Leadership Development Plan

Question: Write an essay on Leadership Development Plan? Answer: Summary for effective leadership The traditional views about the term leadership have given importance to the leadership theories, which defines the relevance of efficient leaders. Behaviour of the leaders plays a key role in the development or improving the performance of the company. The modern concept for leadership concentrates on different factors like supervisors, work environment, peers, culture, and others. Leadership is associated with the characteristics that are exhibited by the manager. The term leadership concentrates on developing shared, multi-level and relational factors which are a part of the social network (Bono and Anderson, 2005) Authentic leadership theory This model for leadership is based on the relationship that is developed between the management and the staffs of the company. The staffs observe the pattern for authentic or ethical leadership behaviour, which encourages sharing different information and data. The model concentrates on the model for reflection which is developed by the leaders or the managers. Through this model, it is possible to analyse the data evaluate the more perspective and the rational transparency factors between different factors. The leaders in this model are expected to adopt transparent and authentic method for integrating different members of the company. This will develop the leadership behaviour through which the required changes can be introduced. In this process, the staffs are instructed about the task performance and different methods to handle the situation. This is one of the important factors, through which the members of the company can be encouraged to work towards the product and task achie vement (Carson et al., 2007). Transactional leadership Transactional leadership is the other type of model, which is based on the rewards system. Better performing staffs for the company are encouraged to do well, at the workplace. In returns the company recognise the ability and reward the better working staff of the company. This is one of the best methods to motivate the staffs and encourage achieving the desired goals that has been drafted by the company. Through this process, the company develop positive factors or willingness amongst the clients to work and improve performance (Cooper et al., 2005). Transformational leadership Transformational leadership guides the performance for the company. The leader has the ability to address different types of operational challenges and develop an effective method to overpower the challenges. Expectations and preferences of the clients are analysed, and the corrective measures are taken to introduce the changes. Such leaders play an important role in the crucial development of the company. Through this method, the members or the staffs are encouraged to develop ambitious goals and contribute towards the development of the company ( Chen et al., 2006). Contingencies There are various factors that can affect the theories and the concept of leadership. It is necessary to analyse the factors, as the managers would be able to develop and introduce better changes that would help in the business development. The moderators are Requirements of the company and the number of staffs and employees working with the company. This is one of the important factors, as the leaders would be able to introduce the required changes for benefiting the management Challenges involved in the process of implementing the changes or the strategies for the business development have to be evaluated. This would enable the management to analyse the factors through which the quality of services intended to be provided to the clients can be analysed ( Dent et al., 2005). The stages involved with the process of implementing the strategies for leadership factors has to be analysed. This will help in the business development and introducing the changes that is considered to be essential for the progress of the company. Time frame required for the conduct of the tasks that has been discussed in the leadership factor has to be taken into consideration. Network building The leaders of the company have to communicate with different departments and staffs. This has been done to analyse the challenges and other factors that can affect the performance and plan for the company. In this case, the issues faced by the management or the staffs of the company can be easily handled through the network building. The channel is created to simplify the process of communication and coordination which is required for the execution of different tasks that exists at the workplace (Earley et al., 2007). Communication The mode of communication adopted by the leader has to be simple and effective, as this will help in the business development. In this process, the challenges and other limitations faced by the staffs of the company has to be analysed. This will help in the development of the company and choose the better methods for improving the performance. Development of Ones Followers Through networking process it is possible for the leaders to develop an effective following system. This enables the management to analyse the challenges faced at different departments and introduce the changes (Fredrickson, 2001). Leadership assessment The qualities of the leaders impact the process followed for achieving the desired task at the workplace. With positive attitude the leader can encourage the members to perform well at the workplace. Team members of the company face different types of problem and expect the same to be resolved in an effective manner. Leaders with positive attitude usually perform the task of a mediator and ensure that the works are done in an effective manner. Some of the prominent qualities of the team members have been included below Strengths The strength of the leader is the positive tatted and willingness to help the clients in handling challenges associated with the task execution process. Leaders vary from each other in performance and strategy adoption for handling the task. Transformational style of leaders always finds the better option to solve the problem that exists between the staffs and the management of the company. The leader also sorts out conflicts between the team members. Through such factors, the leader ensures to encourage or navigate the members to work towards the goal achievement. This also enables the leader to analyse the area of concern which needs to be worked upon. Transactional styled leader ensure to handle the requirements of the staffs and motivate the members through effective motivational and reward system. This will help in improving the performance ( George, 2003). Strength of the leaders lies with the process adopted for handling the challenges that exists at the workplace. This helps in analysing the challenges and encouraging the members to do the right things at the workplace. The quality associated with strengths differs for leaders and it depends upon various factors. In this case, the management and the leader analyse the different steps that would have to be followed for encouraging the members to improve the performance for the company. Effective communication is one of the important factors through which the required changes can be introduced by the management for analysing the challenges involved with the process. Values Values or the principles are quite an important factor, through which the performance for the staffs can be improved. In this process, the challenges and other factors that impact the performance of the staffs has to be analysed. This will help in improving the performance for the management. Through values, the leader can encourage the members to undertake the challenging tasks at the workplace and improve the performance for the company. Values define the ethical practices and the principles followed by the manager or the leaders to perform the tasks. Through the principles, the company ensure to provide accurate information to the clients that would enable the management and the staffs to perform better at the workplace. Through values, the company would be able to coordinate the changes and the strategies that would be followed by management to increase the performance. The strategies include implementing changes and analysing the factors that is required for increasing the perfo rmance (Kirkman et al., 2006). Personality Personality of the leader plays an important role in the business development and encouraging the staffs to work better at the workplace. The personality of the leader plays an important role in encouraging or influencing the behaviour of the staffs. This is one of the important factors through which the required changes can be introduced by the management. Through personality factor, the leader ensures to motivate the staffs to perform better and contribute towards the business development. Personality is associated with the method adopted by the individuals to perform the tasks at the workplace. This method also includes implementing the changes through which the required changes related to performance improvement is introduced by the company. Leaders need to express positive behaviour, which is required for handling the challenging tasks at the workplace. These challenges associated with the behaviour of the staffs like conflicts, unwillingness to work, and others can affect the business performance. This is one of the reasons, the issues has to be handled. With positive attitude and work culture, the management would be able to handle the issues faced by the staffs. Personality reflects the inner quality of the leader and the ability to handle and tackle different types of issues that can affect the business performance. Through strong and influencing personality the leader would be able to tackle different types of challenges (Leung et al., 2005). Learning development program Leadership development program or objective has been developed and introduced with an intention of improving the performance of the leaders. Objective A: Confidence Confidence is one of the prime requirements for the managers as it would help in tackling different problem within the work culture. The challenges and other factors can be analysed, and corrective steps can be implemented for making the changes. To analyse the changes required within the company to increase the production activities. Impact of confident solution or analysis of the problem on the staffs and the management. Through this method, the management would be able to handle different challenging tasks that are required for improving the predicting. Development activities - To analyse different factors through which the decision making process for the leaders can be developed. The tasks expected to be performed and the steps intended to be followed in the process has been analysed. Development program The program includes the steps that need to be followed for improving the confidence level of the staffs working in the team. Confidence and the factors associated with the same needs to be developed. This is related to the time required for developing confident attitude to solve the problem. Evidence of progress The execution of the tasks and the time frame required for developing confidence is taken into consideration. Obstacles challenges associated with the task execution and leaning ability. Objective - Communication Positive and flawless communication is required for developing positive and long lasting relationship with the clients staffs and the managers. To interact about the requirements for communicating with different members of the company. Development activities - Understand the different methods followed or adopted for communicating between the members. Development program The tasks expected to be performed by the company and the process expected to be followed in the process has to be analysed. This will help in improving the quality of interaction required for carrying out the discussion. The time required for getting trained for communication has to be analysed. Leaning ability and improve practice Evidence of progress This can be done through evaluation or monitoring process. Objective Relationship Developing positive relationship with the members and the team are important. The factors that have to be considered in this process are mentioned in the process. The objective is to analyse the different methods through which relationship can be developed. Development activities Steps intended to be followed for achieving the target has to be analysed and mentioned. Development program the steps that would have to be followed for learning the skills for relationship building. Obstacles The inability to understand the requirements for upgrading the sills. Timeline Time required learning the sills. Evidence of progress Feedback and self-evaluation. References Benefiel M. 2005. The second half of the journey: spiritual leadership for organizational transformation. Leadersh. Q. 16:72347 Bono JE, Anderson MH. 2005. The advice and influence networks of transformational leaders. J. Appl. Psychol. 90:130614 Bono JE, Judge TA. 2003. Self-concordance at work: toward understanding the motivational effects of transformational leaders. Acad. Manage. J. 46:55471 Brown ME, Trevino LK, Harrison DA. 2005. Ethical leadership: a social learning perspective for construct development and testing. Organ. Behav. Hum. Decis. Process. 97:11734 Carson JB, Tesluk PE, Marrone JA. 2007. Shared leadership in teams: an investigation of antecedent conditions and performance. Acad. Manage. J. 50:121734 Chen GQ, Tjosvold D, Liu CH. 2006. Cooperative goals, leader people and productivity values: their contribution to top management teams in China. J. Manage. Stud. 43:1177200 Cooper CD, Scandura TA, Schriesheim CA. 2005. Looking forward but learning from our past: potential challenges to developing authentic leadership theory and authentic leaders. Leadersh. Q. 16:47593 Dent EB, Higgins AE, Wharff DM. 2005. Spirituality and leadership: an empirical review of definitions, distinctions, and embedded assumptions. Leadersh. Q. 16:62553 Dvir T, Shamir B. 2003. Follower developmental characteristics as predicting transformational leadership: a longitudinal field study. Leadersh. Q. 14:32744 Earley CP, Murnieks C, Mosakowski E. 2007. Cultural intelligence and the global mindset. In The Global Mindset, ed. M Javidan, RM Steers, MA Hitt, pp. 75103. New York: Elsevier Fredrickson BL. 2001. The role of positive emotions in positive psychologythe broaden-and-build theory of positive emotions. Am. Psychol. 56:21826 George B. 2003. Authentic Leadership: Rediscovering the Secrets to Creating Lasting Value. San Francisco, CA: Jossey-Bass. 217 pp Goethals GR. 2005. Presidential leadership. Annu. Rev. Psychol. 56:54570 Kirkman BL, Lowe KB, Gibson CB. 2006. A quarter century of Cultures Consequences: a review of empirical research incorporating Hofstedes cultural values framework. J. Int. Bus. Stud. 37:285320 Leung K, Bhagat RS, Buchan NR, Erez M, Gibson CB. 2005. Culture and international business: recent advances and their implications for future research. J. Int. Bus. Stud. 36:35778 Lord RG, Hall RJ. 2005. Identity, deep structure and the development of leadership skill. Leadersh. Q. 16:591 615