...Company Name Leadership Development Plan Employee Employee Name | A.N. Other | Review Period | Bi-Annual | Role | Director, UK | Manager | A. Boss, CEO | Strengths to USE More Teamwork | Positive Outlook | | Seek opportunities to work on joint projects and focus on soliciting the views of others within the team. Thank others for their input and celebrate successes as a team. Become an advocate for “team-time” within the organisation. Take lead on implementing team-building events, first to take place in Q2 2016.Within 6 months, initiate a company-wide project to develop formal leadership development plan for the organisation.Enable a colleague to sponsor and lead the project, rather than assuming the lead. | Seek to regard colleagues as internal customers. Aim to use strengths identified by Clients to develop stronger internal leadership qualities through positive interactions with colleagues.Place greater emphasis on the positive aspects of an issue internally and allow others to raise any challenges to be overcome.Limit the use of “devils advocate” approach during internal company interactions. | * | | Success Indicators (bi-annual): 1. What team-building events have taken place in the company in 2016? 2. Has a colleague taken the lead on implementing leadership development programme – how is it proceeding? 3. Has team identity improved, and are team interactions more productive and positive? 4. What is feedback from team? Does feedback reflect...
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...Change and Personal Leadership Development Plan http://homeworkfy.com/downloads/bus-518-assignment-5-organizational-change-and-personal-leadership-development-plan/ To Get this Tutorial Copy & Paste above URL Into Your Browser Hit Us Email for Any Inquiry at: Homeworkfy@gmail.com Visit our Site for More Tutorials: (http://homeworkfy.com/ ) Read the case study titled “A Successful Downsizing: Developing a Culture of Trust and Responsibility” before starting this assignment Write a 7-9 Page paper in which you: Describe specific practices that successful project managers apply in exercising their leadership and management roles overall. Evaluate Judy Stokley’s level of success in developing a culture of trust while implementing her drawdown planas Eglin Air Base’s new Advanced Medium Range Air-to-Air Missile (AMRAAM) program director. Provide three (3) specific examples to support the response. Indicate three (3) key learning and behavior modification strategies that Judy Stokley used in order to address AMRAAM’s organizational problems and gain the trust of project team members. Provide three (3) specific examples to support the response. Analyze three (3) actions that Judy Stokley took in order to change the project team’s culture and create a relationship of trust, mutual support, and teamwork between the government and contractors. Support the response with three (3) specific corresponding examples. Create a personal leadership development plan for Judy Stokley so...
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...environment (Byham, Smith & Paese 2002). The purpose of this paper is to create my own personal development plan based on the Central Michigan University (CMU) leadership competency model, leadership theories and personality tests. This will serve as a framework to allow me to identify my own weaknesses and strengths, and develop my leadership capacity, allowing myself to be able to achieve the vision I set for myself and the current business environment. The vision I had for myself is to enter the Marketing Industry, focusing on business development, and ultimately becoming an entrepreneur. Business development has been said to be a synthesis of strategic analysis, marketing and sales (The Editor, 2012). The competencies required are ‘strong research skills’, to evaluate the business environment, ‘people and communication skills’, to build partnership and rapport with other organization and with a ‘deal closing instinct’, to ensure closing of sales (The Editor, 2012). This leadership development plan will be helping me in preparing to be a future business development director or an entrepreneur at the end of my career. Lastly, I would seek a Major of the Singapore Armed Forces, who has seen me in a leadership role, to provide feedback on my personal leadership development plan. Central Michigan University Leadership Competency Model The Central Michigan University leadership competency model has identified leaders with several competencies such as skills, behaviors, abilities...
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...Leadership Development Plan LaJuana Woods Leadership in the 21st Century Professor Vicki Boone MGMT 592 April 21, 2013 Table of Contents Introduction…………………………………………………….….…………………Pg 3 My Leadership Journey………………………………………….………………....Pg 3 Information Needed for Me to Become a Good Leader…………………………Pg 5 Confucianism and Leadership……………………………………………………..Pg 7 Being a Woman… – Personal Situation Analysis……………………………….Pg 8 Leadership Development Plan………………………………………………...…Pg 11 My Personal SWOT Analysis…………………………………………...………..Pg 16 Conclusion.……………………………………………...………………………….Pg 17 References…………………………………………………………………………Pg 18 Leadership Development Plan Introduction What I have written in my Leadership Develop Plan paper will show my strengths and weaknesses; what I need to accomplish to get to accomplish my goals; how long I have to reach my goals; how can I learn to run a business working in the organization that I am currently working in right now; how I can become the leader that I dream of becoming; what I can do better in my life to guarantee that I succeed. Answering all these questions will help me get further to accomplishing my success and receiving my Master’s degree, being able to buy a home, running a business and becoming successful in that business. My Leadership Journey When choosing my classes for my MBA, I thought that I would need to take a leadership class. I really was just picking classes...
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...different view of the driving forces behind leadership. In reviewing the extant literature, Stogdill and Mann found that while some traits were common across a number of studies, the overall evidence suggested that persons who are leaders in one situation may not necessarily be leaders in other situations. Subsequently, leadership was no longer characterized as an enduring individual trait, as situational approaches (see alternative leadership theories below) posited that individuals can be effective in certain situations, but not others. The focus then shifted away from traits of leaders to an investigation of the leader behaviors that were effective. This approach dominated much of the leadership theory and research for the next few decades. Reemergence of trait theory[edit] New methods and measurements were developed after these influential reviews that would ultimately reestablish the trait theory as a viable approach to the study of leadership. For example, improvements in researchers' use of the round robin research design methodology allowed researchers to see that individuals can and do emerge as leaders across a variety of situations and tasks.[8] Additionally, during the 1980s statistical advances allowed researchers to conduct meta-analyses, in which they could quantitatively analyze and summarize the findings from a wide array of studies. This advent allowed trait theorists to create a comprehensive picture of previous leadership research rather than rely on the qualitative...
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...Each class member is required to develop an individual Leadership Development Plan (LDP) reflecting the results and evaluation of the Self-Assessments and Skill Development exercises completed during this course, leading to a detailed Personal Situation Analysis. The LDP should clearly demonstrate a synthesis of relevant leadership theories explored in this class in the formulation of a Personal Action Plan that includes specific development activities, necessary resources, and target completion date. Guidelines Papers must be 15 or more pages in length, 12 point font, double-spaced, include a cover page, table of contents, introduction, body of the report, summary or conclusion, and reference page. Even though this is not a scientific-type writing assignment, and is mostly creative in nature, references are still very important. At least six authoritative, outside references are required from the Online Library (anonymous authors or web pages are not acceptable). These should be listed on the last page titled "Reference." Appropriate citations are required in the body of the report. All DeVry University policies are in effect including the plagiarism policy. Papers are due during Week 7 of this course. Any questions about this paper may be discussed in the weekly Q & A Discussion topic. This paper is worth 250 total points and will be graded on quality of research topic, quality of paper information, use of citations, grammar, and sentence structure. Milestones ...
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...Personal Leadership Development Plan An effective leader must have a plan for success. This includes a personal plan of growth as well as a professional plan for improvement. This paper will attempt to highlight my personal strengths and weaknesses as leader, identify the areas needed for improvement, and identify the leadership skills and practices that I will use to become an effective leader. This paper will also give an outline of the goals that I consider a priority and a timeline for this development. The overall result will be an inclusive leadership plan of development that I will use to grow myself as well as any organization that I work for in the future. The assessments in the text allowed clear insight into areas pertaining to my leadership skills. Each assessment challenged me to look within and theorize how I currently handle or would handle different situations. Each scenario highlights real world applications that exhibit the type of leader that I desire to be. This is mostly done by exposing my areas of strengths and weaknesses in my leadership abilities. Strengths An effective leader should be able to draw on his or her strengths to better lead their subordinates. I am able to identify many areas where my strengths are. For instance, I am highly organized. Organization is a key aspect of being an effective leader. I have always found it easier to manage my day when I have a to-do-list that I follow. This allows me to clearly the see the tasks that need...
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...------------------------------------------------- Individual leadership development plan ------------------------------------------------- Individual leadership development plan Leadership in the 21st Century Leadership in the 21st Century Individual Leadership Development Plan MGMT-592-16697 Leadership in the 21st Century D40066708 Professor, Shashon Miles February 17, 2016 * Table of Contents I. Purpose of Study 3 II. Background Analysis 3 III. Literature Review 3 IV. Benchmark Analysis 3 V. SWOT Analysis 3 VI. Proposed Action Plan and Implementation Timeline 3 VII. Graph Year One 3 VIII. Graph Year Two 3 IX. Graph Year Three 3 X. Potential Impact of Current Trends 3 XI. Desired Future State 3 XII. References 3 Purpose of study I have been working in the Dental Technology Industry for more than Complete Service Description The service our team decided to propose is a mobile dry cleaner service. It consists of having a truck act as a mobile store front, allowing customers to drop off and pick up their clothes from our dry cleaner. Our innovation will be an adjacent innovation opportunity because it will provide an alternate service opportunity while working along with a traditional dry cleaner. The source of the idea came when reading an article on a new company called Caviar. They offered food delivery to consumers from high end restaurants that didn’t offer the service. Consumers where comfortable paying a premium price...
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...The Leadership profile indicated that I am a fairly strong leader, but I still have room to grow. I have directly forced myself into roles that I am less comfortable with in direct response to the Leadership index from before. I feel as though I have grown since looking at my personal qualities a little more analytically and I have received praise from within my organization on this growth. As far as the Leadership profile went, I had rated myself highest in “Enable Others to Act” and my reviewers had also ranked this as my highest leadership quality. I have always know that in order to help each other to succeed, you have to trust each other. I work almost on a quid pro quo basis, I give a little and get a little. I do my best to ensure that any relationship that I have is not a one-way relationship and will always lend a hand when needed. I am also maintain an open door policy and have started mentoring several other peers on Lean Six Sigma to help increase their own knowledge to better succeed. Unfortunately, as stated in part one, we have to compete for resources; so I decided a great way to get the resources I need is to create resources. By enhancing their skills, I am creating resources that are highly motivated to work with me on projects. It also helps the, as my wife can attest to, I do not have strangers in my life, only friends I have not met yet. As for the lowest, I had rated myself lowest in “Model the way”; whereas my coworkers rated “Inspire a Shared Vision”...
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...The difference between learning by analyzing a case and other forms of gaining knowledge is that case base learning allows a student to completely open up their thinking pattern. In other words, think outside the box. It allows a student to draw their own conclusion with the information that is presented to them for the case. To analyze a case, one must examine closely the issues at hand. Most often one will need to read the case several time to be able to get the overall picture of what is happening. Then several times more to discover and grasp the specific problems. This will allow the student to completely get involved and only use what if in front of them to make a decision on the outcome. Another form of gaining knowledge is the lecturing process. When students encounter an instructor that lectures only, it only allows the student to receive the information that the instructor feels important and want them to memorize for an examine. With this method the student has to rely on memorization. Using the case study analysis approach in the workplace would allow me to lead by example. I would not be quick to judge or make imitate decisions. I have learned to evaluate all of the information, and ask open ended questions which would allow me to gather the necessary information, as well as become better communicator. By doing this I feel that it would make my daily routine with the families that I server much easier. Perception is one of the foundations of our society. It is...
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...Leadership Reflection Ami Piper University of San Francisco •How is the information included in the White Paper relevant to you as a rising nurse leader? In the White Paper, Addressing the Leadership Gap in Healthcare, the writer addresses the leadership gap in the evolving healthcare sector and explains the needs of future leaders. As a rising nurse leader, it is highly significant for me to understand what exactly is entailed within these particular gaps. In the article, the author states the following, “The healthcare sector is experiencing significant and rapid change, with dramatic change yet to come. In an evolving and challenging environment, healthcare organizations must ensure high levels of technical and professional expertise. At the same time, they must develop the leadership capacity needed to adapt and succeed in the future, pg. 3.” Being that current nursing students are considered the future, it is vital for me to acquire the necessary skills and qualities most important for leadership where this particular gap falls. Within the leadership gap, the skills that are detrimental to our development as future nurse leaders include the following: Leading Employees, Participative Management, Building and Mending Relationships, Self-Awareness, Broad Organizational Perspective, and Building and Leading a Team. Moreover, good leaders and organizations have to work together to build a solid understanding of each of the skills mentioned above in order to be efficient...
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...Career Development Plan Summary University of Phoenix Today’s economy demands that employers face the challenges that are associated with the economy, internal budget pressures, and a highly competitive business environment. Kudler Fine Foods is owned and operated by Kathy Kudler. She currently manages the business by herself which includes staffing, ordering of merchandise, marketing, and personalized customer service. With visions of growing the business, Kathy is stretched to the extreme and needs assistance with the leadership roles necessary to successfully operate and mature the business. Even though Kathy has managers and assistant managers in each store, she needs a team that can not only relieve her of some of her duties, but also assist Kathy in creating a roadmap for the envisioned future state of Kudler Fine Foods. Business Development and Excellence The proposed reorganization in the chart below will give Kudler Fine Foods the leverage and capabilities to offer not only additional products but a full range of new catering services. This proposal strives to reorganize our current staff to best draw from their talents as well as evaluate new employees for the best appointment. Proper department organization and placement of employees is critical to the success of this new endeavor. A new department has been created within the organization and is identified as Business Excellence and Development. The department will consist of five new positions to include a purchasing...
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...Individual Development Planning Procedures Increasing Importance of Development Planning The continuous improvement of job skills is critical. The challenges we face on the job, as well as in the general business environment, are constantly changing. In addition, fundamental changes in the technical industry will continue to accelerate. It does not take long for skills and knowledge to become outdated in this fast-changing world. “Finishing” one’s education is no longer realistic. One effective technique for focusing these development efforts is the use of Individual Development Planning, IDPs. What is development planning? Development planning is an ongoing, evolutionary process rather than a single event. In brief, development planning involves supervisors and employees discussing the work they are doing and documenting strategies to help the employee develop and grow. Achieving this goal requires a team effort. A Shared Commitment Development planning is a responsibility to be shared by the employee and the supervisor. Effective development requires mutual commitment, support, and cooperation from each of these parties. Employees are accountable for showing initiative and actively pursing development options. Supervisors are accountable for establishing the learning environment. Commitment of Employees The most important ingredient in successful skill development is the employee’s own personal accountability. Employees are expected...
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...Significance Of The Study: 7 1.5 Limitation Of The Study: 7 2.0 Literature Review Of Succession Planning 8 2.1 Theoretical reveiw 8 2.1.1 Key Steps Towards Effective Succession Planning 9 2.1.2 Measures For Effective Succession Planning 13 2.1.2.1 Part A Measures: Group 1 -- Basic Plan Usage Factors. 13 2.1.2.2 Part A Measures: Group 2 -- Assessing Whether Your Plan Contains Key Design Features 14 2.1.2.3 Part B Measures: Group 3 -- Operational Indications Of Plan Success. 15 2.1.2.4 Part B Measures: Group 4 -- Measures Of Direct Business Impacts 16 2.1.2.5 Part B Measures: Group 5 -- Indications Of Plan Failure 17 2.2 Empirical Studies Of Succession Planning 18 3.0 Research Methodology 20 3.1 Introduction: 20 3.2 Research Design: 20 3.3 Area Of The Study: 20 3.4 Unit Of Enquiry: 20 3.5 Sample Size And Sampling Procedure: 21 3.5.1 Sample Size. 21 3.5.2 Sampling Technique 21 3.6 Data Collection Methods: 22 3.6.1 Questionnaires: 22 3.6.2 Interview: 22 3.6.3 Participant Observation: 22 3.6.4 Documentation: 22 3.7 Work Plan and Research Budget...............................................................................22 3.7.1 Research Activities & Work Plan.....................................................................22 3.7.2 Budget………………………………………………………………………..23 REFERENCES………………………………………………………………………….24 APPENDICES…………………………………………………………………………..26 Appendix I...
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...Individual Performance & Development Plan |Full Name: | |Employee Number: |Division / Department: Operations | |Position Title: Management Trainee |Location/ Business: Port of Batangas | |Position Start Date: |Date Value Drivers/Objectives set: January 2010 | |Manager/Appraiser: Ms. Josephine S. Cudal |Date of Mid Year review: | |Review Period From: To: July 2010 to Oct 2010 |Date of Year End review: | |Section 1: Value Drivers / Objectives | |Value Driver / Objective 1 |Weight 20% | |Description : Acquire Perspective on Safety Key Drivers and Programs to address them; Gain first hand Safety issues|Mid Year Review | |of Operations. ...
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