Personal Leadership Assessment and Development Plan

Psychologist Daniel Goleman, author of Emotional Intelligence outlines five areas essential to achieving a high level of emotional intelligence (EQ): self-awareness, self-regulation, social skill, empathy, and motivation (George, 2015). Possessing a high EQ is invaluable as it allows individuals to connect with others on an interpersonal and emotional level rather than in a strictly intellectual matter. However, EQ and IQ are not mutually exclusive, instead, it is essential for both to be joined together to achieve an optimal level of leadership. Leaders who lack EQ and lead only with their intellect tend to dismiss the opinions of others and dominate decision making (George, 2015). Such leaders have the tendency to surround themselves with subordinates who are complacent and submissive. As a result,

The Action Plan will provide guidance for the Leadership Development Program. The process is to develop participants into strong effective leaders. “No leader has all of the knowledge and skills necessary to be successful; as a result most leaders have multiple development needs (Hughes, Ginnett, & Curphy).” The Action Plan will discuss the experiences that will be provided by seasoned senior managers and a Leadership Development trainer. It will include additional information on how the plan will be implemented along with the time frame.

I have been in middle management since 2001 when I moved from a trainer to a supervisor. In the beginning, I was a very green supervisor; however, I had the desire and drive to become a great leader one day. As I looked at the results of this survey, I could see how much I had improved my leadership skills through the years. There are nine categories listed in the self-scoring survey of which that I will be reflecting on six of them. The first category of the survey to evaluate on my behalf is the life balance category. This category was difficult for me at when I first became a supervisor. I would work all hours of the day and night. I would have others take care of my children while I worked. Then, I realized in 2008 that I had to balance

Leadership takes on many faces depending on the responsibilities and environments that are available (Rubino, Esparza & Chassiakos, 2014). However, some basic qualities are universal to all effective leaders. Emotional intelligence and conflict resolution skills form part of crucial leadership qualities (Parker, Sakfloske & Stough, 2009). Emotional intelligence, basically, refers to the ability of an individual to understand and interpret emotions effectively. The paper is based on a self-assessment on leadership qualities.

After completing the leadership strengths assessment, my two strongest results were Influencing and Strategic Thinking. I have worked in the Sales industry for the past 7 years and one aspect for my success has always been with the capacity to influence the clients to do business with me and my firm. My personal mantra when working with clients is the adage of treating people as family. The client has the opportunity to experience this with each time we work together. Furthermore, each scenario must have an optimum result one is interested in reaching. In order to accomplish this task, Strategic Thinking needs to be involved as well. To reflect from the previous question; I would have an open dialogue with the group. Furthermore, once we would

The Leadership Style Assessment tool, I am categorized to have free rein leadership style. I strongly disagree with this assessment for many reasons; I am detailed oriented and I never assume tasks will be completed correctly, unless, I complete the task myself. I am intently focused at work, rarely relaxed, as I want to ensure that I give 100% to my job.

After taking the leadership trait questionnaire and the skills inventory test I believe the scoring was accurate for me. I feel I am a caring a sharing person who enjoys giving and helps others. I find it hard at times to believe in myself, but I am getting better at that. I feel with completing my degree it will only continue to improve that skill for me. The areas I need help in are confidence and the outgoing area. I do not go up and talk to people, but I will talk if I am approached. This has lead people to think I am stuck up and not friendly and this is not true at all. I will talk to anyone who talks to me. I will change these habits by starting to believe in myself more and thinking I can and will achieve this goal with confidence.

In this leadership development plan, I will describe how the three leadership areas I selected in Module One (Adaptation to critique and transformation, presentation and communication, and the influence of others and providing feedback) will be improved by practicing Challenge the Process and Enable Others to Act. In addition, this paper will also analyze how the sharing knowledge and information will improve the leadership areas I have selected in Module One (listed above). The improvement of these leadership areas with these practices of exemplary leadership is essential to any leader, and all three must be improved together to continue the process of change.

This document contains the findings from my personal DISC assessment completed on November 6, 2014, along with feedback from my team summarized in a Leadership Scorecard in order to raise my own self-awareness and provide me with the tools to complete a Personal Leadership Development Plan for professional growth.

My perspective of leadership remained constant for a large portion of my life. I never thought about what it takes to become a leader or how various aspects of leadership impact me every day. Over the past three months in this course, I have been given the opportunity to apply different skills and concepts that combined critical thinking and the ability to work towards a common goal with a group of people. The main points being addressed will include my experience with leadership and the value of specific iLead principles. I will also expand on my relationship to integrity and discuss my internal and external behavioral expectations. It is important for apprentices to understand their personal qualities and the value of teamwork so they can

My leadership assessment indicated I had the following characteristics: Ambassador 19 out of 25, Advocate 17 out of 25, People Mover 18 out 25, Truth Seeker 20 out of 25, Creative Builder 22 out of 25, and Experienced guide 24 out of 25.

In Module 1, I completed the Teacher Leader Self-Assessment (2009). At that time, I felt I fit into the “developing” or “proficient” category in the skills and knowledge areas. With the knowledge and skills gained through this course, I now feel I have moved into the “proficient” or “refining” categories of the skills and knowledge areas. At this time, I am confident I would enjoy and strive in a coaching role, with my confidence and knowledge, to help the adult and student learners in my current (or any) district. I am more comfortable in all of the categories of this self-assessment, which include: Working with Adult Leaders, Collaborative Work, Communication, Knowledge of Content and Pedagogy, and Systems Thinking (2009).

The purpose of a leader is to establish a purpose or goal, create a strategy to accomplish that goal and gain trust of others to believe in your strategy (Candela Open Course, n.d.). Leaders are only as strong or as weak as their strongest and weakest members of the team. Leaders need to examine the team members and find the strong points and the weak points of the members and assist in improving the weakest area and training. The saying of “There is no I in Team”, is correct since not just one person can accomplish the goal, it takes a team working on multiple areas of the task.

Emotional intelligence in leadership is detrimental to one’s success. Despite the advanced knowledge and technological capabilities, one has to possess a strong skill of self-awareness and apply that skill towards building strong interprofessional relationship (Doe, Ndinguri, & Phipps, 2015). An individual can not drive a process alone; a successful leader has to possess qualities to inspire his followers to strive towards the same goal. One of the largest cargo companies FedEx represents the world’s top most successful companies. FedEx leadership program incorporates an emotional intelligence assessment and its development into its new-hire program for managers (Freedman, 2014). Organizations that possess strong moral principles present a better productivity and attract talent (Sims,

Leadership development plan is only practical like the theories behind the idea. Basically, before a person plan, one must know and understand the mission to be accomplished. Good theories are significant and logical and important to comprehend that many accepted leadership principles are difficult to integrate an actionable behavior. A leadership plan helps in understanding and enhancing to lead organizations, employees and groups. The most valuable skill for a leader is the capacity to manage their individual learning. A highly motivated and principled person can attain a great degree of understanding, when they form a leadership plan. The document needs to be written down and be accessible and accommodate new insights. Preparation of a leadership plan has to take into consideration the first plan being a rough draft.