Professional Development Plan
Introduction
Leadership is the act of and inspiring the future vision and motivating people to engage with that vision. To become a good leader is not easy since leaders actions are being scrutinized when things are going wrong. In addition, leadership qualities are essential since it shines through the worst. Moreover, it is these leadership qualities that employees are looking up to, respecting and working very hard for. Therefore, it is important for every leader to work very hard in order to gain great leadership qualities.
Vision
My leadership vision is to see the organization meets its objectives promptly. Additionally, as a leader, I desire that the organization would also achieve its five-year strategic plan. In doing so, the first step would be to undertake self-reflection of my attitude, values, and personal beliefs, guiding principles and how I behave in the organization. According to Huber (2013), self-reflection is very essential in leadership exercise. These mainly involve removing the inner blocks as a leader. These can be achieved by leaders who are aware of the things that are holding them back. Moreover, there are professional characteristics that every leader exhibits. I would promote respect for self, others and the environment, integrity, empathy, confidence and commitment are some of the professional characteristics I posses. These help to improve the relationship between the leader and the clients. In future, the same characteristics, in addition to hardworking should be possessed.
Schoemaker, Krupp and Howland (2013) assert that good leaders possess both emotional and social intelligence. As a leader, I would promote these values. These help leaders to be self-aware, self-respectful, self-manager, socially aware and relationship manager. In addition, it helps to manage their own and others emotions during interactions. The study of the ESI shows the results of multiple intelligence, personality studies, neuroscience and psychology of emotions. These established that, just as we take the data in, about ourselves and our environment through our bodies and mind, we also process data through our emotional center.
According to Schoemaker, Krupp and Howland (2013), flexibility and adaptability would be a major component of my leadership. These can be demonstrated to the citizens by accepting the new solutions in a given occurrence, accepting a new role and showing calm and confidence in the working place. Huber (2013) asserts that in order to achieve goals and visions, followers need to be inspired. These can be achieved mainly by recognizing the worker ability and sense of achievement. Moreover, workers learning growth, responsibility, and empowerment, promotion and feeling of being part of something should be considered by the leader. These will help to inspire workers towards goal attainment.
Goals and Objectives
Some of my goals and objectives of my leadership would be to ensure that there is there is promotion of diversity in the organization regarding the expertise and skills, improvement of the communication channels and the establishment of the organizational behavior that is aimed towards promotion of innovation and organizational development. The other goals and objectives of my leadership would be to promote learning culture that focuses on knowledge and skill improvement and development of essential leadership competencies.
Plan
The plan details the specific activities that would be done to ensure that there is achievement of the leadership goals. One of the activities includes recognition of the diversity and the leverage in the organization. As the organization manager I will focus on strengths rather than weaknesses to increase performance, match the work tasks to strengths in order to engage people and target strengths when recruiting and selecting talents. In addition, I would also marshal strengths to motivate behavior change and develop a shared language of strengths in order to increase teamwork.
The other activity would be the improvement of the communication channels in the organization. Theisohn and Lopes (2013) point out that ccommunication and collaboration should be effective in the workplaces among different stakeholders to meet the business goals. In order to achieve these, I will manage conflict, engage stakeholders and advisory boards. For one to develop leadership qualities, one should seek to coach and guide. These will help to improve their performance. Huber (2013) argues that an effective leader should build healthy relationships; provide assessments, challenge thinking, and assumptions, supporting and encouraging in an organization. Furthermore, I will be driving results in order to meet the organization objectives.
Additionally, I will seek to improve the organizational behavior. Firstly, Goleman, Boyatzis and McKee (2013) point out that analysis of the organizational behavior drives innovative change and encourage organizational growth. I will also develop a compelling vision and communicate the same to the junior staff. Schoemaker, Krupp and Howland (2013) point out that it attracts commitment and energize people in an organization, creating meaning in worker’s lives and establishing a standard of excellence. Moreover, I would build leadership structures that bridge the present to the future and transcends the status quo in an organization. I would also improve the learning culture in the organization. Learning culture can be fostered in an organization by encouraging knowledge sharing, giving people time to reflect and using coaching and mentoring. Finally, I will focus on the achievement of essential leadership competencies that are aimed towards self-leadership, leading other, leading the organization and leadership as a vocation. In order to achieve these leadership skills, I will foster servant leadership strategies that are aimed towards empowering self and other through sacrifice, commitment, and openness in leadership.
References
Goleman, D., Boyatzis, R., & McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.
Huber, D. (2013). Leadership and nursing care management. Elsevier Health Sciences.
Schoemaker, P. J., Krupp, S., & Howland, S. (2013). Strategic leadership: The essential skills. Harvard business review, 91(1), 131-134.
Theisohn, T., & Lopes, C. (2013). Ownership leadership and transformation: Can we do better for capacity development. Routledge.
