Leadership Plan: MGT601 - Leadership Development and Strategies

This report presents a comprehensive leadership development plan, starting with an introduction that emphasizes the importance of leadership in the modern business world. It discusses various leadership theories, including trait, behavioral, contingency, transactional, and transformational theories, highlighting their significance in understanding evolving leadership roles. The report then delves into the Boyatzis Intentional Change model for personal assessment and development, outlining the five stages crucial for leadership growth. A self-assessment based on the 16 personality test reveals the author's strengths and weaknesses, specifically identifying the 'logistician' (ISTJ) personality type. The development plan outlines specific actions and timelines for improving communication, leadership skills, and self-assessment capabilities over a five-year period. The plan includes goals for personal and professional growth, focusing on becoming a production manager in an IT company and ultimately establishing a startup. The report concludes by summarizing the key elements of the plan and its alignment with the course objectives.

Running head: LEADERSHIP PLAN
LEADERSHIP PLAN
Name of the Student:
Name of the University:
Author Note:

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Table of Contents
Introduction:...............................................................................................................................2
Leadership theories and models:................................................................................................2
Personal assessment:..................................................................................................................5
Development plan:.....................................................................................................................6
Conclusion:................................................................................................................................8
References:...............................................................................................................................10
Appendix 1:..............................................................................................................................11

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Introduction:
The aim of this paper is to discuss the leadership development plan on the basis of the
expectations of the companies in different parts of the world. The leadership is one of the
most important factor or rather can be said to be the backbone of the business in the modern
world of business. This is the reason why I have undergone management courses so that I can
at least understand the weaknesses in me which will be later transformed into the strength.
Through proper understanding of the theories and models of the leadership I can enhance my
skills. This paper will be discussing the important leadership theories that the need of the self-
assessment can be understood. Based on these theories I will be able to understand which
factors are necessary for the growth of a leader. In this paper the Boyatzis Intentional Change
model for personal assessment and development will be discussed. Finally, the leadership
development plan will be discussed with resources needed and time based on five years.
Leadership theories and models:
There are some very important leadership theories present in the business world
regarding the capabilities and personalities of the leaders. With proper understanding of the
leadership theories can guide me to understand the role which is getting changed with the
changing business scenario. Among the leadership theories the trait theory, contingency
theory, behavioural theory, transformational and transactional theories are important
(Storsletten & Jakobsen, 2015). Despite the fact that the leadership theories have changed
with time and the need of the organizations, the main features of the leadership never changes
but have been guiding the leaders for ages.
The trait theory of leadership refers to the inborn qualities of the persons which
differentiate them from the others. According to this theory of leadership, there is no scope
for training and gaining leadership capabilities if not the person himself has the leadership

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factors in him. The qualities like the creativity factors, intelligence, performing
responsibilities and communicative style that attract the followers must be included in the
person so that he can be seen in the crowd (Arena & Uhl-Bien, 2016). On the contrary to the
trait theory, the theorists supporting the behavioural leadership theory opine that the persons
if not pisses the leadership qualities can learn from the environment and the challenges in the
personal life and grow their leadership skills effectively so that they leader all the factors of
leadership through formal or informal trainings. The behaviour of the leaders and their
followers can bring changes in the leadership capabilities.
The contingency theory of leadership opines the fact that the leadership in any
industry must not stick to the only one type of leadership style but find out different process
of managing employees and perform leadership duties so that the business does not face any
problem with the changing situation (Ford & Harding, 2018). For example, a company may
face issues if the market where it has been operating has started to record economic problems
which can negatively affect the business. In this situation, the leadership style need to be
changes so that this situation can be faced properly.
The tractional theory of leadership focus on the relationship of transaction among the
managers and their employees. The leaders can motivate their subordinates in different ways
which can be monetary support, arranging needed trainings and resources or for that matter
recognising them. This theory helps the leaders to develop a mutual reinforcing environment.
On the contrary, the transformational leadership theory opines that the leaders at=re to gain
the trust of the employees to operate successfully (Conger, 2015). Through empowering their
employees the modern day leaders can enhance their capabilities and motivational power.
From the above discussion I have understood that the leadership theories will be
guiding me in developing my leadership plan effectively because through these I have

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understood which factors can help e to become a successful leader within next five years. In
this regard the mention can be made about the Five Stages of Intentional Change Theory
by Richard Boyatzis which includes the steps the leaders must follow to develop their
personalities and capabilities (Boyatzis, 2018). These five stages also are referred to the five
discoveries and include
 The idea self as well as the personal vision
 The self in reality and comparison to the ideal self so that the personal strength
and weakness re found out to make the personal balance sheet
 The plan for learning
 Experimentation with the new thoughts, behaviour, feelings and perceptions
 Trust and resonant the relations to be enable me to process every stages as the
person
Based on these stages I will be developing my leadership development plan by
following every stages in the growth process without skipping any steps. Through this model
I have understood that the importance of self-analysis is very much important that can guide
me to find the factors in me supporting the leadership skills. If I am not able to image myself
in the next few years I ever cam manage people, set goals and solve the issues in the
organizations. Only I understand the factors in myself, I can be comparing myself with the
others and measure the growth in the leadership path (Mendes et al., 2016). The leadership
agenda setting and planning for learning is the step to make me more competitive in this
leadership development process. Only by following this model I will be able to practice the
desired changes and enhance my uniqueness to become successful leader in my desired
company.

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Personal assessment:
From the self-assessment process based on the 16 personality test, I have found out
my strengths and wetness. From this particular personality test I have found it that my
personality type is of logistician or ISTJ. These factors will be guiding me to understand the
weakness which I need to overcome to become a successful leader. The first and most
important strength in me is the quality like honesty and direct approach. I am a logistician
who has integrity in heart and desire to operate with my simplicity. I am a strong willed
person and dutiful to my actions. I prefer to stay focussed with my goals and I can wait for
the decisions to be made. I like to meet the obligations upon me and tale responsibilities of
my own.
I am a loyal person which often helps me to develop good relationship with the others
associated with me. In addition to this, I am a calm and practical person who do not depend
upon any types of promises but believe in the reasonable actions. I do not have much
preferences for the impractical thinking and seeing big picture without any fact to back those.
I try to utilise all my individual capabilities so that I can perform effectively. Another strong
point which I have found it in this personality test is my capability of creating abs enforcing
orders (Komives, 2016). As I have mentioned before it try to stick to the path towards goal
with hardship. Without being broken done by any type of criticism I keep on working
according to the path I have set. I do not tolerate the people who break rules and indulge in
the procrastination. This can make me a strict leader in the organisation.
This 16 personality test have also found out some of the important qualities in me
which may be considered to be the weakness for the development of the leader. I am a
judgemental person who mainly work on the basis of facts. I have opinion about everything
which often create problem among my friends. As I often disagree with people the problem

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regarding respecting them gets affected. In some cases, I found myself acting orthodox by
remaining wilfully ignorant of situations. I have found myself to be insensitive when it comes
to the conflict regarding emotions in the business organisation. I am not capable to
understand the emotions of the persons associated with me but try to emphasis on my points.
This behaviour has made me losing some of my good friends and well-wishers. As I have a
tendency to eliminate the new factors without consideration, it makes me stubborn often. I
have factual decision making process which do not allow me to incorporate any type of new
information even if those are necessary for the perfect decision making. As I am loyal to my
actions, I often find the results to be unethical especially when it comes to the factor of
incorporating good intentions and the helpful ideas. I feel frustrated when I do not motivate
anyone with my simple and honest outlook which makes me think that I cannot become a
leader in the future.
However, I have set some goals which needs to be achieved through the plan and my
goals has two parts. There are one short term goal and another is a long term goals. The short
term goal is to be placed in a reputed IT company as the production manager within five
years. My long term goal is to establish my own start up within ten years.
Development plan:
Factors to be
developed
Actions Time
needed

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Proper
communication
method
 Gaining particular knowledge about the verbal and
non-verbal communication process
 Welcoming honest feedback from those who know me
well
 The analysis of the feedback in detail so that the
factors creating barriers for effective communication
can be pointed out.
 Increasing efficiency in the writing style so that the
written communication has the similar effect like
verbal and nonverbal ones.
 Avoiding recognising and relying upon the visual aids
of a situation
 Building listening skills
 Taking time to think and the replying to the questions.
 Studying more about the fact and style of
communication’ learning communication in order to
motivate.
 Learning to master time for communicating
 Learning the preferences of the audience before
sharing the personal thoughts
 Engage in the audience discussion and learning the
speech throw
Within
one
year
Improving
leadership skills
without being
orthodox in
thinking
 Learning from the mentors regarding the modern
leadership style and the needs of the business
organizations.
 Learning the leadership skills like commitment and
passion
 Learning the skills like decision making capabilities by
engaging other subordinates
 Becoming good communicator and allowing the
subordinates to share their ideas for innovation and
sustainability
 Supporting the scope for creativity and innovation by
learning to accept the goodness of the new things
 Learning to build relationship
Within
two
years
Learning to
motivate others
 Gaining knowledge about the factors which can
effectively motivate the employees
 Detailing the transactional and transformational
leadership theory so that the empowerment of the
employees can motivate them effectively
 Staying positive in different cases
 Learning to share knowledge without blaming others
or self for any problem
 Balancing work and life effectively
 Setting small goals which are achievable not by me
only but also for the teams
 Taking breaks from work regularly
 Learning social skills
 Depending upon the big picture without limiting the
Within
three
years

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knowledge base within the small business scenarios
 Meeting new people from other culture and see their
points of view to open up mind.
Self-assessment
capabilities
 Learning from the management journals and text
books to understand different personalities and how
they contribute in the business operations
 Learning to assess different types of situations from
different case studies
 Understanding the perspectives of the different
stakeholders
 The points of view of the customers are completely
different from that of the employees hence entering in
the course of management is necessary for to
understand the factors affecting business
 Understanding need of the stakeholders from this
business and decide the actions
 Consulting with the other managers who are
experienced with the business process for a long time.
Within
two
years
Learning
responding to
the challenges
 Enrolling in the online and offline courses practice
method of increasing replying and responding skills
 Learning the case studies of the other companies that
relate to the various internal and external challenges in
operating in business
 Attending international seminars. Leadership
workshops and conferences so that the factors
increasing criticism in the business can be understood
and responded
 Promoting diversity in the workplace so that
challenging nature of the workforce relating to the
discrimination issue comes out and I can effectively
respond to it
Within
one
year
Promotion of
innovation and
creation
 Understanding the need for innovation and creative
mentality in the organisation to sustain
 Thinking differently by walking away in different path
to solve the problems (Sosik & Jung, 2018).
 Attending onsite as well as offsite leadership training
programs
 Reading modern case studies of the companies which
has promoted the innovation and achieved success in
no time
 Learning to partnering with the employees in the
decision making process so that innovative ideas can
be found on the solving problems
 Dedicating additional resources for innovation
Two
years

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Conclusion:
Therefore it can be concluded that the path of developing myself as the leaders in a
reputed organisation is not easy but need hard work and dedication. Supporting the scope for
creativity and innovation by learning to accept the goodness of the new things as well as the
process of promoting my strengths over weakness, I can be an effective leader. I must be
knowing myself in that extend that make me comparing myself with the others and measure
the growth in the leadership path.

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References:
Arena, M. J., & Uhl-Bien, M. (2016). Complexity leadership theory: Shifting from human
capital to social capital. People and Strategy, 39(2), 22.
Boyatzis, R. E. (2018). Coaching With Intentional Change Theory. Professional Coaching:
Principles and Practice.
Conger, J. (2015). Charismatic leadership. Wiley encyclopedia of management, 1-2.
Ford, J., & Harding, N. (2018). Followers in leadership theory: Fiction, fantasy and
illusion. Leadership, 14(1), 3-24.
Komives, S. R. (2016). Leadership for a better world: Understanding the social change
model of leadership development. John Wiley & Sons.
Mendes, M., Gomes, C., Marques-Quinteiro, P., Lind, P., & Curral, L. (2016). Promoting
learning and innovation in organizations through complexity leadership theory. Team
Performance Management, 22(5/6), 301-309.
Sosik, J. J., & Jung, D. (2018). Full range leadership development: Pathways for people,
profit, and planet. Routledge.
Storsletten, V. M., & Jakobsen, O. D. (2015). Development of leadership theory in the
perspective of Kierkegaard’s philosophy. Journal of Business Ethics, 128(2), 337-
349.

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Appendix 1: