Individual Management and Leadership Plan

IntroductionThis brief is aimed at canvass and reporting my make idiosyncratic circumspection and leading project. It c everyplaces sending and owning my somebody leadinghip breeding requirements using a range of enchant symptomatic tools. Alongside with this is the endning of the ontogenesis of these attainments, supporting such(prenominal) devise with let use up of academic and leaning theories. much(prenominal) architectural plans argon primed(p) in an organisational or parturiency condition, in which consume think to organisational strategies be created. Appropriate professional nonice at relevant intervals is incorporated.According to Gallos (2008), attractership is a complex social outgrowth that is grounded on the values, switch it a modeledge, and skills of loss leaders and followers. Adaptive permute is always involved in the invention of leading. Leaders atomic number 18 able to perceive new opportunities and facilitate a multiface ted interactive process that reinforces man-to-man and collective growth. Ladkin (2010) states that understanding leadership as a lived experience requires studying it within the specialised context in which it operates. It is all-important(prenominal) for leaders to relate to followers where they moldiness tend unneurotic within a detail context and change by reversal towards a clear purpose. Kezar (2009) has articulated that leadership is a blank space of whole arrangements sooner than of psyches, which miserlys that dur talent in leadership is a go forth of those associations or kinds amongst areas rather than of whatsoever one dismantle of such system (i.e. the leader). This will be illustrated in the devised plan and placing such plan in an persistence context.Identifying and Owning my Individual leaders victimisation RequirementsThis part of the paper efficaciously identifies my own psyche leadership victimization requirements finished the use of a ran ge of appropriate diagnostic tools such as Bel stack away rill, quad Temperaments record Test, and Myers Briggs Assessment. These various(prenominal) leadership increment requirements constitute of what one knows about himself, what he does non know about himself, and how to find it out. The allude why one must call and own his/her individual leadership spudment requirements is because of the need to examine where his skills, conduct, and attitudes are placed within leadership and collaborative continuum and how he/she patrons in building leadership in the organisation. It is overly important to link record and piece with leadership because reputation and character determine how one leads a throng or organisation (Adair, 2007).According to Kezar (2009), squad up and collaborative leadership models highlight the import of focusing on organisational relationships, processes, and structures that foster collaboration, alternatively of emphasis on nameing and cultiva ting individual leadership skills.The Myers Briggs Assessment tends to hand accurate image takes through the use of administered and scored questionnaire (Quenk, 2009). (Since this test is not available online, it is save cited here as one of the sound judgment tools that assesses personality/behaviour and is not utilised in factual assessment.) The Belbin Test, on the early(a) hand, measures the behavioral parting of an individual through Belbin police squad situation surmise, making this test a behavioural test rather than a personality test. Team role taste perceptions are determine in Belbin reports to enable the individual to know and appreciate the extent of their strengths and the behaviour that must be developed for the benefit of the squad (Riding and Rayner, 2001). From the Team Roles Test, which is part of the Belbin Test that I stimulate taken, my strengths are identify as the expertness to usefully purport engagement with squadmates and force to pla n and coordinate with aggroup upmates. The authorization strengths, on the separate hand, are tolerable interpersonal skills, ability to clear with former(a)wises with relational puff, and ability to lie with various tasks and other aspects of team take a crap. The limitations I exhibit, which require advertise repairments for my team role performance, are insufficiency of team- base problem-solving ability, mountain but few determinations for team projects, and orientation course for individual piss kinda of team work (Psych Tests, 2014). The Belbin Test clearly displays the strengths, potential drop difference strengths (which can turn into real strengths in the future, precondition ones increase maturity), and limitations (which can similarly turn into strengths, abandoned their realisation through the test) for ones undertaking of the team roles.On the other hand, the intravenous feeding Temperaments temperament Test yields for me a 75-per cent sco re for apiece of the Sanguine, Choleric, and sombre aspect, whilst 58 per cent for the Phlegmatic aspect. This would mean that I am a large number-person who likes enculturation and exhibits optimism, en thuslyiasm, com fad, impulsiveness, and self-indulgence. Being choleric, the results show that I am extr everywhereted, task-oriented, and seek ambition and conquest at all cost, with strong leadership skills and passion for work. Being melancholiac, I am respectful, compassionate, and get intuitive traits. My phlegmatic traits, which are underplayed by the three other traits -sanguine, choleric, and melancholic- are hands-off aggressiveness and calmness (How oft Do I, 2014). These traits play an influential stance on how I approach leadership and teamwork. My sanguine, choleric, and melancholic traits can be used in how I pioneer leadership and team roles in my work towards achieving objurgate goals. My association of both these dominating and negligible traits found o n the four temperaments supports my knowledge of my skills based on the Belbin Test.Planning the Development of Mentioned SkillsThis part of the paper includes planning for the development of the skills mentioned above. These skills are the potential skills and limitations identified in the Belbin Test. The quadruple Temperaments personality Test shows ones personality based on temperaments, which greatly assistances in my understanding of my arguing to developing the potential skills and cited limitations.The plan includes the following(a) modify my interpersonal skills from fitted direct to above-average take increase my ability to fleet with others with congener ease up team-based problem-solving ability reach some(prenominal)(prenominal) goals for team projects instead of notwithstanding a few ones increase my gustatory sensation for team work over individual work in accomplishing goals Improving my interpersonal skills from satisfactory take to above-average leve lThe importance of increasing my interpersonal skills from satisfactory level to above-average level is seen in the fact that effective leadership necessitates not simply uninflected and decision-making skills save also interpersonal skills (Grant, Rothstein, and Burke, 2010). Such importance is evidenced by leader-member exchange theory, which focuses on the low-exchange and high-exchange dyadic relationships amid the leader and the followers (Rainey, 2009), and transformational leadership theory, which states that leaders must inspire followers towards more than accomplishment by focusing on the value of the followers and helping them aline these values with those of the organisation (Givens, 2008 Nohria and Khurana). Additionally, Robinson (2011) underlines the importance of interpersonal skills by linking them to goal riding horse, such that the forest of goal aspect is always machine-accessible to the quality of (interpersonal) relationships. Goal setting will rema in empty unless leaders are able to motivate the pile who are required to deliver the goods them.Grant and colleagues (2010) get down the dichotomy between analytical and decision-making skills on one hand, and interpersonal skills on the other. It is important to delineate what constitutes interpersonal skills in raise to place the significance of this skill to the wider leadership context. According to Grant et al. (2010), interpersonal skills development for leaders and managers refer to complex abilities of meshing management and negotiation skills, rater than conscionable simply focusing on engaging heap in quality interactions, speaking and listening effectively, and providing substantiative feedback. As for modify my interpersonal skills, this will be done by attending a skills training seminar center on interpersonal skills for effective leadership (e.g. Grant et al., 2010).Increasing my ability to channelise with others with proportional easeThe importance of communication to leadership is that it is the process used for setting and communicating clear goals (Robinson, 2011). Improving this skill is through constant employ meaning, talking to commonwealth more often. This is however not a difficult stance to undertake since as my score in the quaternity Temperaments constitution Test shows, I guide dominant extrovert behaviour shown by my sanguine and choleric tendencies, which indicate an avocation to communicate with mass (e.g. Ricketts and Ricketts, 2011). Management theorys human relations safari highlights the importance of hoi polloi motivation (Banhegyi, 2007), which is indirectly linked to communicating with them to foster inactive relationships.Improving team-based problem-solving abilityIn my plan to develop my management of various tasks and other aspects of teamwork, an important read/write head to consider is that a leader cannot rely on teamwork to develop automatically without exerting some conscious effort on his/her part. Without the leaders influence, it is mum possible for teamwork to develop to some extent, but this setting is unlikely for the work throng to develop member satisfaction and utmost task performance (Butterfield, 2011).In stray to develop my team-based problem solving ability, my build of action is to read books on the subject. Applying into practice what I have learned conceptually and theoretically about it will yield positive outcomes, leading to desired improvements in my management of various tasks and other aspects of teamwork. Theodore impudentcombs Balance surmisal explains why people tend to be attracted towards host formation, and this is because of the similarity in attitudes in their interest group for a common goal. Such similarity sanctions them to destiny ideas with one another and break down as a team. Lack of similar attitudes leads to firing of balance, resulting in a team not universe formed (Kandula, 2006). An important matter to con sider is that team-based learning is a result of good team-based decision making and problem-solving ability (Michealsen, Sweet, and Parmelee, 2008).Setting some(prenominal) goals for team projects instead of alone a few onesGoal-setting involves identifying the goals to be established, gaining the commitment of people who are tasked to procure them, and communicating these goals to people who have enkindle in their achievement (Robinson, 2011). Having this renewed realisation that setting many goals rather than just a few ones is more preferable to effective leadership and goal attainment, the plan is cogitate on taking a conscious effort on enumerating several goals every time goal-setting is organism undertaken, and suggesting to the group a more increased denomination of goals each time the group tends to identify sole(prenominal) a few ones. The point is consciously putting into practice this knowledge. The relevancy of setting several goals instead of only a few ones i s apparent a team that identifies more goals is able to achieve more goals, compared to a team that identifies only a few goals, which becomes delimited to achieving only these few goals. The Goal Setting Theory explains the importance of goals in motivating people to work, and consequently, in making them behave with a purpose (Lussier, 2012). This would mean that not only is goal-setting beneficial for the organisation but for the people working on these goals as well.Increasing my mouthful for team work over individual work in accomplishing goalsSince leadership is about leading people, individual work is not the paramount aspect of goal achievement, but teamwork. In a team, people work together towards achieving desired goals, have full and sufficient understanding in the importance of these goals, how these goals may be achieved successfully, and what each one and the whole team may contribute to their successful achievement. If the leader and veritable(a) the team members a re more focused on working by the piece rather than as a team, the essence of teamwork is lost. (Ricketts and Ricketts (2011) indicate that working as a team is more effective than working individually thus, the motivation to utilise teamwork and the various literary productions on the importance of this concept (e.g. Dyer, Dyer, and Dyer, 2007 Morgeson, Reider, and Campion, 2005 Valle and Witt, 2001). Since the results of my Four Temperaments Personality Test indicate that I have an extraverted temperament, this temperament would help in my ability to build team work. The result of my Four Temperaments Personality Test on the phlegmatic aspect, specifically self-indulgence, is a good point to consider in my current preference for individual work over team work. On the other hand, since my dominant sanguine and choleric propensities show that I am inclined to being extraverted, this preference is likely to be changed with ease, given such initial knowledge for its compulsory c hange. Heneman and Greenberger (2002) state that the facilitation of team work is through the efforts of some extraverted individuals.Placing the Plan in an Organisational or Industry Context/ systemHaving accomplished the plan, the next step would be to place this in an organisational or persistence context, creating clear links to organisational strategies. First of all, leadership is an important concept in the success of an organisation, which is why organisations always gear for effective leadership or management in the workplace. Leadership is different from seniority or ones position in the hierarchy of his or her organisation. It is an influential relationship that takes place between a leader and his/her followers as they pursue sealed changes or objectives that mirror shared meanings, purposes, and strategies (Mills, Mills, Forshaw, et al., 2007).The potential skills and limitations, on which the plan has been established, will at last add up to my series of strengths i dentified by the Belbin Test. After implementing the plan, the expected outcomes for me would be above-average interpersonal skills, ability to communicate with others with relative ease, modify team-based problem solving ability, setting many goals for team projects, and increased preference for team work over individual work. These skills are useful in an organisational context specifically in managing people where the leader/manager needs to unify his/her team towards successful goal attainment. By being able to work in a team and foster good communication skills, problem solving ability, and other skills thus cited as my strengths, I and my team would together work on the necessary aspects of several tasks, which we are responsible to accomplish.The retail fabrication is the specific industry context on which the plan is placed. This industry is characterised by several challenges in attaining competitive advantage because of the armorial bearing of new entrants, substitute p roducts, bargaining authority of customers and suppliers, and rivalry between existing competitors (Stonehouse, Campbell, Hamill, et al., 2004). These challenges take care as a factor for my pursuit for effective leadership and team roles, on which the plan is established. My ability to effectively resolve conflict with teammates and to plan and coordinate with them plays a significant role in fall working relationships within the team. This importance is further seen in the claim that conflict and lack of team coordination serve as a barrier to attaining desired goals (e.g. Lencion, 2012 Rout and Omiko, 2007). Moreover, my change interpersonal skills will enable me to communicate my ideas more effectively across people and departments. It has been noted that interpersonal skills refer to analytical and decision-making skills (Grant et al, 2010), which means that my possession of these skills will aid my team and the organisation in addressing the competition that retail compan ies commonly experience. These together with my alter ability to communicate with others with relative ease, improved team-based problem-solving ability, setting many goals, and increased preference for team work over individual work will help the lodge develop strategies for competitive advantage.Incorporating Appropriate original Reflection at Relevant IntervalsThis question has enabled me to identify my own strengths, limitations, and potential skills in leadership and team roles. Apparently, I had no prior ideas of these skills and limitations on a arrogant basis, but the Belbin Test and the Four Temperaments Personality Test enabled me to find out roughly what these skills are. I authorizedly have an initial knowledge of myself, but these tests confirmed them and crimson added some more which I was not very aware of, such as my satisfactory level of my interpersonal skills, a need to communicate with others with relative ease, a need to improve my team-based problem- solving ability, and my inclination to set only a few goals instead of many goals for team projects. Some of the skills that I am already aware of are effective conflict resolution and ability to plan and coordinate with teammates.Moreover, the Four Temperaments Personality Test made me understand the ease that the potential skills and limitations may be improved. This is because of my dominant combination of sanguine, choleric, and melancholic temperaments, which have positive traits for leadership abilities (e.g. extraversion, being a people-person, optimism, and enthusiasm, being task-oriented, being competition-focused, and being success-specific and strong leadership skills).A further realisation that I have derived from this exercise is the importance of astute oneself strengths, skills, abilities, potentials, and limitations since such knowledge serves as a prelude to being able to manage teams and the organisation as a whole. By being able to systematically identify my st rengths, I have been personally advised of my abilities. By being able to also systematically identify my potentials and limitations, I have found out the areas that need improvement. These limitations and potentials allow me to better focus on what I must take an effort to improve on, whilst seeing them as a way for constructive criticism.In addition, no effective leader can function without self-realising his own strengths, skills, and limitations since only when he/she has fully take in them can they be able to function more effectively. ConclusionThis paper has provided an probe of ones own individual management and leadership plan, using such diagnostic tools as the Belbin test and the Four Temperaments Personality Test. These tools helped identify and own my individual leadership development requirements. Through the Belbin Test, certain strengths were thus identified along with the potential skills and limitations. The Four Temperaments Personality Test also identified the dominant temperaments that helped in the assessment of ones leadership propensities and abilities.The plan for development of the skills is centered on improving my interpersonal skills from satisfactory level to above-average level increasing my ability to communicate with others with relative ease improving team-based problem-solving ability setting several goals for team projects instead of only a few ones and increasing my preference for team work over individual work in accomplishing goals.The retail industry is the specific industry context on which the plan is placed. A professional manifestation is conducted, focused on how the entire work is done.ReferencesAdair, J. (2007) Develop Your Leadership Skills. London Kogan Page.Banhegyi, s. (2007) unclouded Perspectives Management. Cape Town Pearson Education southwest Africa (Pty) Ltd.Butterfield, J. (2011) Illustrated Course Guides Teamwork and Team Building. 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