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    Dynamic Leadership Plan Assignment help

    Dynamic Leadership Plan Assignment help

    Dynamic Leadership Plan

    Executive Summary

    As the name suggests, it has to be understood that leadership remains one of the most integral and crucial qualities that an individual must comprise of, in order to achieve his or her career objectives and goals. Leadership refers to certain skills and traits that an individual needs to build upon and develop. In this assignment, as the name suggests, an emphasis has been tried to develop and establish for a dynamic leadership plan.

    It has to be noted that organizations functioning today require only those individuals to serve them, those who portray and display certain leadership skills. By discussing significant and crucial models that provide for effective leadership qualities, the assignment has tried to lay significant emphasis on one’s own developmental opportunities that might be extracted from these foundation models. By going through this work, it can be expected that the reader shall get significant insights into the key factors that enhance and foster leadership skills in an individual, and those which might be implemented for one’s own personal developments.

    1. Introduction

    Being well acquainted with the code of conduct established by a leader to establish ethical and developmental workplace strategies that allows them to gain compliance of their workforce and enhance the functioning of their businesses. The presence of distinctive qualities in a leader makes them highly capable of facing the tough competition that market presents to them. It also allows them to ensure that they are able to formulate proper non-current assets and invest on them wisely so that they are able to establish the long-term objectives for their organization. This ensures that the leader is not only able to ensure the development of the organization but is also able to ensure advancements in their strategies and the abilities of the workforce to be able to operate effectively in the current competitive market.

    The purpose of this leadership plan is to understand the importance of long term planning. This individual assessment aims to evaluate the implications of multiple leadership theories and models that would contribute in formulating an action plan. This action plan would contribute in the understanding of the developmental aspects that are necessary in a leader and should happen from time to time, to understand the needs of the market and their stakeholders specifically.

    2. Model of leadership development 

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    Developing a proper organizational culture is one of the critical tasks that are being incurred by a leader. It is important that a good leader is aware of most of the integral leadership models that is necessary to understand for the better functioning of the organization and promote the idea of affirmative organizational culture. Understanding of the leadership theories and models ensure that the leader is able to avail desirable output for the organization (Clinton, 2018). Before utilizing the different leadership models in the functioning is important that the implications are not limited to a representation in the pen and paper, and that each of the employees is able to understand the importance of the models in enhancing of the organization, it is important that leader is able to motivate his/her workforce properly. It the operational quality of the organization for at least 5 years.

    Model 1: The Whitman GROW

    This particular model by Sir John Whitmore is also recognized as the GROW model. It is also considered as one of the most established and integrated form of leadership models.  This model was popularized in the book coaching for Performance (Edie et al., 2016). The GROW model emphasizes on the importance of both problem-solving capability and the goal setting aspect of leadership. At the initial stage, this model was mainly used for corporate coaching in the early 80’s and 90’s. The framework of this model is small but it acts as one of the powerful tools to highlight, extract and maximize the potential of an individual with the series of insightful conversations. The biggest contribution of this model comprises of providing personal achievement to the individual and enhances the productivity of the organization. The word GROW is an acronym of (G) goals, (R) reality, (O) options and (W) will (Heslin & Keating, 2017). These four steps highlight the key steps in the implementation of the model. 

    I consider the use of this model for the developmental plan set for two years because this model contributes in building the self-confidence of a particular individual. This model helped me promote the idea of motivation and inspiration in my workplace. Seeing my employees, work with an affirmative notion in their mind boosted my personal satisfaction and motivated be to work harder so that I can provide my workforce with better opportunities. The final element of the model is identified as the barometer of success and ensures that the relation with volatility, desire and positive intention is maintained. 

    The four components of Sir Whitman’s GROW model enhances the state of positive awareness in an organization (McCleskey, 2015). For the proper implementation of the model in an organization, I have been able to formulate well-structured questions to ensure that it promotes the idea of deeper awareness, encourages the idea of positive and proactive behaviour and at the same time ensure that productive results are being generated. To accomplish the goals of the organization, I ensured the inclusion of my employees in the continuous and progressive coaching skills that have been promoted in the organization. I have been able to provide a specific structure to my management and the employees to make sure that I am able to unlock my true potential and motivate others to understand their own capability as well. 

    I encouraged the use of the GROW model because the model is well known to yield higher rate of productivity in the organization, enhanced communication between the employees and the management, better interpersonal relationship between the people and an affirmative quality of the work environment. With the help of this model, I have been able to eradicate some of the common problems prevailing in my organization. 

    Model 2: Boyatzis Intentional Change models

    A leader must be able to incorporate changes from time to time in his/her organization to make sure that they are able to address the requirements the changes occurring in the market and the trends that are rapidly taking place one after the other acquiring the attention of customers (Howard, Healy & Boyatzis, 2017). The changes do not have to belong to the behaviour of the leader but may also occur in the competencies, dreams and aspirations that the leader has been able to develop newly for the organization. The change may also occur in the perspective of the leader at the same time as well. It was because of the contribution Richard Boyatzis and Daniel Goleman that made it clear how to enhance the level of communication with of support

    One of the key aspects of this theory is to be able to differentiate between one’s ‘ideal self’ and one’s ‘real self’. Following this mechanism conveniently allows an individual to ensure developmental changes in themselves so that they are able to contribute in an effective way to enhance their productivity and profitability. From time to time, it is of significant importance that leaders are able to incorporate significant amount of changes in their business functions and in their personality as well to make sure that they are able to provide their employees with the idea of development. It also allows them to cope up with the rapid rate of changes occurring in the society. The changes at one point also allow the leader to motivate their employees and to retain their effectiveness for enhanced productivity of the business organization.

    Being the leader of an organization, I have been able to realize that there is a presence of two states in an individual. One is Positive Emotional Attractor (PEA) and the other is (NEA) Negative Emotional Attractor (Ncetm.org.uk, 2018). I have been able to increase the level of PEA among the employees with the help of this model and make sure that the employees are able to be open to new ideas and allow innovation in the organization. With the help of this model, I have also been able to trigger my key strengths to make sure that I allow the employees to do the same about their performance in the organization. At the same time, it is also important to make sure that the employees are able to formulate their own developmental strategy to be future leaders. The idea of this model has allowed me to ensure that I allow the implementation of all the five discoveries effectively. 

    The Capability Model of Leadership

    Under this model, four components are provided that shall help an individual to build upon and develop his or her leadership skills. The four levels under this model are as follows:

    General cognitive ability: Under this component, the biological reasoning ability of the individuals forms a crucial component (Sosik and Jung, 2018). It has to be understood that under this step, I must ensure that I comprise of the relevant educational qualifications and skills, which shall help me to become an effective leader. For instance, I must comprise of skills such as aptitude and reasoning, in order to govern and understand situations as well as challenges. It is due to general cognitive ability that I might be able to analyse and understand tough situations. With proper cognitive ability, it shall be possible for me to handle and tackle various situations.

    Crystallized Cognitive Ability: Unlike the general cognitive ability, the Crystallized Cognitive Ability comprises of the learning of an individual, which he or she acquires over time. For me, with the passage of time and relevant experience, it shall be possible for me to develop proper understanding of the various problems, which I might face as a leader. Contrary to the provisions of the General cognitive ability, this section deals with the learning outcomes that I shall gain with time and the relevant experience.

    Motivation: Under the section of motivation, the individual’s intent and will to solve a particular problem and get over challenges are present. Not only has this, but also the extent to which they can be influential for the subordinates and other employees formed an integral component of this component (Kunze, De Jong and Bruch, 2016). In my context, I can say that I need to fulfill and achieve all the components that have been provided under this factor. For instance, only when I become influential, shall my subordinates support and stand by me. I also need to develop and enhance my determination skills, which shall help me to overcome certain challenges that I might face in the future.

    Personality: Certain traits and skills of an individual, as the name suggests fall under the personality section of the model in context. These traits must be ones that help the leaders to solve and get over various challenges (Ccl.org, 2018). For me, I can understand that I must develop the required skills and inculcate certain aspects such as the ways to get rid of and solve complex processes in the organization.  

    3. Action Plan

    In this section, my main aim shall be to list certain components that shall help me to enhance my leadership skills and qualities. Based on the above stated models, I have understood that there are certain factors upon which, the leadership of an individual relies. In the section provided below, is an action plan that depicts a series of activities that I shall be undertaking, the starting date, the ending date and lastly, the time span required to achieve those factors. Based on the components in the above stated models, the activities have been decided 

    forward to eradicate this leadership form and focus more on other leadership developmental opportunities.

    Not only this, but a successful leader is one who has the ability to motivate others. Only when he or she manages to do so, shall the employees work towards the set goals and objectives. If I manage to enhance on my responsibility delegation skills, it shall successfully contribute to my team working abilities. As required by most of the organizations in today’s market, it becomes extremely crucial for a leadership to sense and understand the provisions of team working. By developing my team working skills, it shall be possible for me to develop my peers to their personal as well as the organizational skills. 

    4. Conclusion

    In today’s world of extreme competition and fierce rivalries, it becomes extremely tough for individuals to reach to their goals and objectives. From an organizational context, it can be stated that the employers are in the look for acquiring and recruiting the best of candidates for serving their companies. It has to be understood that all the organizations functioning in the market comprise of certain goals and objectives. For the same reason, it can be understood that they require the best of employees, who shall yield productive results for the firms.

    From the point of view of the employees, it has to be mentioned that the candidates who are serving a particular organization, need to build upon certain skills that shall help them to generate productive results for the firms as well as for themselves. Out of many, the leadership skills remain one of the major skills that the individuals need to comprise of. In this assignment, the main aim of the learner has been to effectively evaluate and understand the various factors that have an influence on the leadership skills of an individual. By referring to certain models, the learner has tried to emphasize and reflect upon the significance and relevance of leadership. Lastly, this assignment also aims to shed significant light on the development of a two-year leadership plan that the learner aims to follow and act upon, to enhance his own leadership skills.  

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