Working At The Maximum Performance Level

According to Zain and Hassan (2007); and Drucker (1985), large enterprises like International Business Machines, Apple, Sony, Hewlett Packard and Microsoft have been able to sustain high levels of performance by behaving entrepreneurially. According to Pinchot (1985) the term refers to the development of internal markets and relatively small and independent units designed to create internal ventures and expand innovative staff services, technologies and methods within a large organization. Selecting an appropriate basis for defining BE and understanding its process is a real challenge for researchers due to the absence of a universally accepted definition of BE (Kuratko 2009). Based on the literature, the main elements of BE definitions

Too many business leaders today are out of touch with the employees they lead despite the fact that billions are spent every year on leadership development. Part of the problem is our primary method of developing leaders is out dated to the type of leadership we need. Training focuses on best practices, while development focuses on next practices. In this paper I will discuss 9 ways to develop your leadership skills, developing leadership pipelines at every level. Some of the importance skills of leadership development and conclude with my opinion.

In this section of the document the objective is to examine the area of High Performance working.

Management 501, a curriculum rich in principles regarding issues both personal and professional, has presented a myriad of concepts which represent tremendous truths applicable to the concept of self improvement. Senge, Sholtes and Covey, internationally renowned authors, provide a wealth of knowledge which empowers individuals to effect life changing decisions through the planning, doing, studying and acting (PDSA) upon these concepts. It is amazing that as others witness change in us, via the practical application of these principles, many are encouraged to affect the same in themselves.

Therefore, feedback is designed to provide useful information to participants to help develop and improve them as leaders. It should not be used to hurt participants or make them feel bad; however, feedback is needed for improvements and coaching in order to move them to the next level. According to Hughes, Ginnett, & Curphy (2015) “The skill of giving constructive feedback, however, inherently involves actively giving feedback to some else. Getting helpful feedback is essential to a subordinate’s performance and development. Without feedback, a subordinate will not be able to tell whether she’s doing a good job or whether her abrasiveness is turning people off and hurting her chances for promotion (p.444).”

Personal growth is the most important factor of my development plan at my current stage in life. Due to the increased competitive nature of young up and comers I feel that I may be limited for opportunities and advancement. Creating an in-depth leadership development plan will assist me in building up on my leadership skills and abilities. Although this leadership development plan is only a guideline, the real learning process is an ongoing journey. It’s a mark of respect and fairness to include potential leaders in decisions that have a bearing on their work and perhaps in their lives (Axner). Before you can determine how to get somewhere you have to determine where it is that you would like to go. Within my journey of leadership, I believe my mission is to remember where I have been and where I will go, while maintaining positive relationships with family and friends. To build a reputation of being dedicated to every goal I choose to pursue while having successes in both my personal and professional life while having fun in my journey finding laughter, love, and happiness with each day.

This outcome can have results of a company dealing with a different operating style and organizational culture (DuBrin, 2013, p. 474). An important part of leadership development is prepared for promotion, and it includes leadership succession. Moreover, leadership development is recognized in words as education and training, coaching and job experience. Self-help majorly gives to developing leadership abilities. A lot of forms are included with self-help, such as working alone to improve communication skills, for charisma to develop and for effective leader’s behavior be compared. Self-awareness and self-discipline are two major elements of leadership self-development (DuBrin, 2013, p. 475).

Business leadership is very important. Without a good leader, a business will be ruined. So it is very important to create a roadmap for development of global business leadership skills in an organization. Creating a roadmap to develop leadership skill is to continue using a smart management program at all levels across the organization. In fact, an organizations needs leadership development programs to focus on hiring strategies, employee development, career and succession planning to identify, attract, fill, and retain corporate leadership talent.

This paper seeks to prepare a personal development plan in my objective to become a leader in an organization. I will analyze the requirements of the targeted job in relation to my inventory of skills including my strengths and weaknesses in relation to the requirement of a goal in mind for which I am willing to know my deficiencies in terms of skills. I will therefore have to make an action plan on how to correct my deficiencies and to improve on my weaknesses to take advantage of my strengths in attaining a target job that I want to have and quality of a person that I want to happen as a result.

As a capstone piece to this work on exploring different dimensions of my personality and leadership style, it would appropriate to develop a plan that I can employ immediately to work on my strengths, overcome areas of weakness, and determine a practical application of the theories learned in this class that would be applicable in a leadership setting. This section of the paper will discuss the following three topics of personal growth: (1) Development of Strengths, (2) Improvement or Overcoming of Weaknesses, and (3) A Real-World Application.

Leadership development is one of the most important things an organization can do to increase competitive advantage and support all corporate strategies and initiatives. As reported by Johnson, Garrison, Hernez-Broome, Fleenor, and Steed (2012) “individuals believe leadership development has a positive impact on the leader and the organization” (p. 555). In supporting the development of organizational leader’s this states that the company is focused on creating a strong corporate culture and learning environment.

In my opinion, this research has contributed to the organization and personal development. This project is a package of individual growth in addition to organizational growth.

A great manager is willing to take the responsibility of the actions of his employees as their leader. Great manager learns from the company 's previous mistakes and are devoted to better the company. Managers should be knowledgeable about the company, to prepare them to answer any questions the employees or customers ask. They motivate their employees to be successful and accomplish the company’s day to day task. A great manager listens to employees and customers. They improve from what they are told and catch on to their own mistakes. Great managers should know how to handle criticism from an employee or customer. For instance, say John the manager of Starbucks gets told he is a lousy manager, who doesn’t know what he is doing. John has the choice of either feeling bad for himself, getting angry, or learn from his mistakes. The better choice would be to learn from his mistakes. This will allow John to understand to better in a function he lacks in which is organizing.

I further understand that in order for my organization to achieve long lasting change, leaders embrace a commitment to learning for not just themselves, but also the organizations. They have made significant strides in establishing a philosophy that further individual development through the institutional, experiential, and personal development constructs. This philosophy has influenced individual development from the early stages of their career to retirement; because, the organization realize that additional benefits further develop a philosophy of long-term learning for the organizations. For example, Senge recognizes the linkage of individual and organizational development in his statement, “Individual learning does not guarantee organizational learning. But without it, no organizational learning occurs” Senge,

The best managers are more than just controllers, delegators, or administrators. Managers focus on structure and processes, while creating a willing workers environment for their staff members. Spending time developing people and leading by examples are important traits for a good manager. As a leader and manager you should always treat employees with respect and honesty; positioning employees for success creating learning opportunities and additional responsibilities. Good managers have a strong operation, that produce and delivers a product or services in a effective manner. Early in my career I was fortunate enough to become a Project Manager (3 divisions, 28+ employees, and 2 shifts) being not place in this role with very little experience nor understanding the general needs of employees. Let’s just say things went south very fast and from that experience I formed this as my Management Mission Statement. “My mission is to create a productive environment while developing my employees through empowerment, and keeping an efficient operation that gives quality service to our customers.”