Effective Leadership Development Summary

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A leadership development plan forces individuals to take an assessment of personal strength, weaknesses, opportunities, and threats. Even more, aligning leadership development with overall corporate strategies, values, and mission is the best of all worlds. As reported by Mirocha et al. (2013) “aligning leadership development strategies with company values and culture differentiate the top performing companies from the others” (p. 23). Therefore, presented is a leadership development plan which aligns with my corporation’s vision, mission and goals and incorporates effective leadership strategies and overview, leadership self-assessment, and leadership developmental goals.
Effective Leadership Overview/Summary As business and the business
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As such, follower characterists would be a moderator of contingency which affects leadership success or even style when meeting organizational goals and objectives. Therefore, there are three classes of follower contingencies fitting in this area, which include task orientation, organizational characteristics, and subordinate relations to leader (Li, et al., 2013). These classes align very closely to the Fiedler Contingency Model where the dimensions identified are “leader-member relations, task structure, and position power” (Robbins & Coulter, 2014, p. 540). In each of these situation, the outcomes for the leader might be positive or negative based on the variables. Following this further, the relationship between the member and the leader stresses trust, respect, and confidence (Robbins & Coulter, 2014). Personally, gaining trust and respect from subordinates is accomplished through ethical and honest interaction and behaviors. As identified by Lakshmi (2014) Transformational leadership is the ability to make social changes and is one that begins on people’s terms, driven by their wants and needs. This places greater emphasis on the results of ethical leadership with the criterion that good leadership is one where wider transformations are achieved. (p. 68)
As a new leader in KCBHH, it was extremely important to gain the trust and respect
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Trish Tchume (2014) presented two basic forms of networking which includes “operational and personal networks” (para 6). Leaders utilized these particular networks in order to complete tasks in a more efficient manner or develop leadership and professional skills (Tchume, 2014). However, strategic networking, by leaders for organizations, would assist in organizational and staff goal establishment, track progress in performance reviews, and will elevate the priority placed on networking (Tchume, 2014). It would be important for organization to promote and assist leaders in building strong strategic networks (Tchume,

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