used to identify potential faults in my leadership

behaviour. The assignment gives all test I have been answered with suggested
diagnostic tools it-self.
3.1. Self-confident (Refer to Appendix A)
Self-confidence is the capacity to know about one’s competencies and skills. It
contains the sense of self-esteem and self-assurance and the conviction that you
can create a change. In the following of self-confidence test, I received a score of
44 out of 75, which means I’m in the “moderate, or average level of self-
confidence.” I had agreed that I say “I’m not sure” to people most of the time. It
occurs because I’m not courageous enough to pour my ideas towards peers when
they asked me about something, even though what I have thoughts true. When I
was in high school, I used to be a chosen leader in every aspect such as;
performing art festival, dance extracurricular, cheerleader, class leader, etc.
I believe that self-confidence changes through the ages, either positively or
negatively. Some research highlights that the self-esteem of adolescents dropped
dramatically due to factors such as challenging academic environments, social
comparisons, and physiological changes caused by puberty.
https://www.psychologytoday.com/intl/blog/brainstorm/201809/how-self-esteem-
changes-over-the-lifespan For instance, when I’m getting older, there are a lot of
negative feelings that under control such as; anxiety, shame, or guilt. These senses
affect my self-confidence as the leader over time. When it happens negatively, it
can lead to poor performance in the organisation and continuous stressful life
event like the breakdown of the relationship (Binder, 2016). On the other hand,
When I possess self-confidence, communicating and working in teams will be
more convenient, which essential parts for success as the leader.
All in all, Tony has inspired me to become a great leader, where he provides
some suggestions to boost my self-confidence by any chance.
3.2. Team Leadership Skills (Refer to Appendix B)

The outcome of my team leadership skill test, which is 12 out of 15, shows
that I had sufficiently comprehended to be an effective leader and attempt to
implement it. For example, I prefer to communicate with team members via
online, so it does not waste time to look forward to the member who could not
make the group meeting. Through an online platform such as Facebook
messengers, it simplifies all members involved during the discussion. Thus, it is
more straightforward and beneficial (Koohang, Paliszkiewicz and Goluchowski,
2017). To add on, I have always been interested in finding chit-chat with my
international companions. It drives me to explore new cultures from them and
encourages myself to delve my knowledge, such as an English section - also, it
defiance me to break out my comfort zone and get to know other cultures.
Constructing relationships with individuals of various cultures, often many
distinct cultures, are essential to attain the goals. https://ctb.ku.edu/en/table-of-
contents/culture/cultural-competence/building-relationships/main Otherwise, it is
also challenging, where language barriers and cultural background always be
found on the difference of the organisation.
In doing the task, I apply participative leadership in which, as the leader, I
allow teammates to distribute in decision making on the task that might lead to
support for the surrounding climate. The best way to make progress with the task
to value and empower voices is the sharing of ideas, suggestions, and
recommendations. Other than that, a participative leader might be a weakness for
me. It can be time-consuming when there is an immediate deadline, and the
deliberation process may not be possible due to individual’s thoughts. Tony has
also adopted this style of leadership towards his employees.
3.3. Emotional Intelligence (Refer to Appendix C)
The concept of Emotional Intelligence (EI) is another way to assess the
effect of traits on leadership. This refers to the capacity to perceive, regulate,
and evaluate emotions. Some researchers indicate that it can be learned and
reinforced while others claim that it is an innate trait.
https://www.tlu.ee/~sirvir/IKM/Leadership%20Attributes/emotional_intelligence.
html there are four cores of Emotional Intelligence. First, Self-awareness. It has
three competencies consist of emotional self-awareness, accurate self-assessment,

and self-confidence https://www.maetrix.com.au/emotional-intelligence/ In this
part, I had a score of 5 out of 10, and it defines as moderate or average level. I’m a
temperamental person, and my emotion can impact my performance occasionally.
As a leader, I need to more focus and aware so that I can deliberately influence the
circumstance and climate of the group as well as offer warmth while performing
on task.
Second, Self-Management. This consists of five competencies, which are self-
control, transparency, adaptability, achievement orientation, and initiative. This
section has shown a slightly high level of my self-management in 7 out of 10.
From the table, it can be analysed that I scored 9 out of 10 in Social-
Awareness. It consists of three competencies such as empathy, organizational
awareness and service orientation (Durkin and Gunn, 2016). In all three
competencies, I have skills and my social awareness is quite good. I take active
interest in concerns of others and meet needs of customers, further, build decision
networks in firm as well.
While, last one is Relationship Management in which I scored 6. It includes
seven competencies like inspirational leadership, developing others, influence,
change catalyst, conflict management, building bonds, team work and
collaboration. Thus, it can be said that I need to improve upon relationship
management to enhance my skills.

3.4 Leadership Development Plan Table
Goal Strengths/Weakness Activity Timeframe Measurement
Goal 1 Improve upon
communication by
giving directions
Delegate tasks
to subordinates
during meetings
It will be
completed
within 20
days
Formal and
informal
appraisal of task
success
Goal 2 Improving
responsibility
Align mission
and values with
business service
It will take
25 days to
complete the
goal.
Monitoring on
tasks
accomplished
recently and
identifying
loopholes for
improvement
Goal 3 Widen
understanding of
leadership
Observe and
learn from
experienced
leaders by
attending
meetings
It will take
15 days for
completing
goal.
Make sure that
all high-profile
meetings in
which great
leaders take part
are attended for
widening
understanding of
leadership
Goal 4 Improving flexibility
in taking decisions
Implementing
participative
leadership to
intake valuable
suggestions
from staff.
It will take
30 days to
attain this
goal.
Building team of
employees and
encouraging their
participation in
group discussion
and arrive at
flexible
decisions.
4.1 Feedback

The feedback has been gathered from the leader. It can be analysed that Tony’s
leadership has proven to be good for his company providing fruitful results. The empathetic
behaviour, patience and related traits of leadership are possessed by the leader (Mencl,
Wefald and van Ittersum, 2016). This makes the leader worthwhile to remember and adopt
certain skills in my leadership. It will prove to be further beneficial to be me in carrying out
my goals in the best manner possible. Further, I can say that leadership focuses on variety of
goals such as effective communication, responsibility; proper understanding of leadership
and ensuring flexible decisions are being taken.
Apart from this, leader should possess adaptability skills to different situations which
were highlighted in the feedback (Hecklau et.al, 2016). It is required that flexibility in
decision-making should be encouraged which can be fruitful for getting certain decisions on
cards and resultant could be gain for leader. Moreover, communication should be open in line
from top to bottom so that business may be able to have good communication between
employees and management. On the other side, leader’s responsibility should be increased.
He should be responsible to provide work to employees and make sure that appropriate tasks
are performed and no mistakes occur. Next feedback is that widening of understanding of
leadership must be done by attending meetings of senior ones. Thus, this feedback will
further benefit in improving upon various skills.
4.2 Suggestions to Tony
The leadership under Tony has been assessed from each and every perspective. There
are various positives being analysed that he focuses on achieving goals by assigning tasks to
employees, has a great quality and exercise power benefiting company. However, it is
suggested that Tony should exercise participative leadership style in order to encourage
employees’ participation to provide valuable advices and thus, flexibility in decision-making
will be accomplished. This will not only boost employee morale and trust on leader but will
enhance their productivity level up to a major extent (Bryson, 2017). On the other hand,
proper understanding of leadership must be exercised by Tony so that necessary skills
possessed by leaders in high-profile meetings may be acquired. While, Tony should be
responsible for making sure that employees are performing with due diligence and that no
shortcomings prevail. Thus, improvement in responsibility may be achieved.
In relation to this, it is suggested that communication should be improved so that
employees may complete their assigned work on time and without any difficulty. On the
other side, handling situations in effective manner and taking decisions according to the

circumstances should be placed by leader. This will make leader to improve upon his skills in
a better way (Bird and Mendenhall, 2016). Thus, it can be said that these suggestions are
provided to Tony so that he can further improvise his skills and abilities to reach at new
heights.
5. Conclusion
Hereby it can be concluded that business can attain desirable goals in effective way
when it is headed by great leader. The leadership qualities, traits and skills are quite
beneficial to enterprise so that it can accomplish set objectives. On the other side, if leader
does not possess required skills, then it is sure that company can no longer flourish in the
market. The skills such as motivating employees, rewarding people, delegating tasks, creative
in attaining work etc. are crucial so as to enhance business’ operations.

6. References
Binder, J. (2016). Global project management: communication, collaboration and
management across borders. Routledge.
Bird, A., and Mendenhall, M. E. (2016). From cross-cultural management to global
leadership: Evolution and adaptation. Journal of World Business, 51(1), 115-126.
Bryson, J. (2017). Effective library and information centre management. Routledge.
Durkin, C., and Gunn, R. (Eds.). (2016). Social entrepreneurship: A skills approach. Policy
Press.
Hecklau, F., Galeitzke, M., Flachs, S., and Kohl, H. (2016). Holistic approach for human
resource management in Industry 4.0. Procedia Cirp, 54, 1-6.
Koohang, A., Paliszkiewicz, J., and Goluchowski, J. (2017). The impact of leadership on
trust, knowledge management, and organizational performance: A research
model. Industrial Management & Data Systems, 117(3), 521-537.
Mencl, J., Wefald, A. J., and van Ittersum, K. W. (2016). Transformational leader attributes:
interpersonal skills, engagement, and well-being. Leadership & Organization
Development Journal, 37(5), 635-657.
Pihlainen, V., Kivinen, T., and Lammintakanen, J. (2016). Management and leadership
competence in hospitals: a systematic literature review. Leadership in Health
Services, 29(1), 95-110.
Ritter, B. A., Small, E. E., Mortimer, J. W., and Doll, J. L. (2018). Designing management
curriculum for workplace readiness: Developing students’ soft skills. Journal of
Management Education, 42(1), 80-103.
Аndriukaitiene, R., Voronkova, V., Kyvliuk, O., Maksimenyuk, M., and Sakun, A. (2017).
Theoretical insights into expression of leadership competencies in the process of
management. Problems and Perspectives in Management, 15(1-1), 220-226.