...business environment, leaders are required to be strategic and resolute to meet the demands of the business of the 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...
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...ESCI Assessment Report Regina M. Turner The Chicago School of Professional Psychology Organizational Leadership IO 525 Professor Dionne Mahaffey November 22, 2015 Abstract The Emotional and Social Competency Inventory (ESCI) Assessment Test was created to help to recognize one’s own feeling and others to help to motivate ourselves with managing emotions. It also helps to identify behaviors that we may display in challenging and difficult situations (Boyatzis, 2007). Also known as Emotional Intelligence (EI), the EI measures the behaviors that matters to those who desire to be effective leaders and to the relationships of others who come in contact with them. The ESCI can also be a tool for college and post-graduate students to be successful as a leader by assisting to help to work out what they may want from life, what they want from life, learn with others in groups and also help to draw on their own resources (Boyatzis, 2007). This assessment has also been used for the building up of leaders in the workplace with the development of programs that are designed specifically to “1) educate people about the relevance of emotional intelligence in the workplace, 2) assess their relative strengths and weaknesses, and 3) provide a framework to develop and enhance their ability to interact with others with greater emotional intelligence (Sala, 2005, pp. 1)”. Key words: Emotional Intelligence, behaviors, leadership development ECPI Assessment Report Being a leader...
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...Finding the Leader In You: Self-Assessment Sharonda Jackson Dr. Edwin Quinn Jr. July 17, 2013 Self assessment is the process of knowing oneself in detail, like what you are fond of and what you do not like. In certain situations what are your reaction and how you tackle the difficult and stressed situations etc. All these things help in the improvement of one’s personality and greatly help him to select the right occupation which is most suitable for him (“Self-Assessment Resources,” n.d.). Not only that, these things also helps to better understand the organizational behavior and then you can change yourself according to the environment. In most of the countries, being a manger is highly respected and people see themselves as future managers. But that’s not sufficient people have to develop certain skills that are actually present in managers. Some people have a natural talent to be a manager while others have to develop it (Goyal, 2012). Same is the case with me. My score shows that there is need to develop and further flourish my managerial skills and competencies. Only after that I can become an effective leader. Before applying to any managerial sort of job I should improve my skills so that I can fit there easily. Some business sort of career would be suitable for me if I developed and improve my competencies. There are some situations when decisions have to be made just on some intuitions whether in one’s personal life or in professional. Intuition is totally...
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...discuss the benefits of self evaluation/self assessment as it relates to leaders today. Understanding human behavior is critical to managers at all levels inside any organization. Individual managers within the organization can especially benefit from conducting self-evaluations. It is essential for managers to be self -ware and understand how their own behavior and personality can give them a better perspective while working with others. Being self-aware allows one to recognize and improve their strengths and weaknesses in order to maximize their leadership potential. In Organizational Behavior, Robins & Judge (13th Edition) tell us that organizational behavior is the knowledge gained about individuals, groups and the effect of structure on behavior in order to make organizations work more effectively. A major goal for any organization should be to work more effectively and to continuously make improvements, this is summarized by the Japanese Philosophy of Kaizen. For an organization to strive to continuously improve the leadership and management must adapt and learn. There are many ways in which a manager can strive to improve and one of those is through self-evaluation. What is a self-assessment or evaluation? Daniel Goleman (2000. Page 80) tells us that an accurate self-assessment is a “realistic evaluation of your strengths and limitations” . A manager conducting a self-evaluation can evaluate...
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...what areas you can improve to become a more effective transformational leader. Increase your impact with self, others, teams, and organizations. Name of Participant: Sample Tester Date of Assessment: 2011-09-30 by Terry D. Anderson, Ph.D., with Ken Keis, M.B.A. Published by Consulting Resource Group Canada: PO Box 418 Main, Abbotsford, BC V2T 6Z7 * USA: PO Box 8000 PMB 386, Sumas WA, 98295-8000 Website: www.crgleader.com © 1990-2011, CRG Consulting Resource Group International, Inc. All rights reserved. This material is protected by law and may not be reproduced in any form. Printed from http://www.crgleader.com 2 of 16 Online Leadership Skills Inventory - Self (LSI-S) © 1990-2011 Consulting Resource Group Professional Development and Planning Section Why Become a Transforming Leader? Skilled Leaders are critical to the success level of any venture, both profit and non-profit. This was validated in the research Jim Collins and his team conducted for his book, Good to Great. They confirmed that the most successful organizations had skilled Transforming Leaders at the helm. (Jim Collins called them Level 5 Leaders.) Our research, however, has shown that fewer than 1 in 10 professionals (as observed in video-taped assessment sessions) have competency in the whole range of skills to Level 4 competency (scores of 7 to 8). And even fewer individuals have the abilities—Level 5 competency, scores of 9 to 10—to teach others the skills outlined in the Leadership...
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...Experiential Exercise: Self Competency—Key Competencies Self-Assessment Inventory Self-competence describes the attitudes, abilities and knowledge required in order to reflect on yourself and your own personality. As such it forms the basis for developing other competences. Every one of us has a range of personal dispositions, of personal characteristics or acquired views/attitudes, which influence us all in our daily lives. In order to fully develop your own abilities/talents and overcome (personal) obstacles it is important to have personal skills, and to set your own objective 1) What does your overall profile suggest in relation to your needs for personal and professional development? Individual’s view to handling a situation and being competent to handle pressure defines their self-control or in other words their self-competency. To develop personally or professionally, one must attain a self-control over the situation. To be proficient professionally, change is the only constant. There is strong urge to be volatile and keep constant search to learn new personality to develop our own. I strongly feel the urge to change myself. Although, I like exploring the new ideas, I am not open to change. 2) Based on the competency most in need of development, identify three possible actions that you might take to reduce the gap between your current and desired level for that competency. Based on my current level of being self-controlled, I feel I need to work on these three...
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...The Practical EQ Emotional Intelligence Self-Assessment This self-assessment questionnaire is designed to get you thinking about the various competences of emotional intelligence as they apply to your life. It does not pretend to be a validated psychometric test, and the answers you give might vary depending on your mood when you take it. It is based on the five-competency model of emotional intelligence by Daniel Goleman in the book Emotional Intelligence. How to complete the questionnaire Complete each competency page (example below) and use the last page to chart your scores. 1. I can explain my actions: Almost Never Rarely Sometimes 0 1 2 Almost Always 4 Usually X 3 3 2. Other people don't see me as I see myself: Almost Never Rarely Usually Sometimes X 4 3 2 1 Almost Always 0 2 3. I understand the feedback that others give me: Almost Almost Never Rarely Sometimes Always Usually X 0 1 2 3 4 3 4. I can describe accurately what I am feeling: Almost Almost Rarely Sometimes Never Always Usually X 0 1 2 3 4 3 5. Things that happen in my life make sense to me: Almost Almost Never Rarely Sometimes Usually Always X 0 1 2 3 4 4 15 Total for Self-Awareness: -1© Coaching Leaders Ltd 2008 This product is free for self-assessment only. To use it with others, you must purchase a license from www.practicaleq.com/products/eqlicense.html Self-Awareness 1. I can explain my actions: Almost Rarely Sometimes Never 0 1 2 Almost Always 4 Usually...
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...of the Requirements of OM 7170 – The Developing Leader Capella University August, 2004 Address: City, State, Zip: Phone: E-Mail: Instructor: Ina von Ber, PhD ii Abstract Title Personal Leadership Development Plan for Aric W Hall Abstract This leadership development plan is tailored for its author and is not a research paper in the traditional sense. The author begins with his personal framework for leadership. Included are the results of several leadership assessment tools, information from coaching and personal feedback, and insights into the author’s goals for career and leadership development. The report concludes with a few thoughts on future development and evaluating the progress of personal development. Hall, p. i Table of Contents Table of Contents Introduction Leadership Framework Assessment Assessment Tools EQ In-Action Profile Campbell Leadership Descriptor Myers-Briggs Type Indicator Coaching & Feedback Developmental Activities Evaluating Progress Appendix: My Assessment Outcomes Bibliography i 1 1 4 4 4 6 7 8 9 10 13 14 Hall, p. 1 Introduction Everyone needs to have a career development plan. In my case, that should include a leadership development plan. This particular plan begins with a leadership framework that encapsulates what I value in leadership. I am also happy to report that a large portion of the leadership assessment data incorporated herein is reflective of my true leadership competencies today. There are some areas that I need to watch...
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...exercise, I scored at the high end of the numerical range for 68% of the population (well within one to one and one half standard deviations above the mean). I scored 86 on the self and communication competencies, which means I see myself as above average on these competencies and very good on many of the components that make them up. I scored between 90 and 97 on the remaining competencies, meaning that I see myself as outstanding in these areas. I have taken similar assessments several times throughout my career, and have noticed significant changes in the results each time. I have consistently worked on my shortfalls over the years. I feel that after more than nineteen years serving in the Army, my core competencies’ are developed to as close to their full potential as possible. My strengths have always been based on my ability to adapt to situations, understand and motivate people, and to effectively use communication. Experience has taught me that one of the greatest challenges for long term success is the ability to adapt to situations and to embrace change. In order to do this, it is paramount to be able to effectively communicate the importance of team-work, new technologies, and strategies. An example would be when the Army changed the physical readiness training program a few years ago. Almost all of my senior Noncommissioned Officers rejected the merits of the new program, I understood at the time that the Army was going to embrace this new program one hundred percent and...
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...candidate pool to recruit from. The fourth factor was the change in workforce demographics due to normal attrition, retirements, better compensation and benefit packages, highly talented employees relocating for better leadership opportunities. 2—Global Expansion There are several ways that expanding globally changed the talent requirements at Whirlpool, and they are discussed in the following paragraphs: The first way is develop a strategy to compete in the global market by developing an effective talent management program. Whirlpool needed to differentiate is brand from competing international brands in the industry. The second way is Whirlpool developed leadership competencies to define the leadership qualities and traits required to be a successful leader at Whirlpool. The third way was to assess internal and external...
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...Individual Self-Development Plan Based on the Results of the Emotional and Social Competence Inventory-University Edition Self-Assessment Questionnaire This paper should be considered a Individual Self- Development plan based on personal results from the “Emotional and Social Competence Inventory-University Edition Self-Assessment Questionnaire.” Having completed the inventory very carefully, giving honest and thoughtful answers I believe that I have and will continue to greatly benefit from this exercise. This assignment has given me reason to look thoroughly at many of my personal challenges that if not improved upon could affect the level of my future successes personally, academically, and professionally. • Working with, understanding, and influencing others • Stress management and self control After completing the questionnaire and reviewing the workbook, I noted that in all except three of my competencies I scored higher than twenty. It is interesting that according to the self assessment profile it could be concluded that I overcompensate in some areas to offset the challenges I have in other competency areas. On the other hand these competencies may not be applicable for the role that I currently hold as an independent Branch Manager. I have considered that with regard to Relationship Management: Inspirational Leadership I scored 24. Yet Influence and Teamwork were two of my lowest scores. I know that it good leaders are...
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...Organizational Behavior & Leadership Competency Assessment and Development Plan Self Competency – involves your overall ability to assess your own strengths and weaknesses, set and pursue professional goals, balance work and personal life and engage in new learning – including new or modified skills, behaviors, and attitudes. Development Plan for the Ethics Competency I need to learn the principle of ethics better. There are many principles that are involved in this competency that I feel are important to learn. Another area of development has a lot to do with that of diversity. People of different backgrounds may view my ethical standpoint to be different from theirs, and there have been various times I have come across this situation. In the definition above of ethics competency it mentions “choosing behaviors”, this is an area that I do need to develop in. Sometimes I allow my emotions to take over which may lead to an unnecessary and unethical reaction at that moment. Getting to know my emotions in that moment and being able to have better control of my emotions will help me make better decisions at the time of a problem or choice. Across Cultures Competency – involves your overall ability to recognize and embrace similarities and differences among nations and cultures and then approach key organizational and strategic issues with an open and curious mind. Culture is the dominant pattern of living, thinking, and believing that is developed and...
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...Leadership and Leader Identity Module Code: HR 4033 12/13/2014 LONDON PROPERTY AND FINANCE Word Count: 4370 except conclusions Table of Contents Introductions 4 Self awareness; 4 Importance for managers and leaders; 4 Continuing Personal and Professional Development [CPPD] 5 The CPD procedure is important for managers and leaders as 5 My role in my own organisation and experience of leadership: 6 My role in London Property and Finance: 6 Change in the management and its impacts on my role: 6 Leadership and identity: 8 Leadership- A preface 8 The current literature on leadership contemporary theories and models- A review: 8 Importance of values in leadership behaviour: 8 Self concept and its Importance to leadership effectiveness: 10 Application and relevance of self awareness to my role in London Property and Finance: 10 Leadership Tools and Techniques-A Brief Discussion & Self Analysis 11 Traits leadership 11 Strengths of Trait Theory: 11 Limitations of Trait Theory 11 Implications of trait theory in my job roles: 11 Findings in relation to my practice as a manager/leader: 11 Situation leadership 12 Strength of Situation leadership: 12 Weakness 12 Findings in relation to my practice as a manager/leader: 12 Authentic leadership 12 Strength 12 Weakness 12 Implications in my jobs roles: 13 Findings in relation to my practice as a manager/leader: 13 Self Analysis through leadership Tools –My Methodology 13 The Johari Window 13 Findings in relation...
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... 6 B.1. Assessment Tools 6 B.2 Leadership Theories 7-8 II. Leadership Development Plan 9 A. Attachment Program 9 B. Communication 10 III. Evaluation 11 IV. References 12-13 Appendixes Gantt Chart PERSONAL LEADERSHIP DEVELOPMENT PLAN Executive Summary This report gives a description of developing a leadership development plan by relating to the Central Michigan University (CMU) competency model to the student’s desired goals. This model serves as a source for creating tools to aid in the development of leaders, including a multi-source feedback instrument and a handbook of progressive activities for leaders. The purpose of this personal leadership development plan is to help the student to acknowledge her own set of strengths, abilities and be aware of my weaknesses. Thereafter, using the CMU competency model to help develop my skills, knowledge, and...
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...Running head: FINDING THE LEADER IN YOU1 Finding the Leader in You: Self-Assessment Jasmine N. Nance Business and Organizational Behavior Dr. Laura Poluka April 28, 2014 Finding the Leader In You: Self-Assessment I am a flexible and experienced health care worker with excellent organization skills and detail-oriented. I am a good communicator with proven inter personal skills and am used to working in a team while also being capable of using my own initiative. I am skilled In dealing with problems in a resourceful manner and negotiating to achieve beneficial agreement. I am ambitious, loyal and always enthusiastic to learn and undertake new challenges. As part of week one assignment I was required to complete the following self-assessments: A Twenty-First-Century Manager, “TT” Leadership Style, Intuitive Ability, Conflict Management Strategies, Time Management Profile, Organizational Design Preference and “Which Culture Fits You?” The first assessment I took was A Twenty-First-Century Manager. This assessment offers a self-described profile of my management foundation. I was to rate myself on characteristics such as resistance to stress, tolerance of uncertainty, social objectivity, inner work standards, stamina, adaptability, self-confidence, self-objectivity, introspection and entrepreneurism. The results of the assessment indicated that my PMF score was 9.5. According to the interpretation, there are not too many perfect 10s but I take pride...
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