Mississippi Army National Guard Leadership Development Plan

Leadership development in the military is critical to its mission and objectives. Understanding and embracing leadership will foster an agile culture and facilitate attainment of strategic goals. People desire quality leadership to assist with achieving their goals, albeit personal or professional development. Having a clear vision and the motivation to perform at high-levels influences others to work synergistically together to achieve organizational goals. Insomuch, employees value being treated respectfully, fairly, and ethically. Leaders serve people best when they help them develop their own initiative and good judgment, enable them to grow, and help them become better contributors.

Leadership goals should always contain methods of a continuous process of learning through education, training, and individual experiences that help ensure that the message will be communicated in a confident and competent manner when leading troops. Soldiers tend to follow leaders that demonstrate and live the Army values, while displaying their confidence in every decision that affects change. Leaders are not born as organizational or tactical leaders; but grown by their genetic determinism, which is inside and the characteristics they work toward; that mold is which type leader they will become. Not just anyone can lead; you must have the desire to lead, be willing to make the commitment to being a leader, and prepare yourself properly, then you have the desire to become a leader. (Fulton, 1995).

The MSARNG has proven that it has the ability and leadership to make necessary changes when issues arise. However, if they do not know how to identify and solve the issues they will become stagnate (Maxwell, 2005). This leadership development plan has shown the MSARNG their needs and gaps and provided a solution that will give them a chance to correct the issues before they get further out of hand. The revised leadership development plan will focus on the professional development of the leaders. The plan will provide valid and effective ways for measuring and refining the problems that have been identified. Leaders have to be able to teach, refine and correct with the appropriate training tools in order to correct any issues in the organization (2 Timothy, 3:16, KJV). Therefore, it is clear to see that the MSARNG can use this plan to help decrease retention, increase recruiting and improve succession planning in order to set the organization up for success in the

When approaching an organization with a new idea or concept it is vital to go in with all your data and facts organized and concise. One of the first things they want to know when they are considering revising or upgrading a leadership development plan is proof that a new plan would work. Therefore, the plan must have proof that is reliable, relatable and valid before introducing the plan. Always remember to treat others as you would want to be treated (Luke, 6: 31, KJV). This literature review paper will give provide proof to the Mississippi Army National Guard (MSARNG) that the new leadership development plan that is being proposed is credible.

This research paper focal point will discuss CBP’s current leadership development programs, its leadership development policy that is currently in place, and which areas it can improve on; pro’s and con’s. The paper will determine if any of the existing leadership practices that CBP is following is actually effective long term or needs to be changed for future success. Furthermore, this paper will analyze the differences between CBP’s current leadership development programs with other leadership programs that have been successful such the the U.S Air Force

When an organization wants to better and improve itself the leadership is the most important resource available. They are the rock of the organization and the engine that pulls the weight of the cars. In order for the organization to help grow a comprehensive leadership development plan must be establish and used. A leader can make or break the organization as they are the ones that make things happen or let things fail.

“When the righteous increase, the people rejoice, But when a wicked man rules, people groan” Proverbs 19:2 (Dake’s Annontated Reference Bible). No one is ever happy when they have to work for a bad leader whether it is because they are evil or due to a lack of knowledge about leading others. This is a major problem inside of the fleet department at Entergy and will need to be addressed by the creation of an adequate leadership development plan. This paper will talk about establishing a leadership development program its strategies and objectives as well as the participants who will participate in the program.

I always believed that to be efficient, planning is crucial. So to be an effective and successful leader, I believe that I must invest in a leadership plan that comprises a personal blueprint for growth and improvement and this paper will be my first step in attaining that. Through this paper, I will attempt to assess my personal strengths and weaknesses as a leader, ascertain the areas of improvement, and recognize the skills and practices that I hope to use to become a successful leader. I will also attempt to sketch the goals that I believe to a priority and a timeframe for achieving the same. I am hoping that by the end of this paper, I will end up with an inclusive leadership plan of development that can be frequently referenced and used as a reminder of the overall direction and more specifically, strategies to achieve my personal and professional aspirations, as well as put into place groundwork for enabling leadership development.

Over the past three weeks I have learned a lot about myself; specifically, that I have a lot of developing that I need to do so that I can become the leader that I need to be. As an Air Force leader, it is my responsibility to guide and grow Airmen into future leaders. I plan to find myself to be a transformational leader who can positively influence my subordinates, peers, and my supervisors. Over the next three to five years, I plan on developing myself into a transformational leader by using the different leadership styles that I have written about in my prior Personal Leadership Development Plans. I plan on building a better bond with my subordinates and my leaders. I will also utilize the knowledge that I learned from these modules to develop my Airmen into future leaders.

Leadership development is big business and an essential part of many organisations’ human resources. In the US, over $15 billion is spent by companies on leadership development programs. But what is the practice about? In this guide, we’ll look at the definition of leadership development and the reasons you should take it seriously. As well as examining these obvious benefits, we will also study the possible drawbacks of implement leadership development programs before introducing the two most common approaches used within the field. Finally, we’ll outline the five key steps you and your organisation should take when considering leadership development.

Because I transition from the armed forces towards the private segment know that I will be one phase in advance. Realizing, that I might have already commenced planting one proficiency established which will identify professional accomplishment and leadership competencies. Nevertheless, developing formidable leadership expertise is often a process, very much a trait of varies destination. Experiencing past success, thus, searching and operating in the civilian operating community; I wish to want to generate an individually distinctive and leadership progression strategy that assures long term growth.

Purpose – It is important that organizations embark on leadership development programs that will enhance leadership effectiveness. The purpose of this article is to identify some leadership development initiatives. Design/methodology/approach – The paper uses a review of the literature to offer some leadership development practices. Findings – Leadership development should be comprehensive and systematically integrated into the

With respect to leadership development, our organization uses theories, models, and approaches that are used to shape the destiny of future leaders as well as the organization itself, but also the community, and the families of the leaders that are developed. Leaders that get results, that can enhance growth, and manage change are desperately in demand today. Bill Gates was quoted in an article saying, “as we look ahead into the next century, leaders will be those who empower others” (Josephson, 2012).

Leadership is not only a manager’s responsibility, also includes the associates, top management, and involves all departments and functional areas. It is a continuing improvement process requires a commitment from all organizations. The results won’t be fast; nevertheless, if people are committed the implementation process will be easy.

The basic question around which our report revolves focuses on the core requirements of the leadership development program at Mobilink. In general the leadership program encompasses the general succession plan which is followed in all the organizations where a manager raises to a senior manager’s position then an executive then a CEO and so on. This succession plan allows individuals to eventually grow as leaders or inculcate some of the characteristics of leaders. In today’s competitive environment things are changing and organizations are looking for ways through which they can employ effective leaders who can gear the business towards success and for this they are trying to look for ways apart from the traditional succession plan being followed. The reason why such a strong emphasis is placed on leaders is due to the fact that leaders are the ones who will lead their team and hence leaders will provide them direction. Organizations want to make sure that the team is guided in a direction where the business success is kept into consideration.