Mindmap & Synopsis: Self-Reflective Essay on Leadership Practice

This self-reflective essay, accompanied by a mind map, delves into the multifaceted aspects of leadership practice and sustainability within a business context. It explores various theories and models, including Maslow's hierarchy of needs and Herzberg's motivational theory, to provide a deeper...Read More

Running Head: MINDMAP & SYNOPSIS
MINDMAP & SYNOPSIS
Name of the Student:
Name of University:
Author Note:

1MINDMAP & SYNOPSIS
This self-reflective essay on leadership practice and sustainability is associated with my
understanding related to the self-development in business scenario. It is important to note that the
self-reflective essay is based on the mind map on the same time where different theories and
models are going to be discussed in order to facilitate a deep insights into the relation between
the theories and self-development practice. In addition to this, it can be stated that some
empirical evidences are also used in this research report so that it can provide enough
justification for identifying those theories and blended with my personal development practice.
Therefore, it can be stated that the essay clearly discusses all those factors and at the same time
linking it with my personal experience effectively.
Motivation is considered to be one of the major aspects that the business leaders are
focuses in order to build up strong self-development practice and influences the employees
positively for continuing the business practice in the international market as well. The
motivational theory of Maslow is the most relevant and popular theory where people put focus
on the self-development (Beauchamp 2016). For a leader, esteem needs, self-actualisation and
social needs are the most important aspects that I can opt for. Oga-Baldwin et al. (2017) pointed
out that Herzberg’s Motivational and Hygiene Factors theory is also relevant where the
motivation of the leaders is not only depends on self-development but it is also crucial for the
organisation to put enough efforts on company policy and administration to motivate each of the
employees.
The leadership theory is also a crucial part for self-development where the role of the
leaders is attached with the organisational practice and is related to motivating and influencing
the employees as well. Therefore, two potential theories are effective enough for the
development of the leaders such as transactional theory and transformational theory. According

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to Kark, Van Dijk and Vashdi (2018) the transactional theory is associated with the practice of
creating a leadership trait that is able to change the existing structure and practice of the
organisation. On the contrary, Ma and Jiang (2018) opined that the transformational leadership
trait is relevant in the new changing situation and alter the entire practice and system prevalent in
the organisation. Both those theories are effective in organisational context and facilitate a
suitable environment for the workplace. In the context of my self-leadership ability I will opt for
the transformational leadership theory because it will justify my leadership characteristics and
help me to create a good relation with my subordinates and colleagues. The transformational
leadership style also emphasises on the role of the organisation to put great deal of emphasis over
the vision and leading by the example practice which can establish a strong motivation for the
employees and procure better workforce motivation.
It is important to note that self-management skill is also identified as a potentially
important aspect for self-development initiative. There are several articles and journals that are
corroborated the fact that for self-management, the individual must require a proper blueprint
that can help to guide towards developing better organisation practice. From the discussion of
Jackson and Wilton (2017) it can be seen that implementing a two-minute rule, prioritising tasks
and resolving mistakes are considered to be the most important determinants of personal
development. On the other hand, Lent et al. (2017) mentioned some thematic analysis on the
self-management skills like stress management, time management, problem solving skills and so
on. I presume the second approach is highly effective for my development practice where I can
focus on the development needs on the basis of self-management practice. I can say the thematic
analysis and development initiative will help me to generate a better self-management practice
where I can not only develop my abilities and skills but also able to find out the potential threats

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and gaps that can be eradicated in time. Therefore, I can say self-management practice is the
most helpful method for me to generate better skills and abilities.
As far as authenticity in organisation is concerned, I can say that the authenticity in
personal effectiveness is highly motivating to generate better organisational practice. The
purpose of authenticity in personal effectiveness can bring more power to the confidence and
understanding of the situation and take proper steps or measures that can help the organisation to
generate a more sustainable approach (Lee 2018). For an individual, self-confidence can generate
self-motivation and boosting the confidence of the person intensely so that he or she can take
adequate measure to deliver better workplace practice. The purpose of the authenticity in
personal effectiveness plays a major role in constructing better personality and effective
leadership style for an individual in terms of developing the insights and understanding of the
situation and prioritising it as per the organisational development (Cha et al. 2019). Therefore,
for long term benefits it is highly effective for me to choose the right approach of authenticity in
self-effectiveness and I am expecting to gain a long term advantage through the process of
authenticity in self-effectiveness.
In addition to this, well-being of personal development and employees at the same time
can generate a positive impact for me. I should take extra care in personal development by
setting aims and objectives in course of the self-development initiative. According to the
research of Goedendorp et al. (2017) the concept of well-being is associated with a positive
social interaction, development of healthy mind and body and identifying the inner strengths and
weaknesses. All those aspects can assist a person to develop skills and reflect critically on the
role of the self-development practice. On the other hand, Abdin et al. (2018) pointed out that
well-being is related to tolerance and racial equality, mental health and values of a person. It is

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more focusing on a moral consideration that can help the organisation to put great deal of
emphasis over personality and efficacy of the organisation. The most important aspect of well-
being is resembled with ethical consideration that can shape the personality of an individual
effectively. Therefore, both the models and perception are important for my person development
so that an effective organisational practice can be made.
In the complex business practice it is pertinent for the leaders to install a collective
wisdom that can foster not only the interests of the person but also other attributes that can help
to meet the interests of the subordinates and followers as well. It is also considered to be a best
approach where the employees can be motivated and the leader can instil followers to achieve
success individually and collectively (Aguiñaga et al. 2018). For a better team work, it is also
essential for the managers to have deep insights into the practice so that it can generate more
efficacy to the organisational practice. In my opinion, it is highly crucial for a person to manage
and execute resilience and sustainability in personal effectiveness so that a better personality
can be developed that is depended on the efficacies of personal abilities and skills.
Based on this understanding, it can be stated that the mind map helps an individual to
shape and execute the practice where it is entirely emphasised on the skill development and
makes the person suitable for the organisational expectation. In case of my personality
development, I can say the impact and efficacy of my personal effectiveness entirely depends on
those prescribed theories and my understanding of the situation. Moreover, my ability to
prioritize works and preferences will also boost my self-effectiveness and sustainability to a
great extent. Therefore, it can be concluded that the mind map clearly highlights my abilities and
relevant theories that can help to execute a development plan in near future.

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Reference
Abdin, S., Welch, R.K., Byron-Daniel, J. and Meyrick, J., 2018. The effectiveness of physical
activity interventions in improving well-being across office-based workplace settings: a
systematic review. Public Health, 160, pp.70-76.
Aguiñaga, E., Henriques, I., Scheel, C. and Scheel, A., 2018. Building resilience: A self-
sustainable community approach to the triple bottom line. Journal of Cleaner Production, 173,
pp.186-196.
Beauchamp, M.R., 2016. Disentangling motivation from self-efficacy: Implications for
measurement, theory-development, and intervention. Health Psychology Review, 10(2), pp.129-
132.
Cha, S.E., Hewlin, P.F., Roberts, L.M., Buckman, B.R., Leroy, H., Steckler, E.L., Ostermeier, K.
and Cooper, D., 2019. Being your true self at work: Integrating the fragmented research on
authenticity in organizations. Academy of Management Annals, 13(2), pp.633-671.
Goedendorp, M.M., Kuiper, D., Reijneveld, S.A., Sanderman, R. and Steverink, N., 2017.
Sustaining program effectiveness after implementation: The case of the self-management of
well-being group intervention for older adults. Patient education and counseling, 100(6),
pp.1177-1184.
Jackson, D. and Wilton, N., 2017. Perceived employability among undergraduates and the
importance of career self-management, work experience and individual characteristics. Higher
Education Research & Development, 36(4), pp.747-762.

6MINDMAP & SYNOPSIS
Kark, R., Van Dijk, D. and Vashdi, D.R., 2018. Motivated or demotivated to be creative: The
role of self‐regulatory focus in transformational and transactional leadership processes. Applied
Psychology, 67(1), pp.186-224.
Lee, C.S., 2018. Authentic leadership and organizational effectiveness: The roles of hope, grit,
and growth mindset. International Journal of Pure and Applied Mathematics, 118(19), pp.383-
401.
Lent, R.W., Ireland, G.W., Penn, L.T., Morris, T.R. and Sappington, R., 2017. Sources of self-
efficacy and outcome expectations for career exploration and decision-making: A test of the
social cognitive model of career self-management. Journal of Vocational Behavior, 99, pp.107-
117.
Ma, X. and Jiang, W., 2018. Transformational leadership, transactional leadership, and employee
creativity in entrepreneurial firms. The Journal of Applied Behavioral Science, 54(3), pp.302-
324.
Oga-Baldwin, W.Q., Nakata, Y., Parker, P. and Ryan, R.M., 2017. Motivating young language
learners: A longitudinal model of self-determined motivation in elementary school foreign
language classes. Contemporary Educational Psychology, 49, pp.140-150.

7MINDMAP & SYNOPSIS
Motivation Leadership
Self-management Authenticity
Well-being Resilience and sustainability
Maslow’s
hierarchy
Herzberg’s
theory
Self-
actualization
Social
needs
Company policy
and administration Transformational
theory
Transactional
theory
Stress management
Time management
Problem solving skills
Self-
confidence
Self-
motivation
Social
interaction
Healthy
mind and
body
Identifying strengths and
weaknesses
Collective
wisdom
Appendix
Image 1: Personal effectiveness
(Created by the author)