Leadership Development Plan: Boutique Build Australia

Desklib provides solved assignments and past papers to help students succeed.

Assessment task 3
1. Write a Leadership Development Plan
Research the range of methods an organisation can use to develop leadership skills in managers. At
least one of the methods you should research is use of leadership development frameworks.
Familiarise yourself with their purpose and application. Make notes on the methods of developing
leadership skills you have developed, including use of leadership frameworks. Note that you will also
use the research on the range of leadership development methods for brainstorming alternative ways
of developing leadership skills in an organisation.
Based on the organisation values as identified in the Strategic Plan and construction workforce trends
and challenges, identify at least four key behaviours that would be expected of managers at Boutique
Build Australia and develop a leadership framework based on these key behaviours.
Use the Leadership Development Framework Template provided to develop your framework. The
leadership development action plan is included within the framework.
Leadership Development Plan
Boutique Build Australia
Leadership Behaviour:
Leaders are those to whom others follow and they behaviour are the reasons why others act. Strong
leadership are important for success of organization. Leaders bears greatest impact on organizations.
From maintaining workplace environment to employee engagement, leadership behaviours and skills
comes to act everywhere (Sosik and Jung, 2018). Following are some major leadership behaviours.
 Vision: Great leader has convincing vision that fascinates others in large extent. The vision
should be innovative and must be aimed to put organization competitively ahead.
 Communication: Effective leader have strong communication skills which include excellent verbal
and written communication.
 Caring: Employees want leaders who have caring heart. Leader should have strong sense of
compassion and must need to be harsh with his employees (AbuAlRub and Nasrallah, 2017).
 Honest: Leader must need to be honest towards organization and employees.
 Positive outlook: Effective leader have ability of positive outlook. Staying positive and positive
bounce back is a must ability of positive leader.
 Sharing: Effective leaders share work and allow team members to take responsibility of others
work too.
Leadership behaviours are important aspects from context of work management that assist to increase
efficiency and achieve organizational objectives (Baron, 2016). Positive leadership behaviours plays
incentive role in motivating employees. This builds confidence in employees and develops high morale
denoting co-operations of employees.

Essential behaviours:
1. How my honest behaviour will contribute to the success of organization with high confidence and
trust among employees?
2. How my policy of rewarding good and claiming failure will keep team performance high?
3. How my strategy of conducting balance between micro and macro environment will lead to
engaging and empowering people.
Proficient behaviours
1. How my philosophy of being open-minded during working hours can create phenomenal results?
2. Why it is necessary to develop ability of personal integrity, in order to obtain positive influence
3. How understanding people beliefs and skills would be beneficial for organizational development?
Exemplary behaviours
1. How my skill of modelling the way will clear the values and set an example?
2. How envisioning the way may inspire the shared vision?
3. How my skill of enabling others to act or strengthening the others will lead to successful
achievement of organizational goals?
Leadership development action plan
Leadership area Goal Activity Support
needed
How to measure
success
Timeline
Staff recruitment Selecting and
recruiting the
staff without
any
discrimination
.
Unbiased
selection of
new staff on
basis of
interview and
aptitude test
round.
Superiors and
CEO
Asking superiors
to judge the
selected
employees
02/07/2019
Reward program Introducing
new reward
and appraisal
program
Analysing the
performance
of team
members on
regular
interval
Staff support Setting several
parameters to
evaluate the
performance
12/07/2019
Enhance skills To further
enhance my
skills and
qualities
Complete
leadership
development
plan
Regular
feedbacks
from CEO
Conducting
Assessment
survey
17/07/2019
Leadership To increase Observing Attending all Informal and 30/07/2019

understanding my
understanding
of leadership
experienced
leaders by
regularly
attaining
meetings
available
meetings
formal appraisals
on tasks
completions
2. Develop a PowerPoint presentation.
When you have completed the leadership development framework, develop a PowerPoint presentation to
explain the framework to your team at a meeting.
The presentation you develop should clearly explain the purpose of the framework, and guide staff
members through the use of the framework and completion of the leadership development plan.
 The PowerPoint slides must be written in clear and concise English and use visuals such as
images, charts or tables.
 The PowerPoint slides must clearly describe the leadership development framework.
 Your presentation will be submitted to your assessor as per the instruction in 3.4 below.

3. Write a report on conflict management techniques.
Prior to the meeting, research techniques for managing conflict as you will need to use these at the
meeting as you expect there may be resistance to the introduction of the framework. Develop a brief
report on potential conflict management strategies. Your report should be at least one page.
Introduction
Conflict can be simple disagreement between colleagues trying to reach solution or decision, or it can be
international disagreement between countries. Conflict is generally experienced by people when their
ideas, perceptions or values are threatened by another person. Conflicts can involve departments, team
members, projects, client and organization.
Possible sources of conflict:
 Differentiation: Difference in beliefs and ideas because of experiences and backgrounds leads to
conflict.
 Lack of resources: Competition arises because lack of resources
 Communication problem: Lack of effective communication lead to lack of opportunity and
motivation (Prause and Mujtaba, 2015).
 Goal incompatibility: People may have same goals and vision that may interfere with each other.
 Task interdependence: Relying on team members for completing tasks.
 Ambiguity
Not necessarily, conflicts often lead to opportunities and improvements. Various conflict management
techniques that can apply to resolve conflicts are as follows:
 Collaborating: This technique is also known as problem-solving or confronting the problem. This
includes a chance to effort with other person to determine win-win solution of problem. This win-
win approach provides beneficial result to both parties and resolve conflict. In this technique,
opponent’s underlying concerns are determined and alternatives, in order to meet party’s
concerns, are determined.
 Withdrawing: This conflict management technique is also known as avoiding. In this concern,
neither own nor are opponents pursued. Person in this does not report the conflict but simply
withdraws.
 Forcing: Forcing conflict management technique is also known as competing. In this technique,
own concerns are pursued despite resisting from others. This simply means pushing only one
viewpoint and forcing others to accept it.
 Compromising: This technique is also referred as reconciling. Compromising as name suggest
simply means mutually accepting a solution with partial satisfaction of both the parties.

 Smoothing: This technique is also known as accommodating. In this concerns of other party are
accommodated first rather than giving priority to own concerns.
Benefits of conflict management techniques
 People’s relationships can be understood increasingly.
 Respectful behaviour can be developed.
 Leadership credibility can be improved.
 Organizational values can be reinforced and strengthened (Morselli et al., 2017).
 Future conflict conditions can be reduced.
 Harmonious work environment can be created.
Conclusion
Conflicts can’t be avoided but can be managed to determine the points of agreement and disagreement. It
can be concluded that conflicts can turn out as possibilities of improvements and lot new opportunities
can be obtained. Several conflict management strategies can be implemented to resolve conflicts among
organization

4. Send an email to the CEO (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite,
business-like) style.
It should introduce and summarise the contents of the attachments, and seek their feedback and ask
for the place, date and time of the meeting.
 Attach the following to your email:
 Leadership Development Plan
 PowerPoint presentation
 conflict management techniques report
Your assessor will also respond to you with a proposed time and date for the team meeting.
To: XYZ@ Boutique Build Australia.com
Cc:
Subject: Leadership development plan
Attachment:
Hello Sir,
Kindly find attachment of following:
 Leadership Development Plan -
 PowerPoint presentation -
 conflict management techniques report -
It would be very helpful if you can avail me with any necessary feedback to be implemented. It would be
great if could meet up for further discussion regarding the implementation of the same, kindly let me know
the date, time and place of the meeting.
Thanking you

5. Give your PowerPoint presentation at the staff meeting.
Your assessor will have arranged for 2 to 3 students to attend the meeting as staff members.
At the meeting, explain the leadership development framework to staff using the power points you
have developed. Seek staff members input into the framework by providing the opportunity for
questions.
During the presentation, demonstrate effective interpersonal and communication skills including:
 Use of appropriate style (formal), tone (encouraging, respectful) and vocabulary (professional,
business language) for the meeting
 Active listening skills
 Asking questions and listening to responses to clarify understanding
 Responding to questions openly and honestly
 Non-verbal communication skills that encourage discussion and feedback, for example, nodding,
smiling, eye contact.
At the meeting, you will encounter some resistance to the introduction of the framework from the
staff. You will need to use the skills you have researched to manage this conflict.
After you have presented the framework and based on the resistance encountered to the
leadership framework, brainstorm other ways of developing leadership skills.

6. Send an email to your assessor.
Following the meeting, send an email to the CEO (your assessor) reporting on the resistance to
the introduction of the leadership development framework, and outlining additional approaches
to developing leadership skills discussed at the meeting.
Include your recommendations on whether any of these additional approaches should be
adopted.
To: XYZ@ Boutique Build Australia.com
Cc:
Subject:
Attachment: Resistance to introduction of framework
Hello Sir,
As in meeting with staff members regarding the leadership development framework, I encountered some
resistance to the introduction of proposed framework. Staff members were not satisfied with some of the
major stages of framework. In order to resolve this conflict, alternatives to leadership development action
plan can be utilized. Following additional approaches can be used to develop leadership skills:
 Self-assessment plan can be performed
 Feedback loop at various stages can be generated
Above recommendations can be adopted against resistance to proposed leadership framework.
Thanking you.

References:
 Prause, D., & Mujtaba, B. G. (2015). Conflict management practices for diverse
workplaces. Journal of Business Studies Quarterly, 6(3), 13.
 Morselli, C., Décary-Hétu, D., Paquet-Clouston, M., & Aldridge, J. (2017). Conflict management in
illicit drug cryptomarkets. International Criminal Justice Review, 27(4), 237-254.
 Sosik, J. J., & Jung, D. (2018). Full range leadership development: Pathways for people, profit,
and planet. Routledge.
 Baron, L. (2016). Authentic leadership and mindfulness development through action
learning. Journal of Managerial Psychology, 31(1), 296-311.
 AbuAlRub, R. F., & Nasrallah, M. A. (2017). Leadership behaviours, organizational culture and
intention to stay amongst Jordanian nurses. International nursing review, 64(4), 520-527.