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MGT601 Dynamic Leadership

Assessment 2 : Leadership Plan (word count 3000 max)

Your development plan must draw on the resources of the subject to demonstrate your increased awareness of the factors that contribute to effective leadership. Your development goals should be based on at least four of the topics covered in the subject, such as enhanced emotional intelligence, more effective strategic thinking, enhanced influencing and motivational skills, greater cultural sensitivity, greater support for creativity and innovation, more effective change leadership, greater resilience, etc.


Dynamic Leadership

Executive Summary

This paper details my leadership strategy over the years. This report summarizes my intention to become a new leader. Through the use of Gallup testing and peer assessment, I’ve identified my most significant characteristics in order to hone my skills and develop into a successful leader. The assessments have helped me identify my limitations and areas where I may improve.

This report will evaluate my growth as a leader over the years by examining my strengths and faults. A leader’s quality is to constantly grow and learn, and it takes time to develop into an effective leader. Thus, I’ve allotted five years to go on my leadership journey toward being a successful leader. With the varied study, I’ve determined where to pay more attention, as the flaws of every individual must be prioritized over their strengths. In my report, I’ve chosen to adapt both democratic and transformational leadership styles; democratic leadership enables my followers to participate in my decisions and to feel more appreciated, which increases efficiency. Similarly, transformational leadership implies that my leadership style is futuristic and that I am adaptable enough to make decisions that help shape the future of any firm.

Concerning my leadership abilities, one of my superiors at work conducted a peer review, identifying my strengths and flaws. This has enabled me to gain a new perspective on myself. As I am currently planning to pursue a Master’s degree, I intend to pursue people management as my final subject afterward and eventually become the head/CEO of a particular financial organization within five-year period, which will require me to demonstrate my leadership abilities.

1. Introduction

Personal leadership is defined as the capacity to nurture and utilize one’s own favorable key characteristics in order to decide or one’s course of direction. Personal leadership might originate with the desire to become your own personal trainer and also to live according to a personalized strategic plan that represents one’s values and social goals (Adeoye and Hope, 2020). Leadership analysis is extremely important for both controlling the subordinates in the future as well as taking advantage of all the forthcoming opportunities. It is extremely important for a person to develop and build a well-structured plan for cultivating leadership skills and qualities in one’s lie. My leadership plan is a long-term process. As far as I think it would last for almost 5 years which would also help me gain a decent hand-son experience and also provide me a clarification on what I actually desire in my future career. With this my mind, I have designed the plan using a Whitegrow model. I chose five years as a timespan because leadership is a continuous pathway, and the interactions I gain on a daily basis will help in developing my abilities. After five years, I must have a better understanding of the direction of company I would really like to work for and perspectives I would need to grab to get to a certain level. My past held experiences have contributed to a better understanding about what a leader can really represent within an organization. Similarly, mine past experiences have assisted me in fanning the flames of novice and emerging leadership styles in my life.

The Gallup Strengths test helped me to better understand my temperament as well as my own particular strengths and limitations. With the use of these exams, I’ve learned about the importance of where and how I portray myself to the general populace. In addition, I have researched and evaluated a number of studies in order to offer my mission plan far more credibility. Leadership is a triathlon, and the timeframe justifies my lifelong ambition of being the best manager possible (Marshall, 2018). Furthermore, the work is created in combination with organizational competencies, with a view towards the personal characteristics that are necessary to integrate leadership qualities.

This report is reflection report on the existing leadership skills and the development plan I intend to follow in the forthcoming years to emerge as a successful leader.

2. Main Body

2.1 Reflection on self-development as a leader to build awareness: Gallup Test and Peer Review

With our stressful lifestyle, it could be hard to find time to reflect on our personal identities, our qualities and shortcomings, our drives and dispositions, our behaviors and ideals. Moreover, many are not motivated to devote considerable time to self-reflection. Even while we are provided with personalized critique, we may not always be responsive, as accurate assessment is not really attractive. I feel self-awareness if a first critical step toward optimizing operational flexibility and can strengthen our perception and discover areas for business and academic improvement. To recognize and evaluate one, both favorable and unfavorable characteristics must always be considered. Nonetheless, it is important to note to acknowledge strengths and overcome weaknesses, or else future career development opportunities would also be limited (Showry and Manasa, 2014). Also, I must also include and then use my key strengths to enhance my performance and effectiveness at work. Comprehensive research revealed which among my fundamental skills are most effective and efficient for our future progress. This would also enable me to develop my managerial abilities and attributes, allowing me to better empower and encourage my teammates, as well as accomplish my organization’s mission and my own goal.

The company which I started with my classmates has been about referring conventional businesses rather than just increasing E-Commerce although with my career life as a Marketer, I would have a responsibility to motivate at least five employees in the company. So I attempted to have all of my leadership abilities, whether hard or soft, to make significant changes in the world. My coworkers as well as the other partners made me understand the differences between a leader and manager at work. As a marketing director, I saw tell that now the organization demanded an excellent performance from me. I wanted to be an outstanding individual who was responsible for promoting my company and admirers in a consistent manner. As a consequence of this, my leadership style prioritized teamwork and clear communication. Additionally, I assume that I would have established myself to be a powerful manager at work because I regularly take the initiative towards empowering individuals in developing and progressing in their careers and achieving their ambitions in life.

The Gallup test was taken by me to study my actions and my everyday reactions to regular experiences. It is crucial to emphasize at this point that my Gallup assessment suggests that I am a democratic and pragmatic leader; moreover, feedback from a chat with a member of my department’s team whom I appreciate indicates that I need to improve my people skills in order to get the job done and develop a real management style for me to manage a team pertaining to numerous countries and historical periods. Additionally, during this interview session, I was able to understand that I am a solution-seeker. A leader’s ability to think strategically is critical; if a person lacks this ability, he or she would be unable to manage the team and therefore will fail miserably in life (Maeda, 2011; Adeoye and Torubelli, 2011). Additionally, playing a sport for over 15 years had ingrained in me a sense of teamwork, abilities that also have benefited me in leading a team.  Gallup’s Clifton Strengths-Finder highlighted my top 5 strengths: context, cognitive, developer, creativity, and empathy. In that review, I indicated that perhaps the facts met my objectives and directed my strategic plans. In that examination, I considered to be scientific in your response to issues and concerns. Also, as a professional, my upcoming tactics and activities are intended to rectify past errors. To give concepts and proposals to anyone else, I go through a variety of mental processes. Also, as an empathic person, I am able to sympathize with others’ feelings and expectations, comprehend their perspectives, and propose ways to help my team solve challenges. I am also strong at presenting suggestions that can influence others’ behavior and adapting swiftly to changing environments. This is why I can head a team of over five reporters and still get positive outcomes. For example, I need to spend more time with my team to help each one improve and succeed in achieving their particular goals and missions. My developer strength will assist me overcome this issue as I can detect minor signals of improvement that each member can make.

Peer review is a critical step in recognizing one’s genuine leadership abilities. A peer evaluation conducted by someone close to you can help you to determine your capabilities from a different viewpoint. In regards of peer critique, one of my students addressed me to evaluate my strengths and faults during a discussion. I genuinely appreciate feedback from others because it allows me to build on whatever flaws I might have had and has aided me in discovering my comfortable position. David Hamilton urged me tactfully to reflect all MBA talents in respect of the local population on a culturally sensitive subject. David Hamilton’s best advice was to learn leadership qualities from influential individuals rather than MBA studies. After reviewing my colleague’s comments, it’s apparent that they match my personal knowledge and the Gallup test results. I am a critical thinker, for instance, and I know that good leaders are watchful and observant to the signals of growth shown in their surrounds (Goldstein, 2004). Also, I assume that many of those who criticize the present state will do this by examining their individual thoughts as well as that of others. Analyzing my sibling’s words, I might see my impact on others. To be an influencer, I think it is critical to always understand our limits, minimize them, and then turn them into strengths.   This experience gives me optimism that I would become strong, well-known leader. I only have to improve my business acumen to get task completed. I’ll keep it in mind and prepare for my next exam. 

2.2 Critical reflection on key leadership theories to develop a personal leadership development strategy

There are many management styles as there are executives in an organization; autocratic, transformational, democratic, etc. A leadership style defines leadership behavior. To execute a leader’s powers to govern a group of individuals, each and every leader shall adopt a specific leadership style. My expertise over the decades has enabled me to understand the distinction between historical and contemporary leadership styles (Fernández-Aráoz et al., 2009; (Salas-Vallina et al., 2020).  

During my initial years of employment, managers are much more concerned with their authoritarian authority and powerful status inside the organization. I observed this when functioning as a Marketing executive as well as while working with my classmates but as I progressed in my career and was required to assume the leadership role, I realized that the concept of “leader” and “leadership” had undergone a revolutionary shift. I intended to become an inspiring leader responsible for collaboratively supporting my team and followers.  As an outcome, my style of leadership was built on collaboration and empowering staff. I took the position of a transformative leader, which was distinct from a traditional or conventional leader. I stressed the importance of emphasizing on the critical elements and capabilities of each team member in enabling us to develop together as a team and an organization. Today, I’ve realized that a leader’s success is not simply dependent on him, but also on his teammates and supporters. This is in concurrence with David Hamilton’s advice who forced me to learn leadership qualities from influential individuals rather than MBA studies. In addition to this, I would like to adopt a democratic leadership style for assisting me in engaging my team in whatever choice I make. This will instill a sense of worth and involvement in the institution’s decision-making processes. By involving them in the process, the link between a leader and a follower can be strengthened. Democratic leadership would enable us in engaging my staff in whichever choice I make. I’d also want to outsource several of my obligations to my colleagues that would give individuals certain experiences which might help them improve their talents and expand their business. It would also increase productivity and also place a premium on organizational efficiency.

2.3 Critical analysis of the capacity to influence, motivate and inspire others in the workplace

There are several techniques I can use to inspire, influence, and encourage my coworkers. Initially, it is essential to strengthen teamwork and add value to the organization. Because a good workplace environment allows workers do tasks efficiently, which assists the leader formulate a better management plan. Providing the employees with opportunities to expand also can help them work more efficiently (Gilbert & Kelloway, 2018). A leader must also ensure that staff is trained, because this will make them understand their individual strengths and shortcomings, as well as contemporary industry practices and technologies. My educational and professional experiences have been critical. I acknowledge that the existing traits I possess in terms of self-awareness, teamwork, and management are indeed a result of the deep experience I gained during the past years. Nevertheless, I think that despite everything, there’s really room for me to enhance my leadership skills because the corporate environment is constantly experiencing revolutionary change. Certain characteristics might’ve been ingrained in me from the start, while others I want to acquire via a course of events. The list is driven by my own personal encounters and some studies into what a potential leader should be:

  • Confidence: Any manager who wants to succeed must have confidence (Goleman, 2001). The leader must step beyond his or her comfort bubble and behave appropriately. Self-confidence is required to communicate the judgment to the supporters.  And confidence is vital for motivating and interacting with someone on the team, as well as maintaining a healthy work atmosphere. I really would like to improve on my confidence to be able to better handle the employees in a reputed organization.
  • Empathy is among the most important components that a manager can possess in order to maximize his or her potential. It is a tool to achieve a favorable relationship with employees and establishing rapport with them. It is a true leader talent, and I am grateful that I have since it allows me to connect with my employees and assist them anytime they require assistance.  My empathic personality has aided me in maintaining unity on the job.
  • Interpersonal Skills: A leader’s interpersonal skills are critical (Daft, 2014). As a leader, he or she must interact with a variety of people, with a focus on effective collaboration. The leaders are responsible for monitoring and motivating subordinates, and social skills can be developed in the leader in order to maintain control of the team. My previous sports team spirit has helped me establish effective interpersonal relations with others. Likewise, the marketing work has greatly refined it.
  • Emotional Intelligence: A manager must be passionate in certain situations and behave responsibly in others. If a manager is capable of controlling his or her emotions in response to various instances that may arise in the workplace, he or she will immediately become productive. The manager must practice stress processes and make wise decisions.  I am emotional and represent a majority of my judgments with my heart that might be exploited by others. I will work on this in the future to improve.


For my leadership plan, I’ve selected the Grow Model. It is a straightforward and convenient technique of planning things appropriately. GROW is an acronym that stands for Goal, Present Reality, Alternatives (or Hurdles), and Will (or Way-Forward). Graham Alexander, Alan Fine, and Sir John Whitmore, all management coaches, developed the approach in the 1980s (Adeoye and Hope, 2020). This refers to overall objectives or where you wish to go, the current location, the pathways you wish to take and the actions you intend to take.

Goal: Perhaps the first process is to establish objectives. A leader needs to be able toward a specific objective. My five-year objective is to work for and manage a respected firm, i.e. to become CEO.

Reality: Find your current location. Start of the career path and any steps taken to achieve it. I studied business and worked as a marketing executive and a partner to  I intend to continue my education especially my MBA to master people management skills. In light of the examinations and my senior peer assessment; I shall focus on decision-making abilities and management of my emotions.

Options: The third phase is to brainstorm solutions. Many hurdles may arise, and you will need to prepare to overcome them. To become a CEO, I need to undergo a business program and get professional experience. I also need to attend courses and training to learn certain skills that will benefit me in future scenarios.

Will: This is the final stage. This is more about following out the numerous plans you’ve established, assessing obstacles, and devising strategies for overcoming them. Additionally, it desires that you assess your achievement to improve it in the future.

I require professional expertise to be a CEO. I have one year to accomplish my business year, obtain work experience, and participate in little initiatives that will help me develop my abilities. I’ll then need to seek sponsorship to study CPA in Australia. If I receive my CPA, I will be able to acquire a respectable position and, in around five years, I will accomplish the position I always have coveted. I will analyze my performance regularly to continually improve.

2.4 Coaching others to enhance self-awareness and core communication skills for emotional intelligence

A leader must promote self-awareness among teammates and other firm personnel. This could be accomplished through the use of effective communication; managers must focus on building emotional intelligence through correct listening, developing empathy, and obtaining timely guidance. Leaders can assist employees in self-evaluation of their conduct and performance. Thus, self-awareness enables individuals to stay in tune with the thoughts and actions of others at work. A leader needs to instill a feeling of self-awareness in his or her employees by emphasizing the ways wherein their work contributes to their development and growth. Self-awareness education for team members will assist individuals in speaking clearly and effectively, as well as establishing a more positive orientation and increasing their enthusiasm.

To teach team members and help them develop core communication skills, a leader must understand their workplace verbal communication and involve them in casual and formal sessions. Effective communication fosters empathy and active listening among team members. Employees must be able to express their thoughts, feelings, and opinions. Also, as a part of the individual, the leader must understand the importance of emotional intelligence to improve self-awareness among team members. In this context, a leader could apply Boyatzis Intentional Change Theory to bring about real changes in people’s behavior and ensure that leadership initiative are adopted by employees, helping them gain self-awareness (Boyatzis, 2006). This theory states that leaders must follow the five components to help employees enhance their communication and self-awareness skills. Before establishing one for the team, a leader must have one. They can then stroll along a precise path to their destination. It is also necessary to compare one’s self to one’s ideal self (Johns, 2017). To communicate the value of self-awareness to employees, leaders must first be self-aware. This plan will help the leader set goals, identify timelines, and improve in their career.

2.5 Reflective and reflexive practice as a means of continuous learning and self-development.

Reflective practices are extremely valuable and noticeable since they enable an individual to concentrate on their personal growth and development. Additionally, reflecting activities assist individuals in engaging in their self-learning cycle (Reynolds, 2017). Individuals can use reflective approaches to uncover patterns, paradigms, assumptions, and frameworks associated with specific behaviors and thoughts. Strategies for self-reflection are equally critical for self-development. Because it enables one to plan for future advancement, strengthen weak areas, and overcome adversity (Antonacopoulou, 2018).

Reflective practices are viewed as a beneficial tool for gaining positive insights from previous experiences and planning for future growth and development. Additionally, users can examine the differences between their current and former stages and chart their progress. To sustain my self-development growth, I feel that it is vital for me to align my reflective practices with the Whiteman Grow Model (Brockbank et al., 2017). Keeping a reflective diary is a well-known approach of tracking one’s progress. This is the place where we can keep track of our thoughts and requirements, visions, observations, feelings, and experiences.

Additionally, another effective technique for reflective practice is to participate in or conduct a cooperative inquiry, group discussions, and peer coaching sessions. It is a revolutionary technique in which individuals communicate their ideas and opinions to acquire a holistic understanding of their performance level (Gould & Taylor, 2017).

3. Conclusion

Leadership is a skill that can be taught overnight. This is a lengthy process. Leadership is defined as the daily attempt to complete whatever you set out to do. Every day, we become a champion in a variety of endeavors. Being the ideal leader who can care for a team takes time, and in the paper, I detail my five-year plan for achieving my true desires. Meanwhile, there would be a slew of barriers, but each one will strengthen me to confront all the possibilities that may occur in the future. I will work diligently every day for the next five years to accomplish what I have intended and to develop into an excellent leader.


Adeoye, A. O., & Hope, O. (2020). Organizational Culture, Employee Retention and Employee Loyalty: Empirical Evidence from Nigeria. Academic Journal of Economic Studies6(3), 139-145.

Adeoye, H., & Torubelli, V. (2011). Emotional intelligence and human relationship management as predictors of organizational commitment. IFE PsychologIA: An International Journal19(2), 212-226.

Antonacopoulou, E. (2018). Organisational learning for and with VUCA: learning leadership revisited. Teoria e Práctice em Administraҫão (Theory and Practice Management Journal–Leading Brazilian Journal) Special Issue. 8 (2): 10-32.

Boyatzis, R. E. (2006). An overview of intentional change from a complexity perspective. Journal of management development.

Brockbank, A., McGill, I., & Beech, N. (2017). Reflective Learning and Organizations. In Reflective learning in practice (pp. 15-17). Routledge.Daft, R. L. (2014). The leadership experience. Cengage Learning.

Fernández-Aráoz, C., Groysberg, B., & Nohria, N. (2009). The definitive guide to recruiting in good times and bad. Harvard Business Review87(5), 74-84.

Gilbert, S., & Kelloway, E. K. (2018). Self-determined leader motivation and follower perceptions of leadership. Leadership & Organization Development Journal.

Goldstein, J. (2004). Making sense of distributed leadership: The case of peer assistance and review. Educational evaluation and policy analysis26(2), 173-197.

Goleman, D. (2001). An EI-based theory of performance. The emotionally intelligent workplace: How to select for, measure, and improve emotional intelligence in individuals, groups, and organizations1(1), 27-44.

Gould, N., & Taylor, I. (2017). Reflective learning for social work: research, theory and practice. Routledge.

Johns, G. (2017). Reflections on the 2016 decade award: Incorporating context in organizational research. Academy of Management Review42(4), 577-595.

Maeda, J. (2011). Redesigning leadership. MIT Press.

Marshall, B. K. (2018). Learning to be modern: Japanese political discourse on education. Routledge.

Reynolds, M. (2017). Organizing reflection. Routledge.

Salas-Vallina, A., Simone, C., & Fernández-Guerrero, R. (2020). The human side of leadership: Inspirational leadership effects on follower characteristics and happiness at work (HAW). Journal of Business Research107, 162-171.

Showry, M., & Manasa, K. V. L. (2014). Self-Awareness-Key to Effective Leadership. IUP Journal of Soft Skills8(1).

Appendix: Leadership Development Plan

My planning style is mostly focused on my leadership capabilities, communication abilities, and capacity to work in a team. By honing my talents in these areas, I can strengthen my leadership style in a fast-paced work environment.

I’ll outline what I can do in the coming month and over the next six months to improve my leadership approach in the following section. I’ll then articulate a personal leadership objective for the next five years. My planning style is mostly focused on my leadership capabilities, communication abilities, and capacity to work in a team. By honing my talents in these areas, I can strengthen my leadership style in a fast-paced work environment.

I’ll outline what I can do in the coming month and over the next six months to improve my leadership approach in the following section. I’ll then articulate a personal leadership objective for the next five years.

I want to spend the next month building the trust of the people I lead and work with.  I aspire to be a leader of the Focus variety. I’ve been in circumstances where I was responsible for leading an idea both academically and professionally. While monitoring progress, numerous jobs must be completed, and in the past, I have allocated non-critical duties to my staff. If I assign anything that isn’t critical, I lose some credibility. My staff will begin to lose faith in my judgment, and the next time I allocate work to someone, they may be less likely to complete it.

Likewise, I believe I can be trusted next month by being there for people. I don’t think I do that enough right now. I am not as supportive as I could be since I am so focused on my concerns. I should ask my university and job colleagues for useful criticism and should seek to improve. As a result of this, I will be able to improve my communication skills. Also, the current management course would help me understand organizations and the team’s attitude. This will help me understand what tactics I can utilize to collaborate with others.

In five years, I hope to be fluent in a new language. Being able to communicate with others in their language would enhance my work.


Improving communication skill to help employees/subordinates/tem become self-reliant reduce the number of questions asked2 months
Build connection and Network6 months
Every month observe and improve productivity2 years
Learn  new language2 year
Practice big-picture thinking5 years

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