Assessment 3: Leadership Development Proposal for Blach Construction

This report presents a leadership development proposal for Blach Construction Company, a medium-sized Australian organization with 150 employees and 10 managers. The CEO aims to foster a coaching culture and expand the business. The proposal outlines on-the-job and web-based training interventions focused on developing managers' skills in areas such as analytical thinking, communication, and team working. The report discusses learning theories like Andragogy and Kolb's Learning Cycle, and details the learning outcomes, evaluation using Kirkpatrick's model, and the transfer of learning. It also includes a cost-benefit analysis of the proposed training program. The report emphasizes the importance of training for employee retention, improved performance, and business expansion, highlighting the need for managers to effectively lead and develop their teams. The HR department is responsible for designing and implementing this training program.

Running head: ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
Assessment 3: Leadership Development Proposal
Student’s name:
Name of the university:
Author’s note:

1ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
Table of Contents
1. Background and Analysis of the Business Need.........................................................................3
2. Overview of the Interventions.....................................................................................................5
3. Learning Theory..........................................................................................................................8
4. Learning Outcomes of Proposed Developmental Interventions..................................................9
5. Evaluation of the Developmental Interventions........................................................................11
6. Transfer of Learning..................................................................................................................12
7. Costs and Projected Benefits.....................................................................................................13
Reference List................................................................................................................................16
Appendices......................................................................................................................................0

2ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
Executive Summary
This report sheds light on the leadership development proposal for a small-sized organisation
Blach Construction Company. The CEO of the organisation believes in the fostering learning at
the work and the organisation wants to expand the business in different regions. Blach
Construction has 150 employees and ten managers. The CEO wants that the managers will be
given training as the organisation is going to develop the coaching culture. Blach Construction
organisation is going to provide training to the managers in two ways, on-the-job training and the
web-based training. The training will be provided on analytical skill, communication, employee
development, customer focus, interpersonal skill, leadership, problem solving and negotiation
and team working. Blach Construction can eliminate the issue when the managers can gain the
knowledge. The organisations can provide actual scenarios when the training procedures will
start. Exercise and tasks of the managers should be associated with objectives, learning activities
and organisational needs. New information from the course of the training agency will help the
managers to collect the information rather than building the skills. The CEO wants to develop the
coaching culture; therefore, the training programme of the organisation is set in a way so that the
managers have to take training at least four days in a week for a specific time. In this report
learning theories like Andragogy theory and Kolb's Learning Cycle theory are discussed.
Analytical skill is the ability to articulate, visualise, conceptualise and solve the uncomplicated
and complex issue. In order to solve the issue of employees; the managers must have the
analytical skill through gathering the information and completing the desired tasks. The training
will bring the outcomes of improved communication, develop the employees, be customer focus,
developed the interpersonal skill, team working and problem-solving negotiation. Kirkpatrick's
four levels of evaluation have been given in this report in order to evaluate the outcomes of the
training needs. In addition, transfer of learning has been discussed to show the transfer of
training needs in organisation focus. Lastly, costs and projected benefits of Blach Construction
Company have been given based on the training.

3ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
1. Background and Analysis of the Business Need
I am newly appointed Human Resource Advisor of Blach Construction Company, a
medium-sized organisation in Australia. I am going to develop a training course for the
managers' leadership development in Blach Construction Company. Personal leadership
development plan is a strategy to develop the career, overall customer satisfaction and greater
opportunities as well as challenges. The leaders can commit specific action steps to achieve and
revaluate after regular intervals (Renz & Herman, 2016). Blach Construction Company is a
commercial builder and construction management company. Blach Construction Company has
been in the industry since 2010 and the organisation employs approximately 150; the employees
are professional. Among the employees, 10 hold the managerial roles. The CEO, Victor Grabrian
values the learning and he wants to enhance the quality and quantity of learning in the
workplace. The CEO of the organisation is firm and he is well-educated. Blach teams
consistently exceed the high expectations of the clients of industries and constructions types;
Blach works for the corporate offices, education building, medical, historic preservation and high
technology. Current revenue of the organisation is AUD 120 million. However, in the
performance of the field, Blach Construction has been doing great in the industry as within just 8
years; it is one of the fastest growing companies in the construction industry. The CEO wants to
expand the business from Melbourne to other metropolitan cities like Sydney, Perth and
Adelaide.
Blach Construction Company has been facing the issue of high employee turnover; this
means the employees are leaving the organisation despite the fact the management wants to
retain the employees. In addition, Blach Construction Company wants to expand the business in
different parts of Australia; hence, they need experienced and skilled employees. Therefore, the
organisation wants the employees to be trained and experienced. In addition, Blach Construction
Company does not have the large financial support that they could manage training for all the
employees. Therefore, the organisation is thinking to provide the training to the 10 managers and
the training would be ‘on-the-job’ training where the managers will be provided training within
the stipulated work period.

4ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
In addition, the first reason for the organisation is to provide leadership training to the
managers is to retain more employees as it is expensive to lose employees. HR team needs to
recruit again the new employees and the new employees will be given training again. Blach
Construction checks the trend that 40% employees leave their position within just first year due
to poor training policies. The second reason for implementing training is to have trained
employees; therefore, managers can motivate the employees and train the employees. Trained
employees can complete the tasks on given period or it can maximise the return on investment
(ROI). Trained and experienced employees provide higher production standards (Pollock,
Jerfferson & Wick, 2015). Blach Construction Company wants to grow the clients’ base; during
the training session; the managers will be given training on communication so that the managers
can communicate better with the clients.
In addition, the CEO is aware that one-off training can result in behaviour change in the
workplace and it can develop the performance. The CEO wants the coaching skills training
courses can be designed in such a way that it can facilitate the transfer of learning and the course
will be complemented by the formation of action learning to ensure that the capabilities can be
applied to further develop the workplace. The CEO has considered alternative approach to
increase learning is the training and the CEO wants to start the ‘coaching culture'.
The CEO of Blach Construction Company wants that training course will be attended by
10 managers. The CEO is a believer of evidence-based practice; therefore, the training course
will be planned in such a way. The managers will be given training on:
 Analytical skill
 Communication
 Employee development
 Customer focus
 Interpersonal skill
 Leadership
 Problem solving and negotiation
 Team working

5ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
The learning needs of the managers are identified through discussing with the managers.
In this regard, person analysis was helpful. This analysis deals with potential participants and
instructors' involvement. The managers have answered some questions about their level of
existing knowledge and subject. In addition, performance analysis has been done based on the
established standard of the managers. The performance of the managers is up to the mark
according to the CEO; therefore, training can improve the performance gap. In addition, HR
department has conducted the training and suitability analysis as it is one of the important
solutions of the training needs. Being an HR Advisor, it is important to understand the needs and
suitability of the training needs. It is important to determine the training needs that would be
effective in its usage (Brewster, 2017). Moreover, an analysis of the business needs was
conducted in order to understand the training needs of the managers so that the organisation’s
mission and goals should be taken into consideration when developing the training process is
conceived.
2. Overview of the Interventions
Training is the key feature of successful HR management and passive management is the
reason behind the strategic planning initiative goes wrong for the organisation. It is needed to
define the goal of the training initiative and HR team does not need to develop training goal
specifically for each of the managers. All the ten managers will be given the same type of
training for the first three months because the overall target of the organisation is equal for all
managers.
Step 1: Analysis of the problem
Determining the problem can help to solve the issue of the organisation (Stephens et al.,
2017). Blach Construction can eliminate the issue when the managers can gain the knowledge.
The HR department needs to understand the overall goals of the organisation are realistic and
attainable within a given timeframe. This training plan for the managers must be communicated
to the employees as giving them prior notice before implementing the training can be helpful for
the employees.
Step 2: Designing of the training programme

6ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
The HR department needs to design the training programme by recognising the learning
objectives. As stated by Ford (2014), communicating the importance of employee training
programme can provide assistance for new procedures and policies. The organisations can
provide actual scenarios when the training procedures will start. The managers of Blach
Construction Company must remember what they learn and they must comprehend after the
session is over.
Step 3: Properly developing the training materials
The HR department needs to develop the training materials after identifying the process
of training is to be given. Blach Communication can use software for the training programme
and the managers can make the mistake to assume the employees’ level of competency. Exercise
and tasks of the managers should be associated with objectives, learning activities and
organisational needs. The management must develop the timeframe to complete each of the
training materials.
Step 4: Carefully implementation of training
Blach Construction can start the careful implementation of the training for the managers
as the success of managers’ training is depended on the completion and participation of the
managers. Monitoring the outcomes is very important. Transactional change is about continuing
current way of doing the work of the employees and transitional change is following the new
method (Zaitseva et al., 2015).
Proposed learning activities:
HR department can take three learning activities for the managers in Blach Construction
Company. First learning activity will be coaching as coaching is becoming popular means of
development as it can often include working one-to-one learning with the employees. According
to (Thairt et al., 2015), learners’ needs assessment is very important and this learning activity
will be helpful to set the major goal of the organisation to accomplish and developing the action
plan. Blach Construction can support the learner to develop the action plan along with providing
the support and feedback. Second learning activity will be courses; however, Blach Construction
will not send the managers to a college or universities. However, Blach Construction will arrange

7ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
training from the training centre for the development of the professional, management and
personal development. New information from the course of the training agency will help the
managers to collect the information rather than building the skills. Third learning activity will be
continuous learning and this process involves in developing the skills to reflect. This process
makes able to continually think and enquire the experience and draw conclusions from the
learning. As stated by Zwick (2015), continuous learning is associated with concepts of
organisational learning and system thinking.
Nature and type of training will occur
The organisation, Blach Construction Company will use mainly two types of training,
first On-the-job training and the second one is web-based training. The on-the-job training
programme will be given to the managers from external training agency. The managers will be
given on-the-job training to improve their technical, skills, managerial and safety issues. The
managers will be given training on the analytical skill, communication improvement, employee
development, customer focus issue, interpersonal skill, leadership, problem solving and
negotiation and development of team working. In addition, the web-based learning training will
be given to the managers through website and organisational portal. The managers will be given
user ids and passwords; they can log in to the portal to access the materials from their homes.
Team training and soft skills training will be provided through online courses and training. The
online training will be given mainly after the office hours.
Action learning sets can be defined as the structured method that enables the small groups
to address the issues by working collectively and meeting regularly (Revans, 2017). The personal
development plan of the managers and leadership development of the managers within Blach
Construction can be easier with action learning sets. In course programme plan, the managers
will be given training in 8 separate areas and in the training plan; the end result of the specific
topic will be shared. The action learning of managers will be useful for the managers as it will
promote the work-based learning process. The main target of the CEO can be fulfilled through
the action learning sets as during the on-the-job training programme; the managers will be given
training based on the course subject. The external training agency will take one-to-one sessions
with the managers in order to understand their specific learning needs. This training programme
is set for the next three months in order to develop the coaching skills for the managers. The

8ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
CEO wants to develop the coaching culture; therefore, the training programme of the
organisation is set in a way so that the managers have to take training at least four days in a week
for a specific time.
3. Learning Theory
Managers within Blach Construction Company need to play the role of coaches as the
organisation is expanding and the employees should be skilled and experienced. As stated by
Zaitseva et al., (2015), a successful coach can help the employees to find the solution that can
develop the performance and it will free managers to focus on their own duties.
Andragogy theory of adulating learning
Malcolm Knowles was an American educator and he first made famous the term
Andragogy and it is same as adult education. Self-concept can make a person from being
independent in personality to the self-directed human being. In addition, adult learner
experience is another element that can help an individual to accumulate growing experience to
become an increasing resource for learning. Readiness to learn has become the oriented
increasingly to the developmental tasks for the social roles of the individuals. The orientation of
learning is the person's perspective of changes from postponed application of the ideas to the
immediacy of application. The result of the orientation can make learning shift from one subject
to problem centeredness. Motivation to learn in the adults comes from the internal (Knowles,
Holton & Swanson, 2014).
As stated by Cornier & Hagman (2014), adult learning is mainly problem-centred and it
is not content-oriented. In addition, Knowles described the four principles of adult learning what
the managers of Blach Constructions must know as adults need to involve in the evaluation and
planning of the instruction. Learning activities provide experience to the employees and adults
are interested in learning subjects.
Kolb’s Learning Cycle
Kolb’s experimental learning is represented in four stages. Concrete experience is the
new experience or condition encountered. In this stage, the learners reinterpret the existing
experience. Reflective observation is about giving the particular importance for the

9ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
inconsistencies between understanding and experiences (Kolb, 2014). The abstract
conceptualisation is about the reflection that rises to new medication ideas and existing abstract
concept. Active experimentation is the learning process to the world around the team to see the
results. Kolb stated about various learning styles of the learners.
 Diverging learning style can look at the matter from the different perspectives. Diverging
people are sensitive. In Blach Construction, diverging people like to watch rather than do
things.
 Assimilating learning is the logical and concise approach. Assimilating people provide
more important on practical opportunity and they have clear explanation on everything.
 Converging learning style is about solving the problems and they provide preferences on
technical tasks and less concerned about interpersonal aspects (Dixon, 2017).
 Accommodating learning style relies on logic and this type of people takes experimental
approach. This type of people likes challenges.
4. Learning Outcomes of Proposed Developmental Interventions
Learning outcomes of the training plan for the managers are as follows:
a. Smarter decision-making through analytical skill
Analytically skill is the individuals' ability to think critically and this skill will be helpful
for problem-solving. After finishing the training from the external agencies and web-based
training, the managers will be able to think analytically. After acquiring the analytical skill, the
managers of Blach Construction can take smart decision as this skill makes the employees
unbiased.
b. Improved communication
Within an organisation, managers should have the communication skill so that the
managers can express their opinion and views in front of large numbers of people or employees..
As opined by Paull, Whitsed & Girardi (2016), communication skills give benefit in all aspects
of professional life to social life. The managers of Blach Construction will have good
communication after the training process and the managers can flow the communication from
management side to the employees or vice versa.

10ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
c. Managers will be able to develop the employees
Employee development can be defined as a method where the employees have to undergo
the numerous training programmes to increase skills and acquire the new skills as well. After the
training process, the managers will be able to help the employees regarding the personal
development plan of the employees.
d. Be customer focus
The managers of Blach Construction do not have just the responsibility to build the
employees and they have the role to build the loyalty of the customers through their
communication. The managers will be able to focus on customers by establishing the customer-
focused business. The managers can contribute to making the organisation customer-focus by
contributing their role to ensure the aspects of customer satisfaction first.
d. Developed interpersonal skill
As stated by Cornier & Hagman (2014), interpersonal skills are utilised by the individual
to interact with other persons in a proper way. It is the employees' ability to get along with other
employees to get the work. For a manager; it is very important to develop the interpersonal skill
as it is the role of the manager to work cohesively with the team members (Leberman &
McDonald, 2016).
f. Strong leadership quality
The CEO of Blach Construction Company wants to bring the strong leadership quality
and coaching culture within the organisation. The managers of the organisation need to develop
the strong leadership qualities in the workplace. The managers should use the most of the
proficiency in the workplace and it is very important to develop the leadership skill (Zaitseva et
al., 2015).
g. Problem solving and negotiation
Problem-solving needs two distinct qualities of the individual; the first one is about
analytical skill, creative skill and mental skill. The managers need to develop the analytical and

11ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
logical skill that includes the comparing, ordering and evaluating all the conditions that the
organisation is exposed to.
h. Team working
The managers will be able to manage the team working after the training process is done.
Being a good manager means being able to manage the team members effectively through
clearly communicate the ideas to the team members. Blach Construction will be able to solve
organising and planning skills and decision-making skills.
5. Evaluation of the Developmental Interventions
Kirkpatrick's four levels:
Level 1: Reaction: First level can measure the trainees and trainees’ reaction towards the
training. The CEO wants that the training process must be a valuable experience and the CEO
also desires that the instructor must feel good about the training. Reaction of the training process
will make clear that training is received perfectly. If it helps the managers to be a good, this step
can identify the important areas of the training to be developed in future.
Level 2: Learning: The HR department can measure what the trainers learn during the training
process. The specific learning objectives are there of the training and in this stage, the HR
department will measure whether the training can lead to meet the objectives or not.
Level 3: Behaviour: In this stage, the training agencies and the HR executives evaluate how far
the trainees change their behaviour. The change must be aligned with the training they receive. It
is also important to understand the behaviour can be changed through training and the CEO of
Blach Construction wants that behaviour change towards coaching culture must be formed
(Panchenko, 2015).
Level 4: Results: In this level, the organisation analyses the final results of the training. The HR
department and the CEO determine the outcomes that organisation has determined to be good for
the business. This result must be good for the employees and good for the bottom line.
Action Learning set

12ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
According to Bolthausen (2014), the element of discovery is the centre of the concept of
action learning and trainees learn things about themselves that the people are unaware of. The
managers of Blach Constructions can experiment with the approaches and they need to
experience a way of working with others which is often different from the prevailing concept.
The managers need to understand at first about what they are learning and the managers can
evaluate the success of training. Typical learning set consists 5 to 6 people that must commit to
work together. These people meet in regular basis and at each meeting; set members have the
opportunity to discuss on the challenges. Balch Construction will discuss about learning set to
work on the problem through supportive yet challenging topic. The managers will be able to
listen to all matters attentively and they will be able to deal with telephone conversation
effectively. The managers will encourage the interest and interaction of the team members after
they are taken the training. The managers should have good oratory skill and the managers must
convince the employees to do something.
6. Transfer of Learning
Transfer of learning is the dependency of human conduct or performance on prior
experience. The employees within an organisation can explore how the individuals can transfer
the learning in one context to another. As stated by Renningger et al., (2014), transfer of learning
can be described as a way to which the past experiences and knowledge can affect the
performance of learning in new situation. Transfer of learning is the taxonomical approach to
categorise the transfer into various types and it is the concept-driven application to reveal the
contrast and compare theoretical and empirical tradition. In Blach Construction; the managers'
knowledge transfer is involved in the application of previously learned knowledge in completing
the work or solving the problems. The managers need to transfer the knowledge of training in
their workplace to motivate and train the employees. Initial learning can transfer specifies that
exposes the understanding and the managers can work with their initial learning as well. Training
transfer can change the behaviour of the employees by acquiring new behaviour change. Transfer
of learning training is influenced by three basic points:
Learners’ characteristics: Learners’ characteristics are important in completing the
training successfully as many of the learners do not have right proficiencies to complete the

13ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
training successfully. Learners need to adapt new possibilities without and learning cannot be
possible without self-esteem (Dixon, 2014). The employees must be skilled and experienced so
that the organisation does the expanding carefully and peacefully. After the training process, the
managers will be able to solve the problem of the employees and the managers can train the
employees to negotiate the issue.
Training design: Training design should be innovative to simply transfer of learning by
developing the skill practice given responses and opportunities. Trainees can be taught how to
set the objectives of personal and professional development. Trainers can be taught how set goals
using self-management and classify the solutions (Ford, 2017). Training will be designed in
Balch Construction to improve the poor performance with skills. Managers are experienced
and managers are skilled; therefore, the clients of Blach Construction will feel confident to work
with the company. The managers will train the employees after a certain period in Blach
Construction and the managers will train the employees to build up the interpersonal skills.
Work environment characteristics: Training can influence transfer of learning process
by working in all types of conditions in insufficient equipment, less budget and limitation. The
peers and teachers must encourage the learners to learn something useful. The management
should be supportive and in Blach Construction, the ending of the proposed plan can be done
understanding of the managers’ needs.
7. Costs and Projected Benefits
Costs of training:
 Blach Construction can pay the financial costs of paying for the training as on-the-job
training will be conducted by the external training agencies.
 Trained managers can leave the organisation to join in other larger organisations.
 On-the-job training can spend extra work-time when the staffs are being trained.
 Moreover, managers may request pay-rise after the training process in Blach
Construction Company.
Direct cost of training: Balch Construction will face direct of cost training to hire the
developers, travel charge of staffs and didactic materials. The direct costs of the company will be

14ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
$4,000. The company is not in the good financial condition; therefore, the training cost will be
kept lower.
Indirect cost of training: Indirect cost of the training is associated with the loss of productivity
of the managers as they will be busy to keep the training. This loss of productivity can be
calculated through hourly basis. The managers will be going to learn different types of skills to
motivate and retain the employees.
Anticipated cost: Balch Construction can face the cost to provide training designing and
facilities rental as these are kept in anticipated costs. In addition, administration costs are
associated with this such as registration procedures and confirmation notice.
Item Cost
Travel and subsistence for staffs $200
Developers Training hours (60 hours) $ 3,500
Lost productivity time $ 7,500
Hardware cost ( Computer, Projector, LED ) $ 0.00
Didactic materials $300
Total $ 12,200
Table 1: Costs of training in Balch Construction
This training process will provide the benefit of starting the coaching culture within the
organisation where the managers will be known to solve the issue. The managers of Blach
Construction will have the knowledge regarding the communication, computer skills, diversity,
customer service and ethics. The CEO's plan of training will be successful if the organisation can
get the projected benefits. Balch Construction will have the fewer errors in the work process and
it will reduce the customers’ turnover.
 The training programme can increase the job satisfaction as well as the morale of the
employees
 The training programme can increase the managers’ motivation
 It can increase the efficiencies in processes and it will result in the financial gain
 The training process can increase the capacity to take new technologies and methods

15ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
 The training plan can increase the innovation in managers’ strategies
 It will decrease the employee turnover
 It will enhance the company’s image that conducts the ethics training

16ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
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Running head: ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
Appendices
Appendix 1
Training course program
Proposed Training
(What training is
needed)
Business Needs Trainer Timeline Activities Resource of the
training
Analytical skill Analytical thinking
skills are critical in
the workplace
because they help
you to gather
information,
articulate, visualize
and solve complex
problems
External Agency
Trainer
1 hour
(Once in a week)
 Reading
 Take a walk
side
 Practice the
skills
 Brain games
 Personal
encounters
 Discuss
Puzzle
Projector
Computer
White board
Printer
Communication skill Effective
communication is
important for the
development of an
organization. It is
something which
helps the managers to
perform the basic
functions of
management-
Planning, Organizing,
Motivating and
Controlling.
External agency
trainer
1 hour
Once in a week
 Practice of non-
verbal
communication
 Avoid relying
the visual aids
 Taking
feedback
 Engaging the
audiences
Communication
software
Computer
Projector
MS powerpoint
Employee
development skill
Successful
organisations develop
all three skill areas to
maximise employee
and organisational
performance, and,
they are leveraging
integrated talent
management
solutions to link skills
development to
strategic functions.
External agency
trainer
2 hours
(Once in a week)
 Understand
Personal SWOT
analysis
 Encouraging
quality
development
 Discussion skill
 Understand job
responsibility
Whiteboard
Computer
Projector
Customer focus The orientation of an
organization toward
serving its clients'
needs. Having a
customer focus is
usually a strong
contributor to the
overall success of a
The Senior manager
will take the training
1 hour
(twice in a week)
Learn to gather
information
Get embedded with
strategy
Learn to engage the
customer
Internet
Computer

1ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
business.
Interpersonal skill In the business
domain, the term
generally refers to an
employee's ability to
get along with others
while getting the job
done.
External agency
training
1 hour
(once in a week)
 Learn about
positive attitude
 Learn easy way
to problem-
solving
 Improving
communication
skill
 Learn
inclusiveness
Internet
Laptop
Software
Whiteboard
Leadership skill Leadership skill of
the managers will
bring effective
communication and it
increases two-way
interaction
External agency
trainer
1 hour
(Twice in a week)
 Learn
motivating
people
 Delegating
 Learn taking
feedback
 Taking
responsibility
Leadership Journal
Internet

Running head: ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
Appendix 2
Single session plan
Title of Session: Communication improvement
Learning
outcomes:
At the end of the session learners will be able to:
 Improve interpersonal communication
 Discuss on confidence building
 Improve two-way communication
TIMING CONTENT TRAINER
ACTIVITY
LEARNER
ACTIVITY
MATERIAL /
EQUIPMENT /
LEARNING
RESOURCES
9:00 am
to 11:00
am
Introduction of
communication skill
and ask relevant
questions
Description of
topic
Making motes and
listening
PowerPoint slide,
projector, handout
with explanation of
presentation
improvement.
11:00 am
To 12
pm
Active learning skills
and explain
Answers to
learners’
questions
Ask questions and
make notes Copies, computers
1:00 pm
to 3:00
pm
Participating and
discussing
Notice while
discussing
Discuss in group
about
communication
Using computers and
copies
Learning Theory:

1ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
Malcolm Knowles was an American educator and he first made famous the term Andragogy and it
is same as adult education. Therefore, Andragogy has mainly five assumptions and he proposed this
theory in the year 1984. Self-concept can make a person from being independent in personality to
the self-directed human being. In addition, adult learner experience is another element that can
help an individual to accumulate growing experience to become an increasing resource for learning.
In order to solve the issue of employees; the managers must have the analytical skill through
gathering the information and completing the desired tasks. The managers can get to know about
the process of information flowing and the managers can get the benefit in personal life as well.
Employees' development is important for Blach Construction as the organisation is thinking of
expanding the business. On the other side, Kolb’s experimental learning is represented in four
stages. Concrete experience is the new experience or condition encountered. In this stage, the
learners reinterpret the existing experience. Reflective observation is about giving the particular
importance for the inconsistencies between understanding and experiences. The abstract
conceptualisation is about the reflection that rises to new medication ideas and existing abstract
concept. Active experimentation is the learning process to the world around the team to see the
results. Kolb stated about various learning styles of the learners. In addition, managers will be
trained how to develop the employees as the development of the employees is a continuous process
where the employees will be given training and learning facilities.
Assessment of the Session Learning Outcomes:
Analytical skill is the ability to articulate, visualise, conceptualise and solve the uncomplicated and
complex issue. Customers are willing to buy something from the companies and they need to
consider their purchase from the organisation. The employees must respect the managers and it will
give the managers to resolve the conflict. Interpersonal skill will increase the listening skill, the
engaging skill of the employees and clarification of the employees when the managers will train
them. Effective verbal communication is dependent on many of the factors and interpersonal skill is
associated with the non-verbal communication. The managers can use both verbal and non-verbal
communication with the team members. The managers can develop the conflict management skills
as it is an important skill to being able to mediate the problems among the team members. The
training plan will help the organisation to transfer the knowledge in developing the employees. The
senior management defines a vision for the career and the management can set the specific
leadership development goals with a vivid timeline. The managers can motivate the employees and

2ASSESSMENT 3: LEADERSHIP DEVELOPMENT PROPOSAL
they can play the link between the organisation and the employees. The training will be given in on-
the-job training process and through the web-based process. The training will be helpful for the
managers to improve analytical skills, communication, development of employees, consumer focus
and interpersonal skills of the managers. The assumed learning outcomes will be helpful for the
organisation to have better-skilled employees and it will be assistance for the organisation to
expand the business.
Transfer of Training:
Transfer of training means to effect that can make able to the knowledge acquired in one area have
no problem solving or knowledge acquisition skills. Transfer of learning is the dependency of
human conduct or performance on prior experience. The employees within an organisation can
explore how the individuals can transfer the learning in one context to another. Transfer of learning
can be described as a way to which the past experiences and knowledge can affect the performance
of learning in new situation. Transfer of learning is the taxonomical approach to categorise the
transfer into various types and it is the concept-driven application to reveal the contrast and
compare theoretical and empirical tradition. In Blach Construction; the managers' knowledge
transfer is involved in the application of previously learned knowledge in completing the work or
solving the problems. The managers need to transfer the knowledge of training in their workplace
to motivate and train the employees. Initial learning can transfer specifies that exposes the
understanding and the managers can work with their initial learning as well. Training transfer can
change the behaviour of the employees by acquiring new behaviour change. During learning;
learners may need thousands of new things and hours of training to learn. But now using the same
knowledge of rotten features one can identify knowledge with less samples and training time.
References:
Cormier, S. M., & Hagman, J. D. (Eds.). (2014). Transfer of learning: Contemporary research and
applications. Academic Press.
Dixon, N. M. (2017). The organizational learning cycle: How we can learn collectively. Routledge.
Ford, J. K. (2014). Improving training effectiveness in work organizations. London: Psychology