Core Competencies for Self Management - Essay Example

?LEADERSHIP DEVELOPMENT REPORT s Introduction To there are limited literature on the leadership development models and theories. From a definition standpoint, leadership has been defined in diverse ways by different scholars and thinkers (Safferstone 2005, p. 959). However, scholars have arrived at a collective consensus on the suitable phenomena for an effective leadership. Leadership is as a result defined as a continuous process that involves the subjects’ influences that occur within a group context with an aim of attaining a specified goal (Yukl, 2002, p. 134). Leadership development entails the entire process of expanding the capability of an organization to generate potential leaders in an organization to accomplish the set goals and objectives (Tichy and Devanna, 2007, p. 79). Leadership development entails the complete leaders’ interaction with political, social, and cultural environment within their area of jurisdiction (Avolio, and Gardner 2005, p.315). Leadership development models forms a key pillar for professional development in various manufacturing organizations (Northouse 2007, p. 91). Models expound on the standards prerequisite for an effective leader in an organization. Leadership development models defines some of the universal behavioural expectation of effective leaders including the leaders ability to develop external focus, the capability to achieve the expected results with people, implementation of the organizational plans with quality value and speed, prediction and execution of changes in an organization as well as enhancement of quality evaluation and action. Leadership competency models are ideal for availing the three basic leadership requirements, connectivity, consistency, and clarity. Competencies aid in the formation of comprehensible and most effective expectations on the type of capabilities, behaviours, values, and mindsets that are fundamental in the organization leadership role (Jay and Douglas 2004, p. 2). In its consistency role, competency models offer an exceptional language and framework for communication and implementation of an organization’s leadership development plans. In its connectivity responsibility, competency models offer basic metric in organizations leadership development process. It is the driving force for performance management, feedback procedure, identification, rewards, and successful management Competency Model The study will focus on the competency model of core competencies for self management. Referring to this model, an effective leader should understand their weaknesses, values, and strengths. Productive leaders should as well develop the capability of managing their weaknesses and strengths through engaging in consistent learning. They should also be committed and willing to seek aid from other professionals (George and Morgan 2006, p. 399). Leaders should be enthusiastic in accepting their mistakes and make the needed rectifications. Effective leaders should also have the capability of adapting with dynamic and stressful situations as well as having the ability of enhancing a practical balance between their social and working lives. However, the model is criticized for over relying on individual traits in describing the development and effectiveness of an excellent leader. The model is also condemned for overlying on a single personality in the success of an organization. The model also faces criticism for disregarding the issues of role overload, consistent errors, increasing frustrating situations, and role conflict. My Personal Strengths and Weaknesses as A Leader Current Strength In the course of my involvement in broad range of organizational situation, I have developed the leadership strength of a valuable and reliable leader in criticism situations. I have the capability of relishing the emerging challenges and standing strong for what I believe is correct and right. I have also developed a considerable degree of self awareness. As a result, I am aware of my personal emotions and their impact in the management of a manufacturing organization. Current Weakness During my undertaking, I admit to have a weakness in managing myself. I have an exceptionally severe complication in managing my behaviour both in public and private spheres. I am also short of the required aptitude for being resilient in facing challenges and complication. Additionally, my communication skills with my subject do not meet the required standards. As a matter of fact, an effective leader ought to have the capability of abiding by the existing values and ethics (Northouse 2007, p. 91). Despite my understanding on the need and relevant of values and ethics, I at times encounter a problem in acting reasonably when dealing with my subjects problems Areas that Requires Future Improvement To be an effective leader, the improvement on my current weakness is paramount and inevitable. Through my broad experience in leadership position, it is imperative to believe on the most effective leadership values especially when faced with challenges and external pressure. Openness and frequent communication with other professionals and managers will boost my personal perception on other employees in my organisation. The development of resilience will also empower my motivation in dealing with challenges in my leadership undertakings. Moreover, the development of suitable structures in the organisation will play a considerable role in shaping my future leadership qualities. Pressurising for the introduction of health and productive policies will have a momentous role in advancing my leadership weaknesses. Review of the Leadership Theory and How It Relates To My Leadership Development LMX Theory/ Vertical Dyad Linkage Theory This theory expounds on the relationship between followers and their leaders. The theory analyses the relationship-based theory verses followers-based theory (Sudbrack and Trombley2007, p. 251). In this theory, leaders have the responsibility of developing both the out-group and in-group relationship in their organisation. Leaders also hold the liability of ensuring workable affiliation between themselves and the followers to facilitate harmonious relationship in the organisation undertakings. This theory has reported increased application in the contemporary manufacturing institutions. My understanding on the theory has as well played a significant role in advancing the relationship with my followers. It has a conspicuous role in facilitating my understanding and my engagement with other institutions’ leaders and employees as well as in improving my personal leadership traits. My knowledge on the LMX theory has also boosted my understanding on the significance of a fine relationship between the management and the other employees in advancing the organisation’s outcome (Chemers, 2000, p.29) Leadership Development Plan Name: Position: Function: Gender: Location: Objective In this plan, I am forecasting to advance my efficiency in my current leadership position as well as in preparation for prospective senior leadership position. In my plan, I will also focus on rebuilding my strengths as well as in improving my weak areas as per the requirements of LMX theory and the competency model of core competencies for self management Strength At present, I am in a position to react effectively when confronted with challenges and criticism. I also appreciate my leadership weakness and strength. Moreover, I have the required skills in the management of the manufacturing organisation resource. However, referring to the model of core competencies for self management, my strength requires improvement and adjustment. Additionally, my relationship with my subject requires renaissance to meet the requirements of LMX theory Development Needs I intend to improve my leadership skills through the advancement of the prevailing internal and external factors. Through this plan, I propose to understand and internalise some of the most effective strategies that can necessitate workable and mutual formula for working and interacting effectively with other employees as well as leaders from other organisations. I intend to develop the most effective strategies and policies for solving emerging complications at the workplace. Development Action I propose to communicate with my employers to give me a chance to lead a cross-functional and a high level professional team in the organisation. This will assist me with an understanding and in levelling of my strengths as well as gaining the required experience in bringing changes in the organisation, solving my followers’ problem and developing practical strategies for working collectively with other employees. I as well plan to take online courses in conflict management and team work Time: Two year Cost: None, Only My Time Evaluation: Taking leadership assessment to understanding my development Feedback on the plan from an established leader I am planning to get my feedback from senior leaders in manufacturing companies. My Chief Executive Officer will be my main reference point in evaluation of my leadership development initiative. In our conversation and interaction, I will seek to realize my competence in the usage of different strategies in solving my followers’ problems as per the expectation of LMX theory. I will seek an assessment on the impacts of the proposed changes in the manufacturing sector. I am expecting the Chief Executive Officer to detect a remarkable improvement in my undertaking. Regarding my pitfall in problem solving strategies, I am expecting an advice on the most prolific strategy for solving problems faced by my subjects. Additionally, the Chief Executive Officer will update me on the importance of involving my subject in decision making process in the organisation. How to Incorporate the Other Leaders’ Feedback into the Plan After the assessment, I will restructure my planned changes and incorporate the leaders’ suggestions and views in my intended plan. I will also revisit some of the pending disputes in the group to boost my followers’ involvement in solving their disputes. Moreover, I will involve my subordinates in coming up with the relevant leadership development strategies in the organisation as per the advice of the Chief Executive Officer. All changes must however comply with LMX theory How to Achieve the Development Set Out In the Plan To achieve my objectives, I am planning to work hand in hand with my examiner as well as my subordinates. I will involve all players in the planning and in the execution of my plan. I also intend to embark on an online course on good governance and leadership. The involvement of my subjects in solving their problems will also be an important plan to achieve my objective. Team work has an exceedingly decisive role in advancing my leadership traits. In my endeavours to comply with LMX theory, I project to come across the challenge of limited resources and resistance from my subjects and other senior leaders. I will also employ all the available and reliable strategies in my roadmap towards becoming one of the most effective leaders in the manufacturing sector. How to evaluate whether or I Have Reached the Level of Development Set out In Your Plan To evaluate my development, I will make use of the leadership appraisal form. The Chief Executive Officer will use a high quality appraisal form to scrutinize my improvement. My assessor will be required to fill the form after assessing my progress. The appraisal will assess my leadership skills, leadership development progress, communication skills, team work development skills, quality of the environment of work, individual leadership skills, collaboration skills, sensitivity skills, project planning skills analysis skills, judgement skills, flexibility and innovative skills, coaching skills, and quality service orientation skills. After sometimes, I aspire to be one of the most effective leaders in the manufacturing sector. I intend to scope some of the highly valued leadership rewards and honours. I also plan to slip in my subjects in the organisation activities. I also propose to use my understanding on LMX theory to incorporate my subjects in the organisations’ plan and development. In the light of the above analysis, it is clear that, the achievement of an organisation lies directly on the competency of its leaders. The existing leadership theories and models have expounded on the significant of an effective leadership and team work in facilitating quality service delivery in the manufacturing sector. The theory of LMX emphasises on the significance of cordial relationship between the management and employees to facilitate success in an organisation. However, the understanding of one’s weakness and strengths forms the basis for leadership development plan. The plan should on the other hand be backed up with the relevant theories and models. Creation of favourable external environment is also critical in facilitating leadership improvement. Different scholars have developed various policies and strategies for improving individual’s leadership traits. However, it is the responsibility of every leader to select the most effective technique in advancing their leadership traits References Avolio, B., and Gardner, W 2005, “Authentic leadership development: Getting to the root of positive forms of leadership”, Leadership Quarterly, 16, 315-338. Chemers, M 2000, “Leadership research and theory: A functional integration. Group Dynamics”, Theory, Research, and Practice, 4, 27-43. George, P and Morgan, W 2006, “Theoretical and practitioner’s letters, leadership and competency models”, The leadership quarterly, 21, 17, 398-413 Jay, A and Douglas, A 2004, “Rethinking leadership competencies”, Journals of executive leadership forum, 21, 45, 1-12 Northouse, P 2007, “Leadership: Theory and practice (4th ed.)”, Thousand Oaks, CA: Sage. Safferstone, M 2005, “Organizational leadership: Classic works and contemporary perspectives”, Current Reviews for Academic Libraries, 42, 959-975. Sudbrack, B and Trombley, S 2007, “Lost: A survival guide to leadership theory”, Advances in Developing Human Resources, 9(2), 251-260. Tichy, N and Devanna, M 2007, ‘’Transformational leader”, New York, NY: John Wiley. Yukl, G 2002, “Leadership in organizations”, (5th ed.), Upper Saddle River, NJ: Prentice Hall Read More