Personal Leadership Development Plan Analysis

Belasen (2012), emphasizes that management development approaches must target specific weaknesses and the psychological underpinnings, surpassing the typical “shotgun” approach of offering the same leadership training to all managers. This paper will examine both my strengths and weaknesses upon re-completing of the Competing Values Skills profile and outline a specific Personal Leadership Development Plan. First, I will analyze the strengths and weaknesses associated with these updated results after applying the knowledge this course have offered me. Next, I will outline my improvement plan over a 30, 60, and 180 day period. Finally, I will discuss my plan on how I will evaluate my progress and adjust accordingly.
Introduction
Belasen (2000), …show more content…
 Continue journal o 180 days
 Review journal and write an analysis of the strengths and weaknesses of how the plan was handled
 Ask supervisor to conduct a review of this specific competency and create a specific plan for the future
 Complete conflict resolution survey from arizone.edu
 Seek peer feedback of progress over last 6 months
Self-Improvement Plan: Improve Coordinator Role
• Goal : Develop Project Management Skills o 30 days
 Reach out to Tim Delaney at church whom is a project manager for HSBC and get feedback as to best way to develop competency
 Work with direct supervisor and select a stretch assignment that will help develop this area and show strengths and weaknesses exhibited in the project management o 60 days
 She progress of stretch assignment with Tim Delany and Seek feedback
 Utilize free online tools to learn about project management
 Read Fundamentals of Project Management o 180 days
 Register for Operations management within the MBA course
 Consider continuing education and obtaining a grad certificate with ESC
 Examine results of stretch assignment with both supervisor and Tim Delaney
 Work with both individuals to assess current skill set and develop a new plan to further improve …show more content…
Assessing our current managerial competencies and future organizational needs is an important strategic staffing function that can enable top managers to align organizational capabilities with business strategy. (Quinn, Faerman, Thompson, & McGrath, 1996). Furthermore, we are taught that, the difference between low performance organizations and high performance organizations could rest in the quality of managerial leadership and its ability to respond quickly to external changes and internal organizational dynamics. It is through the completion and continuous creation of Personal Development Plans that I intend to achieve this capability. Finally, most importantly I must always remind myself to never forget to reflect on and evaluate my learning