Part 2 (limit: 750 words): Using insights from the course, write a personal action plan to meet future leadership challenges. Write about your strengths in leadership situations, possible weaknesses that you need to be aware of, and how you intend to develop your leadership capability.
The following report is part of my annual Performance Planning and Review [PPR] process (including self-assessment) and describes personal strengths and weaknesses along with leadership development needs/goals as a manager and executive. This report is organized in terms of seven dimensions per my current employer’s guidelines; each dimension addresses a different component of leadership performance in ...view middle of the document...
Use active listening skills and positive body language – Paraphrase more frequently, reflect on what others have said, and don’t interrup them. |
AMBITION | The degree to which a person seems leaderlike, seek status, and values achievementHigh scores seem competitive and eager to advance. Low scores seem unassertive and less interested in advancement |
Strenghts | * ACTION ORIENTATION: I am hard working, competitive, and want to succeed. People very often depend on me to take initiative, solve problems, and get things moving. * CAREER ADVANCEMENT: I have a sense of what I can accomplish, and have the energy and confidence to make things happen. I am always determined to push projects through to completion |
Weaknesses | * DEVELOPING my SUBORDIANTES: While leading the organization, I feel I am focused on just fulfilling my own career vision or getting work done whilst the highest goal of my own leadership plan should be to develop and empower more leaders in my organisation. |
Development Goals | * CAREER ADVANCEMENT: Leverage my own leadership skills through others. Support the careers of my own staff and colleagues. Involve others in projects, delegate tasks when possible, and look for opportunities to partner with others groups on projects. |
SOCIABILITY | The degree to which a person appears talkative and socially self-confiedntHigh scores seem outgoing, colorful, and impulsive and they dislike working by themselves. Low scores seem reserved and quiet; they avoid calling attention to themselves and do not mind working alone. |
Strenghts | * INITIATING INTERACTIONS: I am able to initiate and build good relations with others in my organisation, including people I don’t already know. * ENERGY: Others see me as energetic, full of enthusiasm for meeting new people and undertaking new projects. |
Weaknesses | * INTERPERSONAL NETWORK: My organizational network is somehow poor. I very often let professional relationships become stagnant or distant. |
Development Goals | * INTERPERSONAL NETWORK: Establish a relationship with at least one new department or work unit each quarter. * Actively network within (and outside) the company and find out who the key players are in other departments (or in my industry). |
Interpersonal Sensitivity | Interpersonal Sensitivity reflects social skill, tact, and perceptiveness.High scorers seem friendly, warm, and popular. Low scorers seem independent, frank, and direct |
Strenghts | * COMPASSION: I am thoughtful and considerate person, I appreciate how my actions will affect others, and I avoid offending people. * COOPERATION: I value cooperation, I am a great team player and I provide a model for my staff and others regarding how to accomplish goals through collaboration. Under-promise and over-deliver is my moto. |
Weaknesses | * CONFRONTING SUBORDINATES: Because I value cooperation and I dislike upsetting people, I find it difficult to confront problem...