Personal Leadership Development Plan

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Nov 24, 2024

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1 Personal Leadership Development Plan (PDP) Author Affiliation Course Instructor Date of submission

2 Table of Contents Personal Leadership Development Plan (PDP) ............................................................................... 1 Introduction ...................................................................................................................................... 3 Executive Summary ......................................................................................................................... 3 Self-Assessment and reflection ........................................................................................................ 4 Emotional intelligence ................................................................................................................. 4 Reflection on leadership abilities (SWOT analysis) .................................................................... 4 Goal setting ...................................................................................................................................... 5 Action Plan ...................................................................................................................................... 6 Conclusion ....................................................................................................................................... 8 References ........................................................................................................................................ 9 List of Tables Table 1: Table showing my SWOT analysis of my leadership abilities .......................................... 4 Table 2: Table showing the goals I have set according to my PDP and their timelines .................. 5 Table 3: Table showing my Action plan of the goals I set according to my PDP and their timelines ........................................................................................................................................... 7

3 Introduction Effective leadership and emotional intelligence are crucial for personal and professional success in today's dynamic and ever-changing work environment. As I begin the next three years of my career, I know the importance of developing my leadership skills and emotional intelligence to lead better and inspire my team, create cooperation, and drive organizational success. This Personal Leadership Development Plan (PDP) explains the steps I will take to grow as a leader, taking into account information from Lecture 2 and Workshop 2 of the Health Leads Framework. The PDP will include reflective practices, goal planning, and continual learning to fulfil my leadership development needs (Rimmer, 2018). Self-evaluation and reflection are essential components of any good leadership development journey. Before embarking on a road of development, I would ensure that I have a firm grasp of my emotional intelligence and leadership abilities. As a result, I would include a SWOT analysis to address self-reflection and assessment better to identify my job field's strengths, weaknesses, opportunities, and threats. Executive Summary The primary goal of my Personal Development Plan, PDP, is to provide the reader with a critical examination and candid appraisal of my leadership skills and competencies, including my strengths and limitations. Over the next three years, this PDP aims to improve my leadership and emotional intelligence. The Health Leads Framework is used in the plan, which promotes reflective behaviors, goal planning, and continual learning (Andermann, 2016). Self-awareness, effective communication, team development, and adaptability are key areas of emphasis. This PDP offers a structured approach to leadership development that focuses on personal improvement and organizational success.

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4 Self-Assessment and reflection Conducting a self-evaluation and reflection will be critical since it will provide me with a clear picture of my emotional intelligence and leadership talents. The broad introspective process will enable me to discover my strengths, weaknesses, and places for progress. In self-evaluation and introspection, I would focus on my emotional intelligence and leadership skills, breaking them down using the SWOT analysis. Emotional intelligence Emotional intelligence (EI) is critical to leadership performance. It includes the ability to recognize and manage emotions in oneself and others. I will employ credible and validated techniques to assess my emotional intelligence, such as the Emotional Intelligence Appraisal, the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), or other recognized evaluations (Lanciano & Curci, 2015). These tests will provide useful information about my self-awareness, self-regulation, social skills, empathy, and motivation. These exams will be really useful in assisting me in enhancing my leadership abilities. Reflection on leadership abilities (SWOT analysis) I will use the SWOT analysis to assess my leadership qualities. The SWOT analysis will be a strategic tool to analyze my abilities and identify areas for progress and change in my Personal Leadership Development Plan (PDP) for the following three years (Phadermrod et al., 2019). To become a better leader, I would concentrate on my flaws and turn them into strengths, address my threats, and focus on my strengths and opportunities. According to my self- assessment, the table below illustrates my leadership abilities based on the SWOT analysis. Table 1: Table showing my SWOT analysis of my leadership abilities.

5 SWOT analysis Description 1. Strengths (S)  Good communication skills  Visionary  Emotional intelligence  Decision making  Adaptability  Integrity 2. Weaknesses (W)  Micromanagement  Delegating too little  Impatience  Resistance to change  Overemphasis on consensus 3. Opportunities (O)  Talent development  Organization growth  Collaboration  Technology integration  Diversity and inclusion 4. Threats (T)  Competition  Economic changes  Rapid technological disruptions  Public relation crises Goal setting Based on my self-assessment and reflection, I will set specific, measurable, attainable, relevant, and time-bound (SMART) goals for my leadership development path over the following three years (Glushchenko, 2023). These objectives are divided into three categories: short-term, medium-term, and long-term, corresponding with my vision of becoming a better leader. Each target will be examined and updated regularly throughout the three-year plan to guarantee relevance and development. As part of my reflective practice, I will periodically assess and revise my goals based on feedback, experiences, and the growing demands of my leadership development path. The table below outlines the goals and their respective timelines, with the start date being July 2023; Table 2: Table showing the goals I have set according to my PDP and their timelines

6 Goal Category Timeline SMART goals Description Short term goals July 2023- July 2024 Enhance emotional intelligence  Complete an Emotional Intelligence Workshop  Practice daily mindfulness and self- regulation  Seek feedback from colleagues on emotional awareness Medium -term goals July 2024- July 2025 Improve communication skills  Attend advanced communication training  Practice active listening and empathy  Conduct regular team feedback sessions Long term Goals July 2025- July 2026 Build effective teams  Establish a mentorship program for team development  Encourage diverse perspectives within the team Cultivate Adaptability and resilience.  Attend workshops on change management.  Embrace challenging assignments with a growth mindset. Embrace innovation and a growth mindset.  Engage in ongoing learning and development.  Encourage a culture of curiosity and innovation. Action Plan To meet the specified goals and encourage my leadership development, I created an action plan containing practical activities and techniques to develop emotional intelligence, communication skills, team building, adaptability, and a growth mindset. The success measures for each action plan area are critical for tracking progress and ensuring that actions completed fit with the Personal Leadership Development Plan (PDP) outcomes (Coopersmith, 2022). Regularly reviewing these success indicators will help me make modifications and enhancements throughout the three-year plan. The table below outlines the action plan with corresponding timelines and success measures starting from July 2023.

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7 Table 3: Table showing my Action plan of the goals I set according to my PDP and their timelines Action Plan Steps and strategies Timeline Success measures Enhancing Emotional Intelligence Attend an Emotional Intelligence Workshop to gain foundational knowledge. August 2023 Positive feedback on emotional awareness and responses, including understanding key emotional intelligence concepts, showcased progression in emotional intelligence scores over time. Practice mindfulness and self- reflection daily to enhance self- awareness. Ongoing Regularly assess and track emotional intelligence progress using self-assessment tools. Ongoing Building effective teams Establish a mentorship program to promote team development and skill sharing. October 2025 - July 2026 Positive feedback from mentees and supervisors on the effectiveness of the program. Increased team members' willingness to share thoughts and ideas Encourage open communication and create a safe space for sharing ideas Ongoing Organize team-building activities and workshops to foster collaboration November 2024 – June 2026 Cultivating Adaptabilit y and Resilience Attend workshops on change management to develop adaptive leadership skills. September 2023 The ability to navigate and lead through organizational changes, including demonstrating resilience in handling setbacks and learning from them Volunteer for challenging assignments to build resilience and problem-solving abilities March 2024 – June 2024 Regularly review and adapt strategies in response to changing work environments while embracing setbacks and using them as opportunities. Ongoing Embracing a Growth Mindset Engage in ongoing learning through books, courses, and workshops Ongoing Implementation of innovative ideas to enhance team processes and equally a culture of innovation and openness to trying new approaches Emphasize continuous improvement in team processes and operations Ongoing Encourage innovation and Ongoing

8 experimentation personally and within the team Conclusion Over the following three years, my Personal Leadership Development Plan (PDP) provided a systematic and structured approach to improving my leadership talents and emotional intelligence. This approach emphasizes self-assessment, goal planning, and continual learning as the cornerstone for optimal development. Based on findings from the Health Leads Framework, it incorporates numerous critical leadership characteristics, such as emotional intelligence, communication skills, team building, adaptability, and creating a growth mindset. As a result, I've set specified, measurable, attainable, relevant, and time-bound goals (SMART), providing me with clear direction and a feeling of purpose throughout the process. To ensure continuous progress, I will actively participate in various learning opportunities, such as workshops, seminars, coaching, and mentorship. My ultimate goal is to positively impact my team and business by establishing an atmosphere that fosters individual and collective growth. I am committed to becoming a more effective, sympathetic, and influential leader due to this transforming journey of self-discovery and development. I am excited to face the difficulties and possibilities ahead, knowing that my progress will benefit me and those around me.

9 References Andermann, A. (2016). Taking action on the social determinants of health in clinical practice: a framework for health professionals. Cmaj , 188 (17–18), E474–E483. https://www.cmaj.ca/content/188/17-18/E474.short Coopersmith, K. (2022). Personal development planning and vertical leadership development in a VUCA world. The Journal of Values-Based Leadership , 15 (1), 10. https://scholar.valpo.edu/jvbl/vol15/iss1/10/ Glushchenko, V. V. (2023). Ergodesign and “Specific”," Measurable"," Achievable"," Relevant", and" Time-Bound"(SMART) Technologies as Tools for The Formation of Innovative Leadership Programs. ASEAN Journal of Economic and Economic Education , 2 (1), 23–34. https://ejournal.bumipublikasinusantara.id/index.php/ajeee/article/view/162 Lanciano, T., & Curci, A. (2015). Does emotions communication ability affect psychological well-being? A study with the Mayer–Salovey–Caruso Emotional Intelligence Test (MSCEIT) v2. 0. Health Communication , 30 (11), 1112–1121. https://www.tandfonline.com/doi/full/10.1080/10410236.2014.921753 Phadermrod, B., Crowder, R. M., & Wills, G. B. (2019). Importance-performance analysis based SWOT analysis. International Journal of Information Management , 44 , 194–203. https://www.sciencedirect.com/science/article/pii/S0268401216301694 Rimmer, A. (2018). How do I prepare a personal development plan? BMJ , 363 . https://www.bmj.com/content/363/bmj.k4725.abstract

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