...i PERSONAL LEADERSHIP DEVELOPMENT PLAN For ARIC W HALL Completed in Partial Fulfillment 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...
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...Learning Team Leadership 1 Learning Team Leadership Evaluation Thomas Hong, Ph.D., Arpad Szurgyi, Ph.D., Dawn Dobson, Ph.D., Stephanie Smith, Ph.D., David Benson, Ph.D., and Tim Halton, Ph.D. University of Phoenix Organizational Diagnosis and Intervention June 16, 2008 Learning Team Leadership Learning Team Leadership Evaluation The global economy, geographically distributed organizations, and increasingly rapid technological changes have added a level of complexity that has changed the nature of business interrelationships. Managerial self-awareness and personal reflection play an important role in the leadership development process (McCarthy & Garavan, 1999). The 360-degree feedback process, multisource assessments, and personality inventories are useful in the context of leadership development (Church & Bracken, 1997; McCarthy & Garavan, 1999). Selfassessment and personal reflection are valuable tools in achieving personal and professional 2 growth and success. The challenge, however, is that self-assessment is oftentimes a difficult task due to the subjectivity of personal perceptions of strengths and weaknesses. The purpose of this essay is to report out on the assessment of the leadership styles of individual team members and identify the most important areas for improvement. The essay commences with a discussion on the criteria used for the selection of the Myers Briggs Type Indicator (MBTI) as a self-awareness leadership instrument. The essay continues...
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...Defining Needs Assessment By: Thomas Ferguson Argosy University Training and Development MGT430 Instructor Martin Dibello November 26, 2014 Defining Needs Assessment By: Thomas Ferguson In my own words and interpretation is that “needs assessment” is based on the following: * Assessment of the employee training program * Assessment of current knowledge of company policy, expectations, goals etc. * Assessment of current ability of current employees; meaning they have to know sales, financial status, customer service and customer knowledge, as well as trends in the local market, etc. * Financial understanding of current training programs and progress of current employees as well as past employees. * Ensuring that management is understanding of their programs as well as success and trouble areas. * Ensuring that management is up to changes where needed and support when things do change with intentions of progress. * Interview employees as well as management to see where the moral is and determine what direction would be best for the company...
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...The Unpaved Road to Success Strayer University Leadership in the 21st Century JMMI 510 Dr. Mario Barrett November 14, 2015 Abstract We will be reviewing the business operations of the Chattanooga Ice Cream Company specifically relating to the management styles of its President and General Manager Mr. Charles Moore and how Mr. Moore engages with his management team. As well, we will be exploring leadership styles and team dysfunctions as it relates to the entire management team and how Mr. Moore’s style has a direct impact on those dysfunctions. In addition, we will be exploring the foundations of building trust, facilitating buy in and changes that are needed to the existing culture. Finally we will be analyzing the development of a mission statement, values and the development of a turnaround plan. Introduction The Chattanooga Ice Cream Company is a wholly owned subsidiary of the Chattanooga Food Corporation (CFC), a family-controlled enterprise founded by Charlie Moore in 1936. Charlie Moore, grandson of the founder was promoted to the office of President and General Manager of the Chattanooga Ice Cream Company in 1993. Chattanooga Ice Cream Company is one of three divisions of CFC with revenues of $150 million per year. CFC has, as a whole performed well in recent years but the Ice Cream division has experienced flat sales and declining profitability over the past four years. Per capita consumption of ice cream has slowed while premium and...
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...as a method of team motivation, satisfaction and performance. Work design is one method to boost the ubiquitous effectiveness of a team. However, the attitudes, emotions, personalities and values of the individual team members affect the operation and behavior of a team. Understanding, evaluating, and analyzing the attributes of each team members contribute to the work design and team layout of an organization. Team members who are not ecstatic about their job are usually not comfortable with the team concept. Using the emotions, attitudes, values and personalities of employees to motivate their team performance creates a cohesive and progressive team. An analysis of Team C Future Leaders personality tests created a progressive team assessment. The evaluations were used to combine personality traits to create a cohesive and productive team. Their interactive personalities are dreamers that create ideas and persuade others to believe in the dreams. Their outgoing personalities lead marketing, and advertising projects. The members of Team C are interactive which will perform well in those roles. Attitudes Attitudes are individual perceptions on people events or items. Attitudes are either negative or positive reactions. Attitudes contain components which develop their perception, which are cognitive, affective and behavioral. “In order to fully understand attitudes, we need to consider their fundamental properties” (Robbins & Judge, 2007, p74). Analyzing the components of...
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...In search of the competent project manager Crawford, L Project Management Program, University of Technology, Sydney, PO Box 123 Broadway NSW Australia 2007 As project management matures as a profession there is increasing international interest in the concept of project management competence. Demand for added value and the impact of the information age on work practices has meant that we are constantly required to deliver more for less with increasing emphasis on the competence to deliver value. Whether we recognise it or not, in every aspect of our lives, we are increasingly delivering results through projects. This places emphasis on competence of people who manage and contribute to projects. A major international research project is enhancing understanding of the project management role and of the environments in which projects are managed. It is providing clues in the search for the competent project manager. 1. Introduction Project management is often referred to as the ‘accidental profession’ [1]. It is also a profession in formation, and much of the attention given to project management competence reflects attempts to pin down, or better understand the evolving nature of project management and the role of the project manager. Although there has been focus on the search for the competent project manager, there is growing appreciation that projects will be delivered more effectively if there is synergy between the project management competence of...
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...Unit code: SHR053-6 Personal and Professional Development Handbook (Oman) February 2014 © University of Bedfordshire 2014 Published by the University of Bedfordshire Business School Luton Campus, Vicarage Street, Luton LU1 3JU, United Kingdom Unit Handbook © University of Bedfordshire 2014 Contents Contents 2 Welcome 3 Learning resources at the University of Bedfordshire 3 1 Introduction to the unit 4 2 Overall aims of the unit 4 3 Overview of unit content 4 4 Prerequisite knowledge or skills 4 5 Learning outcomes of the unit in more detail 5 6 Programme of Workshops 6 7 Study resources for this unit 7 Recommended additional resources 7 Recommended journals and other periodicals 7 Recommended websites and online content 8 8 How to study this unit 8 9 Assessment 9 The Reflective Journal 9 Welcome Welcome to the Personal and Professional Development unit of the University of Bedfordshire MBA Programme. This handbook contains advice and information you will need to successfully complete your work on this unit. It should be read in conjunction with the overall Programme Handbook, which you should have already received. The handbook serves two main purposes: * It summarises the key concepts and provides you with a framework and a map for this unit. * It provides you with information about learning resources, infrastructure and virtual learning environments for studying the MBA at the University of Bedfordshire. If...
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...by layoffs or closing down completely. The Information Technology is being hit twice as hard by not only the reduction of local positions due to the economy slow down but in addition, the lower cost of outsourcing (Computerworld Staff, Feb 22, 2010) . During a recent reduction in force evaluation by my current employer, I noticed that the employee’s education level was an assessed value, which added to the valuable points for retaining an employee. I decided that continuing my education would be a very important addition to resume, future reduction in force evaluations to maintain my current career or make me more valuable if I was out looking for a job. Originally, I was interested in starting a Master of Science in Management (MSM) (Thomas Edison State College, 2010) to further advancement in my current career in Information Technology (IT) and potentially get into a IT Management position the program is offered strictly on-line. I have also started noticing a pattern of companies “outsourcing” information technology jobs to other countries for cost savings to the US companies and noticed the continued strong increase of revenue for the Outsourced Cognizant Technology Solutions (Ribeiro, Augu) . I decided that I needed to reconsider my educational plans and to look for a program, which would be needed by companies over the next 20 years or help me start my own business, if I lost my job. I decided to try the Masters in Business Administration with a concentration area of...
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...many are less familiar with is the methodical and distinguished learning and development that supports that brand. Training that begins by preparing employees to serve customers at the counter, and extends to programs that help individuals launch their own franchise, is a key to McDonald’s 50-plus-year success story. Last year, the company kicked it up a notch with improved restaurant leadership training, sharpened people selection and processes, and refined coaching and mentoring practices. Capstone Coursework Last year, McDonald’s U.S. Training, Learning and Development team partnered with Owners/Operators and Operations Leadership to develop the curriculum for Restaurant Department Management, says Vice President of U.S. Training Diana Thomas. “This is a new and holistic management approach to enable managers to consistently run great restaurants,” she points out. Three new department manager roles were created to support the changing needs of business operations, all reporting to the restaurant’s general manager. The curriculum design includes innovative approaches, such as Leaders as Teachers, a test-out feature, e-learning, coaching guides, verifications, and virtual collaborations. The department manager curriculum culminates in the Department Manager Capstone simulation, in which teams work together to efficiently run a restaurant in a safe and realistic two-day immersive simulation. “The Department Manager...
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...Applying the Results of the Research Process Data collection methods plus data analysis procedures are essential parts to the research process. For someone to get valid results the data collection process should be precise. Also, the technique of getting the data needs to be suitable to the research study profile to produce the correct results of the research process. Data Collection Methods The data collection methods used in the Effects of a Teen Pregnancy Prevention Program on Teens’ Attitudes toward Sexuality case study article were both observation and questioners. Both ways the data collection methods used were appropriate because it used six different prevention programs throughout the state of Virginia to gather information instead of collecting data from multiple states to make the results more difficult to determine. On the other hand, changes in a participant’s status on an 82-item survey instrument served as a basis when estimating the program effects in the original evaluation study(Weed, Ericksen, Grant, & Lewis, 2002). Reliability is an experiment, test or any measuring procedure that yields the same results on repeated trials. Validity is the construct measures says it is measuring(Carnmines & Zeller, 1983). The way the data collection methods were used to support the reliability and validity of the study article was it allowed the students to answer questioners anonymous that supported the main purpose of the study which was to examine the effects of...
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...Professor Thomas 12/21/2014 GS2520: Professor Thomas 12/21/2014 MY SELF MARKETING TECHNIQUES Present and Future Self Marketing Plans MY SELF MARKETING TECHNIQUES Present and Future Self Marketing Plans Floyd Kidd II Floyd Kidd II Self-marketing is a tool used to aid in career searching. In a time when the job market is scarce, you must be able to sell yourself to a potential employer. Employers want the best products to operate their businesses so you must make yourself the best product out there. Selling yourself is an important part of the modern job search. There are many techniques available to achieve this and this is my plan on how I will sell myself in my new career. A brand is defined as: "A name, term, sign, symbol or design, or a combination of these intended to identify the goods or services of one seller or group of sellers and differentiate them from those of competitors". Ask yourself; what kind of product am I, what brand of person will my future employer see me as. Joseph Perera from the Canadian Institute of Management said that a self-brand enables you to convince potential employers to hire you. Here are the main components of developing a self-brand: * Discovering yourself * Defining and building your brand * Developing your resources and building a network * Marketing your brand "Your personality, values, ethics, business standards, and everything that makes you who you are, are all fundamental parts of your personal brand." ...
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...THE DESIGN AND IMPLEMENTATION OF A LEADERSHIP DEVELOPMENT PROGRAM FOR GREENHECK FAN CORPORATION by Kathleen A. Drengler A Research Paper Submitted in Partial Fulfillment of the Requirements for the Master of Science Degree in Training and Development Approved for completion of 4 Semester Credits 198-750 Field Problem in Training and Development _________________________ Research Advisor The Graduate College University of Wisconsin-Stout December 2001 2 The Graduate College University of Wisconsin-Stout Menomonie, Wisconsin 54751 ABSTRACT Drengler (Writer) (Last Name) Kathleen (First) A (Initial) The Design and Implementation of a Leadership Development Program for Greenheck Fan Corporation Training & Development (Graduate Major) Jerry Coomer (Research Advisor) December 2001 (Month/Year) (No. Pages) Publication Manual of the American Psychological Association (Name of Style Manual Used in this Study) The purpose of this field problem was to design and implement a leadership development program for Greenheck Fan Corporation. Consistent growth over the prior five years and aggressive growth projections created leadership opportunities throughout the organization. A corporate culture that supports promotions from within and a projected workforce labor shortage required development of the skills of existing employees to fill emerging leadership roles. This leadership development program defines the competencies necessary...
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...Perhaps the most important component of any organization are its people. The most successful organizations demonstrate the leadership skills necessary for nurturing maximum job satisfaction and performance in their employees and consequently ensuring high levels of motivation throughout. Effective leaders within these organizations capably develop and implement motivational strategies which elicit desired behaviors by bringing together the disparate attitudes, personalities and values of team members and employees alike. According to Smith (2012): “Employers face the challenges of maintaining productivity, profitability as well as keeping their workforce engaged and satisfied with their jobs” (p.1). By evaluating the individual DISC assessment results of Team D and applying them to the structure of an actual organization, it will be shown how addressing the differences in attitudes, emotions and personalities can be used to meet such challenges while positively influencing individual and team behavior. The Organization My mentor, Greg, is recently retired from Philip Morris USA, the largest tobacco company in the U.S. As Regional Director of Sales, Greg led a staff of 75 sales managers, account managers, territory representatives and merchandising personnel. His duties included development of a regional sales forecast, implementation of a sales plan, participating in the roll-out of corporate marketing plans, meeting customer needs, and management and motivation of a...
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...THE ROLES OF COLLEGE GUIDANCE COUNSELORS IN CALABARZON: IMPLICATIONS TO GUIDANCE PROGRAM AND SCHOOL ADMINISTRATION M. H. A. SEMIRA Batangas State University Gov. Pablo Borbon Campus I, Rizal Avenue, Batangas City ABSTRACT The study was undertaken to identify and assess the roles of college guidance counselors in CALABARZON and its implications to the schools guidance program and school administration. According to Erford (2003), the transformative roles of school counselors were leaders, advocates, collaborators, counselors and coordinators and data utilizers. Likewise, Kuhn (2004) explained that better understanding of the roles of guidance counselors diminished some of the misconceptions and confusions of the counselors’ roles. The above-mentioned roles were reflective of the American culture that is why the present study utilized the guidance counselors’ roles presented by De Jesus (2006) which was based on Philippine context. Findings revealed that the guidance counselors highly recognized their roles as counselor, coordinator, consultant, conductor of activities, and change agent. Thus, they were contributory to the effective implementation of the guidance programs in every college or university in the region under study. INTRODUCTION The roles of school counselors have changed dramatically over time. As the 20th century began, school counselors did not exist. Instead teachers were using few minutes of their day to provide students with vocational...
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...GUIDELINES FOR THE Practical Book Review: James Petersen By Jacqueline McCluskey Student ID: L24900116 Presented to Dr. Gordon Bals In partial fulfillment of the requirements of Introduction to Pastoral Counseling PACO 500 Liberty Baptist Theological Seminary Lynchburg, VA February 3, 2012 PRACTICAL BOOK REVIEW ONE: James Peterson My Summation In the first part of his book, Dr. Petersen introduces the reader to Flat-Brain Theory of Emotions. Through this theory, he explains how emotions, thinking and relating abilities work and how what goes on inside of us comes out in the ways we communicate and act (Petersen 2007, 8). It is through the Flat-Brain Theory that the reader gets an understanding of why at times it is difficult to communicate with others. Also through this theory he explains how when a person’s emotions go into overload how it affects the way they think and interact with others. According to Petersen, emotional and relational overload can negatively affect the ability to hear, see, and speak (23-30). Within the Flat-Brain Theory the stomach begins to expand because it becomes overloaded with different emotions. These emotions then press the heart functions into bricks in the chest, which negatively hinders the ability to relate. This then affects the brain causing it to flatten. The brain becomes pressed against the skull resulting in our thinking, hearing, and seeing to be off. Therefore, the flat-brain person can’t hear...
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