A Personal Leadership Development Plan for Workplace Enhancement

This report presents a personal leadership development plan aimed at enhancing leadership skills to meet the demands of a constantly evolving workplace. It identifies personal weaknesses and areas for improvement, detailing goals and strategies aligned with current business trends and leadership theories, including charismatic and transformational leadership. The plan spans five years and includes an action plan to transform weaknesses into strengths, focusing on enhancing communication, team building, and assessment skills. Leadership development opportunities are explored, and an evaluation process is outlined to measure the effectiveness of the plan and ensure continuous improvement. Desklib offers similar resources for students seeking academic support.

Running head: LEADERSHIP
LEADERSHIP
Name of the student:
Name of University:
Author Note:

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Abstract
This report has discussed the personal development plan of a leader who wants to enhance
the leadership skill in order to match the constantly changing workplace. In this report, the
background of leadership, personal weaknesses and the improvement areas have been
identified. In this personal development plan, the current situation and future has been
analysed by detailing the goals that a current business leader must do to improve is quality. It
also includes the theoretical views of leadership which are perfectly in match with the
demands of the current business organisations. In this report, the effect of the current trend of
the organisation has been discussed as these are changing with time and technological
advancement. Through the analysis of time period this report has discussed the leadership
development opportunities. There is a detailed action plan which the leaders need to follow to
transform their own weaknesses into their strength. The report concludes with evolution of
improvement which is vital to measure effectiveness of the plan.

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Table of Contents
Introduction:...............................................................................................................................3
Future development plan............................................................................................................3
Future goals............................................................................................................................3
Leadership theories:...............................................................................................................4
Current leadership trends.......................................................................................................4
Plan period.............................................................................................................................5
Leadership development opportunities..................................................................................5
Action plan.............................................................................................................................5
Evaluation process.................................................................................................................8
References:...............................................................................................................................10

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Introduction:
In order to become an effective leader, there are some elements which are
unavoidable but must be present in one’s inner self. Similarly, I have various weaknesses
which may cater barrier in my personal development to become a leader. My strength can
help me to transcend some of the barriers in the way of being a successful leader. For being a
successful leader one needs to be motivational and positive internally otherwise they cannot
effectively get involved with the organisation or the employees (Dinh et al. 2014). Beside
these inner qualities there are some external issues which one can effectively build up within
them through proper planning and training. In me also I have found some weaknesses which I
feel need to eradicate. This includes the inefficiency of communication, inability to assess the
people and situations around myself. Moreover, I have issues like inefficiency to build teams
through collaborative measure. This is why I can find some improvement areas that can
challenge by efficiency.
There are some social innovation issues in my organisation which has compelled me
to develop an action plan. As I want to be a social entrepreneur to guide and help the disable
people to reduce their sufferings, I feel I need to be more competent in my job. The products
and services that I want to provide through my organisation will then be more innovative and
acceptable. Hence I need to identify the issues in me and transform the weaknesses in my
strength.
Future development plan
Future goals: In order to become an effective leader, I first need to set some personal as well
as professional goals which will effectively help me to reach the desired position in my life,
first I need a life mission statement to expand my mind so that I do not face any problem

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regarding the critical thinking process of the organisation. In order to maintain the balance in
the teams I need to develop the collaborative way of working (Ehrhart 2015). Thirdly I need
to develop an effective communication and behavioural style. Finally, I need to develop a
managing skill to face any future challenging and varied experience.
Leadership theories: Numerous studies have been conducted on how the leaders operate
effectively (Kennedy and Chen 2015). These theories identify the factors that influence the
efficiency of the leaders. Among these Behavioural theories, Trait theory, Contingency
theories, Charismatic leadership theories, Transformational leadership and Transactional
leadership theories are important (Favaro 2013). However, to help me in the personal
development, charismatic leadership theory and transformational theory will be the most
supportive. The charismatic leaders motivate their employees through their charismatic
personalities (Landis et al. 2014). Transformational leaders can inspire their followers with
vision and personality to change expectations, motivation and perceptions to work to achieve
the common goals. These leadership theories are the guiding features of my development in
future. These theories are being effectively used by the companies to match the expectations
of the employees as well as the stakeholders. The current trends of the organisation have been
changed due to the globalisation and the resulted technological advancements. This is the
reason why the companies are focussing on hiring such a leader who will be able to run the
business effectively.
Current leadership trends: due to globalisation, the hierarchical leadership which traditionally
maintained the power distance among the employees with leaders has been abolished
(Latham 2014). This is the reason why the companies are desiring to have more versatile
leaders who are the supporters of diversity and having motivational character. Therefore, the
leaders are now a days are more than leaders but the manger also. The functioning of the

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leaders has become more relationship oriented than task oriented. Due to the high
enhancement of competitors in the market, the companies are trying to build an empowered
as well as motivated workforce which will be able to give a competitive advantage to the
company and this will be possible if the leaders of the company becomes competent enough.
Plan period: I have decided to complete all the measures according to the plan within the
period of 5 years so that I can guide my organisation effectively. In this process there will be
numerous steps which will be time consuming but I aim to limit all these initiatives within 5
years.
Leadership development opportunities: in my case, leadership development opportunities
include all the essentials that the leader need to possess in developing himself acting
effectively (Trujillo 2014). Through my initiatives I will be able to understand the places of
improvements by identifying the weaknesses in me. Secondly I shall be able to know the
scopes through which I can enhance the productivity in my firm and keep my employees
motivated (Coetsee and Flood 2017). The improved communication skills will help me to
increase collaborative measures in the organisation. There will be some people as well as
institutions who will effectively help the me to develop may skills. As I shall be enlisting in
the development courses for developing leadership skills, it shall be guided by mentors,
teachers and other people. Moreover, my corporation will help me to consider the time during
when my development will be under process. Thus will the help from all associates I shall be
successful in achieving my goal.
Action plan
Leadership
goal
Strategies to create changes Timeline Resources
needed
Newly
developed

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skills
Enhancing oral
communication
 Listening
carefully to others
 Judging
designation of the
involved
communicator
 accepting the
expectation
 being quite brief,
to the point
 providing
messages within
limited words
(Buble 2012)
 thinking and
arranging before
speaking
 participation in
the group
discussion and
debate
 maintaining
positive attitude
Within a
year
Workshops,
examinations,
external
learning
processes,
readings, job
trainings and
guidance
from the
mentors
Learning to
express
myself much
better before
large
audience

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Building skills
for leadership
and team
building
 Finding effective
mentor
 Joining courses to
understand the
real life example
 Practical practice
Six
months
job trainings
and guidance
from the
mentors
Learning all
the methods
to lead,
employer and
delegate my
employees
Fostering
employee
 Start delegating
more
responsibilities
 Encouraging
employees
 Helping them with
personal resource
 Participating in the
collaborative works
 Assisting my team to
achieve the goal
 Taking positive role
to meet future goals
2 years Conference
rooms,
workplace
internal
learning
process and
mentor.
Learning to
incorporate
others
instead of
doing all to
myself
Working with
connecting and
networking
through
growing
 Enrolling to personal
assessment courses
 Joining and reviewing
the assessment
processes from online
2 and
half year
Workshops,
external
learning
class,
readings
Connecting
with more
people
working in
my field and

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assessment sources
 Proper understanding
of the requirements
 Guidance from
mentors
 Consulting with the
colleagues to improve
assessment process.
business
journals,
guidance of
the mentors
developing
better
networking
techniques in
team.
Evaluation process: in measuring the improvement in me, I want to follow some of the very
important evaluation process.
Firstly, I need to check the behavioural changes in me which will be done through judging
the identification of priorities (Wambugu 2014). I shall be checking whether I can align
things according to their priority or importance in my life.
Secondly, after the development process will be commenced, I shall be able to get clear on
specific behaviours which I aimed to change.
Thirdly, I will be able to demonstrate value in terms that resonate with my audience
Fourthly, I shall be able to inform decisions which can affect the future program investment
Fifthly, I will build confidence in the ability of my team to contribute the organization needs
Sixthly I shall be able to help the participants to identify their scopes of improve
Seventhly I shall the support supervisors to improve their team performance

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Eighthly, I shall be providing executives the needs to see the real impacts of the projects
Finally, I shall close the gaps which can prohibit the transfers of learning.

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References:
Buble, M., 2012. Interdependence of organizational culture and leadership styles in large
firms. Management: Journal of Contemporary Management Issues, 17(2), 85-97.
Coetsee, J. and Flood, P.C., 2017. 8 Leadership models: the future research agenda for
HRM. A Research Agenda for Human Resource Management, p.130.
Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. and Hu, J., 2014.
Leadership theory and research in the new millennium: Current theoretical trends and
changing perspectives. The Leadership Quarterly, 25(1), pp.36-62.
Ehrhart, M.G., 2015. Self-concept, implicit leadership theories, and follower preferences for
leadership. Zeitschrift für Psychologie.
Favaro, K., 2013. How leaders mistake execution for strategy (and why that damages
both). Strategy+ Business.
Kennedy, G. and Chen, H., 2015. Practical Tips for Developing Leadership Skills Early in a
Career. In Leadership in Surgery (pp. 91-98). Springer International Publishing.
Landis, E.A., Hill, D. and Harvey, M.R., 2014. A synthesis of leadership theories and
styles. Journal of Management Policy and Practice, 15(2), p.97.
Latham, J.R., 2014. Leadership for quality and innovation: Challenges, theories, and a
framework for future research. Quality Management Journal, 21(1), pp.11-15.
Trujillo, T., 2014. The modern cult of efficiency: Intermediary organizations and the new
scientific management. Educational Policy, 28(2), pp.207-232.

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Wambugu, L.W., 2014. Effects of Organizational Culture on Employee Performance (Case
Study of Wartsila–kipevu Ii Power Plant). European Journal of Business and
Management, 6(32).