Leadership Development Plan

There are two kinds of people in this world, followers and leaders. Followers are the people that never take a leadership role in any activity. "They are more valued by followers and have higher performing teams." (Cherry 2014) However, leaders are the ones that use their leadership skills to make a difference in this world, such as presidents, teachers, or even college graduates. Leadership is not something you can learn from a book, but you have to gain this skill through experiences such as holding an office, organizing an event, speaking in front of people, or participating in a leadership program.

What I have found most valuable from model three is the Full Range Leadership Development (FRLD). I found leadership behaviors within the FRLD most valuable because I have two leadership behaviors that stick out to me. One is a contingent reward; I like to reward my subordinates and peers with time off or a barbeque when they exceed the standards or goals that I have set for them. I believe that contingent rewards stimulate comradery in the work center for my subordinates and peers so they enjoy coming to work.

For my interview this week in Systematic Theology class assignment, I had the privilege to speak with a friend who was an elder leader at the church I used to attend. His name is Pastor Ken Barr, a Bachelor in Psychology at Regent University in 2014. I have known Pastor Ken for over three years of my walk with God. He is also one of the leaders who taught the new disciples of the church, who wanted to learn how to become future disciple leaders. I had the privilege of learning many things through his ministry, even Theology of God’s nature. He was also the one who guided me to explore the study of Christian Ministry in Regent University two years ago. I consider him my Mentor. On Monday November 7, 2016 we set up a meeting on Facebook

A plan for leadership, or, an analysis of leadership, were the two options available for the final portfolio project of class ORG 561, Examination of Modern Leadership. I selected option number 2, a plan for leadership, in which a new organizational leadership plan will be presented and developed in an effort to provide guidance to upper management to address a number of organizational concerns. The portfolio will entail an evaluation of an overflowing pediatric emergency department facing the challenges of meeting capacity needs as well as the needs of staff members. Specific issues to be addressed include high staff turnover, ineffective continuing education opportunities, poor communication channels between staff and

Personal development plan reviewed periodically and measure the performance of each key area. Achievement of personal development plan goals within time frame benefit to individual. As effective Leadership requirements, personal development plan has significant importance in any organization. Leadership is a person that combine the team to achieve the mutual goals, motivation and build friendly environment where everyone contributions are important.

The concept of Full Range Leadership Development (FRLD) has challenged me to examine how I should lead within my own unit. It highlighted the importance of a proactive posture in challenging not only myself, but also others to perform above the status quo. Leadership behaviors under FRLD are imperative in this multifaceted environment for the optimal development of every Airman. In reviewing course content, the concept of a Transformational Leader—and its sub-concept Individualized Consideration—validated who I want to be as a leader. Early in my career, I typically dismissed myself as an insignificant member of the unit. It was the consistent involvement of a few senior leaders who saw my potential and took my goals as their own priorities that truly developed the leader I am today and who I aspire to be tomorrow.

I come from a system where leadership development never ceases. As soon as we join the Army we are tasked out with responsibility. A new Soldier will at one point be responsible for the actions of the troops and carrying out the directive of the Drill Sergeant. From that point on a Soldier who is competent will receive more responsibility and subordinates. When I reached the end of my career in the military, I was responsible for a brigade-size platoon and millions of dollars’ worth of equipment. Now that I have taken the education route I have continued with my leadership development and have even had to tone down my perception. I have to constantly

After completing the Path-Goal Leadership Questionnaire I feel that I scores highly on it. I received mostly a seven in all the areas which is the highest you can get on the questionnaire. I think the results are accurate because I feel I am leader due to my job and their requirements. I am not afraid to let others know what needs to be completed and by when. I am also an encourager on the job and a supporter of my workers and their work and input on things. If a worker has some advice to make things better I am willing to listen and take it into consideration. I think there is always room for improvement somewhere. I feel I can improve on my listing skills. I listen, but I feel I can be better at it with more people. I am always in a rush

Going into the LSI class this spring, I never knew what my leadership style was. Over the past six years, I had successfully negotiated business deals and led teams across countries and cultural norms. However, I often found it hard to articulate what really worked and what didn’t. I’d like to take this opportunity to address some of my main takeaways from the class, as well as outline my leadership action plan moving forward.

In order to become more effective at leadership applications, people must learn how to more effectively communicate, listen, and embrace a variety of diverse perspectives. Positively influencing both internal and external variables on personal and professional levels require the attainment of individual and self-awareness. Having gained a relatively broad-based awareness for many diverse perspectives, all of which are very much applicable towards enhancing efficiency, effectiveness, and overall organizational productivity, the following reflection paper will begin to apply a new found source of data, information, knowledge, and wisdom into some of the developmental phases necessary to positively enhance the successfulness of individual and organizational goals and objectives moving forward.

In creating my personal leadership development plan, I will first provide an overview of what I have found to be my strengths and weaknesses and in doing so will make a distinction as to my leadership style. I will then discuss recent activities I have undertaken which have served to underscore these strengths and weaknesses. Finally, I will lay out my plans for future growth and development as a leader.

If you were to go to your local university’s library and look up the topic of leadership you would find hundreds of books on the topic. A similar search through journal articles and online publications would produce hundreds of thousands of results. The topic of leadership is something that has been greatly researched throughout the years. This writing is intended to research one of the models developed as a result of some of that research, the Full Range Leadership Development model (FRLD). FRLD was first introduced as a model by Avolio and Bass (1991), many of the principles used in this model were developed long before. Bass and Avolio have had many publications throughout the years on the topic of leadership, the FRLD model was one way they discovered to bring much of that research together.

A leadership development plan can be very useful in helping a leader understand and practice what is expected of them in the role they are taking on. When developing a leadership development plan it is important to determine what objectives a leader should have for the specific company. In the context of becoming CEO of TOMS, a leader must understanding how to create clear vision statements for the company, communicate effectively with a global audience, and manage a diverse team. It is very important that a leader understand how to create a clear vision statement for the company, because vision statements are what helps to guide and organize the work force in the direction they would like to go. If the vision statement is unclear, goals can become confusing for everyone involved, which can result in wasted time and money, as well as losing clients. Communicating effectively with a global audience is another most have objective for TOMS organization, because they are dealing with workers in China, Ethiopia, Argentina as well as the United States, and with clients all across the world. They must know how each culture communicates and operates so that everyone will be on the same page and no one is offended in anyway. The CEO must also know how to work with a diverse team. Like I said with the previous objective, TOMS organization works with different cultures and backgrounds. Every person within a culture has their own unique personality and way of experiencing

Wal-Mart Incorporation is a giant discounting retail store that was founded by Sam Walton in Rodgers Bentonville, Arkansas in the year 1962. Sam Walton headed the company as its Chief Executive Officer until 1988 when he retired and his position was assumed by David Glass then followed by Lee Scott, Mike Duke and the current CEO who is Doug McMillon. McMillon has been among one of the longest serving employees who has been touted as being deeply well versed with the traditions and the culture of the retail giant. He ascended to the critical position in February of 2014 at 48 year of age. Rob Walton, the eldest son of the founder Sam Walton is the current chairman of the board of directors at Wal-Mart.

There is no greater asset to a company than building up leaders from within. In fact, It has been proven that the best, most loyal, and most qualified leaders within a company are those internally trained and promoted (Clarke 2012). It seems that some businesses have a strong grip on the best means of developing leaders within their company, while others are somewhat lacking. For this paper, my personal experience as an entry level employee who utilized the leadership program is used along with ideas from other leadership programs. This program is specifically geared for leadership development within a call-center setting.