Individual Action Plan Leadership

Topics: Management, Emotional intelligence, Sheldon, Texas Pages: 8 (2958 words) Published: March 4, 2012
Individual Action Plan|
Change Through Direct Action|

Managing People

The intention of the following individual action plan is to recognize my leadership strengths and identify areas where I am able to further develop and strengthen my leadership qualities. The challenge within the action plan is to be cognizant of my strengths and weaknesses within the context of my professional and personal life allowing for me to constructively work towards strengthening my weaknesses. The deeper subset to the challenge will require that truth and sincerity of my experiences both professionally and personally be disclosed. The sense of urgency is present and current, I have personally faced my difficult experiences over the past three years and the strengths that brought me through have at times been undermined by the lack of development of my weakness. The mere recognition of a weakness does not resolve or strengthen the characteristic. Metaphorically speaking you could compare this recognition of a weakness to “knowing you need to change the oil on your car, it does not cause any immediate harm and the performance may still be intact, but time will eventually cause failure.” The time has come and is upon me, I am prepared to recognize and understand the very immediate need to adjust and work towards development professionally and personally. The challenge of truthful evaluation of my leadership strengths and development of weakness will bring a balance to my personal leadership and social interactions, which will further advance my professional and personal life, allowing me to return to the value that has driven my success: service to self above others (Rotary International).

I will be taking action in the following method to address the challenge of recognizing and ultimately developing my leadership strengths and weakness through three fundamental approaches which will include ongoing and developing communication with each approach. The two approaches are as follows: analysis of three sixty review and ongoing communication with a selected client that was chosen as an evaluator, the final approach will be using the Goleman emotional framework assessment tool (Goleman, 2001, p.2, ch.3) to guide one on one communication with a professional relationship that has a strong personal component.

The first component of the action plan is intended to evaluate my results of my personal assessment of management skills evaluation (from here know as 360) as completed on November 18, 2011 and establish contextual relevance through direct and sincere interaction with a client that participated in the evaluation. The final component of the action plan is the one on one communication both meetings are intended to allow me constructive evaluation both positive, reflective and sincere evaluation using the emotional intelligence framework from Goleman, by which I have listed below to steer the conversations. I have a further intention of fostering discussion in each category of the 360 review and one on one communication. The following action plan will provide responses specific to each category, self-awareness, social awareness, self-management, and relationship management. The action plan will require that the communications are sincere and available to provide specific examples of strengths or weaknesses, along with open discussion on how I may either foster the strength or further develop a weakness. The intentions is to base line the initial meetings and summarizes discussions and approximately one month later revisit the conversations and determine if I am receiving positive feedback and more successful project completion. I work in a full service industry where I perform consulting and management services to large commercial developers so that the metrics are considered to be measured against project success. The actions used to address the challenge can...

References: Bennis. Warren. G, (2004). The Seven Ages of a Leader. Harvard Business Review, January pp. 47-53.
Conger & Benjamin ( 1999) Building Leaders, San Francisco: Jossey-Bass
Goleman, (2001)
Gosling, J., & Mintzberg, H. (2003). The five minds of a manager. (cover story). Harvard Business Review, 81(11), 54-63.
Heifetz, R., Grashow, A., & Linsky, M
Kaplan, R. S. (2007). What to ask the person in the mirror. Harvard Business Review, 85(1), 86-95.
Keegan, P
Mayer, J. D., Salovey, P., & Caruso, D. R. (2004). Emotional intelligence: Theory, findings, and implications. Psychological Inquiry, 15(3), 197-215.
Takeuchi, H
Continue Reading

Please join StudyMode to read the full document

You May Also Find These Documents Helpful

  • Leadership Action Plan Essay
  • Leadership Individual Assignment Essay
  • Leadership Plan and Self Assessment Essay
  • Leadership Action Plan Essay
  • Essay on Leadership Action Plan
  • action plan Essay
  • Leadership Plan Essay

Become a StudyMode Member

Sign Up - It's Free