Report: Strategies for Managing Self and Others in Leadership

This report, contributed by a student and available on Desklib, examines the principles of managing oneself and others, focusing on personal development plans, skills enhancement, and performance management. Task 1 explores the creation of a personal development plan, outlining strategies for skill enhancement, resource allocation, and timeline management. It also investigates how skills development and lifelong learning facilitate career advancement. Task 2 involves the creation of a blog post summarizing how effective performance management develops high-performance individuals and evaluates high-performance strategies for goal achievement. The report emphasizes the importance of creativity, technology, and practical experience in skill development, as well as the role of open communication, career planning, and performance checks in fostering employee motivation and retention within an organization. The report also highlights the significance of leadership skills and a positive work environment in promoting individual and team growth.

Managing Self and
Others

Table of Contents
TASK 1............................................................................................................................................4
(A) Personal Development Plan.............................................................................................4
(A1) Strategies for enhancement of Skills..............................................................................5
(A2) Resources required for Skill development.....................................................................6
(A3) Timeline planning required for the enhancement of skills............................................6
(B)How strategies for skills development and lifelong learning may enable career
development...........................................................................................................................6
TASK 2............................................................................................................................................9
(A) Create your own blog to produce a concise summary to answer the following: How may
high performance people be developed by effective performance management?.................9
(B) Evaluation of High performance strategies for effectively achieving the goals............11
REFERENCES..............................................................................................................................15
Books and journals...............................................................................................................15

TASK 1
(A) Personal Development Plan
Personal development plan is a guide that help us to achieve the goals in the career path
of an individual. It helps us to see a reflection of the performance, learning and achievement. It is
an art of self-reflection which is critical but positive (Austin, Saklofske and Smith, 2018). The
root of personal development is the self-confidence of an individual. PDP plan involves the
monitoring of the progress on a regular basis. It helps in overcoming the weaknesses of an
individual by enhancing their strength.
What do I want/
need to learn?
What will I do to
achieve this?
What resources or
support will I
need?
What will be my
Success Criteria?
Target dates for
review and
completion.
Time
Management
I will plan ahead
to achieve my
goals and
objectives. I will
start my work
with most
important tasks. I
will try to
eliminate the
unnecessary task
which will not
impact my
working
 Daily
tasks list.
 Set timer.
 Time
manageme
nt
strategies
like
Pomorodo
technique.
My success
criteria will be
achieving this
target effectively.
My target
completion
expected date
would be 25th
December, 2020.
Communication
Skills
Firstly, I will
make my basics
clear. Then I will
try to
communicate
with my
 Communi
cation
books.
 Online
courses.
 Learning
My success
criteria will be
achieving this
target to analyse
my growth
prospects and
The expected date
to achieve this
target by 5th
January 2021.

colleagues and
friends which will
boost up my
morale. After that
I will listen to the
speaker's and
other experienced
people to observe
their
communication
style.
opportunit
ies.
target my
opportunities.
(A1) Strategies for enhancement of Skills.
Skills enhancement is necessary as this will define the growth prospects of an individual.
Skills are the basic qualities an individual want to inherit in order to grow and prosper in this
competitive world (Buchanan and Settles, 2019). There are some of the strategies used for the
enhancement of skills which are as follows:
 Incorporation of creativity in the work: it is very important to use creativity in the
working environment. Innovative ideas will enhance the thinking power of an individual.
The individual will try to think out of the box and develop effective innovative solutions.
This strategy can be developed through continuous practice and increasing the level of
participation.
 Efficient use of technology: Technology is the key factor that will provide the solution to
every problem of an individual. It will also enhance the knowledge and creates a link
with the people around the world. Technology is available 24*7 which will reduce the
risk of unavailability.
 Learn by doing: this is a traditional method which suggest that learning can be done with
practical implementation. An individual can learn by getting into the situation and
successfully achieve its solution. This will enhance their practical skills and they will be
able to face the challenges of the working environment (Chang, 2016).

 Teach what you learn: this strategy explains that an individual must teach what they have
learned to know where the improvement is required. This will help them in achieving
progress at an early stage of learning.
These are the strategies that an individual can use for the development and enhancement of
skills.
(A2) Resources required for Skill development
Future planning is important for analysing the strengths and weaknesses of an individual.
Plan ahead will give an advantage of not to miss the deadlines. I will do future planning for my
skill development. For that I will firstly clear my vision for the skill development. This will help
in setting the objective or goal that I have to achieve in limited time period. After that I will
analyse my strength and weaknesses. I will take the tasks according to my capabilities which will
strengthen my skills (Edmondson, Brennan and House, 2016). Then I will adapt my personal
development plan which defines the skills I want to achieve and what are the resources that will
require achieving that skills. Then I will make a follow up chart to note down my level of
progress. There are some of the resources that I need for the enhancement of my skills namely;
books, online learning opportunities, and training programs and so on.
(A3) Timeline planning required for the enhancement of skills.
Time management is important as this will ensure the proper planning and
implementation. For the enhancement of skills I will set the target for each skill after analysing
my progress growth. Likewise for communication skills I want a timeline for 30 days and after
that continuous practice will make my communication skills fluent and efficient. The proposed
skills I want to achieve is the problem solving and adaptability skills as these skills will help me
to settle down in complex working environment in near future.
(B)How strategies for skills development and lifelong learning may enable career development.
An individual born with empty skills and mindfulness which start learning things
according to its grasping power and abilities. The basic learning criteria starts with academics
education in schools, collages and universities. This process of learning goes on with
continuation till the lifespan of an individual. Learning never stop in whole life. It include not
only academics qualification but considers ethics, cultural knowledge, behaviour and
environment etiquette a person having in itself. Learning improves the knowledge in every field

which enhance its personal development at practical aspects (Föster and Zeilinger, 2017). An
individual learn throughout its life to be an extra better in its existing field like for academic
grade, job position, earning money. This behaviour encompasses an individual to the path of
development. After attaining proper learning and knowledge in its desired field, an individual
works on weak area which require extraordinary skills to perform better with some creativity and
innovations. Learning enhance development and development enhance potential within inner
self. An individual begin learning, it will not going to stop it for lifelong process and would find
solutions and enable its skills for better performance.
The skills which require in overall development of individual are more of understanding,
creativity, and putting extra efforts towards the task. Every person desires to get settle and make
its best contribution towards its professional career. This enables an individual development with
a working aspect, to get a better job and it require high potential and abilities in such a manner
that will promotes its contribution into an outstanding asset for the company in which a person
desired working for, by attaining a good understanding and knowledge a person would able to
make solutions and plan its career within in an organisation (Hoyt and Murphy, 2016). Through
these skills an individual formulate plans and policies for a business, provide effective solutions
for business crises, manage and implement these solution in an organisations favour. Not
everyone could achieve perfection in every field, rather it should more focuses on high potential
in which they are good at and make them perfect in its specified task. This will eliminate
unnecessary burden and wasteful activities for both individual an its team, because of attaining
high learning and experience an individual make specialist in that work, so that it could
effectively spread its knowledge to other and enhance their development in a positive manner. A
person will not considered as a developed individual until and unless it would not look forward
to positivity in whole situation.
Positivity is the key strategy in an individuals personal or career development with the
fact that while their being positivity makes others automatically positive and a good
environment leads to better growth and development of each team member. Guidance is the main
aspect in order to building skills and moves out one's hidden talent also, convert it into effective
work potential at workplace. Lifelong process of an individuals career development includes
their self desires to achieve and grow at higher level which make them more prominent and
dedicated towards their work. This dedication creates a positive flow of motivation amongst

other team members and make them feel to work as a same potential and dedication towards
career goals. Being motivated at workplace is a significant way towards self development. As the
process require hit and trial method which ensures an individual to check their performance by
giving it a continuous trial until it get succeed. Hence, this would enable a better growth
opportunity for team members by analysing their personal skills and work towards improvement
(Krapf, Zwilling and Raab, 2018).
To achieve the above criteria of self development as a career objective, it evaluates the
the context with an organisation how they make proper use of strategies for development of
employees within organisation. In order with that an individual would maintain good leadership
skills for employee motivation and retention. Leadership skills involves an individuals
capabilities to make the full use of team members by assigning task and motivate them to
perform effectively (Leary, 2019). There are number of business firms in the market which
provide employee their satisfaction by the way of good pay scale, benefits, rewards as well as
internal regards to motivate them by complimenting their performance in a positive way, this
makes employee to work hard and set their image as they gain. This aspects play a crucial role of
employee engagement and retention, so that they would not look forward to new jobs. In this
respect, there are several strategies and skills that a professional individual would utilize to make
employee feel motivated and get retention for long period. These are mentioned below:
Plan career development strategy: This strategy evaluates a professional to set career
development plan for employees, which will enhance their attention towards employees and
would enable to look after them, this would make employees feel valued and their efforts will be
rewarded. This strategy works significantly for job-seekers and attract them towards the business
also, promotes good relations between leaders and employees (Märtsin, Chang and Obst, 2016).
Through this employee positively follow orders and commands or leaders and works with
dedication.
Flow of open communication about career: In organisation, not every employee shares
or talks about their future expectations and career development with their managers or leaders
out of fear or irrelevancy, so that mangers should open the doors for communication. Which will
help get to know about their employees expectation and plan their development in accordance
with that. This strategy make the employee glad and honoured towards organisation and make
them work by engaging in high qualified tasks. This communication with the employees tends

the managers to to plan their strategies by analysing current position and skills of employees and
what more skills do they require to achieve higher positions.
Performance check and implementing plan: Every task or performance must get attention
and in knowledge of managers. By checking performance it could be analyse where to move
further focus on skills and abilities and prove training for make improvement in their
performance (May, 2017). These training programs consist a set of tools and data in such a
manner, employees should use them in their real practical task and indulge their learned skills
into their work. After providing training sessions mangers would set targets and specified time
for a specific work and check it on daily basis which will not create confusion and retention of
any left improvement. A manger could not do all these activities all by alone, for which it has to
set leaders and team leaders amongst the team members who has the potential to manage
effectively. And other members are bound to obey their commands. This will lead to high
motivation of selected leaders by expecting them into higher position.
From the above strategies for self and career development for individual, it has well
analysed its values towards lifelong achievement. By putting efforts into a positive and
qualitative way. These strategies are going to assist an individual throughout its life until
learning would stop. The main key areas towards development are self efforts and dedication
towards learning without it, a person would not able to achieve its desired goal and feels
pressurised. There is serious need to put attention on these aspects (Moore, 2018).
TASK 2
(A) Create your own blog to produce a concise summary to answer the following: How may
high performance people be developed by effective performance management?
Performance management is an important part of an individual life which is helpful in improving
their functions as well as achieving the objectives in an appropriate manner. Using performance
management within organisation as well as in own life of individual is helpful in improving their
performance as well as developing appropriate system with support better management of
individual and achieving the goals and objectives in a timely manner. Use of effective
performance management tools will help the organisation in increasing a high performance
standard as well as developing appropriate system to achieve better results (Owen‐Smith, Coast
and Donovan, 2018).

Use of performance management system is helpful in increasing the employee as well as
rewarding them in an appropriate manner so that organisation that huge benefits. According to
my opinion, I identified from my personal experience that there are various kind of rewards and
recognition system under the performance management which are helpful in boosting the
employees motivation as a retaining them for a longer period of time. This is helpful to the
individual in managing a meaningful reward system which helps in recognising their importance
as well as achieving better results in order to operate the business activities. I also identified that
there are various kind of recognition system which are helpful in achieving the results as a
performing the function in an appropriate manner. Continuous performance management cloud
city employees so that they can go beyond the limits as well as help them to track their progress
against the goals and personal development (Pekerti, 2019). This is an essential system which is
helpful in informing the decision making as well as enabling in additional composition such as
pay rise and bonuses. Identified from the experience as well as providing various kind of news in
journals that 80% of employees working in the environment with a good reward system and
recognitions function get appropriate position within the organisation and work. It is also
identified by be that 69% of the worker will work hard if they know that they will be appreciated
and valued by the organisation in the future management.
Performance management is also helpful in boosting the employees engagement as well as
productivity as it helped them meaning gauging the climate activities and staying longer with the
organisation by involving themselves at the workplace to produce better results. This is also
helpful to the organisations improving the level of employee engagement as well as boosting
productivity as it will maximize the return on investment and will help in performing in an
appropriate manner. Performance management created on-going dialogue and help in
maintaining an appropriate atmosphere where it will support the increasing rate of different
individuals. It is also identified that it will develop a better relationship between different
employees to that they can perform according to the needs and requirement of organisation and
help the organisation in achieving its objectives for performing their functions (Roberts, 2018).
There is also identification of performance management system which helps in creating
employee development strategies. Continuous performance management means that organisation
can easily improve its productivity by developing the employees as well as covering their
development needs. It is also identified that it will creativity because employee will get

satisfaction while performing the job as a disturbed by the flexible personal development
objectives and maintain appropriate system to support the creative environment. It is also
identified that it will help in building the smart goals within the employees where 50% of
employees will work in an appropriate manner and work according to their roles at the
workplace.
Performance management is essential part of every organisation as it helps in boosting the
performance of different employees as well as achieving results in an appropriate. This helps the
organisation in setting appropriate performance standards which are helpful in achieving
objectives as well as performing in an appropriate way so that firm can achieve its business
objectives and become performance effective (Singh, 2017). There are some drawbacks and
failures within the performance management system which are challenged but different. Such as
lack of communication ineffective goals improper management process and various other. Lack
of communication is a major factor which impact under the performance management system
failure where the performance management system succeed when the communication is
authentic and transparent and if it is not followed in an appropriate manner and there will be
inappropriate system within the line of communication then it can lead to failure of performance
management system. This system setting ineffective goals is a major impact ful system which
also direct to leading the performance management system threat. This is because goal setting
need to picture clear which will help in improving the function where the goals must be easy and
will help in satisfying the needs of employees as well as reducing the challenges at the
workplace. Performance management is an appropriate system which helps in increasing the
stretch as well as developing appropriate system so that organisation can improve its functioning
as well as reduced d motivation in different employees. This is also helpful in improving the
function as well as achieving effective so that form can walk in and collaborative Venice by
establishing an appropriate system between manager and employees. Vishal also support battery
management system which will help in regulating the progress and achieving the objective in an
appropriate way (Uski and Lampinen, 2016).
(B) Evaluation of High performance strategies for effectively achieving the goals.
It is important to maintain high performance in the work. This high performance will
ensure the proper growth and development of an individual. High performance is necessary to
maintain which will ensure the proper working towards the achievement of goals and objectives.

A individual should work on reducing the level of distraction which will act as a strategy for
high performance management (Vedder-Weiss, Segal and Lefstein, 2016). Discipline is key to
success and this will ensure the timely delivery of work of an individual in the working
environment. Plan and plan more precisely which will help in predicting the future targets
timeline. This will help in setting short targets to achieve which will be a path for bigger
objectives. An individual must set the route for the goals which will allocate the goals of the
organisation efficiently. Effective management of time will ensure that the individual meets their
deadlines on time. Most important tasks must be completed first as they are top priority which
will ensure high performance. An individual can also adopt a strategy of management by
objective to achieve the high performance level. After clearly defining the goals, it will be easy
to delegate the work across the teams according to their skills and experiences. This method is
the feasible method which will reduce the operational cost of the company.
The SMART objective is very important to be set effectively. The objective must be
specific, measurable, achievable, time-sensitive a realistic. The results are also important to be
reviewed to ensure that the improvements are done correctly. High performance can also be
achieved by 360 degree appraisal method which involves the performance feedback of an
individual from the managerial vies, peers views, subordinate and self-views about the working
of an individual. High performance must be rated to motivate the individual to break their target
and achieve more growth prospects in near future. For analysing the high performance of an
individual, the behaviour plays an important role. The qualitative and quantitative qualities will
ensure the high performance of an individual. The psychology of an individual also plays a
predictable role for high performance. It will depict the potential and capabilities of an
individual.
Culture also affects the performance of an individual as it reflects in their working style.
An individual must have the adaptability skills which will help them in working in a dynamic
environment. Leaders also act as a guiding tool for an individual in their working. Without the
proper guidance an individual can’t achieve the goals. Leaders provide the coaching to individual
for which will help in the target achievement and development of innovative skills. High
performance maintenance is important as this will boost up the morale of the individual. They
will be able to understand their own calibre and capabilities and work harder towards the goal
achievement (Yen, 2017). Change management is also important as this will lead an individual

towards more growing and successful path. Team is the backup of an individual that if the targets
are not achieved on time then the team will support in their working. Team is an efficient tool
that supports the individual and also motivates them for working in complex situations. Team
also helps in the enhancement of knowledge of an individual which will help in enhancing the
graph of high performance. Decision making strategy also divides the task and ensures fats
delivery of work. An individual must use his strategy towards the effective working. Positive
behaviour of an individual also enhances the level of high performance. Negative thoughts will
hinder their path to successful thoughts delivery. An individual should communicate in the team
as this will reduce their stress level and motivate them for work. Boring schedule reduces the
performance standards of an individual and he tries to avoid the work which decreases the level
of their performance. It is essential to maintain the working standards as this will reinforce their
positivity towards the work.
The company or the leader must trust the individual and their working habits for effective
management of work. The leader must provide training to they individual which so that they will
work with full potential. Rewards recognition is also a important strategy for recognition of high
performance of an individual. This will helps an individual in maintaining a balance between
positivity and negativity in the working environment. An individual must focus on ways to drive
the beat feasible result to ensure high performance. A individual must keep a track of their
performance improvement level which will avoid backlog in their working. Team management is
important as this will encourage sharing of work. This will also decrease their deficiencies in
their working to encourage the high performance standards. Collaboration of work is important
as this will help in engaging different types of work. Engaging workforce in complex tasks will
help in career growth development of an individual.
Development planning will ensure that the individual are working towards their career
path in an effective direction. It is also important to maintain a balance in the working and
learning which will ensure continuous progress. Human resource is an essential tool for
maintaining the high performance for an individual. This will help in the reduction of operational
costs and ultimately increases the profit margin. Objectives must be set according to the
performance of an individual on the basis of their strengths and calibre. Performances are judged
on the basis of their results which will decide the direction of their career path. Involvement in
the work with focused efforts is important to maintain their high performance standards.

REFERENCES
Books and journals
Austin, E.J., Saklofske, D.H. and Smith, M.M., 2018. Development and validation of two short
forms of the Managing the Emotions of Others (MEOS) Scale. Frontiers in
psychology, 9, p.974.
Buchanan, N.T. and Settles, I.H., 2019. Managing (in) visibility and hypervisibility in the
workplace.
Chang, H., 2016. Autoethnography as method (Vol. 1). Routledge.
Edmondson, A.J., Brennan, C.A. and House, A.O., 2016. Non-suicidal reasons for self-harm: A
systematic review of self-reported accounts. Journal of Affective Disorders, 191,
pp.109-117.
Föster, K. and Zeilinger, U., 2017. Profiling TV brands: Managing TV brand personality along
self concepts. Consuption and Branding Value Networks in New Media Markets, p.53.
Hoyt, C.L. and Murphy, S.E., 2016. Managing to clear the air: Stereotype threat, women, and
leadership. The Leadership Quarterly, 27(3), pp.387-399.
Krapf, B., Zwilling, B. and Raab, D., 2018. Managing in 2018-You and Your Board of
Directors. farmdoc daily, 8.
Leary, M.R., 2019. Self-presentation: Impression management and interpersonal behavior.
Routledge.
Märtsin, M., Chang, I. and Obst, P., 2016. Using culture to manage the transition into university:
Conceptualising the dynamics of withdrawal and engagement. Culture &
Psychology, 22(2), pp.276-295.
May, S., 2017. The ethical and legal dilemmas paramedics face when managing a mental health
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Moore, J., 2018. How Will the ‘Self-Managing School’Manage?. In Rethinking Special Needs in
Mainstream Schools (pp. 121-130). Routledge.
Owen‐Smith, A., Coast, J. and Donovan, J.L., 2018. Self‐responsibility, rationing and treatment
decision making–managing moral narratives alongside fiscal reality in the obesity
surgery clinic. Health Expectations, 21(3), pp.606-614.
Pekerti, A.A., 2019. Managing Multiculturalism Within Individuals. In n-Culturalism in
Managing Work and Life (pp. 63-92). Springer, Cham.
Roberts, J., 2018. Managing only with transparency: The strategic functions of
ignorance. Critical Perspectives on Accounting, 55, pp.53-60.
Singh, P.K., 2017. Spirituality in Management Education for Building Integrated Self: Insights
from Sanskrit Scriptures. In Managing VUCA Through Integrative Self-
Management (pp. 209-228). Springer, Cham.
Uski, S. and Lampinen, A., 2016. Social norms and self-presentation on social network sites:
Profile work in action. New media & society, 18(3), pp.447-464.
Vedder-Weiss, D., Segal, A. and Lefstein, A., 2016. Managing Threats to Teacher Face in
Discussions of Video-Recorded Lessons. Singapore: International Society of the
Learning Sciences.
Yen, T.F., 2017. Managing self congruity to influence behavioral intention in organic food
contexts in Fujian province, China. In MATEC Web of Conferences (Vol. 123, p.
00032). EDP Sciences.