leadership action plan essay

Leadership Action Plan Essay

Introduction, aspects to improve, tangible steps, importance of the above steps, determining the effectiveness of the above steps, works cited.

Leadership is a powerful concept that supports the needs of many professionals. Lack of leadership skills makes it impossible for many individuals to realize their goals (Abbassi, Siddiqi, and Azim 246). I possess powerful leadership concepts that can support my future goals. However, I lack some aspects and concepts that can support my future goals. The course materials have equipped me with new skills that will make me successful. I am therefore planning to use these ideas to expand my leadership competencies. This approach will support my leadership philosophy. I will use the action plan presented below to realize my potentials.

I am planning to focus on different personal competencies. My current leadership gap can affect the targeted objectives. The first aspect is effective communication. I am usually unable to communicate effectively with different classmates and friends. A proper strategy will support my communication skills. I will be able to associate, discuss, and interact with different individuals in a proper manner.

Lack of the best communication competencies will affect the success of different individuals. The other leadership aspect is the ability to resolve conflicts. According to Cialdini (39), successful leaders should be able to deal with conflicts. A proper conflict resolution strategy makes it easier for individuals and leaders to achieve the best outcomes. The development of better conflict resolution approaches will make it easier for me to address the challenges affecting my followers.

Teamwork is a powerful concept that supports the needs of many individuals. I will focus on the best practices that can improve my skills as a team player. A leader should be able to work and interact with others. Leaders should be able to mentor their teammates. My goal is to gain new concepts that can make it easier to lead, mentor, delegate, and even empower others. I will always use such competencies to support my future goals. The other targeted leadership aspect “is involvement with others” (Abbassi et al. 243). Successful leaders involve their employees and followers in an attempt to get their potentials. This ability will mentor every person in my life. The practice will support the professional goals of many individuals.

I will identify several steps to achieve the above aspects of leadership. To begin with, I will join a toastmaster that can support my communicational and leadership goals. Toastmasters bring more people together thus encouraging them to develop the best listening and communication skills. Such groups will encourage me to interact with individuals from different backgrounds. I will always be ready to express myself in a positive manner.

Leaders should be able “to express themselves in front of large crowds” (Abbassi et al. 246). The second action is identifying a competent leadership mentor. The targeted individuals will have the best skills in leadership. The mentor will equip me with useful skills such as team-building. The individual will encourage me to lead and empower others. The mentor will outline the most appropriate practices for getting the best outcomes. These two approaches will ensure my communication skills grow within the shortest time possible.

The third strategic plan is taking different courses in conflict resolution (CR). There are several organizations providing training opportunities to many learners. The targeted courses will make me realistic, focused, and open whenever focusing on different conflicts. The course will make me a good negotiator. The practice will equip me with new concepts that can eventually support my leadership skills. The other powerful strategy is working with others. I will achieve this objective by involving others whenever working on different projects. Such individuals will support my decision-making and problem-solving strategies. These new competencies will eventually support my expectations as a future leader (Abbassi et al. 247).

The other approach is joining members with similar career objectives. Such individuals will widen my visions and missions. I will be able to network with more individuals in my profession. This practice will make me open-minded. I will be ready to deal with both personal and organizational problems. Successful leaders delegate the right duties to qualified persons. It will be appropriate to begin delegating various duties to different individuals (Cialdini 39). This practice makes it possible for leaders to learn from others. They will also focus on the challenges affecting their followers. They will eventually use powerful strategies in order to achieve targeted goals.

My long-term goal is to become a successful organizational leader. The current leadership gap requires a powerful action plan in order to get the best outcomes. The above steps present powerful practices that can support the needs of many individuals. For instance, the decision to join a toastmaster will support most of my needs. Toastmasters are helpful because they make it possible for individuals to improve their leadership, public speaking, and communication competencies (Cialdini 95).

I will benefit from different projects aimed at supporting my organizational skills (Abbassi et al. 248). The process of delegation helps leaders identify, define, and address various organizational problems. I will delegate a wide range of duties to my classmates, friends, and teammates. This action plan is critical for improving my employee-involvement skills. I will also improve my interactional skills. The practice will eventually support my long-term goals.

Successful people tend to have competent and focused mentors. My leadership mentor should possess the “best skills such as communication, problem-solving, delegation, and decision-making” (Abbassi et al. 246). The mentor will encourage me to develop new competencies that can eventually support my leadership objectives. This new mentor-follower relationship will support my skills.

For instance, I will become more open, mature, and realistic whenever dealing with various problems. The approach will ensure I can address different conflicts successfully. The targeted courses will also play a significant role in improving my skills. I will acquire new competencies that are applicable in different organizational settings. For instance, I will understand how to delegate duties, support the needs of my followers, and become a team player. I strongly believe that such courses will make it easier for me to address a wide range of leadership problems.

People can follow different steps in order to achieve their leadership goals. I have identified the above steps because they will support every targeted goal. The relationship with my educators and teammates will improve my interactional skills. I will collaborate with different partners who possess desirable leadership traits. I will also identify the needs of different individuals. My leadership philosophy will embrace the best ethical ideas. Leaders have a duty to treat all individuals equally (Cialdini 52). This notion will become my guiding principle. The above action steps will eventually fill the gaps affecting my leadership philosophy.

A good action plan should deliver targeted outcomes. My ultimate goal is acquiring new concepts that have the potential to support my future leadership goals. I will therefore consider different aspects in order to ensure the above steps produce the best goals. To begin with, I will be undertaking periodical reviews in order to determine my skills and competencies. I will be interacting with individuals from different backgrounds in order to gauge my skills.

I will ask some of my friends to advise me. They will monitor my new skills. This practice will make it easier for me to identify new practices and strategies that can support my leadership needs (Cialdini 48). I will be ready to address every challenge affecting my friends. This approach will also provide a new opportunity to advance my skills. I will request my mentor to monitor my progress. The mentor will provide the best feedbacks that can produce quality outcomes.

Some of the above actions and steps might not deliver targeted leadership skills. That being the case, every ineffective step will be substituted immediately. It will be appropriate to gather feedback from different teammates and my mentor. Such feedbacks will make it possible for me to identify new plans that deliver positive results much faster. Finally, I will work hard in an attempt to improve every missing leadership aspect. Learning “should be a continuous process aimed at delivering the best results” (Abbassi et al. 248). I will read widely in order to acquire new actions that can support my action plan. These practices will eventually make me a competent leader who understands the challenges affecting different followers.

Abbassi, Manshoor, Attiya Siddiqi and Rahat Azim. “Role of Effective Communications for Enhancing Leadership and Entrepreneurial Skills in University Students.” International Journal of Business and Social Science 2.10 (2011): 242-250. Print.

Cialdini, Robert. Influence: The Psychology of Persuasion. New York, NY: Harper Press, 2006. Print.

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5 Steps to Creating a Successful Leadership Development Plan

• 27 Nov 2019

Leadership development is a key initiative for many businesses. Organizations not only try to recruit candidates with leadership potential but cultivate their current employees’ leadership skills.

In a survey by global research and advisory firm Gartner , 60 percent of human resources executives said they’ll focus on cultivating leader and manager effectiveness for their company in 2023. In doing so, they intend to nurture the professional development of potential leaders by developing specific leadership qualities, such as authenticity, empathy, and adaptiveness—representing a new kind of “human” leadership.

Additionally, a report by the World Economic Forum projects leadership and social influence to be among the fastest-growing workplace skills through 2022, which ties into a burgeoning trend for all workers to become lifelong learners to address emerging skills gaps.

For motivated professionals who want to advance their careers and assume leadership positions, creating a leadership development plan is vital to staying ahead of the curve and rising to the demands of the job market. According to Harvard Business School Professor Ethan Bernstein, the path to effective leadership is more fluid now than in the past.

“Once upon a time, you would enter a leadership development program in a company that might put you on a 20-year track to becoming an executive,” Bernstein says. “Many of us can’t even fathom that today. But that should be freeing in that it gives us license to develop ourselves and create our own individualized leadership development plans.”

As you plot your career trajectory and consider how you can maximize your professional influence and impact, here are five steps to creating a successful leadership development plan.

How to Design Your Leadership Development Plan

1. assess where you are professionally.

Mapping your leadership development starts with understanding yourself and where you stand professionally. Taking stock of your strengths, weaknesses, and workplace tendencies can help identify areas for improvement and anticipate pitfalls that could arise on your journey to becoming a more capable leader.

“In the process of identifying how what you’ve done before may or may not make you successful going forward, you raise your awareness about how what you already know will contribute to, or undermine, your capacity to successfully lead others in the future,” Bernstein says.

Completing an assessment can be a valuable way to reflect on your motivational drivers and limitations and gain a more holistic view of your personal leadership style . Pairing self-reflection with a 360-degree assessment enables you to solicit feedback from colleagues and peers, which can provide greater insight into how others experience you. In turn, you can build and leverage a keener sense of emotional intelligence throughout your leadership development journey.

Related: 4 Tips for Developing Your Personal Leadership Style

2. Set an Attainable Goal

Goal setting is an essential component of any leadership development plan.

“Just like anything else: If you don’t know where you’re going, you’re probably not going to get there,” Bernstein says. “It sounds overly simplistic, but that summarizes why goals are important."

Bernstein teaches the PACE model, an acronym for:

• Pick a leadership goal
• Apprise others in your inner circle of the goal
• Collect specific ideas on how to improve
• Elicit feedback on how you’re doing

PACE is employed by learners to select leadership development goals and chart a course of action for achieving them. The first step in the process, Pick, is centered on identifying and prioritizing a goal you can strive toward to boost your professional effectiveness. When setting this goal, take an agile approach and consider both the short and long term.

“You can’t lose sight of where you’re trying to go over the span of a decade—or even a career—which is why making long-term goals is important,” Bernstein says. “But we can’t, as human beings, make progress if we make the milestones so grand and far away that they seem unachievable. A little bit of progress each day keeps the frustration at bay.”

As you define and establish your key goal, consider how you’ll measure progress along the way to ensure you stay on track.

3. Engage in Leadership Training

Leadership training can benefit you no matter your career stage. Beyond the opportunity to gain and practice the technical skills needed to empower employees and influence others , you’re exposed to faculty and peers you can lean on for support and learn and grow from. It can also equip you for future leadership roles.

According to Bernstein, honing your leadership abilities in a classroom setting is advantageous because it provides a low-risk environment for reevaluating and fine-tuning goals when you encounter setbacks.

“It’s helpful to have a group of people—we call it your ‘inner circle’—who’ve heard and embraced your leadership goals, and whose conversations helped inform how you would go about achieving them,” Bernstein says. “In moments of challenge and relapse, you can go back to them for encouragement and courage. You can revise your goals in a safe environment because you have a level of openness and vulnerability with those people built into the course.”

4. Interact with Your Network

A professional network is one of the most valuable resources in any leader’s arsenal, so make it a point to grow yours . Throughout your leadership development journey, connecting with like-minded peers can have a positive impact by providing opportunities to employ the knowledge you’ve gained and receive feedback on your progress.

These kinds of interactions are core tenets of the online course Leadership Principles , in which learners practice delivering feedback through video exercises that allow them to evaluate their effectiveness in various business scenarios.

“Ensure your leadership development includes some interaction with other learners and also with the people who are benefitting and suffering from your current capabilities as a leader,” Bernstein says. “We try to teach people to be good protégés, as well as good leaders. It’s an ongoing process. That interaction is important in making things that seem very theoretical ultimately become very practical.”

5. Hone Your Soft Skills

Effective leadership requires a unique blend of characteristics and skills .

“There are skills you need as a leader that you don’t necessarily develop in any other context, at least in a focused way,” Bernstein says. “These include communication; career planning; knowing how to create and evaluate authentic change in a person, including yourself; and negotiating career transitions. These are things you typically won’t do many times in your career, but they will be very important to continuing your leadership trajectory.”

As you chart your leadership development plan, consider how you can bolster essential soft skills like actively listening , practicing empathy , and creating value in a negotiation to ensure you’re prepared to tackle any organizational challenges that come your way.

Developing Your Leadership Skills

Striving to become a strong, capable leader is a commitment you can make at any stage of your career —although doing so sooner means you can reap the benefits longer. By assessing where you are professionally and thinking deeply about where you want to go, you can design a leadership development plan that enables you to channel your passions and build the skills needed to be more impactful in your role.

Do you want to enhance your leadership skills? Download our free leadership e-book and explore our online course Leadership Principles to discover how you can become a more effective leader and unleash the potential in yourself and others.

This post was updated on December 21, 2022. It was originally published on November 27, 2019.

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4 Steps to include in a Successful Leadership Action Plan

by Elizabeth Harris

A leadership action plan does not need to be complex.  Great leaders inspire action without pages of rules. Simon Sinek has a simple but powerful model for inspirational leadership — starting with a golden circle and the question "Why?" His examples include Apple, Martin Luther King, and the Wright brothers ..

Watch Simon Sinek in this TEDTalk video share his insights about great leaders:

Most executives know what needs to be done, want to do what needs to be done, and have the best intentions to get things done.   And yet, things don’t seem to change much.

Recently I had a conversation with a CEO who said, “People don’t always react well to change, and we’re doing OK.”   He is correct on both counts. 

My thought is, how much better could you be doing if you had a simple mechanism to use that ensures the company is on track and that everyone is on board with the plan?

Include these four steps into a Strategic Leadership Action Plan:

• Determine your goals
• Create and assign measurable action steps with a timeline
• Verify progress by regularly reviewing the outcomes
• Adjust the plan - repeat.

It looks easy.  It is easy. 

If it’s so easy why doesn’t everyone do it?

• The biggest barrier might occur before goal setting. Without a vision or purpose, "keeping up with the competition" or "make more money" offers more questions than answers. This Harvard Business Review article talks about what it takes to lead a team into the future::

"As counterintuitive as it might seem, then, the best way to lead people into the future is to connect with them deeply in the present. The only visions that take hold are shared visions—and you will create them only when you listen very, very closely to others, appreciate their hopes, and attend to their needs. The best leaders are able to bring their people into the future because they engage in the oldest form of research: They observe the human condition." .- Harvard Business Review

There are plenty of excuses – “I can’t ask my people to take on any more; I don’t have the time; the economy isn’t rebounding; we don’t have the resources”, "The barriers are too difficult to overcome.".

The SWOT Analysis continues to be an effective tool since the sixties for sorting out the barriers and creating clarity.

• Strengths: characteristics of the business or project that give it an advantage over others.
• Weaknesses: characteristics that place the business or project at a disadvantage relative to others.
• Opportunities: elements that the project could exploit to its advantage.
• Threats: elements in the environment that could cause trouble for the business or project.

Ultimately, it boils down to commitment and accountability. Neither of these things is easy.  Both are key attributes that everyone on your team looks to you for in your leadership.

If you are looking for more tools to help guide your team to success, access our  revenue growth tools here : 

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Leadership development plan

Ivan Andreev

Demand Generation & Capture Strategist

ivan.andreev@valamis.com

February 2, 2022 · updated April 2, 2024

11 minute read

After reading this guide, you will understand how to improve leadership skills training in your organization, and get actionable tips for building a leadership development plan.

What is leadership development?

Why is leadership development important, leadership development goals.

• Define what type of leaders do you need
• Align an employees career vision with your business needs
• Create a list of leadership development goals and skills
• Identify which methods of development to use
• Measure and analyze the program results

Leadership development is the process of improving leadership skills and competencies through various activities.

In leadership development, staff at all levels are taught the invaluable leadership skills that allow them to properly lead, inspire and guide their teams to success.

This type of development is important to properly cultivate a culture of leadership throughout an organization.

Leadership development training can take on many forms, both on-site, such as internal training and mentorship programs, and off-site, such as training seminars, conferences, online training, or graduate programs.

To effectively action leadership development, an organization should create a leadership development plan.

This plan will lay out the steps that the organization will take, what is expected of staff who undergo this development, and how the development will help both the organization and the staff.

Career development plan template

This template helps employees and bosses plan together for career growth: set goals, assess skills, and make a plan.

Leadership development benefits an organization in a multitude of ways.

1. It drives better business results

Including higher financial performance and more consistent achievement within departments guided by proficient leaders.

2. Skilled leaders are more agile

An organization with empowered leaders can navigate today’s complex business environment and solve problems quickly and effectively.

3. Good leadership drives innovation

A workforce with effective leaders will be inspired to believe in, and work for, a greater vision.

4. Skilled leaders attract and keep employees

Good leadership can inspire higher engagement from their staff and reduce turnover. A great leader will attract talented new employees and will be able to keep the ones that they have, which leads to better work satisfaction.

5. Improves employee engagement

More than half of American workers are disengaged at work. Effective leadership that knows how to increase engagement within teams using purpose and recognition has been shown to increase profitability within an organization.

6. Improves communication inside and outside the organization

Good communication can make or break a company. If the leaders within a company make effective communication a priority, it leads to increases in productivity, better speed of execution of tasks, and a more positive organizational culture.

7. Improves Customer retention

Customers will be more loyal when leaders are effective in engaging employees. Leading by example improves the customer experience.

8. Increases employee loyalty

Inhouse leadership development inspires loyalty from employees, as it shows that there are growth opportunities available for them. It is also cheaper, and requires less time, than finding, hiring and training leaders from outside.

9. Proper leadership development strategy fuels business strategy

A properly developed leadership development strategy is an invaluable tool for driving and achieving the organization’s business strategy. In taking the time to understand what your organization needs from its leaders, you will better understand the business strategy that will work best for you. These two strategies go hand-in-hand, developing one will help in achieving the other.

No matter the industry, every organization can benefit from developing leadership skills from within their organization and prioritizing leadership in their company culture.

For a leadership development program to be effective, there must be clear goals that are set at the beginning of the process. Some, or all, of the following goals can be used as a starting point.

1. Demonstrate personal responsibility

A true leader owns their actions and the consequences of them, whether good or bad.

They are able to look at the outcomes of their decisions, and appreciate the lessons that both success and failure teach.

Employees notice if a manager never takes responsibility for their actions, or worse, pushes the responsibility for their failures onto their subordinates.

2. Practice self-discipline

When making decisions, it can be tempting to make ones that benefit the individual, rather than the team or organization.

A good leader considers all options then chooses the one that is best for the company, rather than themselves. This practice involves shedding bias and developing integrity.

3. Develop active listening skills

Sometimes leading means listening, rather than speaking.

Every member of a team has some valuable input and experience that they can share, and a good leader takes the time to create a space for discussion and actively listen to each person.

4. Expand and diversify knowledge

Leaders need to be well-rounded, with a wide array of skills in different areas of competence.

In taking the time to study fields that may be outside of their direct role, a leader will be better able to handle issues as they arise in a creative and agile fashion.

5. Focus on time management

A leader is not going to be much use to anyone if they are consistently running behind on projects and don’t have enough time to actually lead.

In focusing on proper time management, a leader can make sure that they set a good example and are available for their team.

6. Creating a culture of mentorship

A key role of a leader is to foster leadership in others.

Being able to identify and develop those skills in team members is an important aspect of a leader’s job, and is essential in the development of a leadership culture within an organization.

This involves coaching, giving actionable and constructive feedback , and paying attention to how team members are approaching challenging projects.

7. Improve communication practices

A leader is only as effective as their communication.

Great ideas and active mentorship won’t go far if a leader’s communication style lets them down.

Developing communication skills takes time and effort and includes building rapport with team members, understanding how, and when, to use persuasion, and improving conflict management skills .

8. Practice big-picture thinking

Leaders shouldn’t think small. Problem-solving and effective team management are dependent on a leader who can make decisions that will benefit the team not just immediately, but down the road as well.

Using these goals as a starting point will help an organization dial in on what is important, what changes need to be prioritized, and what kind of training will be most effective in developing the leadership that they would like to see within their organization.

Leadership development plan template

So, how to improve leadership skills within your organization? You should start with a leadership development plan.

It is the roadmap of how your organization is going to nurture leadership skills in employees of all levels. It should cover goals that align with both strategic business needs and interpersonal, or more human, needs.

It should address the needs of leaders of all levels within the organization, both current leaders and those you wish to train for future leadership positions.

An example of a good leadership development plan is one that has followed the following steps:

1. Define what type of leaders do you need

First of all, you need to understand what type of leaders you need, what set of skills are most essential for your business, and will be valuable in the future.

To do so, it’s better to take a step back and review your key business objectives, if you don’t have a clear list, then it is time to make it.

• Create a list of skills that you are expecting to see in a good leader that fits your company. It should be aligned with your business.
• If you have a different department that requires improvements in leadership, create a separate profile for them.
• Assess where your leadership is. Create a leadership assessment for your employees. Using a variety of methods, including anonymous, email, and face-to-face feedback, your organization can develop a clear idea of where the leadership currently is.
• Also, it might be good to have a list of employees who demonstrate an interest in management roles and are talented enough to take leadership roles.
• Maybe you need a leader with a specific Management style . In such cases would be good to check them and prepare some questions for an interview.

2. Align an employees career vision with your business needs

Talk to the employees who will participate in this leadership development and try to align their career vision and path with your ideas and business path.

Having the same direction in development will affect final results dramatically.

• Of course, a culture of leadership is easier to develop with engaged employees who view the organization in a positive light. So, sometimes it will be better not to focus on people who are going to leave the company.
• One-on-one meetings will be the most beneficial tool for discovering what your employee’s career vision is. Make the time to meet with employees on a regular basis to ensure that the two paths are in accordance.
• Be willing to listen to your employee’s ideas about what is needed both in leadership development and business strategy. You might get unexpected insight into your organization and ideas for the future.

3. Create a list of leadership development goals and skills

As discussed above, leadership development goals are an important part of this strategy. Without clear goals, it will be hard to understand what to do and how effective your plan is.

The required qualities and skills of your organization’s leadership will determine the relevant leadership development goals.

• These goals must be achievable, measurable, and should correlate with the key business objectives.
• Take a look at leadership skills , it might help you.
• Create a list of goals and skills required for each individual or role.
• Rank their importance so people will focus on the most valuable or important goals for them.
• Define a clear timeline for each goal, it will motivate people to act.
• Be clear about what success for each goal looks like. The clearer this list is, the more successful employees will be in reaching their goals.
• Look within your organization for examples of success. It is better to show, rather than tell.

How to conduct a skills gap analysis and what to do next

Start building your foundation for strategic workforce development.

4. Identify which methods of development to use and create a development plan

There are many different methods that can be used for leadership development:

• mentorship programs,
• formal training,
• volunteering,
• task forces,
• working groups and committees,
• changing the way the responsibility is taken,
• and others.

You can read more about ideas on how to develop leadership skills in this employee development article.

Some companies will develop these methods in house, while others bring in a third party company who specializes in this type of development, it’s up to you what to choose.

• We recommend creating a separate leadership development plan for each role or individual. It will make it more personal and role oriented, and as a result, it will be much more engaging and relevant.
• Focus on those methods that fit you, some of them are expensive, while others require experience.
• Think about the realization stage .

5. Measure and analyze the program results

As mentioned the development plan must be measurable, otherwise, it will be impossible to quantify its success.

By using measurable goals, concrete criteria, feedback from employees, and data, your organization will be able to measure the success of the program and make adjustments where necessary. Get more ideas from the Reviewing & Monitoring Results chapter of this employee development article.

• Set timeframes and review results frequently.
• Communicate with employees, their feedback will be really important.
• Come back to the plan and adjust it if necessary.

Using these steps, your organization can create a leadership development plan template to follow. In doing so, a culture of leadership and positive development will be established, and beneficial results will follow.

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Personal Leadership Development Plan

Personal leadership development plan: essay introduction, my strengths and weaknesses as a managerial leader and the basis for your assessment, options for improving my skills in the next three month, sustainable improvement process (next 30 days, 60 days, and 180 days), detail plans on how you will evaluate your improvement efforts and adjust as needed, personal leadership development plan: essay summary.

Managerial leaders drive an organization with the kind of decision they make; the quality of decision creates a competitive advantage to a firm. Leaders have the role of implementing strategies, entrepreneurial and mandated with the role of creating a winning team. This paper is a self-evaluation of my leadership traits and weaknesses.

One character of a leader is decisiveness. A saying goes “better make a wrong decision than not decide at all”. I am a person who is decisiveness and I do not hesitate, however, I realize that it is not always that I am right so I consult before I make a decision. I have good listening skills as well as communication skills. This attribute assists me in listening to people’s points of view but I still am aware that the final decision comes from me. This character also boosts my team roles. I am creative and innovative. When faced with a problem I do not sit back and observe things go wrong I rise to the occasion and look for a solution. I have undergone through formal and informal education where I have gained attributes that help me understand various issues and developments in society. I have a college degree and am almost to finish my Masters’s education where I will come out a professional in my field.

What weaknesses or areas do I need to improve upon?

Human beings are not perfect they have weaknesses. One of my weaknesses that can affect my leadership is being a perfectionist. I find myself dictating how I want things done. This character makes me gauge other people’s performance levels not recognizing that different people have different capabilities. I sometimes find myself pushing other people to perform beyond their limits.

Another area that I think is a weakness is an extreme peacemaker and keeper; sometimes may find it not worth confronting someone on a certain issue he or she has done to me; this can make my communication skills be hampered. To keep the peace of mind that I always look forward to having; I ensure that I intervene in issues when I am wanted to; this can result in a late intervention.

Having undergone through the course successfully; I have decided to start a program that will improve my skills in the next three months, I will engage in activities and take some side courses with the main aim of improving my skills. The following are the activities that I will undertake:

Develop informal and formal groups

Within the three months, I will mobilize my classmates and we make informal groups to address different issues in the communities. The activities include cleaning the city, planting trees, educating the youth, and visiting old people’s homes. In the groups, I will ensure that I take some leadership roles and have my peers evaluate my skills; I will also allow the teams to criticize my skills as well as the strengths that I have. This approach will assist me to know the areas that I need to improve as well as know those areas that I have a strong point that needs to be reinforced.

Short management courses

Within the three months, I will look into any management program taking place somewhere with the guidance of a professional and enroll in the program; I will ensure I listen to what the scholars have to advise on certain issues and aim at improving the areas portrayed. When in the programs, I will take note of the advice to improve my specific weaknesses given by the facilitators.

Use of information technology

Currently, there are several computer videos through you-tube and other applications; I will search for documentaries and videos that advise on how to improve one’s self more so in my area of weakness. I will also use media articles to learn the stand of the management in the current trends; the articles will update me with the trend in the market and probably the skills that are required for proper leadership.

To ensure that I remain relevant and effective in my leadership, I will ensure that I continuously improve my skills through learning, and attending educative seminars; the materials I will be learning will be those that can improve my skills and make me a better leader. Occasionally, there are seminars operated by scholars in leadership, I will make a point of attending them and learning a thing or two. I will ensure that I attend these training and seminars at least once a month.

In the modern computer world, there has been the invention of computers; they offer chances for virtual teams that can be of great use especially getting information on leadership and updating myself on what is happening in the business arena. I will enroll in the teams and become an active member; from the study; I have come to realize that leadership skills can only be grown when a person practices the art; every time there is a chance to lead, I will be volunteering and ensuring that I get a chance to learn something new. Leadership can be improved further through enrolling in a management course; I will enroll in the courses to ensure that my skills have been sharpened further.

Occasionally, I will be appraising myself and look into the areas that I need improvement; in the current leadership set up, leaders do not wait to fail before they perform appraisals on their skills. There are certain questions that leaders should always embrace when they want to evaluate their skills. As people who influence others, they should ask themselves how and where they do influence by actually knowing their level of influence. The next question is how they should improve on people’s skills that would enable them to have the ability to solve problems. The question should be how you are with others and do you have a healthy relationship. Another question that I will be asking myself is whether I have a positive outlook and attitude because a negative attitude will affect the leadership potentiality of an individual and therefore the question should be whether you see possibilities or obstacles. The above are among the questions that I will be using to evaluate my skills.

Another important evaluation of strength and weakness is the ability of a leader to see evidence in him as able to have growth in personal or self-discipline. Certain questions that can be asked include the ability to manage time well and achieve worthwhile goals. The other way to evaluate your strength or weakness as a leader in your ability to have proven records of your past exemplary performance in your field. A leader should also be able to predict future success while backdating on the previous achievements, able to accept the status quo, and at the same time have the ability to spot a problem in an organization. A leader should be able to have a large pictured mindset that would enable him to think in a wider perspective. I will be using this approach from time to time to ensure that my skills are growing.

If the self-evaluation, I have realized I have strong leadership potential that I need to develop. My decisiveness and courage are the strongest strengths that I have. To improve my strengths further, I will be reading leadership articles published in periodicals and dailies. To get a wider perspective and develop better management skills, I will use the internet to access international news, articles, and participate in virtual teams.

In later days, I am looking forward to being an article writer in local and international Media like the internet, newspapers, magazines, and journals, when I write them, I will seek to get feedback from my leaders that I will constantly review and see whether I can improve my skills. When I strengthen my leadership skills, I believe every day will be a day of renewed strength.

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How to Create a Personal Leadership Development Plan

In every organization and in every industry, leaders play a critical role: managing teams, working together to make important (and sometimes difficult) decisions, and guiding an organization to move in the right direction. While you might think of a leader as an experienced executive with a corner office, the reality is that successful organizations rely on employees who demonstrate strong leadership skills regardless of their job title or length of tenure.

If you are looking to enhance your leadership capacity , one important strategy for guiding your growth is to create a personal leadership development plan. This type of plan can help you grow in your current role and also prepare you to take on additional leadership responsibilities in a new role.

Here’s a quick look at how to assess your leadership skills, develop your leadership capabilities, create a personalized plan, and build leadership development into your everyday roles and responsibilities.   

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Benefits of a Personal Leadership Development Plan

As the name implies, a leadership development plan outlines the steps that you intend to take in order to be a better leader. A plan should include skills you need to improve, responsibilities you want to take on, and tasks that you hope to complete to become the type of leader your organization needs.

Development plans are a critical tool for personal career growth since they serve as agreements between an employer and an employee. In these cases, the plan has benefits that extend beyond the individual. When leadership development is aligned with business strategy , organizations are able to link their investments in supporting potential leaders—such as internal training programs or tuition reimbursements—to broader goals and strategic plans. Such alignment increases the likelihood that your manager and other stakeholders within the organization will give your personal leadership plan the stamp of approval.

Of course, individuals can also create their own personal leadership development plans. This type of plan can be helpful if you hope to get a new job at a different company, apply your current skills to a new industry, or pursue educational opportunities, such as a degree completion program.

Before the Plan: Conducting a Self-Assessment

Prior to creating your personal leadership development plan, the American Management Association recommends that you make a list of what you feel are the 10 to 15 characteristics of an effective leader. Some of these traits should be specific to your current or desired industry or role, while others should apply to leadership in general.

Creating this list of leadership qualities will help you assess your own skills. Some of the characteristics on the list may require both professional and personal growth and are therefore worth including in your development plan. Other traits may be core strengths that are worth noting in your plan but will be a low priority for further development. Successful leaders tend to have many qualities in common , so it should be easy to identify which traits are a strength for you and which traits will require some improvement.

GovLeaders.org, a resource for managers and leaders in the public sector, suggests that you think about a “life mission statement.” Similar to a corporate mission statement, this is meant to link your leadership development efforts with your long-term personal and professional goals. This is an important step, as it ensures that the steps you take to improve your leadership skills do not conflict with the type of work that you want to do.  

Elements of a Personal Leadership Development Plan

After you have given some thought to your long-term leadership goals and the leadership qualities you’d like to improve, it’s time to map out your leadership ability by creating your personal leadership development plan.

Since the document is personal, it should take on the style and format that works best for the way that you take in information. Some people may use a spreadsheet; others may prefer a chart. No matter the format, there are several key things that every personal leadership development plan should include:

1. Core Skills to Master

Leaders have a number of job responsibilities that are specific to a role as a supervisor. These can include running meetings, providing feedback, sharing information in front of groups, and making personnel decisions. Identify the skills that align with your leadership development goals but are not part of your existing job responsibilities. If someone you currently work with has these skills, ask if you can shadow them or practice with them. If not, look for external resources that will help you build these skills.

2. Experience Gaps to Close.

In addition to tactical skills, there are a number of strategic responsibilities that a leader can expect to take on. These can include starting a new project, turning around a project that is not going well, managing larger and more mission-critical projects, and managing in a crisis. As with building skills, it’s important to identify these key tasks that align with your goals and develop a plan to gain the necessary experience.

3. New Relationships to Build

As a leader, you interact with a variety of stakeholders on a regular basis. Many are within your organization and include department heads, front-line employees, and managers with different skill sets but similar tenure. Others are outside your organization and range from customers and suppliers to board members and other members of the business community. As you build a leadership development plan , identify the stakeholders with whom you’d like to have a stronger, mutually beneficial relationship and reach out to start the conversation. Making these important connections is essential for effective leadership since they provide more development opportunities.

4. Specific Tasks to Delegate

Effective leaders strike a balance between day-to-day tasks and long-term responsibilities. They focus on the work that is most closely aligned with their expertise and trust others within the organization everything else, ensuring that projects are not delayed and that employees remain engaged. List the activities that are critical to professional development within your role, along with the activities that others are capable of completing themselves.

5. Key Action Items to Complete

As noted, the specifics of a leadership development plan should include strengths as well as potential areas of improvement. For each area where you see potential to improve, include an action item, the timeframe in which you want to complete the task, and the cost (in time and/or money). Action items could include meeting with a mentor or manager, reading a book on leadership, completing a leadership assessment, or identifying training or educational opportunities.

6. Critical Indicators of Success

Leaders are assessed not only on their own success but also on the success of their teams. Your personal leadership development plan should list the critical indicators of success for leaders and their teams, which include but are not limited to the following:

• Improving the quality of work
• Improving teamwork and morale
• Increasing delegation of responsibility
• Strategic planning and preparation
• Continuous learning for you and your team
• Recognizing the team’s contributions

Beyond the Plan: Building Leadership Development into your Role

A personal leadership plan should be a living document. You should revisit it on a regular basis to ensure that you are addressing the areas of improvement that you identified for yourself and meeting the timelines you set for taking on new responsibilities, building new skills, and so on.

Accomplishing the goals that you lay out in your plan should not require wholesale changes to how you work or learn. After all, the plan is meant to help you continue to grow, not start over completely. However, there are a few activities that you can add to your regular routine to support your development as a leader.

Seek feedback. Talk to your team and your peers about how well you are growing as a leader and where you can continue to make improvements. It’s also important to seek feedback from groups you don’t typically interact with, whether they be other divisions within your organization or third-party partners. These groups will provide different insight than those who work with you regularly.

Take time to reflect. Leaders have a great deal of responsibility to juggle. Take 15 minutes every morning to assess the most important tasks for the day and 15 minutes in the evening to reflect on what went well and what could have been improved. Consider writing your thoughts in a journal, focusing on lessons or insights you have gained from your experience.

Find a mentor. Whether as a source of advice or as a connection to networking opportunities, mentors are critical to personal leadership development . It’s important to find a mentor who will be available for regular meetings and who will provide honest feedback—someone who always tells you what you want to hear may inadvertently hinder your growth. Your mentor could be a manager at your current job, a manager from a previous job, a professor, or a respected figure from your personal life.

Sign up for training. Continued education provides a valuable opportunity to nurture leadership skills. In addition to resources such as books, networking events, and leadership retreats, consider earning a bachelor’s  degree to hone a wide range of skills—including psychology, writing, negotiation, finance, ethical decision-making, logic, and organizational behavior.

Interested in learning more about how a bachelor’s degree can help advance your career and refine your skills? Explore Northeastern’s Bachelor of Science in Management program to learn more. 

Leadership Action Plan

Have you ever been chosen as someone to lead a group or even an organization in your school or community? A lot of people would say that being a leader takes a lot of motivation and responsibilities . That is true, but have you ever thought about what qualities make a leader? Of course a lot of people may vote and say that the leader must at least possess a good mind and a good heart. Others may say that a good leader listens to the opinions or suggestions of others. But to the rest of the majority, they may simply say there are people who are born leaders. 

What others may not have noticed is that a good leader also has a good action plan to help them out. A leadership action plan is a good tool to help those who are assigned to run their organizations, or campus groups. What it does of course would depend on the leader and the reason for making the action plan. Before asking yourself the purpose of the action plan for leaders , you must also think about how do leaders write their leadership action plan? To find out, here are some 10+ examples to help you with what they look like and more information about it too. 

10+ Leadership Action Plan Examples

1. leadership action plan template.

• Google Docs

2. Leadership Development Action Plan Template

3. Campus Leadership Action Plan

Size: 168 KB

4. Health Leadership Action Plan

Size: 303 KB

5. Women in Leadership Action Plan

6. Collaborative Leadership Action Plan

Size: 139 KB

7. Basic Leadership Action Plan

Size: 50 KB

8. Leadership Strengths Action Plan

Size: 121 KB

9. Professional Leadership Action Plan

Size: 158 KB

10. Leadership Action Planning

Size: 217 KB

11. Leadership Action Plan Format

Size: 78 KB

What Is a Leadership Action Plan?

A leadership action plan is a tool made to strategize what you may want to do next . A kind of plan that is carefully thought out and analyzed before attempting to do the things that are necessary for you to do. In addition to that, a leadership action plan helps you by outlining the steps to making a successful outcome based on how you plan out the situation or the event you are going to be doing.

In addition to that, a leadership action plan is a good way to make your actions better as well as having the opportunity to develop the skills and the experience you will need to succeed. This can be either based on your leadership in an organization or even in school. Basically, the leadership action plan helps you see the skills you may want to improve on and the experiences that will be able to teach you.

How to Write a Leadership Action Plan?

Apart from the qualities that may make someone a leader, there are also things that need to be taken into consideration. One of which is what should be expected in a leadership action plan? If this is your first time hearing what a leadership action plan is, then these following tips would also be a great help for you , when you are planning to write one.

1. List Down the Goals You Are Planning

Making a list as to what you are going to be doing is helpful. Your leadership action plan may be a good tool but you still have to make a list. Just because you are writing the action plan does not necessarily mean that you are not going to be writing down your goals as well. Once you have them, proceed to the second tip.

2. Create a Timeline for Each Goal

For every goal you have written down, you must create a timeline for it. The timeline will help you with how you are going to achieve it and when. It also helps by giving you the bigger picture of the correct steps to getting there. That way, the less risk you have to face. 

3. Add Attainable Objectives for Each Goal

What is a goal without an objective? When you are writing a timeline for your goals, don’t forget to write an attainable objective as well. Goals and objectives always go together. The purpose of your objectives is to help you maintain and focus on achieving that goal.

4. Set Up the Milestone for Each Goal

Milestones are expected in an action plan. For every little goal that has been achieved, a milestone is written. The purpose for these milestones are a nice way of saying you are getting there. You are about to reach the goals you have carefully planned out.

5. Act On the Plan and Update

Last but not the least, acting out on the plan that you wrote. As well as once in every while, when you found out that the skills or the milestones have helped, it is also best to update your action plan. See to it that with every goal being achieved, you make a new one and proceed from there.

What is a leadership action plan?

A leadership action plan is a kind of strategic tool used to outline, help and define the goals you plan on doing.

Why is it necessary to have a leadership action plan?

The action plan helps as a guide for you to be able to do your goals properly. It is also in a way a tool that helps you outline the top priority of your goals and focus on that.

How do you begin a leadership action plan?

By writing down your goals, outlining them or placing them in a timeline. With that, you can start from there and add the necessary details like the objectives and the steps for each goal.

It is without a doubt that a good leader should also need a good leadership action plan. As this kind of tool literally helps by outlining your plans to a good start. As well as it helps by giving you opportunities that you can try to improve on. A good leadership action plan is as good as the leader writing it.

Text prompt

• Instructive
• Professional

Create a study plan for final exams in high school

Develop a project timeline for a middle school science fair.

By Jill Babcock Leaders Staff

Jill Babcock

Personal Development Writer

Jillian Babcock is a personal development writer for Leaders Media. Previously, she was a senior content writer at Ancient Nutrition,...

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Sep 22, 2023

Reviewed by Hannah L. Miller

Hannah L. Miller

Senior Editor

Hannah L. Miller, MA, is the senior editor for Leaders Media. Since graduating with her Master of Arts in 2015,...

8 Leadership Principles + Examples of Leadership In Action

What are leadership principles, why are leadership principles important, 8 principles of leadership that the best leaders follow, examples of how the best leaders act, how servant leadership drives organizational success.

There are many ways to describe how an effective leader acts, but most would agree that leadership is about influence, action, service, and inspiration. Perhaps the greatest trait a leader can possess is vision.

As Sheryl Sandberg, technology executive, philanthropist, and writer, once said , “Leadership is about making others better as a result of your presence and making sure that impact lasts in your absence.” 

Leadership principles are not just theoretical; they have a practical impact. Organizations with strong leadership tend to perform better, adapt faster to changes, and sustain growth over time. 

While every leader is unique, and most tailor their leadership style to their specific industry and goals, there are certain leadership qualities that many of the most successful leaders display . These qualities are built on principles such as effective communication, strategic decision-making, and adaptability.

In this article, learn about how leadership principles serve as timeless tenets that guide leaders through challenges, inspire their teams, foster innovation, and contribute to organizations’ success and positive culture. 

Key Takeaways

• Leadership is the act of guiding, directing, or influencing people toward achieving a common goal.
• Successful leaders are often those who are mission-driven, act decisively, communicate well, change course as needed, and continuously learn.
• By creating a supportive and transparent work environment, strong leaders are more likely to attract talented team members who remain engaged, hard-working, and loyal.

Leadership principles are guidelines that inform the actions of leaders. These principles help people in positions of power to effectively motivate and guide others and make important decisions. They are essential because in many cases, effective leadership significantly influences the success of a team or community. They do this by keeping morale, collaboration, and engagement high.

“Leadership” Means:

• Establishing a clear vision, sharing that vision with others, and providing the information, knowledge, and methods to realize that vision
• Coordinating and balancing the conflicting interests of all members or stakeholders

“Principles” Are:

• Fundamental truths, laws, or doctrines that serve as the foundation for a system of belief, behavior, or reasoning
• Universal rules or guidelines that remain consistent over time
• Established standards of conduct that provide a basis for making decisions or evaluating actions
• Principles that often serve as a guide to what is considered right and wrong or good and bad in a particular context

“Good leaders focus on unifying and uplifting the whole team. They work with individuals to help them see what their role is, how they can benefit the organization, and why they matter.” Western Governer’s University

Leadership principles act as the compass and backbone of organizations. They instill consistency, drive behaviors, and set expectations; this way, every team member knows what they’re working toward and why, as well as what their responsibilities are.

Leadership principles serve some of the following purposes:

• Provide Direction: Direction is defined as “The path or course on which something is moving or aiming.” Leaders provide a clear path and vision, guiding decision-making and strategy development. Leadership principles also help define and reinforce a company’s culture and values based on its mission.
• Motivate Team Members: Motivation is “The drive or reason for a person to act or behave in a particular way.” Effective leadership principles inspire teams and boost morale by defining the organization’s values and creating supportive work environments.
• Maintain Consistency: Consistency is “The quality of being steady and uniform over time or in different situations.” When leaders remain consistent in their actions, it builds trust and credibility. Think of this much like parenting, in which consistency is important to guide behaviors and teach lessons.
• Promote Adaptability: Being adaptive means having the ability to change or adjust effectively to new conditions or environments. As situations change, having a core set of principles helps leaders pivot in order to remain successful while also maintaining integrity.
• Aid in Communication: Communication is the process of conveying information or ideas between individuals or groups. When everyone in an organization understands its mission and principles, it prevents miscommunications and facilitates trust and transparency. Everyone speaks the same “language” in terms of values and expectations when a leader communicates and listens well.

While the specifics may vary from one organization to another, the underlying importance of having and adhering to leadership principles remains consistent across sectors and industries. 

Below are eight leadership principles that successful and effective leaders often abide by:

1. Effective Goal-Setting

“Leadership is the capacity to translate vision into reality.” Warren Bennis , author and business consultant

• Establishing SMART Goals: Rather than being aimless, good leaders create goals that are SMART (specific, measurable, actionable, realistic, and time-sensitive). These goals help chart a course for the organization’s future and provide a consistent vision to rally around, even when strategies and tactics evolve.
• Delegating Tasks: In addition to creating a mission and clear goals, leaders must ensure everyone knows their roles and responsibilities, as well as how their work contributes to the “bigger picture.”

2. Acting With Integrity

“On paper, every company has great values. But values are no good if they remain on paper. Being driven by values is doing right, not just knowing or saying what’s right. A leader’s role is to live by these values, explicitly promote them, and make sure they’re part of the fabric of the business.” Hubert Joly, Harvard Business Review

• Upholding Commitments: The best leaders are honest, transparent, and “people of their word.” They act in accordance with the organization’s values and don’t abuse their power by slacking off.
• Accountability: They keep not only themselves accountable but also uphold a culture of responsibility and ownership .
• Acting Ethically: They establish a code of conduct that encourages ethical practices, which can protect an organization’s reputation and long-term health.

3. Decision-Making Skills

“Effective leadership is not about making speeches or being liked; leadership is defined by results, not attributes.” Peter Drucker, author and speaker

• Gathering Data: Good leaders seek out opinions, relevant information, and input from stakeholders, employees, customers, and mentors. They involve their team in decision-making, valuing diverse perspectives.
• Analyzing Information: They weigh the pros and cons of situations, understand implications, and consider the long-term impacts of their actions.
• Being Decisive: Effective leaders are both decisive and visionary, meaning they can make decisions even in the face of uncertainty and have a clear vision for the future. They’re also confident and can articulate an organization’s goals in a compelling manner.

4. Clear Communication

“Great leaders are almost always great simplifiers, who can cut through argument, debate, and doubt to offer a solution everybody can understand.” Colin Powell , Former United States Secretary of State

• Speaking Clearly: The best leaders convey ideas well and listen actively.
• Providing Feedback: They provide regular, constructive feedback that helps team members grow and feel valued without insulting them.
• Encouraging Professional Development: To help their organizations become as great as possible, strong leaders support team members in acquiring new skills or knowledge.

5. Having Empathy

“A good leader can benefit from both intellectual and emotional understanding. People feel valued and respected when a leader takes the time to listen and process what they’re saying.” Jamie Birt, Indeed writer

• Perspective-Taking: They understand and value the feelings and perspectives of others. They can put themselves “in other people’s shoes” and absorb various points of view. By empathizing with team members, a leader can create a supportive environment where individuals feel understood and cared for, which in turn, boosts morale and productivity.
• Facilitating Conflict Resolution: Disagreements and conflicts are natural in any organization, but great leaders provide a framework for addressing arguments, compromising, and finding solutions that are mutually beneficial. 
• Expecting and Accepting Imperfections: Smart leaders know that everyone slips up and makes mistakes, so they foster an environment where employees can take ownership without being belittled and then continually refine their skills and processes. 

6. Resilience and Continuous Learning

“The true test of leadership is how well you function in a crisis.” Brian Tracy , author and motivational speaker

• Displaying Humility: Humility is an important aspect of being a good leader, as it fosters a “growth mindset” and encourages leaders to always look for ways to expand their knowledge and skills. The best leaders can own up to their mistakes and avoid blaming others.
• Learning From Mistakes: Strong leaders bounce back from setbacks, maintain a positive attitude, and embrace change. They remain accountable and see failures and setbacks as opportunities to improve.
• Reflecting and Adjusting: They regularly reassess decisions and are willing to make changes when needed. They can take notice of the organization’s strengths and weaknesses so that improvement is always within reach.

7. Fostering Collaboration

“Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” Jack Welch , American business professional

• Encouraging Teamwork: Facilitating brainstorming and valuing every team member’s contributions are principles of strong leadership. 
• Empowering Teams: Clearly defined principles enable teams to operate with autonomy. This helps teams know the broader guidelines so they can make decisions without waiting for micromanagement. As a result, a strong and supportive culture can improve employee morale, retention, and overall performance. 
• Building on People’s Strengths: Companies with strong leaders help their employees grow and evolve. They provide opportunities for learning so team members can reach their full potential.

“If your actions inspire others to dream more, learn more, do more, and become more, you are a leader.” John Quincy A dams , Former U.S. President

• They model desired behaviors: Effective leaders exemplify the attitudes and actions that they wish to see in their teams. They “lead by example” instead of only lecturing or pressuring their teammates or employees. For example, they treat customers and employees with kindness and put in extra work when a time-sensitive task presents itself.
• They recognize and reward accomplishments: When a team member completes an important project or task, a good leader acknowledges their efforts to further motivate and inspire them and others. This may take the form of verbal praise, sharing accomplishments with other team members, or giving an employee a promotion or raise.
• They prioritize people’s well-being: While good leaders have high standards, they also ensure that their work environment is healthy and that team members have a sustainable work-life balance. By respecting people’s time, leaders gain their team member’s trust and dedication. An example of this principle is allowing employees to work a fair amount of hours and to take time off to rest and rebalance.
• They address and resolve conflicts directly: In order to maintain people’s respect, successful leaders are on the ground, taking note of issues and resolving problems head-on. They practice emotional intelligence by avoiding gossiping or delaying tough conversations and instead address problems confidently and assertively.
• They face a crisis with calmness and clarity: When a company faces a major setback, like a PR scandal or a significant financial loss, a true leader doesn’t resort to blame or denial. Instead, they calmly gather their team, assess the situation with clarity, take responsibility for mistakes, and chart a course for rectifying the issue. 
• They hire people they trust and believe in: Instead of micromanaging every detail, a leader identifies the strengths and capabilities of each team member and delegates tasks accordingly. They trust their team to execute their responsibilities but are available for guidance, support, and to remove any obstacles that may arise. By empowering team members, the leader fosters growth, autonomy, and a sense of ownership among the team.

After studying how effective leaders operate, Alison Chadwick, owner of GrowPeople, and Matt Morgan, Chief Executive at Agency Inc., described the following characteristics seen in successful leaders : 

• Belief in the organization’s purpose
• Taking full responsibility for actions and mistakes
• The ability to move on and forgive
• Humility and openness to feedback
• An optimistic but realistic attitude
• Valuing others’ opinions and having confidence in one’s own opinion
• Self-acceptance of strengths and weaknesses

“Leadership is not just about giving energy . . . it’s unleashing other people’s energy.” Paul Polman , dutch businessman and speaker

In order for teams to benefit, many experts believe that leaders must shift the paradigm of traditional leadership, where the leader’s main goal is to lead, to one where the leader’s primary responsibility is to ensure the well-being, growth, and success of their team members . This concept describes “ servant leadership ,” a leadership philosophy rooted in the belief that the most effective leaders strive to serve others , rather than accrue power or take control. Servant leaders put the needs of their people first, fostering an environment of trust, collaboration, and mutual respect that drives success. 

Here are three tips for practicing servant leadership:

• Practice self-awareness: Servant leaders should continuously engage in self-reflection to recognize their strengths, weaknesses, biases, and emotional triggers. By understanding oneself better, a leader can avoid reactionary decisions, better serve the team’s needs, and grow in their role. 
• Give others your full attention : One of the foundational skills for a servant leader is the ability to listen intently. Active listening involves fully concentrating, understanding, and responding to what others are saying. By doing so, leaders can better understand the needs and concerns of their team members and make decisions that are in their best interest.
• Empower and develop your team : Instead of hoarding power, servant leaders empower their team members by delegating responsibility, providing necessary resources, and supporting their personal and professional growth so they feel valued.

Want to learn more about successful companies that have been built by effective leaders? Check out this article as an example:

14 Amazon Leadership Principles and Why They Matter

Leaders Media has established sourcing guidelines and relies on relevant, and credible sources for the data, facts, and expert insights and analysis we reference. You can learn more about our mission, ethics, and how we cite sources in our editorial policy .

• Powell, C. Leadership is about making others better as a result of your presence and making sure that impact lasts in your absence. Goodreads. https://www.goodreads.com/quotes/785876-leadership-is-about-making-others-better-as-a-result-of
• Cal State Northridge. Leadership principles. CSUN. https://www.csun.edu/leadership-principles
• from https://drucker.institute/did-peter-drucker-say-that/
• Baldoni, J. (2017). Leadership principles. In Leadership – Essential Writings by Our Greatest Thinkers (pp. 363-366). Springer. https://link.springer.com/chapter/10.1007/978-1-137-33714-6_12#:~:text=WARREN%20BENNIS%2C%20THE%20LEGENDARY%20organization,do%20their%20best%20every%20day .
• UC Berkeley Haas School of Business. Defining principles. University of California, Berkeley. https://mba.haas.berkeley.edu/defining-principles
• American College of Cardiology. (2020, May 18). The true test of leadership is how well you function in a crisis: Michigan ACC FIT council takes action in COVID-19 pandemic. https://www.acc.org/Membership/Sections-and-Councils/Fellows-in-Training-Section/Section-Updates/2020/05/18/14/42/The-True-Test-of-Leadership-is-How-Well-You-Function-in-a-Crisis-Michigan-ACC-FIT-Council-Takes-Action-in-COVID-19-Pandemic
• Berry, J.M. The true test of leadership is how well you function in a crisis. AzQuotes. Retrieved February 27, 2023, from https://www.azquotes.com/quote/1222297 George, B., McLean, A., & Craig, N. (2022, April 12). 5 principles of purposeful leadership. Harvard Business Review. https://hbr.org/2022/04/5-principles-of-purposeful-leadership
• Welch, J. The true test of leadership is how well you function in a crisis. BrainyQuote.com. Retrieved February 27, 2023, from https://www.brainyquote.com/quotes/jack_welch_833427
• Mendenhall, M.E. Leadership quotes. The UTC Blog. Retrieved February 27, 2023, from https://blog.utc.edu/mark-mendenhall/leadership-resources/leadership-quotes/
• Indeed Career Guide. (2022, August 24). Leadership principles: 10 principles of effective leadership. Indeed. https://www.indeed.com/career-advice/career-development/leadership-principles
• Edmonds, L. (2019, September 3). Essay: The seven principles of leadership. IPA. https://ipa.co.uk/knowledge/ipa-blog/essay-the-seven-principles-of-leadership

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Personal Leadership Development Plan

Introduction, personal analysis, leadership qualities, leadership skills assessment.

Leadership is a unique field of knowledge providing people with a chance to attain complex goals, organize groups, and ensure people’s better performance. Today, the rise of business and the emergence of multiple companies stimulated the growth of rivalry, which also increased the relevance and significance of leadership. Under these conditions, it is vital to focus on cultivating specific skills in individuals to improve their ability to manage others and enhance performance. The pivotal aim of this personal development plan (PDP) is to outline leadership skills and competencies vital for a strong leader, analyze weaknesses and strengths, and offer ways for future leadership development helping to eliminate the existing drawbacks. The PDP includes an introduction, analysis, list of core leadership qualities, assessment, objectives, methods to achieve them, evaluation, and conclusion. The plan will lead to a better understanding of my current skills and consideration of things that should be done to become a better leader. Moreover, it can be used by future leaders to realize the core aspects and their significance.

Prior to speaking about leadership and how to improve it as the part of PDP, it is vital to analyze my personal traits. I am working in a private sector company which I joined after graduation from the university. The top management encouraged me to become a member of specific leadership courses to become a strong and skilled leader who can promote positive change within a company. For this reason, the creation of the PDP is vital for me as it will help to outline the way for me and other specialists. I also view this suggestion as a perfect way to become better and create the basis for my future career. The trait theory of leadership views personal peculiarities as vital aspects, for this reason, their correct understanding by a person is fundamental for future success. Using SWOT analysis, it is possible to outline my characteristics:

• Strengths : Flexibility, responsibility, self-confidence, knowledge, creativity.
• Weaknesses : decision-making, communication, time management.
• Opportunities : further develop my skills and competencies; create the framework for other employees to evolve.
• Threats : subjectivity, inability to attain current objectives.

This analysis outlines the areas that should be improved and establishes the basis for the discussion and the PDP.

Most existing leadership theories state that specific values, skills, and competencies are directly correlated with an individual’s ability to manage people. For instance, Collyer (2016) is sure that leaders with better communication skills are more successful in organizing teams and boosting their performance. It becomes possible due to their ability to explain tasks and motivate specialists to attain them (Daft, 2015; Walker, 2018). Under these conditions, most researchers outline a set of core leadership qualities that should be present in any leader for him/her to succeed. These include creativity, communication, decision-making, knowledge, and readiness to learn (Dugan, 2017). It means that the cultivation of these elements can help a person to become a better manager and achieve the existing goals. These fundamental qualities should also be assessed and evaluated to understand their current state and what should be done to improve them. For this reason, it is vital to include the five discussed elements in PDP to ensure that other specialists and I can focus on them to attain success.

Communication has always been one of the most important elements of any leadership theory. According to Griffin et al. (2018), the ability to share knowledge with employees, explain tasks, and discuss problems can help to attain the desired outcome and lead to the improvement of the atmosphere within a collective and better goal achievement. For this reason, this aspect should be given the top priority and given much attention. I realize the fact that at the moment, my communication skills should be improved. I possess a basic understanding of how to speak with individuals and explain tasks; however, in complex contexts, I might feel extra pressure and become unable to express my vision correctly. Additionally, communication is a potent inclusion and diversity tool, meaning that leaders in global companies should be ready to collaborate with representatives of different cultures. For this reason, I am sure that my communication skills should be improved to work with people with different backgrounds, cultures, and religions. It will lead to the elimination of multiple barriers limiting chances for successful cooperation.

Creativity is also among the most frequently mentioned traits vital for a leader. Today, it is closely linked to innovativeness, which presupposes technologies and unusual solutions to resolve a complex task and acquire a competitive advantage. Modern leaders should be ready to look for unconventional approaches to excel rivals and attract new clients (Gochhayat et al., 2017). My creativity is high, and I always look for the recent alterations in technologies and how they can be used to attain better performance. I am sure that using unusual ways, it is possible to maximize output and minimize input, which is essential for modern enterprises. I correctly realize that the business world is fast-changing, meaning that firms always try to implement new growth and development strategies. For leaders, it is vital to support these incentives, which is possible only if creativity is one of the basic traits that is given top priority. Its cultivation is essential for leaders, especially in the modern digitalized environment.

A leader cannot manage people without an in-depth understanding of the relevant sphere, market, or field of science where an organization operates. For this reason, knowledge and the ability to use it in different situations is another critical quality mentioned by multiple investigators. According to Johnson (2018), extensive knowledge is necessary for any leader as it provides him/her with authority, respect from team members, and improved decision-making abilities. I always try to acquire new information related to the sphere where I work as I realize it is fundamental for future success. I think I possess up-to-date information and data; however, it is also vital to keep working on improving it. I also believe that any PDP should emphasize the critical importance of knowledge for any leader as the central factor influencing his/her ability to create the basis for future successes and transform the work of companies to attain better outcomes. For this reason, it becomes critical to work on this aspect and be open to new information.

The next quality is closely linked to the previous one as it presupposes the readiness to engage in a continuous improvement process and learning. Lussier and Achua (2015) are sure that even potent leaders who disregard the importance of studying will fail as they will be limited in their abilities to manage others and make correct decisions. As for me, I always try to acquire new data, including methods, strategies, and approaches to work with others, organize the functioning of collectives, and create the basis for their future evolution. I realize that good leaders should not stop their personal and professional growth, as it is a key to future successes. Under these conditions, no leader can say that he/she does not need learning as he/she possesses all information required for effective decision-making. At the same time, this fact serves as the stimulus for future development and the achievement of new goals. For this reason, readiness to learn and engage in the constant self-improvement process is vital for all workers of the company as it will help them to succeed and become new top managers or leaders.

Finally, improved decision-making is another core quality of strong and successful leaders. Harrison (2014) states that all top managers should be ready to make hard decisions and bear responsibility for them, otherwise, their reputation and effectiveness will fail. I think that my decision-making skills demand improvement as the part of overall leadership. The fact is that this quality is closely linked to two previously mentioned ones. It means that readiness to learn leads to better knowledge, which, in its turn, results in improved decision-making (Sugiyama et al., 2016). Leaders who have relevant and up-to-date information about the current state of the company, its needs, and plans can select the most applicable and effective strategies and guarantee their effectiveness. (Littlejohn et al., 2016). Under these conditions, I am sure that decision-making should be improved through constant learning and the acquisition of new experiences that can help in various situations as they will improve the speed of selecting available options and the effectiveness of their choice.

Regarding the information mentioned above, it is possible to conduct a leadership skills assessment vital for improving my personal competencies and the company’s work to achieve key business objectives. Interviews with other leaders and feedback show that decision-making, communication, and new strategies are the top skills that should be given priority and developed to boost the work of firms and organizations (Maxwell, 2019). Knowledge is also vital as it affects effectiveness and competencies; however, the cultivation of previous factors is impossible without the appropriate alterations in awareness. For this reason, for the company and me, the work on these aspects and attempts to improve them is vital as it ensures better cooperation, collaboration, planning, and goal-achievement (Mikkelson et al., 2019). I am sure that for me and other future leaders, it is fundamental to focus on these areas as the core issues affecting the performance of organizations, their results, and personal growth. That is why PDP should also focus on these qualities as an attempt to attain significant improvement.

The proposed personal development plan presupposes the following objectives:

• To continue the development of skills and qualities related to the leadership sphere
• To focus on communication as the primary leadership tool to align better cooperation within a collective
• To focus on decision-making strategies and methods to ensure better outcomes and choice of strategies

The following objectives are formulated regarding several factors. First, they consider my own weaknesses and areas that should be enhanced. As stated previously, communication and decision-making are problematic areas that should be improved. Second, assessment and examples of other leaders show the critical importance of these elements, which means they should be given top priority as central success factors. Finally, working on these elements, other future leaders of the company will acquire the chance to engage in personal and professional evolution and contribute to the development of the company. Under these conditions, it is vital to establish these objectives and outline methods to achieve them.

The further development of leadership skills and qualities presupposes several aspects. First, it is vital to continue working on competencies, expand knowledge, and acquire new information linked to the sphere. It will help to get better outcomes in real-life conditions and improve communication with colleagues or employees. Second, online courses can be selected as the appropriate method for attaining success and improving skills. Finally, working in the company, it is possible to cooperate with experienced leaders and follow their examples or ask for guidance to acquire additional knowledge and ensure better results (Ruben & Gigliotti, 2016). It will help to focus on the selected objective and guarantee that there is a basis for future improvement. I think this objective is essential for personal development as it means the continuity of learning and the ability to preserve relevant knowledge and skills, vital for effective delegating, communication, and sharing.

Choice of communication as a vital aspect of leaders’ development is explained by its critical role in the work of organizations. As stated previously, it plays a central role in the companies and human interaction. For this reason, several methods to improve communication skills can be selected. For me, specific courses and self-learning are two possible methods to attain the desired objective. The everyday interactions within a unit presuppose multiple interactions with people to promote desired results (Butchibabu et al., 2016). For this reason, by performing traditional functions and applying knowledge acquired during self-learning activities, I will have a chance to master my skills in this area, which is vital for a future leader and his/her ability to manage people and create the basis for the rise of organizations. Moreover, it will help to acquire new information vital for professional development as communication is a potent data collection tool, meaning that its cultivation can improve outcomes in other spheres, which is a desired result of the proposed PDP.

Finally, the last objective, which is decision-making strategies, also presupposes several aspects. McClellan (2021) is sure that this skill involves a wide range of other capabilities, such as planning, strategic thinking, data analysis, critical thinking, and extensive knowledge. For this reason, focusing on this competency, it is possible to attain improvement in other spheres vital for a powerful leader. For me, working on decision-making is essential as I find it my weakest point that should be enhanced. At the same time, for other would-be leaders, this ability is vital for their functioning and future successes as it ensures that they will be effective in managing teams and creating the basis for future evolution. However, this goal demands much resources and effort, meaning that it is also difficult to achieve. In such a way, all these objectives are critical for the PLDP, and there is a need for the appropriate methods of their cultivation and evaluation of outcomes. It will help to trace the progress and implement the required changes.

The outlined objectives demand specific methods and actions to be performed to attain the desired progress. Speaking about the sphere of leadership, several effective measures can help me or other individuals to acquire the desired information and work on skills and competencies. I believe that the most effective ones include coaching, self-learning, specific courses or programs for would-be leaders, self-learning, and analysis of knowledge and work of more experienced leaders through observation. These methods are available to every specialist, and their effectiveness cannot be doubted as they provide an outstanding opportunity to work on areas that demand improvement. Additionally, every objective outlined above can be achieved using one of the methods mentioned above, which means that I can select among various options. I believe that the existence of several measures leads to higher effectiveness of a PLDP and can help to achieve better outcomes as every approach meets the personal peculiarities of a person and his/her demands.

I am planning to achieve the first objective by completing the leadership development courses and using coaching. I believe these two measures are effective in attaining the outlined goal and cultivating my skills and qualities linked to the leadership sphere. First, specific courses will help to promote additional leadership knowledge, acquire new visions, and outline directions for the development of my company and would-be leaders belonging to the collective. Second, coaching is known as one of the effective strategies for personal and professional growth as it presupposes discussing critical issues and sharing data and experience with a skilled specialist (Owen, 2015). Under these conditions, I believe that these two measures are fundamental for achieving the first formulated objective. The company’s collective can also benefit from the same measures as they are practical and applicable enough to be used by various individuals and contribute to the improvement of outcomes or the organization’s work. That is why I view these two methods as relevant ones regarding the outlined goals.

The second objective, which is the development of communication as a primary leadership tool, also demands several actions. First, similar to the previous goal, training courses or special programs should be attended as it is a perfect chance to develop skills in this area and acquire an improved understanding of various techniques, strategies, and their applicability to different situations. However, I believe that working on communication also demands self-learning as one of the effective measures to achieve outlined goals. It provides individuals with a chance to master skills acquired during courses and everyday interactions by themselves and work on the most problematic areas in their communication (Floris et al., 2020). Furthermore, communication can be trained in the collective, and I plan to interact with the team of employees to share my vision of PLDP and engage them in conversation and information exchange. It will provide a chance to improve the functioning of the company as all specialists will have an opportunity to work on their communication and promote positive change.

Finally, the third objective, or working on decision-making, also demands several measures to achieve the desired goal. I think that the development of this skill requires assistance and supervision from a more experienced colleague or specialist. That is why online classes or virtual classrooms are one of the first methods to enhance this area. I want to enroll in this program and encourage other team members to follow this example as it is critically important for the functioning of the collective, its effectiveness, and its ability to solve complex programs (West & Turner, 2020). Today, there is a wide array of various online courses available for persons, which means that other would-be leaders and I can benefit from multiple options. Another measure to work on the objective is the observation of how more experienced leaders or top managers work to understand their decision-making patterns, analyze them, and make a conclusion about how my own skills can be improved (Volz-Peacock et al., 2016). This will help to become a more effective leader and also set the basis for new achievements.

The proposed personal development plan critically depends on multiple factors, and it is vital to evaluate the effectiveness of the proposed methods by using several measures. First, I believe that an assessment survey is a potent tool helping to analyze the current strong and weak areas of an individual and outline directions for future development (Ausmus, 2021). However, it can be subjective, meaning that there is a need for additional control and check. For this reason, results can be shared with more experienced leaders or superiors to acquire their vision or progress and recommendations on what actions to perform. The survey can also be distributed among team members to get an improved understanding of the collective’s progress and its ability to meet current goals. Another evaluation tool presupposes self-control and ensuring that I visited all online classes and courses selected as the method for working on my leadership skills. I believe that these evaluation methods suffice the PLDP and can help to monitor success.

As stated previously, the survey is a potent measure of success that can be used to determine progress. First, it contributes to the critical evaluation of existing skills and competencies, which is vital for choosing a new direction for development. For this reason, I can assess my personal traits and qualities using this tool. Second, a survey among team members can also be conducted. It will show the level of progress and their understanding of what role leadership plays in the collective and how it can be cultivated by using the methods proposed above (Saunders et al., 2015). Results of the survey will show the current developmental stage and will help to trace any alterations and implement the desired corrections. I believe that this tool is vital for monitoring the achievement of goals and personal development regarding the desired outcomes. Furthermore, survey results can serve as the basis for new projects aimed at improving my and other employees’ leadership qualities.

Another evaluation tool is a discussion with supervisors and superiors to get their vision and recommendations regarding personal and professional development. As noted by Northouse (2020), individuals with more significant experience can assess other employees and review their knowledge and competencies to create the basis for further improvement and growth. I assume that face-to-face communication aimed at detecting problematic areas or analyzing the current progress is a potent success measure as it will help to avoid the subjectivity of personal judgments and outline real progress (Rickards, 2015). Moreover, the approach can be applied both at the individual and team levels. It means that superiors can also evaluate the state of the collective affected by my leadership qualities to conclude whether I succeed and what additional actions or steps might be needed to improve the situation and introduce the demanded change. In such a way, providing superiors with reports of your progress and acquisition of their recommendations is a potent tool that should be considered.

Altogether, the proposed PLDP focuses on specific goals and methods that can help to achieve them and improve leadership qualities. They can be presented in the following way:

The proposed action plan can guarantee the achievement of outlined goals and contribute to improving my and team leadership skills. The methods include specific courses, self-learning, practice, teamwork, and consultations with experienced specialists. The methods of control are surveys and discussions with superiors. I am planning to engage in continuous improvement of my skills and arrange constant meetings with other team members to ensure progress and boost the company’s performance. I think this plan is a good start for my future career.

Ausmus, B. (2021). The transformational leadership compass: A dynamic coaching system for creating big change . Lioncrest Publishing.

Butchibabu, A., Sparano-Huiban, C., Sonenberg, L., & Shah, J. (2016). Implicit coordination strategies for effective team communication . Human Factors, 58 (4), 595–610.

Collyer, S. (2016). Culture, communication, and leadership for projects in dynamic environments. Project Management Journal, 47 (6), 111–125.

Daft, R. (2015). Organization theory & design (13 th ed.). South-Western College Publishing.

Dugan, J. (2017). Leadership theory: Cultivating critical perspectives . Jossey-Bass.

Floris, M., Wiblen, S. L., & Anichenko, E. (2020). Senior project leadership skills and career stallers: Analysis of perception differences and implications for careers. Project Management Journal, 51 (2), 214–234.

Gochhayat, J., Giri, V. N., & Suar, D. (2017). Influence of organizational culture on organizational effectiveness: The mediating role of organizational communication . Global Business Review, 18 (3), 691–702.

Griffin, E., Ledbetter, A., & Sparks, G. (2018). A first look at communication theory (10 th ed.). McGraw-Hill Education.

Harrison, B. (2014). Leadership communications: How leaders communicate and how communicators lead in today’s global enterprise . Business Expert Press.

Johnson, C. (2018). Leadership: A communication perspective (7th ed.). Waveland Press.

Littlejohn, S., Foss, K., & Oetzel, J. (2016). Theories of human communication (11 th ed.). Waveland Press, Inc.

Lussier, R., & Achua, C. (2015) Leadership: Theory, application, & skill development . Cengage Learning.

Maxwell, J. (2019). Leadershift . HarperCollins Leadership.

McClellan, J. G. (2021). Organizational culture, discipline, and the politics of self: Transformation through responsive conversation . International Journal of Business Communication, 58 (2), 152–168.

Mikkelson, A. C., Sloan, D., & Hesse, C. (2019). Relational communication messages and leadership styles in supervisor/employee relationships . International Journal of Business Communication, 56 (4), 586–604.

Northouse, P. (2020). Introduction to leadership: Concepts and practice (5 th ed.). SAGE Publications.

Northouse, P. (2021). Leadership: Theory and practice (9 th ed.) SAGE Publications.

Owen, J. (2015) Innovative learning for leadership development: New directions for student leadership . John Wiley & Sons.

Rickards, T. (2015) Dilemmas of leadership. Routledge

Ruben, B. D., & Gigliotti, R. A. (2016). Leadership as social influence: An expanded view of leadership communication theory and practice . Journal of Leadership & Organizational Studies, 23 (4), 467–479.

Saunders, M., Lewis, P. and Thornhill, A. (2015) Research methods for business students (7 th ed.). Prentice Hall.

Sugiyama, K., Cavanagh, K. V., van Esch, C., Bilimoria, D., & Brown, C. (2016). Inclusive leadership development: Drawing from pedagogies of women’s and general leadership development programs. Journal of Management Education, 40 (3), 253–292.

Volz-Peacock, M., Carson, B., & Marquardt, M. (2016). Action learning and leadership development . Advances in Developing Human Resources, 18 (3), 318–333.

Walker, J. L. (2018). Do methods matter in global leadership development? Testing the global leadership development ecosystem conceptual model . Journal of Management Education, 42 (2), 239–264.

West, R., & Turner, L. (2020). Introducing communication theory: Analysis and application . McGraw-Hill Education.

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• My Leadership Action Plan

My Leadership Action Plan - Essay Example

• Subject: Management
• Type: Essay
• Level: Ph.D.
• Pages: 3 (750 words)
• Downloads: 7
• Author: legroshilario

Extract of sample "My Leadership Action Plan"

Do you love the work you do? Are you driven by your purpose? Is there a connection to your top priorities and your leadership approaches? Do you enjoy your time in helping others be successful? What is your legacy to the world? My main purpose as a Leader: My main purpose as a leader is leading as well as developing the process team at the same time taking total accountability for the quality as well as delivering accomplished by the team. I am also responsible for assisting and guiding development of proposals consisting complex pricing as well as contractual dealings.

My last significant role involves liaising and communicating with customers (Poscente, 2004). My areas to strengthen and grow: In need to improve my understanding and knowledge about the organization, I require to improve my skills and my ability to communicate effectively to the team members of the organization. I require improving team work with other people since I cannot work alone. Moreover, I require providing a vision for the organization’s future. I require taking risks in New ideas and be innovative.

Lastly, I require valuing others through recognizing and encouraging them (Poscente, 2004).

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