Leadership and Management: Development Plan Analysis

This report delves into the identification and assessment of leadership capabilities and competencies. It begins by observing a real-life leader, analyzing their transformational leadership style and its impact on the organization. The report then focuses on the individual's own leadership strengths and weaknesses, highlighting areas like communication, analytical skills, and empathy. Through the use of diagnostic tools, such as self-control, self-confidence, and team leadership tests, the report identifies specific areas for improvement. The core of the report is a leadership development plan, designed to address identified weaknesses and enhance leadership skills. The plan outlines goals, activities, timelines, and measurement criteria. The report concludes with the importance of feedback in refining the development plan and improving the overall leadership proficiency. The appendix includes details of the diagnostic tools and feedback received, providing a comprehensive overview of the individual's leadership journey.

Running head: LEADERSHIP AND MANAGEMENT
LEADERSHIP AND MANAGEMENT
Name of the student
Name of the university
Author note

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Executive summary
The report focuses on the identification of the different leadership capabilities and competencies
of an individual and thereby tests the same through the utilization of different diagnosis tools.
The report also defines the functions of a leader as a role model, which will be helping to
identify effective leadership skills and thereby inculcate the same in the individuals. The
identification of leadership competencies will be helping the individual in enumerating a
development plan in order to address the issues that are faced by the individual relating to
confidence and team management skills. The feedback of a leader on the development plan will
be helping the individual in enhancing the proficiency of the leader’s role.

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Table of Contents
1. Introduction..................................................................................................................................3
2. Stage one: Observation of the leader...........................................................................................4
3. Stage two: Leadership development plan....................................................................................5
3.1 Identification of the capabilities and competencies of the individual...................................5
3.2 Reflection on the individual leadership qualities through diagnosis tools............................6
3.3 Leadership development plan................................................................................................8
4. Stage three: Feedback................................................................................................................11
5. Conclusion.................................................................................................................................11
References......................................................................................................................................13
Appendix........................................................................................................................................15
Appendice 1- The diagnosis tools..............................................................................................15
Appendice 2- Feedback.............................................................................................................17

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1. Introduction
The leadership roles played by the management of the organization helps in upholding
the efficacy of the performance. The different leadership approaches that are utilized by the
management and the hierarchy in order to cope up with the market situation that is faced by the
business helps in understanding the sustainable approach of the venture. The different leadership
styles and approaches clearly influence the decision making capabilities of the firm depending on
the long term and short term concerns. The key changes in the organizational contexts are based
on the leadership approach and the manner in which the leaders design the processes for enabling
the progress of the businesses. It enumerates the ways in which the decision making functions
can be enhanced through the involvement of the employees in the business operations.
The report will be focusing on the identification of a real life leader and thereby analyze
the key leadership roles that are played by the person in an organizational context. On the other
hand, the report will also be reflecting on the individual’s capabilities and competencies that are
faced while leading an organization. The identification of the strengths and weaknesses of the
individuals, which will be enumerated in the report, will assist in the formulation of a
development plan. A leader in the final part of the report will review the development plan and a
feedback will be provided in order to influence the enhancement of the plan. Therefore, the
purpose of the report is to identify the set of qualities that are required to be instilled in a leader
through examples and thereby develop a plan to bring forth improvements in the leadership skills
of the individual.

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2. Stage one: Observation of the leader
The leader that will be considered in this context of the study is a person who is an
entrepreneur in the metals and mining industry having a position of an accountant and serves as a
legal practitioner of the industry. The person has been a supportive leader who supported the
growth of the organization through encouraging the involvement of the workforce in the model
that is designed by the same. The application of Transformational leadership is evident through
the practices that are undertaken by the personality (Voegtlin, Patzer and Scherer 2012). The
transformational servant leadership approaches of the leader has helped in motivating the
workforce and thereby bring in subtle modifications in the system through steady communication
with the chief stakeholders, mostly the employees. The step has helped the leader in maximizing
the involvement of the employees in the processes that are designed by the same for enhancing
the productivity of the business (Ng . and Sears 2012).
The long term vision of the leader has helped the organization in making its progress as
per the needs of the same to evolve in an competitive market scenario. The leaders is passionate
towards grasping the opportunities, prosperity and growth of the mining industries. It has helped
in the development of the organization through representation of the communities around them
(Crossan, Mazutis and Seijts 2013). The vision of the leader has helped the management in
undertaking steady decision making functions, which has helped the business in upholding the
consistency of the operations.
The leader utilized power through the decentralized decision making systems, which has
helped the management in encouraging the involvement of the key stake4holders in the
developmental processes of the operations (Riaz and Khalili 2014). On the other hand, the
transparency of operations that are undertaken by the management of the business and the

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enhanced communicability of the same has aided to the enhanced performance of the business.
The involvement of the key stakeholders, mostly the employees, in the business operations has
facilitated in enhancing the performance of the organization. On the other hand, the identification
of the different risks that might be faced by the venture through consultation of the chief
stakeholders has assisted the management in overcoming the diverse issues that might be faced
by the organization while implementing the change.
3. Stage two: Leadership development plan
3.1 Identification of the capabilities and competencies of the individual
The enumeration of the role model and the manner in which the role model has
undertaken steps to encourage the involvement of the employees in the processes has facilitated
the smooth functioning of the processes. The study of the role model; helped me in identifying
that I lack proper communicational skills, which might affect my role as a leader in the
organization. On the other hand, the lack of proper analytical capabilities will be affecting the
leadership role that I am to play in the future. Tannenbaum, Weschler and Massarik (2013)
stated that the management of the organization is based on the analytical capabilities associated
with the coordinative functions that are undertaken by the leaders in order to enhance the
processes of the business operations. The key changes in the organizational context are
dependent on the supportive role of the leaders (Smith 2014). However, lack of empathy in my
approach will be affecting my functioning in the organizational context while encouraging the
involvement of the employees in the processes of the business.
Popovič et al. (2012) stated that vision plays a major role in the decision making
functions that are undertaken by the leaders in the organization. I have a clear vision of the

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processes that might be implemented in order to bring forth positive changes in the
organizational context. It will be helping me to emphasize on the organizational performance.
However, the lack of empathy and proper communicational skills might create situations of a
distanced management- employee relation, which might affect the coordinative functions
resulting to a lag in the productivity of the business operations. The identification of the different
aspects of change in the organizational context is based on the approach of the leaders while
considering the different issues that are faced by the business (Shamir and Howell 2018). I will
have to develop the different features of the transformational leadership in order to identify the
issues that might be faced by the employees while applying different changes.
3.2 Reflection on the individual leadership qualities through diagnosis tools
The leadership tests that was undertaken by me has helped in identifying the different
critical competencies and capabilities that are inherent in me which might be utilized in order to
bring forth changes in the organizational context. The tests assisted in diagnosing the different
leadership elements that helps an individual in bringing forth changes in the organizational
development context. The score of Self- control test has helped me in identifying the different
aspects of leadership relating to self- control, self- management, social- awareness and
relationship management. I scored 8/10 in self- awareness, which clearly depicts that I am well
aware of the person, which has helped me in reflecting on the actions and decisions that are
designed by me. The diagnosis on self awareness has helped me in identifying the specific areas
where improvement is required to be infested in order to maintain the efficacy of the leadership
approach.
On the other hand, I scored 4/10 in self- management, which clearly portrayed that I must
take steps to develop on self- management practices in order to maintain the efficacy of the

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decisions that is aimed at enhancing the performance of the organization. The identification of
the priorities and assimilation of the same in the practices will be helping me to identify the
different criteria on which the decisions will be dependent. The identification of the needs of the
organization and the manner in which the needs can be prioritized is dependent on the suitable
development of self- management. Social awareness is again an important criterion that supports
the proper functioning of the leadership role. I scored 6/10 in social awareness, which is slightly
above the average level. Thiel et al. (2012) stated that social awareness helps the leaders in
identifying the interests of the people. I must be able to develop the skill of social awareness in
order to maintain the efficacy of the performance as per the priorities and interests of the people.
However, relationship management is again an important concern that affects the smooth
operations planned by the business executives (Bergman et al. 2012). I scored 3/10 in
relationship management and thereby requires most of my attention to bring forth developments
in the same. Relationship management accounts for undertaking the priorities of the people and
their interests, which helps in the smooth functioning of the processes that are designed by the
management of organizations (Eisenbeiss 2012).
The Self- confidence test that was undertaken by me clearly portrayed that I have an
average level of self- confidence, which might affect the decision making authority in the future.
I scored 46 during the test, which exemplified the average level of self- confidence, which is
affecting my professional approach while making a decision on designing the processes of the
business. I must therefore take steps to develop my self confidence in order to justify the
decisions that are framed by me in relation to the changes that are required by the business for
optimization and enhancement in the situation of the undertaking. The self- confidence test will
be helping me to identify the different psychological constrains that are affecting my self-

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confidence while designing the processes and thereby culminating into different outcomes for the
business.
The assessment of the Team leadership skills has helped me in identifying different
deficiencies that persists in me, which affects my involvement in the processes that are designed
for the smooth performance of the teams. I lack in the coordinative mentality, which might affect
the performance of the team while operating as per the objectives of the business. The test
clearly portrayed the setbacks in my leadership skills while performing the activities in a team.
Lack of communicability also affected the team functions as per the common objectives of the
organization (Holt and Marques 2012). However, the test indicated that I prefer working with
people from different cultures, which will be helping me to induce a positive atmosphere and
thereby enhance the proficiency of the performance of the team. The proper allocation of the job
responsibilities through an assessment of the expertise of the team members will be helping me
to build a stronger team as per the aspirations that are set by the business. The chief leadership
role that is played by me is to integrate and thereby welcome a new candidate in the team. It will
be helping me to enhance the efficacy of the functions as per the objectives of the organization.
3.3 Leadership development plan
GOAL Strengths/Weaknesses ACTIVITY TIMEFRAME MEASUREMENT

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Goal#1 Improving communicability  Activty#1
Interacting with the people
and thereby identifying
the issues faced by them
 Activity#2
Formulating an open door
policy in order to
encourage the employees
to undertake bottom- up
communication
Period 1
3 weeks
Period 2
7 weeks
Improved
communication with
the employees will be
helping me to bring
forth changes in the
organizational
processes as per the
interests of the
workforce. It will be
resulting to enhanced
productivity of the
business.
Goal#2 Improving social awareness  Activty#1
Implementing the values
of empathy in order to
identify the issues that are
faced by the people and
thereby understand the
trends in order to
supplement the changes
Period 1
2 months
Identification of the
issues that are faced
by the people will be
helping me to look out
for alternatives in
order to support the
processes of the
business as per the
objectives
Goal#3 Building on self confidence  Activty#1
Consultation with other
leaders in order to enhance
the efficacy of the
leadership approach that is
Period 1
3 weeks
The consultation with
the other leaders will
be helping me to
develop leadership and
control

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undertaken by the
business.
Goal#4 Inducing coordination  Activty#1
Creating well defined job
roles and thereby fostering
communication in the
systems of the business
Period 1
2 months
The well defined job
roles and fostering
communication in the
teams will be helping
to enhance the
functioning of the
team as per the
common objectives of
the same.
4. Stage three: Feedback
Janine Allis, the CEO of Boost Juice Bars reviewed the Leadership development plan
that was designed by me after the assessment of my core capabilities and competencies through
the diagnosis tools. Janine stated that the activities that are framed by me are not clear and
doable. I will be taking steps to review the activities and thereby formulate a new set of activities
in order to develop suitable leadership skills in order to bring forth changes in the performance.
On the other hand, Janine also pointed out that the timeframe that was designed by me was
inappropriate to boost my capabilities. It might affect the proper functioning of the systems as
per the objective of inculcating the suitable leadership qualities. The major issue with the

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development plan, as indicated by Janine Allis, was that the development plan lacked
clarification relating to the alignment of the strengths and weaknesses to the plan. The
ambiguous nature might affect the efficacy of the functions as per the objectives of inducing
suitable leadership approach in me. I will be taking steps to review the timeframe and thereby
remove the ambiguity through restructuring the activities and realigning them, with the objective
of enhancing the leadership development program. The different aspects of change in the
development plan is based on the criterion of undertaking the efficacy of inducing the leadership
skills in order to bring forth changes in the operations. The development of the leadership skills
are clearly connected to the effectiveness of managing the different levels of change in the
organizational context through reduction of flaws in me. Therefore, the feedback by Janine Allis
will be helping me to revise the development plan in order to enhance the leadership skills in me.
5. Conclusion
Therefore, it can be stated from the above analysis that the enumeration of the leadership
qualities helps in enhancing the business performance. The report enumerates the leadership
style of a role model and the manner in which the approach of the role model aided to the
progress of the concerned organization. It has helped in identifying the effectiveness of
leadership in the organizational context. On the other hand, the utilization of different diagnostic
tools has unraveled the capabilities and competencies that are faced by the individual relating to
the self confidence and team management perspectives. The tests that are undertaken while
reporting on the leadership roles has helped in the identification of the constrains that might be
faced by the individual in different contexts while managing the functions of the organization.
The report also outlays a personal development plan in order to enhance the performance of the
leaders while identifying the different concerns that might affect the organizational performance.

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Feedback from the existing leader on the leadership development plan will be helping to enhance
the processes as per the objectives of the business operations. The feedback from the will be
helping the individual in designing the processes for the internal growth of the person as per the
objective of enhancing the leadership functions as per the organizational needs.

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References
Bergman, J.Z., Rentsch, J.R., Small, E.E., Davenport, S.W. and Bergman, S.M., 2012. The
shared leadership process in decision-making teams. The Journal of social psychology, 152(1),
pp.17-42.
Crossan, M., Mazutis, D. and Seijts, G., 2013. In search of virtue: The role of virtues, values and
character strengths in ethical decision making. Journal of Business Ethics, 113(4), pp.567-581.
Eisenbeiss, S.A., 2012. Re-thinking ethical leadership: An interdisciplinary integrative
approach. The Leadership Quarterly, 23(5), pp.791-808.
Holt, S. and Marques, J., 2012. Empathy in leadership: Appropriate or misplaced? An empirical
study on a topic that is asking for attention. Journal of business ethics, 105(1), pp.95-105.
Ng, E.S. and Sears, G.J., 2012. CEO leadership styles and the implementation of organizational
diversity practices: Moderating effects of social values and age. Journal of Business
Ethics, 105(1), pp.41-52.
Popovič, A., Hackney, R., Coelho, P.S. and Jaklič, J., 2012. Towards business intelligence
systems success: Effects of maturity and culture on analytical decision making. Decision Support
Systems, 54(1), pp.729-739.
Riaz, M.N. and Khalili, M.T., 2014. Transformational, transactional leadership and rational
decision making in services providing organizations: Moderating role of knowledge management
processes. Pakistan journal of commerce and social sciences, 8(2), p.355.

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Shamir, B. and Howell, J.M., 2018. Organizational and contextual influences on the emergence
and effectiveness of charismatic leadership. In Leadership Now: Reflections on the Legacy of
Boas Shamir (pp. 255-281). Emerald Publishing Limited.
Smith, W.K., 2014. Dynamic decision making: A model of senior leaders managing strategic
paradoxes. Academy of Management Journal, 57(6), pp.1592-1623.
Tannenbaum, R., Weschler, I. and Massarik, F., 2013. Leadership and Organization (RLE:
Organizations): A Behavioural Science Approach. Routledge.
Thiel, C.E., Bagdasarov, Z., Harkrider, L., Johnson, J.F. and Mumford, M.D., 2012. Leader
ethical decision-making in organizations: Strategies for sensemaking. Journal of Business
Ethics, 107(1), pp.49-64.
Voegtlin, C., Patzer, M. and Scherer, A.G., 2012. Responsible leadership in global business: A
new approach to leadership and its multi-level outcomes. Journal of Business Ethics, 105(1),
pp.1-16.

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Appendix
Appendice 1- The diagnosis tools
Figure 1: The result of the self- control test

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Figure 2: The self- confidence test results
Figure 3: Team leadership skills

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Appendice 2- Feedback
1. Checklist
YE
S
NO UNCLEAR
Are the goals set out clear and achievable?
Are the activities set out clear and doable?
Are the goals aligned with the strengths or weaknesses set?
Are the activities aligned with the strengths or weaknesses set?
Is the timeframe for the activities and goals reasonable?
Are the measurement indicators appropriate and measurable?
Would I do the same as the student?
Overall, is the development plan feasible/reasonable/appropriate? (e.g.
does the proposed plan address the strengths and weaknesses?).
2. Feedback and Suggestions from Janine Allis
Janine stated that there was relevant ambiguity in the activities that are planned by me for
developing the leadership qualities. On the other hand, the Janine also pointed out that the
timeframe for the activities must be reviewed in order to maintain the efficacy of the leadership

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functions and the proper learning and development of the leadership skills in me. Janine stated
that consultation with the other leaders might take more time for completion as it is a lengthy
process of assessing the recorded feedbacks of different leaders and thereby implement the same
on the activities that might be designed by me for enhancing the efficiency of my leadership
style. Therefore, Janine suggested me to increase the time frame and thereby revise the activities
accordingly in order to maintain the efficacy of the leadership development plan.

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