5075- Assessment 4

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5075

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Feb 20, 2024

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1 Brianna D Skipwith HRM-FPX 5075 Section 1 HR Leadership Development: Leadership Development Plan January 23, 2024

2 A leadership development plan is a strategy plan designed to help staff members gain and hone their leadership abilities and get ready for management and leadership positions in a company. Plans for developing leaders are crucial for keeping businesses running in competitive markets and during times of crisis. Employers may be able to retain their most valuable staff members this way and deter them from seeking for other employment opportunities with competitors. Stronger leadership will also help a firm differentiate itself from the competitors and thrive in a constantly shifting market (Gardner, n.d.). Engaging in a range of activities designed to augment self-awareness, foster self- assessment, and encourage goal-setting constitutes an efficient route to leadership. This route culminates in the creation of a comprehensive Personal Leadership Development Plan. In order to grow one’s talents, solve complex problems, and lead effectively for stakeholders and employees alike, it is necessary to assess one’s capabilities and approaches prior to implementing such approaches. The following reading is a thorough leadership development plan for your perusal and execution as a human resources expert. Analysis: Leadership Philosophy, Strengths, and Role of an HR Leader Both my performance’s strengths and flaws have been noted in the self-evaluations. My strengths include strong communication, expressing gratitude, attentive listening skills, and willingness to seek advice from others when making crucial decisions. I have a strong attention to detail and follow procedures for planning, gathering information, and thoroughly reviewing things in all. Also, I like to converse with and instruct other people. One of my flaws, per say, is that I don’t lead with an iron fist since I dislike assigning duties, pressuring others to work long hours, and creating and distributing thorough calendars for work-related activities. As a leader,

3 even though I think of myself as extremely considerate and caring, I have to make sure that my future team members understand that I am leader first and friend second. The main objective is to promote stronger relationships that are advantageous to both the manager and the employee by practicing servant leadership, which emphasizes the value of people and their accomplishments. Servant leadership shows that managers may be successful leaders and encourage their team members’ achievement and self-assurance at the same time (Daft, 2018). Servant leaders share authority, put others’ needs first, and support others’ growth and performance. Serving others allows one to realize their own potential and is the source of leadership. This is a result of their dedication to inspiring and growing their staff members and their priority of meeting their demands. Rather than forcing themselves or using their power, they are looking for ways to better support the growth of their staff members in ways that will unlock potential, creativity, and a sense of purpose. I think that when leaders practice servant leadership, their staff members will feel empowered and motivated to work hard and creatively. The organization’s retention rates will rise and its turnover costs will fall when workers feel more engaged and driven. It is imperative that reputable and well-trained future leaders develop further, as this will ensure the organization’s long-term viability (Tarallo, 2018). As a human resources professional, it is imperative that I integrate my objectives, my conduct, and the feedback of others who could be affected by my choices into my own leadership growth. A leader is responsible for more than just implementation, control, and assessment. While exercising leadership, I have to think about other things in order to effectively promote inclusivity among the staff, higher-level leaders, and stakeholders. Gaining the trust and confidence of the manager as an HR professional requires me to do my work in a way that showcases my knowledge, sound judgement, and commitment to quantifiable results.

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4 Personal Leadership Development Plan In order to broaden my leadership and execution, my Personal Leadership Development Plan focuses on the following professional goals and aspirations: possibly become certified by SHRM, enhance my communication skills, gain more leadership experience, and move up to a leadership position. Leaders need to communicate well because they encourage and inspire others around them. A leader could never be heard or understood by others if they lacked these skills. Thus, effective communication is a critical non-technical skill that every leader should possess. Leaders have traditionally served as sources of inspiration for their followers, encouraging them to reach their goals and better themselves. Effective communicators are capable of doing this, which makes them great leaders. Action Steps and Timeline to Achieve Development Goals Retaining motivation and remaining on course are essential for reaching objectives. By outlining what has to be done and when, a well-organized action plan will motivate and assist in overcoming procrastination. It will be simpler to put off the chores that facilitate strategic planning and enhance teamwork in the absence of a defined action plan. It’s a fantastic method to help one reach their goals. The action plan itself, which outlines objectives and aspirations as well as the steps necessary to reach them will be the subject of my leadership development plans. This action plan outlines goals and the steps I need to take to reach them, when I want to finish the plan, and the resources allocated to carry out the plan. Five essential components or factors make up an S.M.A.R.T goal. While setting goals for each component, one also needs to properly assemble a winning plan. Initially, setting a S.M.A.R.T objective could provide someone a sense of purpose. By doing this, one can assess their positives and negatives. Moreover, they are motivated to succeed by an S.M.A.R.T goal.

5 Once individuals are aware of the objective, they desire to aim to surpass it. A good S.M.A.R.T target will push someone beyond their comfort zone and tough, all while being attainable. Ultimately, when working toward a goal, the S.M.A.R.T goal can be useful tool for concentration (Rouillard, L.A., 1998). Resources to Assist in Achieving Development Goals I must locate and utilize the right resources in order to draw closer to achieving my goals and to carry out my personal development plan. For instance, attending local workshops that focuses on communication, leadership, building and sustaining the business. Additionally, continuing to self-educate through books, articles, and seminars will help me develop as a leader and provide me with outstanding knowledge and training that will help me become an efficient human resource management leader in the near future. I must use material from these many sources in order to effectively oversee the stages of action that comprise my personal growth plan. Goals Supporting Influencing Stakeholders as an HR Leader Building trust is the primary duty of any leader. The two things that lead to trust is competence and character. Characteristics include things like motivation, integrity, and aim toward other people. Competence is demonstrated by their results, talents, track record, skills, and both are essential. It seems as though trust is vanishing from almost everywhere we turn, and our institutions, businesses, and culture as a whole have far less trust now than they did a decade ago. Only forty-nine percent of workers trust senior management and only twenty-eight percent think CEO’s are reliable sources. When there is a lack of trust in a business or relationship, it affects all forms of communications, interactions, strategies, and decisions. It impedes progress and increases expenses (Convey, 2009).

6 HR’s role as a strategic partner is to develop and manage an HR agenda that supports the organization’s overall goals. Stated differently, the role of a strategic HR partner is to bridge the gap that exists between the goals of the business and the actual work performed by the HR team. Working with senior leadership and business stakeholders, the strategic HR partner is responsible for creating and communication the organization’s strategy. This is an elevated view point posture. Conclusion An effective Personal Leadership Development Plan is essential for HR professionals. A productive and dynamic workplace can be created by professionals with the use of SMART goals, action plans, and resources. Before the professional ever starts their journey acquiring and using that information, this path can already be set. Reaching my objective will bring me one step closer to becoming an effective HR leader. Enhancing my ability to influence stakeholders would also help me achieve my goal of becoming an HR leader, which is what I want to do after earning my master’s degree.

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7 References Convey, S., (2009). How The Best Leaders Build Trust . SHRM. Daft, R.L. (2018). The leadership experience (7 th . Ed.). Boston, MA: Cengage. Gardner, R., (n.d.) 7 Steps to create a leadership development plan . AIHR. Rouillard, L. A. (1998). Goals and goal setting , revised edition . Menlo Park, CA: Crisp Publications. Tarallo, M., (2018). The art of servant leadership . Society of Human Resource Management.

5075- Assessment 4

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