Personal Leadership Development Plan
Ivan F Rodriguez
University of Phoenix
This leadership development plan (LDP) is tailored for its author and is not a research paper in the traditional sense. The author begins with his personal framework for leadership. Included are the results of several leadership assessment tools, information from coaching, and personal feedback, and insights into the author’s goals for career and leadership development. The report concludes with thoughts on future development, and evaluating the progress of personal development. Keywords: development plan, transformational leadership, behaviors, practices, learning process.
It is my learned opinion that leaders are made not born, and their DNA influences the speed of the process. It does not matter what leadership theory is considered (trait, behavior, power and influence, situational, charismatic, or transformational), one can get the required knowledge, learn to behave in a certain way, develop specific demeanors, and even modify one’s attitudes and personality to become an effective leader. Relevant and vast evidence has been accumulated in the last several years and suggests that training interventions can develop leadership on those trained (Dvir, Eden, & Avolio, 2002). Further, people’s intellectual abilities, logic-mathematical, linguistic, spatial, musical, kinesthetic, interpersonal, and intrapersonal (Gardner, 1993) are optimized combining the innate humans’ skills (brain structure) with formal training. I am happy to develop my path to transformational leadership (TL) under this principle, I will acquire new knowledge, and master required behaviors to be an effective leader, one with attributed charisma who demonstrates authentic interest in the well-being of others, stays calm in crisis situations, and formulates decisions that benefit the group as a whole, a leader who demonstrates competence, and earn followers’ respect (Bass & Avolio, 1994). A leader with inspirational motivation who is able to provide meaningful and challenging work (Bass, 1990). A leader with intellectual stimulation who is able to promote risk taking, and creativity by encouraging my followers to question assumptions, redefine problems, and consider alternatives to existing methods or approaches. A leader with individualized consideration who develops individualized relationships with followers to empower and support them.
Personal Leadership Development Plan
A large portion of the leadership assessment data incorporated herein is reflective of my true leadership competencies today. There are some areas that I need to watch out for, and opportunities for development that are coupled with career development. I want to become CEO of a multi-billion corporation consequently, becoming a TL is not only a fundamental requirement, but my competitive advantage to get there. This plan is designed to develop from scratch some leadership skills, and to enhance others by combining my innate capabilities such as decisiveness, adaptability, ambitiousness, with new behaviors, and mental programs. From my frame of reference, the basis for an effective leadership framework is looking at leadership on the individual and interpersonal level, leading people; this perspective cannot be separated from its ethical dimension. With those thoughts in mind, I should also mention that transformational leadership is my working theory of leadership, considering both people and ethics. Leadership is not a position nor an stage, it is an attitude, a way of think, and live. Tom Peters found that excellent organizations had leaders at every level, where some were managers, and some were not (Cohen, 2000). I want to become the general willing to die for his soldiers, I want to probe Maxwell was correct with my leadership create the next generation of even better leaders (2003), and have a direct impart in my followers knowledge, and life experience. I...
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