Personal Leadership Development Plan

Personal Leadership Development Plan

Personal Leadership Development Plan

Introduction

This report concerns the general framework of my professional and personal leadership development. The details I will be presenting are what I consider to be in my future role for my clients, my team, my organization and my self. It is followed by the narratives of what I look like at my best with the understanding of my previous experiences. Then employ literature to review why those two tasks are important for leadership development. This report will reflect how I will perform in my future managerial role with others and also the skills and strengths I will develop and discover.

Discussion

Many people think that management and leadership are almost the same and go hand in hand. But just because you are a manager doesn't mean that you will become a leader automatically. Many management techniques are thrown in the name of leadership skills or competencies. The transition between the manager and the leader can be quite difficult for some people and may take years to establish leadership skills in oneself. This is because management is something that we do, some actions due to certain consequences (Peter 2010). Where as leadership is all about possessing strengths and courage in our convictions and the abilities that makes up see those convictions manifesting into reality. The style of leadership affects motivation, effectiveness and the efficiency of the employees at work. And the style of the leadership that one possess not only affected by my individual style but also influenced by the subordinates, the knowledge the experience and the situation under consideration (Peter 2010).

An effective organizational leader

The success of an organization depends on people working together and sharing a common purpose. The leaders need to focus on the workforce to identify their individual human needs. Leaders are affected by the constantly changing environment in which globalization plays a key role (Ibarra and Lineback, 2005). Accordingly, the workforce is in the trend of diversification. Hence, an effective manager is an individual who displays transactional and transformational leadership. To be an effective organizational manager, we must know the dimensions of two leadership styles (Zhu & Spangler, 2005).

In a study by Zhu, Chew and Spangler (2005) and Daft (1999), a transactional manager is an individual who clarifies subordinates role and task requirements, initiates structure, provides rewards, and displays consideration for subordinates. To meet these requirements within the business, the manager must be able to adjust the style of leadership to satisfy the subordinates (Morgan et al, 2005).

When subordinates demonstrate a low readiness level to achieve tasks, leaders need to adopt a directive style of leading that gives employees explicit directions on how tasks should be accomplished. (Cervone et al, 2006).

A transformational leadership goes beyond transactional leadership techniques. Tickle, Brownlee and Nailon (2005) state that a transformational manager has the ability to inspire and motivate people to do more than the call of duty, in addition, innovative by bringing changes within the business such as upsizing ...