Leadership Development Plan: Transformational Leadership Style

This report presents a student's comprehensive leadership development plan, focusing on the transformational leadership style as a pathway to a managerial position. The plan begins with an introduction to leadership and the qualities of an effective leader, then delves into the chosen leadership style, explaining its characteristics and advantages. The report includes a self-assessment of the student's leadership strengths, such as being outgoing and ethical, and weaknesses, such as team-building skills. A comparison is made between current attributes and desired future abilities, highlighting the need to improve communication and team development skills. The plan also outlines strategies for developing leadership capacity through experience, coaching, and feedback from superiors and subordinates, concluding with a summary of the plan's key elements and its importance in achieving the student's leadership goals. References are provided at the end of the assignment.

RUNNING HEAD: LEADERSHIP DEVELOPMENT PLAN 0
Leadership Development Plan
Student’s Details-
10/10/2019

LEADERSHIP DEVELOPMENT PLAN 1
Introduction
Leadership is act of influencing the individual or a group of persons for the purpose of directing
that person or a group of persons towards the attainment of specified objectives of the
organization it is concerned with (Antonakis & Day, 2017). However, there are various qualities
that are required by an effective leader that helps a leader to lead a group of people in an
effective way (Komives, 2016). The report is based upon my personal leadership plan that will
ultimately help me in becoming an effective leader within the aspired position. The report has
been discussing about the leadership style that I aspire in the near future and also the report is
discussing my leadership strengths and weaknesses. My personal leadership plan is also
discussing my current personality attributes and is compared with the leadership characteristics
that I want to aspire in the near future along with the development of leadership capacity through
training and along with the suggestions for improving my leadership skills.
My Leadership Style
In order to reach the aspired position of manager within the organization, I have selected
transformational leadership style. Transformational leadership style is concerned with that
attribute of a leadership where it motivates the employees and subordinates to create new
changes into the organization in order to attain success (Cheung, 2011). It is one of the creative
leadership styles which encourage employees to find the solutions of the complex problems
themselves by using a creative approach and looking into the future (Thompson, 2012). I find
this leadership style aspiring as this is effective for my organization and also leads to positive
development of my followers within the workplace. Further, this leadership style will help me in
the development of positive culture and also provides an opportunity to the employees to
enhance their career and also taking the ownership of the tasks given to them.
However, transformational leaders are inspiring and they attempt to create positive changes into
the organization (Hoch, et al., 2018). These leaders tend to look beyond the self-interest and they
set clear and always have an inspiring story for motivating the followers to achieve the desired
goal (Hawkins, 2017). However, I perceive this leadership style as the future styles as I this
leadership will be effective for my aspired position. As a manager, I am expected to bring

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changes also leading the employees to accept the changes and make proper decision making
which is effective knowledge and skill that I will be requiring into future. Thus, this leadership
style will help me in becoming an effective leader through placing a positive influence on the
employees to think intellectually and create new ideas and opportunities.
Analyzing My Strengths and Weaknesses
As I am aspiring to become a transformational leader, I have several strengths and also
weaknesses into current leadership. The strength which I have is that I am an outgoing person as
I am not afraid to state my opinion to others and also I am open to the new ideas. An effective
leader needs to be committed and outgoing by thinking from the perspective of the organization
and also be courageous to take an effective decision (Schulten, 2012). Apart from this, I am an
ethical into every decision that I make. I understand what is right and what is wrong and I
believe as a leader it is crucial to take the decision that serves greatest benefit for all. However,
ethical leadership is precisely upholds the values, beliefs and morals of the employees and has
high level of integrity in every action which is taken by a leader (Mihelic, 2010). Moreover, I
always give due respect to the dignity and rights of others. My decisions and actions as a leader
are based upon the predetermined principles and have trust and honesty for increased welfare of
the employees and also the organization.
Apart from the strengths, I have weaknesses as well that I need to overcome in the future for
leading successfully into the desired position. I have weakness of ineffectiveness when it comes
to make teams and partnerships. I am technically competent but lack in the formation of teams
due to less knowledge about the ways to handle team members. Moreover, team development is
an important characteristic of a leader which helps in the distribution of task and also helps in
generation of new ideas from each of the member of the group (Aga, et al., 2016). Thus, this is a
major weakness that I have and I need to overcome it for the effective development of
partnership that promotes success.
Comparison of Current Attributes with the Desired Future Ability
In the comparison of current attributes as a leader with the desired ability, I have found out that
presently, I am confident, creative and enthusiastic which I believe are the major characteristics

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that will lead me towards the desired position that I aspire. By comparing my current capabilities
with the desired ability, I have found out that I need to be more focused towards developing
communication skills and also establishment of team development skills that I have understood
from the previous section.
Also, for an effective leader, it is crucial to examine the current abilities which include the ability
to motivate, inspire and act as a helping hand of the followers in order to persuade and support
them to achieve the individual and group goals (Hoogeboom & Wilderom, 2015). However,
currently I have enough skills to become a successful leader such as I have confidence and I am
trustworthy which makes me an ethical leader. Also, currently I have enough knowledge to take
the ownership of the organization. However, in order to lead into the aspired position, I will have
to enhance my certain leadership skills. Moreover, aspiring leader works in stress as it has more
duties and liabilities to fulfill within the organization. The desired leader is an outgoing person
who is open to ideas and also have tendency to make the changes for the benefit of all.
Therefore, I need to enhance my leadership skills through working upon the communication
skills and the ability to speak confident to convey ideas as an outgoing person which is the basic
requirement of my aspired position.
Developing Leadership Capacity
After I have analyzed the areas where I have to work upon in order to reach the ability to lead
into the desired position, the next step that I will take is the development of leadership capacity.
Moreover, my aspiring leadership is based upon the idea of being challenging and having wide
exposure to the experiences that are gained after the leadership events and prior leadership
journey. Also, for the development of leadership capacity, it is crucial for the managers to take
part in leadership training for the improvement in the skills and finding innovative ways of
managing people and successful handling the societal issues and ability to make wiser decisions
(Donohoe & Elloway, 2016). But, as far as my journey is concerned, I do not need any particular
training for my desired position. I can enhance my leadership capacity through the experiences
that I get from the various events into my professional life.
From the continuous analysis and improvements into my skills, I can gain new skills that can be
used into the workplace that I aspire. I can use these new skills by leading the employees in an

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effective manner by motivating and supporting in their tasks in a coherent way. Also, I can use
my skills as coach or mentor which can act as the first step in the development of the leadership
capacity. However, coaching or mentoring is concerned with the enhancement of the knowledge
and skills of the employee through the continuous direction given by mentor (MacLennan,
2017). Therefore, I believe executive coach is the best way to go towards the path of the
effective leader as it will help me in becoming a helping hand of the follower to whom I will
lead. Moreover, I will take feedback from the followers to know if I am going in the right way.
Feedback in the leadership plays a vital role as it helps in the determination of leadership
capabilities and also knowing of the improvement areas. Therefore, in order to make sure that I
am going in the right way, I will take continuous feedback from my subordinates and senior
managers.
Conclusion
To conclude, it can be said that leadership development plan is crucial for an individual as it
helps in setting of a target that has to be achieved and also following relevant steps that is needed
to be taken to achieve the goal. Here, the report is prepared on my leadership development plan
wherein I have undertaken transformational leadership style as my aspiring leadership style for
achieving the desired position. My leadership development plan also discussing the strengths and
weaknesses that I have and I have also made comparison of my current attributes with the
desired position. The report is successful in the development of leadership capacity through
coaching and taking feedback from the superiors and subordinates.

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References
Aga, D., Noorderhaven, N. & Vallejo, B., 2016. Transformational leadership and project
success: The mediating role of team-building. International Journal of Project Management,
34(5), pp. 806-818.
Antonakis, J. & Day, D., 2017. The nature of leadership. s.l.:Sage publications.
Cheung, M. F. C.-S. W., 2011. Transformational laedership, leader support and employee
creativity. Leadership & lorganisation develpoment Journal.
Donohoe, M. & Elloway, E., 2016. Transformational leadership training for managers: effects on
employee well-being. In: Creating Healthy Workplaces. s.l.:Routledge, pp. 231-248.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. s.l.:Kogan Page Publishers.
Hoch, J., Bommer, W., Dulebohn, J. & Wu, D., 2018. Do ethical, authentic, and servant
leadership explain variance above and beyond transformational leadership? A meta-analysis.
Journal of Management, 44(2), pp. 501-529.
Hoogeboom, M. & Wilderom, C., 2015. Effective leader behaviors in regularly held staff
meetings: Surveyed vs. videotaped and video-coded observations. In: The Cambridge handbook
of meeting science. s.l.:Cambridge University Press, pp. 381-412.
Komives, S., 2016. Leadership for a better world: Understanding the social change model of
leadership development. s.l.:John Wiley & Sons.
MacLennan, N., 2017. Coaching and mentoring. s.l.:Routledge.
Mihelic, K. k., 2010. ethical leadership. international journal of management and information
systems.
Schulten, K., 2012. Do Great Leaders Have to Be Outgoing?. [Online]
Available at: https://learning.blogs.nytimes.com/2012/09/18/do-great-leaders-have-to-be-

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outgoing/
[Accessed 10 October 2019].
Thompson, j., 2012. Transformational leadership can improve workforce competencies. nursing
management.