Personal Development Report: Leadership Skill Assessment and Plan

This report, prepared by a student, focuses on assessing personal leadership skills and creating a development plan. It begins with an executive summary and introduction, outlining the student's background and the purpose of the report. The core of the report involves a self-assessment using the Gallop test to identify personality strengths related to leadership, such as communication, organization, discipline, competitiveness, and responsibility. The report then analyzes areas needing improvement, including commitment, delegation, creativity, and decision-making. The Johari window model is employed to illustrate personality development, highlighting strengths, blind spots, hidden traits, and unknown aspects. The report concludes with a future plan based on the model, detailing steps for personal growth and development in terms of leadership traits and skills, offering a comprehensive strategy for enhancing leadership capabilities.

Running head: PERSONAL DEVELOPMENT
Personal Development
Name of the Student:
Name of the University:
Author Note:

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EXECUTIVE SUMMARY
The primary aim of this paper is to assess the leadership skills I have inherited in self. In this
connection, the report concentrates on analysing the assessments I had to undergo and the
critical activities of the same. Moreover, this report is focused on undermining the personality
strengths I already possess in myself concerning the leadership traits. Further, the report
determines the gap between the characteristics I indulge and the traits I should satisfy for
being a more effective leader. After analysing the difference, the report examines the need for
personality development with the help of the Johari window model and also determines the
importance of the same. Finally, the report ends with undermining the future plan for myself
in terms with the efficiency of the model and the requirement of developing oneself
personally in terms of leadership traits and skills.

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Table of Contents
Introduction................................................................................................................................3
Personality Strengths..................................................................................................................3
Traits needed to be developed....................................................................................................5
Model of Personal Development................................................................................................7
Future plan based on model.....................................................................................................10
Conclusion................................................................................................................................15
References................................................................................................................................17

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Introduction
I am a pursuing master degree in professional accounting and skill. I have undertaken
a Gallop test in my previous assessment in order to understand and examine myself and the
characteristics that would help me work in a valid organisation or even entrepreneurship of
my own. The evaluation also included the feedback I had received from a friend of mine with
respect to the changes I need to make it myself and improve the skills and talents of a leader I
possess. However, I came to an analysis that the skills I possess are significantly related to
the consistency of the nature and alignment of strengths that is essential in the prospects of
personality development. The evaluation of the assessment proved beneficial to the
improvement and development of my personality traits. In the next part of my evaluation, I
reflected on my leadership journey and how the same help in the self-awareness and self-
confidence that attracts the aspects of leading others in the organisation. Further, the future
plan is developed in order to achieve the desired result of leadership qualities and
development.
Personality Strengths
As stated by Olson (2018), leadership is a vital and critical component that describes
the personality of a person and the factor that would develop the character of the individual to
grow. In this connection, I took forward the Gallop test to understand and evaluate the
leadership skills I inherit in myself. The test fostered me to undermine the strengths I have
and to gain a proper understanding of the fields and aspects where I can perform well. Post to
the Gallop test I realised that the five different traits of a leader that I possess are the
Communication skills, competent arranger, disciplined, competitive as well as responsible.
Thus, I came up with a clear picture of my overall performance concerning leadership traits
while working in a productive organisation. The same also leveraged me with an idea in the

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areas where I can improve myself. The brief of the leadership skills I possess is specified
below.
Communicator
As stated by Fine et al., (2017), a leader needs to possess practical communication
skills to ensure a better and smooth working environment. In order to perform any task in the
organisation communication between every individual is necessary. In this context, a leader is
responsible for managing the communication process within the working organisation.
Organiser
As described by Blanchard (2018), a leader should be capable enough to arrange and
organise the complete plans and processes that help an organisation to achieve its desired
results. Being able to manage the organisation and it works, the same is sure to achieve the
desired results.
Disciplined
According to the viewpoint of Northouse (2017), a leader should necessarily possess
the trait of being disciplined. The individual should be able enough to fulfill his allocated
tasks inadequate time and in a disciplinary way. Also as stated that the followers learn what
they see, thus, the other employees will learn what they see their leaders do.
Competitive
As opined by Rahim (2017), competition is an inevitable part of any productive
organisation. In this connection, a leader should be self-sufficient to manage the competition
that prevails in the organisation because of the changes in the market structure as well as the
rivalries existing in the business environment.

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Responsible
In this context, as explained by Krause & Bell (2016), being responsible is a practical
aspect of a leader. This is because the leader is accountable to not only fulfill their own
responsibilities but also ensure that the other workers are also fulfilling their tasks effectively
and efficiently.
Hence, based on the above shreds of illustration, I realised that possessing these
qualities would leverage me with a positive approach towards managing communication in
any organisation I would work in.
Traits needed to be developed
After the analysis and the examination of the test and the feedback received on the
leadership skills I possess, I came to understand that I possess useful qualities that a leader is
supposed to inherit in order to achieve the desired result in an organisation. However, as
stated by Sanford (2017), there always lies an opportunity for an individual to improve and
develop oneself in a more effective way. There is no end to improving and modifying
oneself. Thus, the gap that lies in the traits I inherited as a leader and also needs improvement
are specified as below.
Commitment and Passion
As stated by Eilam-Shamir, Kark & Popper, (2017), the followers in a team look up to
their leaders and follow their footsteps and get motivated by the passionate working of their
leaders. Thus, the leaders should be efficient enough to grab the attention of the followers
through their work. In this connection, with the help of the feedback received by my partner
friend I came to realise that I sometimes fail to perform my tasks on time and the same would
impact the result achieved by my team. Thus, the same needs improvement to achieve
efficiency in the timely work and commitment to the team.

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Delegation of Authorities
As implied by Friedrich, Griffith & Mumford, (2016), a leader should be efficient
enough to empower and delegate tasks to their peer followers. If the subordinates are
micromanaged, then a lack of trust is developed between the leader and the team. In this
connection, delegating the tasks to the subordinates provide them with all the necessary
resources and examine how they work for the same is essential for the leader. I reviewed to
lack the quality of delegating the work to other individuals because to understand the nature
of work of different individuals turns out to be difficult for me and this gap needs to be
eliminated to work as a leader profoundly.
Creativity and Innovation
As stated by Thayer, Petruzzelli & McClurg, (2018), the vision towards the aspects of
innovation and creativity is what separates the leaders from its subordinates. Thus, a leader
necessarily needs to indulge the thinking capacity that includes innovation and creativeness
and would help achieve efficiency in today’s business world. On the examination of my
leadership skills, I came to a reflection about myself that I lack the thought process of
changing as per the needed creativity and innovation. Thus, I need to meet the gap of starting
to think in a much creative and innovative way.
Decision making capabilities
According to the viewpoint of Dhir (2019), apart from just being responsible about
the working procedures a leader also needs to have the agility to make decisions that are
required in the strategic plans and processes of the business organisation. Decisions that are
taken by the leaders are the ones which create a profound impact on the team because the
decisions made beforehand can be needed to be changed anytime when the risk of
uncertainties occur in a business. In this connection, I examined that I lack the agility to take

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and change decisions as per the emergency requirement; I need time to plan and process
thoughts and decisions. Thus, I need to be competent enough to take decisions on a prior
notice of risks.
Hence, I indeed realised that in terms of becoming a good leader, the above
mentioned traits are also necessary along with the qualities I inherit in myself.
Model of Personal Development
As stated by Argyris, (2017), to develop one’s personality an individual needs to
understand all the pros and cons that lies in the behavioural attributes of the individual who
desires to be a leader. In this connection, the aspect of personality development is explained
with the help of the limitation of the study of the Johari window model of personality
development
Johari Window Model
As implied by Marsick, & Watkins, (2015), the Johari window model is a technique
that helps an individual to effectively understand to segregate their nature as well as
understand the same in the context of other individuals. The concerned model is divided into
four quadrants that helps in the analyses of aspects and subjects to personality development.

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Figure 1: Johari Model of Personality Development
(Source: By Author)
As illustrated in the above diagram, the four quadrants of the concerned model are
specified as below.
Open or Arena
The traits in the open quadrant of the model are considered to be those who are
subjected to the perseverance with the peers concerned with personality development. In this
connection, the leadership traits I perceived were recorded as communicative, responsible,
organiser, disciplined and competitive.
KNOWN TO SELF NOT KNOWN TO SELF
KNOWN TO
OTHERS
NOT KNOWN TO OTHERS
OPEN BLIND SPOT
HIDDEN UNKNOWN

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Blind Spot
The traits in the blind spot quadrant are the ones which are inherited by the other
successful leaders but not the peer who is subjected to the personality development approach.
In this connection, the skills of passion, creativity and innovation, decision making
capabilities and delegation of authorities are the leadership traits that I miss to be a useful
future leader.
Hidden
The traits in the hidden quadrant of Johari model specifies the ones the peer subjected
to personality development is not known to or are not actually needed in the leadership
quality of an individual. In this connection, the qualities which I was not known to me as the
essentiality in leadership are the traits of Tact, Judgement and Bearing.
Unknown
The traits in the unknown quadrant are the ones who remain unknown to the recognition of
the followers in the team considering the behaviour of their leader. This is because the leader
either misses the traits in themselves or are underperforming in regards to those traits. In this
connection, I feel that the characteristics of unselfishness, courage and endurance remain to
be unknown to the followers.
Advantages of the model
The reasons behind choosing the particular aspect of Johari Model of personality
development are the advantages the same provides in the illustration of the traits that are
essential in the subject to the leadership trait of personality development.
 The model helps in a better understanding of oneself, and the traits concerning the
leadership quality one should inherit.

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 It helps in the development of the personality of the individual by making one realise
the gap in the traits they indulge and therefore improve self-growth to become an
effective and efficient leader.
 It fosters the individual to improve their communication skills and adopt a smooth
way of communicating with the team and delegating the authorities to the same.
 It helps in the development of the inter-personal business relationship and a healthy
working environment within the leaders and the team.
 It fosters effective inert-group working relations between the team members.
 It helps in building trust within the complete team and its leader.
 It fosters a clear understanding of the essential and required leadership traits and
eliminates the ones which are not of much importance.
 Nevertheless, it helps in the improvement of teamwork and capabilities.
 Moreover, the aspects of the concerned model are easy to grasp.
 The outcomes gained by the model are flexible in nature.
 The methodology of the Johari model catalyses the open sharing information prospect
within the team.
 The Johari model of personality development creates an ideology of shared reference
point of information.
Future plan based on the model
Based on the examination of the above model and its methodologies, the future plan
set by me concerning the model is developed in terms with Personal Development Program.
The same is specified with the help of the table given below.

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Personal Development Program
Objectives Actions Time Budget
To be innovative
regarding
leadership traits
 Increasing investment
in the generation of
idea leadership
delivery.
 Reading journals of
business and personal
management
concerning the
leadership traits of
renowned
entrepreneurs.
 Developing a broader
understanding of the
requirements of
leadership within one
month.
 Ensuring the
executive level of
nature and prospects
towards learning of
leadership and
personality
development.
 Fostering a
favourable condition
of developing a
positive company
with the help of
effective leadership
techniques.
 Using external
sources of leadership
and development
ideas efficiently.
 Understanding the
nature of leadership
and personality
development traits of
other entrepreneurs.
 Identifying and
procuring additional
resources for
personality
development.
 Initiating learning to
 Within
one to
two
months.
300 AUD as
fees to the
course
providers of
study
materials.