Developing a Leadership Strategic Plan Through Self-Insight

This essay discusses the importance of a personal leadership development plan for effective leadership, emphasizing its role in achieving individual and organizational objectives. It highlights the value of self-insight quizzes in identifying strengths and weaknesses, enabling leaders to adapt to changing circumstances and improve their leadership skills. The author reflects on their own self-assessment scores, particularly in areas like communication, networking, and self-confidence, and identifies areas for improvement, such as confidence in dealing with authority. The essay also underscores the significance of balancing strengths and weaknesses, seeking feedback from others, and setting specific, measurable, and motivating objectives to foster leadership growth and productivity. The vision for developing as a leader includes building trust, promoting productivity, and enabling others to develop their own leadership potential.

Running Head: LEADERSHIP SELF-INSIGHT
LEADERSHIP SELF-INSIGHT
Name of Student
Institution Affiliation

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Summary
Having a personal leadership development plan is an essential thing of any effective
leadership strategic plan. The personal leadership plan helps a leader to achieve the set
objectives of the individual and in the same time focus on attaining the vision and mission of
an organization. A personal leadership development plan enables a leader to realize the
obstacles that they are likely to experience in their practice. The personal leadership
development plan allows a leader to assess the growth plan in leadership.

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INTRODUCTION
A true leader is required to have an understandable orientation and a faculty of
sight of what they want to achieve. Practically, there are no valuable achievements that
can establish without affecting others. A leader is required to set and accomplish
objectives that are of significant stages in the pursuit of their visions (Lee, 2017).
Outcomes from Leadership Self Insight Quizzes
Leadership changes due to context and time. The dimensions in turbulence
organizational structure include complexity, dynamism and munificence. Challenges are
more complicated. The turbulence establishes new opportunities in a wide variety sectors.
Turbulence is a continuous factor that can be controlled. Sosik and Jung, (2018) indicate
that robust self-insight tools can create knowledge or perception in personal leadership
development plan. As a base for an individual's leadership process of personal change
and development, self-insight quizzes establish a meaningful connection with leaders to
pledge to change as well as growth. From the leader’s self-insight quizzes, I had a
uniform score on all kinds of reasoning by the self-insight examinations: capacity to
reason, written and spoken communication, intrapersonal and skillful performance of
sounds and tones. These showed that I have a personality that established in all aspects
and that I can operate in different surroundings on different assignments. The self-insight
quiz helps me to boost my leadership skills in the practice (Clinton, 2018).
Based on leadership potential, I scored seven which displays that I have the
leadership proficiencies like creativity and change. On my skills, I scored a good 3 of the
four classifications. I am convinced that I possess rigid skills which relate to

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communication between people. This helps me to communicate better with people in the
organization. On the part of engaging with authority, I recorded 4. I accept that I am
required to improve on my confidence and bravery when I deal with individuals in power
since I am terror-stricken to demonstrate my point of view when it contradicts with that
of the administration/authority. About networking, I scored three out of four since I join
members of the team during free times and hangouts. I believe in connecting with other
members to share different ideas and to understand each other more (Lussier and Achua,
2015).
On self-confidence, I scored six points which are a record above average. It shows
that my self-esteem is not entirely perfect and there is a need for me to make some
refinement. I ensure that I am not disheartened and should focus on accomplishing
assignments after I have initiated them. On leadership orientation, I recorded eight on
consideration and commencement structure, which recommends a rigid adjustment to
these two features of leadership. These displays that I am influential in my point of view
on the way I observe myself in administration. I scored four on the way I act and conduct
myself. In my instigating structure conduct, I recorded 5. These indicate that I have sound
judgment in the direction of instigating structural behavior in leadership (Lussier and
Achua, 2015).
I concur with these outcomes even though I am not yet in the leadership position.
I believe that I will be a good leader when offered a leadership position. When I apply an
accurate understanding as well as practice to become a preferable leader, I will achieve. I
had a quiz test on my leadership conduct point of view and insight into my leadership

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technique. My integral score for both true and false were five for both options. Although
I haven’t practiced leadership in person, I would still recommend working with a larger
group and start at the lowest hierarchical level as I learn more about the direction and
apply the appropriate leadership techniques. In this insight, I would be a good leader as I
acquire exposure to leadership to have the capability to note what it feels to oversee
people. All individuals should begin from someplace as it is not lowering one's status but
a beginning level in leadership. In another insight quiz, it was to determine a choice
between alternatives of if I had the capability of assuming the more title role as a leader.
My basic rate was eight which signified that I possess a great extent of preparedness. The
leadership category that the executives would apply on me was transformational
methodology. My team must have objectives that should be achieved by the termination
of specific periods where each member is required to register a particular aggregate of
invoices, or they may consider as not have completed the necessary amount (Lee, 2017).
Strengths and weaknesses in leadership are likely to be experienced during the
leadership practice. As a triumphant leader, I am required to employ my powers to
control others in the team, and I should make a determined attempt to decrease
weaknesses which impede my capability to exercise my leadership skills. A successful
leader can convert weaknesses into a positive attribute through honest efforts. At the
particular moment, they invariably perform to improve their strengths at the same time
striving to prevail over the weak characteristics (Northouse, 2018).
As a leader for me to exploit my strengths, I am required to examine my expertise
as well as leadership techniques to know my areas of power and the areas where there is a

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need for improvement. The knowledge of strengths and weaknesses is the most excellent
tool I can have as a leader to develop effective leadership. Leadership entails possessing
natural aptitudes where I can establish my effectiveness. I am required to depend on the
constructive strengths which function for me. The moment that a leader recognizes their
powers, they should operate on expanding those characteristics. For leadership to be
successful, a leader should inquire for assistance whenever it is required and motivate
other individuals in the team to establish their natural aptitudes for the comprehensive
benefit of the corporation, bearing in mind that the achievements of the juniors
demonstrate the effectiveness of their leader (Northouse, 2018).
As a leader, I am required to discover equilibrium betwixt my strengths and
weaknesses. It is a chief element of effective leadership. In Leadership self-insight, I am
compelled to recognize that also the established powers that I have formed my status can
change to be a weakness when they aren't in equilibrium. A systematic listing of an
individual's achievement and outcomes can assist a leader to recognize the strengths as
well as weaknesses that are not balanced (Lussier and Achua, 2015).
There is a need for assessment of additional information on my behaviors as
a leader to know what others think about me. The evaluation of my response will be
utilized to perceive, give a detailed account, describe as well as foretell my behavior. It
will help me as a leader to make corrections in my actions. Leadership establishes on
ideas, activities and the way individuals think about a leader. As I exercise leadership
uninterruptedly, I will continuously practice this skill for my entire life. On the
impression on the way other people have opinions about me is that I will be a good leader

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who motivates me to apply the particular leadership expertise into my implementation.
Many individuals say that I am a leader who is likely to think or plan the future with
wisdom and with an individualistic imagination (Parkay, Anctil and Hass, 2014).
Colleagues describe me as a leader who is ready to dare into activities to advance
in my duty. Individuals say that I am that leader who is not frightened to venture in any
innovation and would take the highest risk and dare by a considerable amount. I am
known as a leader with integrity and courageous enough to stand for individuals whose
rights are in silence. Through conversations, people describe me as a leader who is
always willing to motivate others to be effective. Most people feel that I am a leader who
makes my juniors think genuine and in that way, they get vitality and enthusiasm to
perform. Individuals note that I engage with people and assist colleagues in getting rid of
any obstacle that may intercept one from being authentic. They note that I am a leader
who encourages people thus establishing a culture where the juniors are free to express
themselves whenever a problem arises (Parkay et al., 2014).
My vision for developing as a leader is to advance my leadership practice to the
level of intensity that is considerably above average and in an ample environment. I want
to be a leader who will be appreciated by others in the field for an extended period. I try
hard to be a leader who is dependable on in all occasions. I will establish a dynasty which
is sufficient for everyone and with a refined understanding where individuals will flourish
and develop in person (Rothaermel, 2015).
My development objectives

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Objectives in leadership are an essential indicator in supporting and successfully
bringing out the desired purpose in my leadership practice.
Trust; As a leader, I have already developed trust in me to gain confidence from
the people I am capable of leading. When individuals realize that I am so much
concerned about them, they are likely to return the favor and care about me in the same
way. The individuals will support me to make me successful in my position.
Productivity; I believe in productivity thus I will employ every needed effort to
be productive as a leader. Productivity is essential for any institution that I may work to
make it thrive.
Leadership growth: As a leader, I am mostly concerned about enabling other
individuals to develop as leaders too. I believe in the refined understanding of leadership
which will assist me in establishing a legacy as a leader (Lee, 2018).
Actions to Achieve Each Development Objective
Specific and measurable; As a leader, my objectives are required to be accurate
and quantifiable. I should be realistic to make my colleagues and juniors to be competent
in their duties. When my goals are specific and measurable, it will mean that I will have
the capability to set up a firm basis for performance, by precisely elucidating what I
anticipate from the people engaged with me. As a leader, I intend to set specific intervals
for achieving particular objectives. It will enable colleagues to realize what we want to
accomplish and at what time and adjust to it (Lee, 2018).
Motivating; I have the burning desire to drive my juniors and make them become
potential leaders too. I create a leadership culture in that the entire workforces feel as

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leaders and not as followers. I make efforts to guarantee that the interests of the followers
are in line with that of the corporation. The followers need appreciation for good things
that they achieve and can also be made to earn incentives as appreciation for any
achievements made in the corporation. As a leader, I champion that a worker who has
made an outstanding performance in any organization should be motivated and
encouraged to continue performing in the same way to guarantee success. Success made
by a member of the organization is beneficial to the entire corporation (Rothaermel,
2015).
Attainable; leadership requires me to set objectives that challenge the juniors in
the organization to prevent weariness of the employees. Challenging objectives can make
the staffs feel disheartened if they are not convinced that the targets are attainable.
Attainable objectives are goals of the corporation that are required to motivate the juniors
to attain their perspective without straining too hard. As a leader, I do not set objectives
that cannot be achieved or would be strenuous for the workforce to achieve.
Relevant; As a leader, I am responsible for assigning relevant objectives by
recognizing the most successful functions of each employee and then selecting goals that
have a center of attention on the specific features. The objectives should be in alignment
with the needs of the organization.
Traceable and time-bound; satisfactory documentation and systematic
assessment in production will help me as a leader in the supervision of the advancement
of the group. Periodic inspection in performance is a set of circumstances to commend

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the diligence of the employees and provide a reason for them to keep on the course and
within a time restriction.
Resources Required Implementing my Leadership Plan
Advisor’s trust is an essential resource for a leader which is to the further side of
mentors. They are guides that I am required to familiarize with them and personal levels
and in the profession. An advisor must be prepared to share their experience, knowledge
and good judgment at all times. They should have good knowledge of my activities and
intensely conscious of my advantages and disadvantages. The advisors must be those
individuals who have watched me develop in my career and observed as I grew in
leadership and the general challenges. They are required to be those people who were
firmly attached to me during my non-fulfillments and gave me their shoulders at all
times. It is expected of me to be exceptionally deferential of the advisor's time and be
sensible to respond through sharing my impetus and prosperity as I consider it to be an
advantage to the advisors (Cassidy, 2016).
Knowledge from failures is necessary since it's a worthless resource. Failures
will help me learn of how to continue existing in spite of any problematic circumstances,
resumption and appearing entirely new. Failures should guarantee my favorable outcome
(Matulich and Currie, 2016).
Diversified thought from the specific team is useful as a leader since I may not
have every solution. As a leader, I am required to be free with the followers to share
issues that may arise and finding long-term solutions. The diversified reasoning is a
fundamental process characterized by constant change and breeds within teams that are

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exceptional. As a leader, I am an observant, patient and a heedful listener. It will help
me grip the worth and brainpower of the team members which will, in turn, be beneficial
to me (Miner, 2015).
Sound judgment from my intuitive way of thinking should be a practice in my
leadership. My instincts are a useful resource the moment that I believe in myself fully
and use it with my courage and determination. My instincts develop as a result of
experiences that I gain which develop in my entire process as a leader (O’Keeffe, 2018).
Feedback Mechanisms
As a leader, the manner in which I give feedback to my followers will have an
immense influence on its implementation. In the process when I provide positive
feedback it will lead to motivation, solution solving, workforce engagement, improved
communication, and employee growth as well as situation advancement in the
corporation (Shin, 2015).
Right timing; I should deliver feedback at the most effective time when the idea
is still new. As a proviso of specific stipulations, it is not advisable for me to provide
input when my instinctive feeling is more dissenting to guarantee a fruitful feedback time
(Shin and Eom, 2014).
Prepare for a feedback session in leadership. As a leader, I will be required to
offer my followers with issues that need attention and thus must be thoroughly planned
(Shin, 2015).
Knowledge on the impact of negative feedback is advisable. Followers are
likely to respond more to negative feedback as compared to positive feedback. To engage

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fully with the followers, it is desirable that I utilize the power of negative feedback (Shin,
2015).
Future Strategy of Reviewing and Revising My Plan
I intend to review my strategies on an annual basis to recognize adjustments in the
internal and exterior surrounding. However, the essence and requirements of the
corporation will matter in the organizing and rate of occurrence of my strategic plan
review procedure. It will ensure that I am at peace with the current leadership updates in
the organization. I will provide that I am principled to make sure that there are regular
reviews when need be. As a leader, I will make use of the administrative members to
know the timing of the reviewing of the strategic plan. It will enable me to determine
where my strategic plan needs to be changed to suit the needs of the organization. The
strategic plan will always be limited to the ideas and objectives that are in alignment with
the organization (Lotz-Sisitka, 2016).
Recommendations
As a leader, I choose to abide by the set rules and regulations. A successful leader
must also be a capable follower. I am required to be responsible to those who are
responsible for law enforcement and stick to the already established approaches. I am
entitled to accept the authority of those above me. In leadership, it is essential that I take
the maximum risks. I am required to be inventive on when to attempt a process and
administer a new policy. It is expected of me to devote myself to the team and
incorporate the vision and objectives of the group (Clinton, 2018).

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I am required to expect conflicts in the team and should find the suitable way to
offer a solution productively. I am compelled to be honest in the process of finding a
solution to a problem. As a leader, I am required to listen to every team member to
benefit my leadership practice and attain the objectives of the organization. It will result
in a boost of the team members' self-esteem, confidence, and inventiveness (Dinh et al.,
2014).
Leadership goes in hand with appreciating each effort made by a member of the
team. All followers need consideration with the uttermost respect. I should employ the
best attitude to be an effective leader. My attitude towards others in the organization will
determine the position of the followers towards the organization and me. My approach
will guarantee the fulfillment of leadership goals and the objectives of the team
(Cummings and Worley, 2014).
Conclusion
Leadership practice depends on the understanding and capabilities that a leader
possesses. As a leader, I can acquire knowledge and perfect my skills effectively.

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