Developing leadership skills

After learning about different leadership philosophies in class, I realized that leadership is a fundamental skill that will help me advance in my management profession. It has become crucial for me to implement the leadership skill development approach and get understanding of how I may improve my managerial abilities. The action plan for the skills learning strategy to mobilize, deliver, and lead the company is now crystal evident to me.

My lack of initiative and decisiveness had prevented me from developing into a successful leader. Additionally, I’ve had a passive mindset and an inferiority mentality. As a result, I haven’t been able to develop into the kind of manager I effective manager that I intended to be.

Currently, am an easy going person who knows more than five languages and have developed effective communication skills that can help me manage to lead the team and run all the managerial operations effectively which is one of my core strengths for leadership.

The importance of Developing Leadership Skill

According to Chuang, (2013), developing leadership skills assists in human resource management. In most cases, leaders are not determined to understand the leadership dynamics and motivation of subordinates or responding appropriately to the emerging needs of subordinates. As a result, poor leadership becomes a problem to subordinates’ performance, leading to low morale, low turnover among individuals that ultimately leads to low productivity among the subordinates (Jason, 2014). When the subordinates become aware of the basic tools and skills for addressing the common obstacles they face, the same dynamics will be turned into an opportunity to create options for continuous performance enhancement in their areas of competence.

The concept of leadership skill development has remained an ambiguous ideology in the history of human resource development and capacity enhancement (Sharon, 2007). Most of the employees look at the managers as more of leaders than administrators. The major reason for change is to enhance the performance of subordinates in the management career. Performance enhancement in leadership skill development depends on a clear understanding of the strategies, the shared goals and work plans alongside the responsibilities and roles of an individual in a given department (Prewitt, Weil, and McClure, 2011). The most important concept in leadership skill development is building the mutual accountability, interpersonal relations, communication, and interpersonal qualities of trust (Jason, 2014). All these concepts determine the ability of the of subordinates to achieve and sustain their career goals by making skill development a necessity tool for the programmatic and operational efforts of building one’s capacity while strengthening their efforts.

The objective of leadership skill development is to determine what subordinates are expected to do and how they are expected to behave (Chuang, 2013). By the end of the leadership skill development exercises, I will have practiced skills in situational response, making constructive communication and supporting team development through its administrative stages.

Leadership Skill Development Activities

Leadership skill development involves a set of activities that can help one build a leadership career in relation to human resource management. These activities include discussing the career vision with my colleagues, developing a plan to monitor the progress of my vision towards achieving shared vision and identifying the basic behaviors and principles to guide in performance enhancement and skill development (Bueno and Tubbs, 2004). Other activities include Identifying targets for change, agents of change and sectors that need change. The above-mentioned activities constitute strategies to ensure consistency of the objectives with the overall mission, vision, and strategies of the leadership skill development. In addition, the above activities enhance service support initiatives that incorporate the need for change, provide solutions to leadership challenges, provide information regarding skills necessary for leaders to reach a better level and generate requirements for leadership skill development (Bueno and Tubbs, 2004).

Action Plan for Continuous Skills Learning

Measures taken to assess success in developing these skills

This action plan on leadership skill development will be used to create the platform to learn about a number of skills that can enhance my performance when pursuing the desired career of human resource management.it has got a set of action steps which will assist in strengthening leadership skills that I would like to improve further for the next 6 months.

Each action step is designed to be participatory and highly interactive using several techniques such as case studies, large group discussions, small group exercises, and individual reflections. For purposes of continuous skills learning, several practical exercises, resources, and tools will be used during the implementation of this plan to advance leadership skills. The action plan is organized alongside a progression of modules that are increasingly focused on to strengthening the effectiveness of the success in developing these skills through the brainstormed strategic plan. Each activity contains a set of materials, which provides an opportunity to reflect on its application and evaluate the success of the learning exercise.

Specific action steps to achieve your objectives

The action plan will take several actions steps to modify the leadership skill development exercise.

Action 1 is to set one way of communicating to subordinates by ensuring effective and productive conversations.

Action 2: Publish and develop leadership skill development strategy that binds both the leading systems and the leading subordinates in the presentation of the need for change. The action establishes the strategy of setting the leadership culture and creates the responsibility to ensure strategic direction of the governance framework. It is the role of leaders to champion the expectations of subordinates and the desired leadership culture. As a matter of setting up the leadership culture, the action plan implores the leaders to always revise and consider their role in fostering good governances (Prewitt, Weil, and McClure, 2011).

Action 3 is personal responsibility development and competency enhancement. Personal leadership and responsibility development is the key role of managers, professional leaders, and leadership specialists. The leadership framework includes personal responsibility development as an attribute of success in leadership settings (Sharon, 2007).

Action 4 is to restructure the previous leadership system. Leadership challenges demand some qualities such as role modeling, setting the vision, effective communication, developing people, and acting as agents of change and transformation. In addition, there is a need for being proactive and taking actions during crisis and ambiguity times. Most of the highlighted qualities cannot be found in one person hence the need to focus on building a teamwork spirit to enhance the operations of leadership development. This will affect the leadership in sections where individual needs must be addressed in the process of restructuring the system to build an effective leader.

Time frame for developing these skills

No

Activity

TIME

1

Discussing the career vision with colleagues. Other activities include Identifying targets for change, agents of change and sectors that need change.

Week 1

2

Publish and develop leadership skill development initiative action plan

Week2

3

Developing a plan to monitor the progress of my vision towards achieving shared vision,

Week3

4

Identifying the basic behaviors and principles to guide in performance enhancement and skill development

Week 4

5

Identifying targets for change, agents of change and sectors that need change.

Week5

References

James Prewitt, Richard Weil, Anthony McClure (2011); Developing Leadership in Global and Multicultural Organizations; International Journal of Business and Social Science Vol. 2 No. 2011

Szu-Fang Chuang, (2013); Essential Skills For Leadership Effectiveness In Diverse Workplace Development; Online Journal for Workforce Education and Development Volume 6.

Parks Sharon (2007). Leadership Can Be Taught: A Bold Approach for a Complex World. Harvard Business School Press.

Little Jason (2014); Learn Change Management: Innovative Practices For Managing Organizational Change. Happy Melly Express

Bueno C. M., & Tubbs S. L. (2004). Identifying Global Leadership Competencies: An Exploratory Study. Journal of American Academy of Business, Cambridge, 5, 80. Retrieved April 12, 2014, from LIRN ProQuest.