Professional Development Plan paper

Professional Development Plan paper
Leadership presents an opportunity to exploit the skills, knowledge, and talent for the services of others. It encompasses the coordination of activities and individual for the common goal within the organization. Leadership focuses on meeting the goals and objectives and driving the organization to excellence. Different leaders demonstrate distinct attributes and styles of leadership.

Everyone leader expresses the individual vision, considering the available resources and potential to attain set standards. The leader’s vision has to be aligned with the organizational mission and overall objectives.


As a leader, I am determined to rise through the ranks to become the Chief Nursing Officer in my organization. Through educational advancement an and demonstration of my leadership skills, I would earn appointments to highest management positions. In the next three to five years, I am determined to streamline the quality of health services delivery and improve nursing care. I have a desire to be at an influential position that initiates major decisions to impact healthcare. Besides, I wish to be one of the top health leaders in the country.

I prefer to be a servant leader. A leader that is focused on the growth of followers in the sense that they can adventure and achieve their optimum potential. My primary concern would be served to all individuals without bias. As a servant leader, I would be expected to shelf personal desires or interests and submits to help the organization. I would be a commitment to prioritizing the needs and objectives of the organization. My aim could be on consistently developing others into leadership by mentoring and inspiring them. I would teach and guides followers through skills and tactics and empower them to take leadership in various capacities (Spears, & Lawrence, 2016). I would welcomes feedback from others for the progressive advancement of the organization.

I want to be a good listener, one that listens intently and respectively to his members and responds on the exchanged information by actions or by giving timely feedback. I would want to demonstrate empathy by profoundly understanding and sympathizing with others who are undergoing various challenges. I want to exhibit conceptualization with an individual capacity to look at a problem from a critical perspective. As a leader, I want to be committed to the growth of other people personally and professionally at the same time considering staff welfare and well-being as a priority in inspiring successful attainment of objectives (Bastable, Sopczyk, Gramet, & Jacobs, 2019). I would want to express foresight in monitoring current trends in the healthcare system and anticipate the likely outcomes of any future decisions. I want to be the leader who relies on persuasion and cooperation from followers in the completion of tasks (Williams, 2015). I want to possess a broader awareness of self and others so that I can gauge the strengths, weaknesses, and areas of improvement to maximize performance.

I want to be a leader that communicate ideas clearly to all members and articulate the main course of action for everyone to work towards a common purpose. I could want to demonstrate my hands-on skills and technical capacity to solve problems which would make me appealing and influential among the members through inspiration and motivation. I want to be courageous in all aspects by giving opinions and formulating decisions which enable other members to develop confidence and trust in me. I want to be the leader that exercise power along the lines of fairness and satisfaction to each party (Chiniara, & Bentein, 2016). In this way, every individual feels prominent and respected, thus triggering the loyalty.

I want to become a leader that contributes significantly to the maintenance of competitive advantage in various ways. I want to hold up to effective strategies that are resilient and oriented towards maximizing the organizational value compared to other counterparts. As a servant leader, I capitalize on embracing change in routine practices to introduces new interventions that suit clients’ preferences.


To establish a technological communication system

Integration of a technical system will streamline the breaches present in the communication pathways. It will initiate a swift exchange of patent information between the department to enhance the response rate to physician orders and patient care. As a leader, the system could offer me a platform to deliver pertinent information to specific members for completion of tasks. It could also promote collaboration and coordination between healthcare providers working towards a common goal. My main target is to improve patients’ health outcome and promote their safety (Grant, 2017). The technological communication system will minimize medical errors, increase accuracy, and efficiency in dealing with overwhelming numbers of patients.

To establish a research center

Creating a research center as a leader could enable me to monitor current and future trends to guide clinical decisions. Through research studies, the leader can identify evidence-based practices and new care modalities that could boost the quality of care. It will allow members to monitor disease prevalence to design extraordinary preventive measures. As the leader, it could be a great achievement in influencing the change of practices for a significant benefit.

To develop a vision and mission

Through critical study and evaluation of organizational agendas, I could lead in deriving a comprehensive vision and mission that could culminate all the aspects of the organizational structure. The new vision and mission will envision all organizational members into the realization of common agendas in healthcare delivery. As a leader I the objective will help me create a sense of focus and commitment to a standard course. In this case, the followers could set an individual goal at team levels intended to attain the primary target (Cusack, Killoury, & Nugent, 2017).

To develop strategy implantation team

A strategy implementation team has the responsibility of overseeing the formulation of changes and new strategies. The objective could make it easier for me to introduce an alteration in routine-based practices. It could offer ground for the integration of evidence-based practices. The team could represent the organizational structure at all levels of management, for instance, it will enable me as a leader to bring on board all heads of organizational department for interaction and coordination in implementation and maintenance of change.

To establish interprofessional teams

Interprofessional teams consist of members from different disciplines at various capacities within the organization who work towards attaining the universal agenda inpatient care. Individuals making up the interprofessional teams emanate from diverse cultural background demonstrating multiple values, culture, and beliefs. Integration of these members brings about a common understanding that is translated into patient care. As a leader, the objective would enable me to enhances cultural competency and sensitivity in the provision of care.

To develop mentorship programs

Mentorship programs are part of the career development and progressive professional growth of members. Mentorship encompasses alignment of members with experienced professionals to guide them in sharing ideas and making appropriate career pathways. Through this objective, as a leader, I could have achieved cohesion among the team members. I could have stimulated specialization in a particular field that could promote expertise in services delivery hence high-quality care and improved health outcomes (Moradi-Lakeh, & Vosoogh-Moghaddam, 2015).

To establish scholarship programs

The scholarships expand the knowledge and skills of the members in a particular field. To attain lobbying for internal and external educational sponsorship will be a great achievement and a significant step for the provision of specialized care. The member could share the advanced techniques into care settings, and as a leader, the objective would establish an assurance to the future of the profession and individual personnel.


To achieve my objectives, I will have to engage in several activities that could propagate progress. I could first conduct educational programs to all stakeholders to gather the support of the goal to be achieved. This will introduce the members to the purpose of my course and join the movement. Conduction of workshop training for organizational members could be fundamental in orientating individuals to the bottom-line of the objective.

Creation of professional conferences could bring onboard healthcare experts from various parts to offer presentations and exchange of ideas. The conferences could be organized twice in six months to allow synthesis, testing, and practicing of new experiences. The conferences discuss different areas in healthcare that accommodate an organization’s interests and expounds on my own goals to reinforce them. In coordination with the organization’s board of executives, financial allocations could be released to fund my objectives to success.

Conduction of research activities before the establishment of activity could enable introduction, implementation, and sustainment of the demands of the tasks leading to goal attainment. Research-based activities involve consultation with other leaders and professionals from different fields for one month. It presents as one of the methods to prepare and develop an awareness of the approaches and strategies to be employed in integrating the goal into success.

Evaluation method

Conduction of a survey study within the organization could serve as an evaluation method for the professional development plan. Distribution of questionnaires among stakeholders could gather feedback on the effectiveness of the plan. The questions in the survey would target specific aspects that contribute significantly to increase organizational value. Analysis of the responses could generate a perfect comparison at an interval of six months (Nelson, & Staggers, 2016). I would use the method of self-reflection in the context of a checklist with all requisites against which I could measure the progress as I strive towards attaining the objectives.


Bastable, S. B., Sopczyk, D., Gramet, P., & Jacobs, K. (2019). Health professional as educator. Jones & Bartlett Learning.

Chiniara, M., & Bentein, K. (2016). Linking servant leadership to individual performance: Differentiating the mediating role of autonomy, competence and relatedness need satisfaction. The Leadership Quarterly, 27(1), 124-141.

Cusack, E., Killoury, F., & Nugent, L. E. (2017). The professional psychiatric/mental health nurse: skills, competencies and supports required to adopt recovery‐orientated policy in practice. Journal of psychiatric and mental health nursing24(2-3), 93-104.

Grant, J. (2017). The good CPD guide: A practical guide to managed continuing professional development in medicine. CRC Press.

Moradi-Lakeh, M., & Vosoogh-Moghaddam, A. (2015). Health sector evolution plan in Iran; equity and sustainability concerns. International journal of health policy and management4(10), 637.

Nelson, R., & Staggers, N. (2016). Health Informatics-E-Book: An Interprofessional Approach. Elsevier Health Sciences.

Spears, L. C., & Lawrence, M. (Eds.). (2016). Practicing servant-leadership: Succeeding through trust, bravery, and forgiveness. John Wiley & Sons.