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.

  • Chicago (A-D)
  • Chicago (N-B)

IvyPanda. (2021, March 25). Leadership Action Plan. https://ivypanda.com/essays/leadership-action-plan/

"Leadership Action Plan." IvyPanda , 25 Mar. 2021, ivypanda.com/essays/leadership-action-plan/.

IvyPanda . (2021) 'Leadership Action Plan'. 25 March.

IvyPanda . 2021. "Leadership Action Plan." March 25, 2021. https://ivypanda.com/essays/leadership-action-plan/.

1. IvyPanda . "Leadership Action Plan." March 25, 2021. https://ivypanda.com/essays/leadership-action-plan/.


IvyPanda . "Leadership Action Plan." March 25, 2021. https://ivypanda.com/essays/leadership-action-plan/.

  • Communication Strategies: Good Listening Skills
  • Cost-Benefit Analysis and Profitable Investments
  • Creating Ideal Teams: Conflict Management in Teams
  • Leadership Issues: Why David Sometimes Wins?
  • Wiper Diamonds International Inc: Eve Yen Leadership Case
  • Personal Position on Leadership
  • Managing the Work of Subordinates
  • The Challenge of Managing Diverse Teams

Leadership development plan

leadership action plan essay

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

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 cover-2x

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.

Skills gab analysis cover

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.

leadership action plan essay

Use learning data to accelerate change

Understand learning data and receive a practical tool to help apply this knowledge in your company.

You might be interested in

lms icon

What is an Learning Management System (LMS)

Find out what a Learning Management System is. What does it do? What are the benefits of having LMS, and how to select the best LMS for your organization?

Learning strategy

How to create an effective Learning and Development (L&D) strategy 

Maximize ttv announcement

How to minimize time to value in L&D initiatives

  • Business Essentials
  • Leadership & Management
  • Credential of Leadership, Impact, and Management in Business (CLIMB)
  • Entrepreneurship & Innovation
  • Digital Transformation
  • Finance & Accounting
  • Business in Society
  • For Organizations
  • Support Portal
  • Media Coverage
  • Founding Donors
  • Leadership Team

leadership action plan essay

  • Harvard Business School →
  • HBS Online →
  • Business Insights →

Business Insights

Harvard Business School Online's Business Insights Blog provides the career insights you need to achieve your goals and gain confidence in your business skills.

  • Career Development
  • Communication
  • Decision-Making
  • Earning Your MBA
  • Negotiation
  • News & Events
  • Productivity
  • Staff Spotlight
  • Student Profiles
  • Work-Life Balance
  • AI Essentials for Business
  • Alternative Investments
  • Business Analytics
  • Business Strategy
  • Business and Climate Change
  • Design Thinking and Innovation
  • Digital Marketing Strategy
  • Disruptive Strategy
  • Economics for Managers
  • Entrepreneurship Essentials
  • Financial Accounting
  • Global Business
  • Launching Tech Ventures
  • Leadership Principles
  • Leadership, Ethics, and Corporate Accountability
  • Leading Change and Organizational Renewal
  • Leading with Finance
  • Management Essentials
  • Negotiation Mastery
  • Organizational Leadership
  • Power and Influence for Positive Impact
  • Strategy Execution
  • Sustainable Business Strategy
  • Sustainable Investing
  • Winning with Digital Platforms

5 Steps to Creating a Successful Leadership Development Plan

Female business leader speaking to team

  • 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

The PACE Model in Leadership Development

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.

How to Become a More Effective Leader | Access Your Free E-Book | Download Now

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.

Leadership Principles | Unlock your leadership potential | Learn More

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.

leadership action plan essay

About the Author

Resultist Consulting

  • Our Approach
  • Revenue Management Organizational Chart
  • Build a Sales Team Talent Pool
  • Pros and Cons of Favorite CRM Software Whitepaper
  • Business Growth Calculator
  • Improve B2B Sales Closing Rates
  • Revenue Development Action Plan
  • BEST Current Client Identifier Worksheet
  • 12-Point Revenue Generation Assessment
  • Role of CRO ebook
  • Sales Funnel Map
  • Sales Compensation Plans
  • The Business Networking Preparedness Checklist
  • Step by Step Hiring Process Template for Developing a Sales Team
  • Revenue Workshops
  • Our Clients Say

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 : 

Get the Revenue Growth Tools Here

Subscribe to Email Updates

Free white paper:.

sales compensation plans

Free eBook:

role of a chief revenue officer

Free eBook :

pros and cons of CRM

Recent Posts

Most popular articles.

  • Action Plan (10)
  • Analysis (3)
  • Analytics (1)
  • Assessment (3)
  • B2B Sales (32)
  • Brand Integrity (12)
  • Brand Management (13)
  • Business Culture (12)
  • Business Development (14)
  • Change Management (13)
  • Checklist (3)
  • Chief Revenue Officer (19)
  • Collaboration (3)
  • Commissions (2)
  • Compensation (4)
  • Consulting Services (3)
  • Content (2)
  • Customer Relationship Management (5)
  • Customer Research (1)
  • Customer Service (5)
  • Disruptive Technology (1)
  • Economic Trends (2)
  • Evaluation (2)
  • Events (12)
  • Excellence (5)
  • Forecasting (5)
  • Guerrilla Marketing (1)
  • Hiring (11)
  • Inbound Marketing (4)
  • Infographic (3)
  • Innovation (4)
  • Leadership (36)
  • LinkedIn (2)
  • Management (5)
  • Manufacturing (7)
  • Marketing Chart (1)
  • Marketing Trends (4)
  • Metrics (2)
  • Networking (8)
  • Outsourcing (2)
  • Persona (2)
  • Personal Development (4)
  • Planning (23)
  • Pricing (1)
  • Professional Development (12)
  • Profit (13)
  • Profitability (18)
  • Proposal (1)
  • Recruiting (8)
  • Referrals (6)
  • Revenue Development Action Plan (23)
  • Revenue Generation (21)
  • Revenue Growth (35)
  • Sales Funnel Map (2)
  • Sales Training (8)
  • Sales vs Marketing (5)
  • Service Providers (1)
  • SMART Revenue (11)
  • Social Media (7)
  • Software (1)
  • Statistics (3)
  • Strategic Revenue Growth (36)
  • Strategy (43)
  • Sustainability (2)
  • Technology (4)
  • Thought Leadership (3)
  • Trade Shows (1)
  • Training (4)

Resultist Consulting

11335 NE 122 nd Way, Suite 105 Kirkland, WA 98034 Call us:   206-361-4562

From Our Blog

Subscribe to newsletter, connect with us.

Privacy Policy

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.

Cite this paper

  • Chicago (N-B)
  • Chicago (A-D)

StudyCorgi. (2021, March 15). Personal Leadership Development Plan. https://studycorgi.com/personal-leadership-development-plan/

"Personal Leadership Development Plan." StudyCorgi , 15 Mar. 2021, studycorgi.com/personal-leadership-development-plan/.

StudyCorgi . (2021) 'Personal Leadership Development Plan'. 15 March.

1. StudyCorgi . "Personal Leadership Development Plan." March 15, 2021. https://studycorgi.com/personal-leadership-development-plan/.


StudyCorgi . "Personal Leadership Development Plan." March 15, 2021. https://studycorgi.com/personal-leadership-development-plan/.

StudyCorgi . 2021. "Personal Leadership Development Plan." March 15, 2021. https://studycorgi.com/personal-leadership-development-plan/.

This paper, “Personal Leadership Development Plan”, was written and voluntary submitted to our free essay database by a straight-A student. Please ensure you properly reference the paper if you're using it to write your assignment.

Before publication, the StudyCorgi editorial team proofread and checked the paper to make sure it meets the highest standards in terms of grammar, punctuation, style, fact accuracy, copyright issues, and inclusive language. Last updated: February 22, 2023 .

If you are the author of this paper and no longer wish to have it published on StudyCorgi, request the removal . Please use the “ Donate your paper ” form to submit an essay.


Leadership Action Plan

leadership action plan essay

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.

Leadership Action Plan Template

  • Google Docs

2. Leadership Development Action Plan Template

Leadership Development Action Plan Template

3. Campus Leadership Action Plan

Campus Leadership Action Plan

Size: 168 KB

4. Health Leadership Action Plan

Health Leadership Action Plan

Size: 303 KB

5. Women in Leadership Action Plan

Women in Leadership Action Plan

6. Collaborative Leadership Action Plan

Collaborative Leadership Action Plan

Size: 139 KB

7. Basic Leadership Action Plan

Basic Leadership Action Plan

Size: 50 KB

8. Leadership Strengths Action Plan

Leadership Strengths Action Plan

Size: 121 KB

9. Professional Leadership Action Plan

Professional Leadership Action Plan

Size: 158 KB

10. Leadership Action Planning

Leadership Action Planning

Size: 217 KB

11. Leadership Action Plan Format

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.

Leadership Development Plan

Self-knowledge is one of the most significant aspects of leadership. The awareness of personal priorities and values is an essential leadership attribute. Leaders must improve their leadership ability daily and continuously. Great leaders possess strategic dreams and visions of what should be done in their organizations. There are several reasons why leadership development is essential to me. I believe a leader is responsible for guiding a group of individuals to become more successful and productive in executing their duties. The entire organization can become successful or fail, depending on the attributes of its leader. I intend to develop my leadership skills to become more efficient and effective in motivating everyone in my future organization. My objective is to encourage my followers to feel more welcome and appreciated by creating a safe and productive workplace environment. Thus, I believe the only way to understand others, learn how to become empathic towards them, and help them to fulfill their potential is by developing essential skills, including cultural intelligence, diversity management, and negotiation skills.

Negotiating Skills: Self-assessment

Negotiation skills are an essential leadership attribute that every leader must possess. Leaders constantly engage in different forms of negotiations. For example, organizational leaders often negotiate with business partners when striking new deals. The objective of business negotiation is to ensure that organizations get eh best possible deal in any partnership (Barry, 2020; Maxhuni, 2021). Furthermore, leaders engage in some negotiations with their employees, such as when deciding employee benefits and salaries. Thus, doing a self-assessment of my negotiation skills was critical in understanding my capability as a future organizational leader. I discovered various weaknesses and strengths associated with my negotiation skills as discussed below.

My greatest weakness was separating people from the problem during a negotiation process. I learned that separating individuals from the issue at hand was the first negotiation technique that I need to master. I usually develop a personal attachment to the issue in negotiation and view solutions as personal attacks as a result. By separating my negotiating partners from the issue, I believe that I will see the issue more objectively and avoid using emotional reasoning. In this regard, I identified three categories of issues that might arise during discussions. First of all, I realized that the parties concerned have various perspectives on the issue. Therefore, it is crucial that all parties make an effort to comprehend one another’s perspectives. To arrive to a mutually beneficial agreement, proposals from both parties are required.

The second weakness that I noted with my negotiation skills is the failure to understand other people’s emotions. When individuals believe their interests are in jeopardy, many people respond with rage or terror. Interested persons have the capacity to recognize emotions even when they are not spoken. Neglecting others’ sentiments simply makes the situation tenser. Ramirez Marin et al. (2019) argued that the solution to this problem is to apologize and make additional gestures. Thus, I learned to observe other people’s emotions to know when they are hurt to apologize in time to stabilize the negotiation process. My third weakness is a lack of communication. Even when the parties are not actively communicating to one another, misunderstandings can still happen. Active listening is used to remedy the issue. The speech should be addressed to the parties by the process’s controller, the speaker. In addition, I learned to avoid criticizing other parties in a negotiation and instead start a conversation about the issue.

One notable strength that I learned from the self-assessment is my focus on interests. Parties may reach safe and effective agreements when they concentrate on their interests rather than their positions (Fells & Heer, 2019; Ramirez Marin et al., 2019). However, actions based on viewpoints only serve to exacerbate the problem while resolving conflicts. Nonetheless, a better solution is attained when the issue is characterized in terms of interests. It is crucial to ascertain the reasons for holding the positions to concentrate on interests. The self-assessment taught me that it is crucial for the negotiator to highlight the shared interests when the negotiating parties have diverse interests.

Cultural Intelligence: Self-assessment

The capacity to interact and perform successfully in culturally varied settings is known as cultural intelligence. A leader is more equipped to lead and collaborate with people from different cultural backgrounds if they possess cultural intelligence. Similarly, cultural intelligence gauges an outsider’s capacity to smoothly integrate into and contribute to a team’s culture. Thus, cultural intelligence is essential for new leaders to develop the respect and likeability of their team and coworkers (Azevedo & Shane, 2019; Yari et al., 2020). Therefore, cultural intelligence is an essential attribute of organizational leaders in contemporary times since the workplace is increasingly becoming multicultural. My self-assessment of cultural intelligence revealed some strengths and weaknesses essential to my future success as a business leader. Several parameters indicated that I am a culturally intelligent individual capable of leading cross-cultural teams in any organization.

I thought the results of the cultural competency self-assessment checklist were outstanding. I became aware of my high level of cultural competency and my capacity to comprehend various cultural contexts. In this examination, I believe attentiveness and knowledge are my greatest cultural intelligence attributes. I can share my cultural history and embrace different cultures. I am constantly learning new things and I am willing to understand and appreciate important elements of other people’s cultures.

However, I realized that there were some cultural aspects that I needed to improve. Thus, my self-assessment revealed that I need to have a better grasp of people’s cultures as well as the cultures within organizations. My most significant problem is thinking that my culture is exceptional as it treats others well. Brand et al. (2022) explained that cultural intelligence can be beneficial, but it is also associated with adverse consequences since individuals might become overconfident in their ability to interact effectively with members of other cultures, fostering poor decision-making and reduced learning. I usually believe that my culture is exceptional since we treat people with respect and make them feel valued. In addition, I believe that my culture has distinctive characteristics that make it more relevant. Nonetheless, there is greater knowledge and training in understanding various cultures to treat individuals fairly. I frequently err and disagree with others because I do not completely get their cultures. Understanding other cultures will improve decision-making and help people stay relevant in society.

However, it may be easy for leaders to forget that the individuals they are interacting with have perceptions and viewpoints that are different from their perspectives while working in a multicultural setting. The self-assessment taught me that it is crucial to develop a feeling of cultural intelligence to learn how to interact constructively with individuals from various cultures. Raising cultural intelligence helps a leader to develop greater empathy and sensitivity for other people (Livermore et al., 2022). Nonetheless, cultural intelligence development and improvement may not be simple tasks. I will gradually develop new perspectives and an understanding of new professional techniques and language to enable me to come up with better solutions for cross-cultural issues.

Diversity Management Capability: Self-assessment

The advantages of diversity in the workplace are numerous. Diverse viewpoints, beliefs, and opinions can spur more creativity and improved problem solving capabilities with an organization. Thus, businesses can provide better customer service, expanding into new areas, and gaining a competitive edge. An inclusive workplace may also help members of historically underrepresented groups feel more a part of the community (Goswami & Kishor, 2018; Luu et al., 2019). An employee may feel more at home on the team after they are no longer the lone person of color, woman, or a lone individual with a disability. Diverse workplaces are associated with higher employee engagement, reduced turnover, and improved productivity (Luu et al., 2019). I did this self-evaluation on diversity management capability to learn more about my personal feelings on diversity. Gaining awareness of my own opinions will ideally enable me to recognize my shortcomings, make the necessary corrections, and improve my cultural competency.

One significant weakness I identified from self-assessment related to my diversity management capability is age-related biasness. I tend to believe that the older generation might not fit into the current workplace organization since they tend to be less tech-savvy and rigid in adopting changes. I believe the younger generation is more flexible and can easily adopt a new technology, hence, my preference to working with younger teams. However, I have realized that my perception is misguided since it hinders diversity. While the older generation might have difficulties adjusting to new technologies and adopting new ways of doing things, they possess valuable practical experience that can help the younger employees to learn and improve. Communication issues were also highlighted from my self-assessment on diversity management capability. My major weakness is the tendency to assume that all the diverse people in a group can comfortably communicate using the same channels of communications. However, I realized that the younger generation might be comfortable communicating using slack while the older generation might prefer using the phone only.

Key Points of the Plan

Effective leadership can make a huge impact in the workplace. However, employee satisfaction and productivity suffers a lot without good leadership. Thus, everyone should improve their leadership skills even though failures in leadership are normal. There is always space for improvement, regardless of whether an individual is a natural-born leader or they have acquired their leadership abilities over time. I believe the first step in developing my leadership skills is increasing my self-awareness, which I did in my self-assessment. The next step to improving as a leader will be to identify and set goals for my leadership development as outlined in my personal leadership plan. These goals are directed at strengthening my areas of weakness and developing my leadership style.

The objective of the leadership plan is to provide guidelines on how to improve the leadership weaknesses identified in my self-assessment activities above. In addition, the plan illustrates how various leadership development goals will be attained and the timelines in which the goals should be attained. The plan provides tools for measuring the attainment of different leadership development goals identified. Activities to help develop the weaknesses associated with different goals are provided in the leadership development plan.

Description of what and how the leader’s feedback has been incorporated into the plan

The leader provided valuable feedbacks that were incorporated into my leadership plan. However, the leader approved most of the things I did in my plan. Hence, there were no significant changes to my original plan. One important feedback relates to my choice of measurement parameters in the plan. The selected leader believed that my measurement parameters were not measurable. Thus, I revised the measurement parameters to make them measurable. For instance, the changed the measurement parameter for my second goal from “successfully to execute a negotiation process” to “Complete at least 3 out of 5 negotiation agreements in my favour.” In addition, the leader suggested that I might require substantial professional experience to realize the goals I had set. Thus, he felt that it might not be feasible to attain those goals without practical work experience. Thus, I revised my timelines from one year to three years. The rest of the plan remained unchanged.

Description of how the plan makes an impact on my future life and careers

The current plan will have a significant impact on my future life and career since it acts as a leadership blueprint that guides me on the activities to engage within specified timelines to improve my leadership capability. Making a personal leadership development plan is a key technique that an individual can employ to progress as they work to improve their leadership abilities. A personal leadership development plan is a road map that will lead an individual through continual improvement in various leadership abilities and qualities. The plan should list the measures that a young leader wants to take to become a better leader. I have listed three important goals that I intend to attain by the next three years. I will go back to the plan to determine the extent to which each milestone is achieved yearly to ensure the attainment of the three goals by the end of the three years.

A personal leadership plan should include the activities a leader wants to accomplish, the abilities they need to develop, and the responsibilities they wish to accept. The development of the plan is the cornerstone for a successful beginning or continuation of the development of a person’s leadership skills and talents. I developed my goals based on a self-assessment that revealed my weaknesses and strengths on three important leadership areas, namely diversity management, negotiation skills, and cultural intelligence. This kind of strategy may both help any leader to advance in their present position and get them ready for future leadership responsibilities. Thus, I made sure that my personal leadership plan is dynamic. I will frequently go back to the plan to ensure that they are addressing the areas of growth that I have highlighted for my leadership growth and that they are reaching the deadlines I have established for assuming new tasks and developing new abilities.

Most leadership development plans often serve as an agreement between employees and their employers. The leadership plan offers advantages that go beyond those of the individual in most cases. Organizations are able to connect their investments in assisting future leaders, including tuition reimbursement and internal training programs, to more general objectives and strategic plans when leadership development is in line with business strategy. I believe that such congruence will raise the probability that my future employer and other organizational stakeholders will approve of my personal leadership plan. People can obviously construct their unique leadership growth plans. The personal leadership plan might be useful if I will want to explore educational possibilities, such as completing an advanced degree program, applying my existing talents to a new field, or seeking a new job at a different organization in the future.

A leader should strive to understand others by learning how to become empathic towards them and helping them to fulfill their potential by developing important skills, including cultural intelligence, diversity management, and negotiation skills. The self-assessment results indicate that I am a confident leader but still inexperienced. I still have a lot to learn to become a competent leader in the future. My aspiration is to become a leader that always strives for excellence while remaining open to the possibilities of change and novel leadership approaches. I have learned that there are still many things that I need to learn despite my current knowledge on effective leadership. The traditional command and control style of leadership does not meet the quick cultural, social, and organizational changes that are taking place on a global scale. Thus, I am determined to always be on guard and receptive to the new ideas that are constantly being introduced in the global society. The feedback from the selected leader highlighted practical issues that shaped my view of leadership. Thus, I will continue interacting with experienced leaders to learn from them on the areas that I should improve.

Azevedo, A., & Shane, M. J. (2019). A new training program in developing cultural intelligence can also improve innovative work behavior and resilience: A longitudinal pilot study of graduate students and professional employees.  The International Journal of Management Education ,  17 (3), 100303. https://doi.org/10.1016/j.ijme.2019.05.004

Barry, T. (2020). Close encounters of a cultural kind: Lessons for business, negotiation and friendship (a review).  Training, Language and Culture ,  4 (3), 77-78.

Brand, M., Schlaegel, C., & Stahl, G. (2022). Addressing the Dark Side of Cultural Intelligence: A Conceptual Model and Research Agenda. In  Academy of Management Proceedings  (Vol. 2022, No. 1, p. 12832). Briarcliff Manor, NY 10510: Academy of Management. https://doi.org/10.5465/AMBPP.2022.190

Fells, R., & Sheer, N. (2019).  Effective negotiation: From research to results . Cambridge University Press.

Goswami, S., & Kishor, B. (2018). Exploring the relationship between workforce diversity, inclusion and employee engagement.  Drishtikon: A Management Journal ,  9 (1), 65.

Livermore, D., Van Dyne, L., & Ang, S. (2022). Organizational CQ: Cultural intelligence for 21st-century organizations.  Business Horizons ,  65 (5), 671-680. https://doi.org/10.1016/j.bushor.2021.11.001

Luu, T. T., Rowley, C., & Vo, T. T. (2019). Addressing employee diversity to foster their work engagement.  Journal of Business Research ,  95 , 303-315. https://doi.org/10.1016/j.jbusres.2018.08.017

Machine, I. (2021). Business negotiation tendencies of Finnish and Kosovan negotiators: The role of culture.

Ramirez Marin, J., Olekalns, M., & Adair, W. (2019). Normatively speaking: do cultural norms influence negotiation, conflict management, and communication?  Negotiation and Conflict Management Research ,  12 (2), 146-160. https://doi.org/10.1111/ncmr.12155

Yari, N., Lankut, E., Alon, I., & Richter, N. F. (2020). Cultural intelligence, global mindset, and cross-cultural competencies: a systematic review using bibliometric methods.  European Journal of International Management ,  14 (2), 210-250.

Cite This Work

To export a reference to this article please select a referencing style below:

Related Essays

Pwc (uk) research report, situation and swot analysis – coca-cola company, the concept of leadership in the ecde professional setting, abc pediatric group: the mission, vision & values in marketing, ethics theory and business ethics, import substitution industrialization (isi) policy and the east asian economic model in pakistan and afghanistan, popular essay topics.

  • American Dream
  • Artificial Intelligence
  • Black Lives Matter
  • Bullying Essay
  • Career Goals Essay
  • Causes of the Civil War
  • Child Abusing
  • Civil Rights Movement
  • Community Service
  • Cultural Identity
  • Cyber Bullying
  • Death Penalty
  • Depression Essay
  • Domestic Violence
  • Freedom of Speech
  • Global Warming
  • Gun Control
  • Human Trafficking
  • I Believe Essay
  • Immigration
  • Importance of Education
  • Israel and Palestine Conflict
  • Leadership Essay
  • Legalizing Marijuanas
  • Mental Health
  • National Honor Society
  • Police Brutality
  • Pollution Essay
  • Racism Essay
  • Romeo and Juliet
  • Same Sex Marriages
  • Social Media
  • The Great Gatsby
  • The Yellow Wallpaper
  • Time Management
  • To Kill a Mockingbird
  • Violent Video Games
  • What Makes You Unique
  • Why I Want to Be a Nurse
  • Send us an e-mail

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.

  • Chicago (N-B)
  • Chicago (A-D)

StudyKraken. (2022, August 22). Personal Leadership Development Plan. https://studykraken.com/personal-leadership-development-plan/

"Personal Leadership Development Plan." StudyKraken , 22 Aug. 2022, studykraken.com/personal-leadership-development-plan/.

1. StudyKraken . "Personal Leadership Development Plan." August 22, 2022. https://studykraken.com/personal-leadership-development-plan/.


StudyKraken . "Personal Leadership Development Plan." August 22, 2022. https://studykraken.com/personal-leadership-development-plan/.

StudyKraken . 2022. "Personal Leadership Development Plan." August 22, 2022. https://studykraken.com/personal-leadership-development-plan/.

StudyKraken . (2022) 'Personal Leadership Development Plan'. 22 August.

This paper was written and submitted to our database by a student to assist your with your own studies. You are free to use it to write your own assignment, however you must reference it properly.

If you are the original creator of this paper and no longer wish to have it published on StudyKraken, request the removal .

  • Free Samples
  • Premium Essays
  • Editing Services Editing Proofreading Rewriting
  • Extra Tools Essay Topic Generator Thesis Generator Citation Generator GPA Calculator Study Guides Donate Paper
  • Essay Writing Help
  • About Us About Us Testimonials FAQ
  • Studentshare
  • My Leadership Action Plan

My Leadership Action Plan - Essay Example

My Leadership Action Plan

  • 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).

  • Cited: 0 times
  • Copy Citation Citation is copied Copy Citation Citation is copied Copy Citation Citation is copied

CHECK THESE SAMPLES OF My Leadership Action Plan

Organization behaviour and leadership development scenarios, career action plan, self-evaluation learning and action plan, slp 2 healthcare leadership problems and remedial action plans, leadership is action and not position (the enthusiastic delegator), leadership in action, my personal leadership style analysis and action plan, school improvement leadership.

leadership action plan essay



  1. ≫ Reflections and Leadership Action Plan Free Essay Sample on Samploon.com

    leadership action plan essay

  2. 🐈 Action plan essay example. Sample of Action Plan. 2022-10-03

    leadership action plan essay

  3. Leadership Essay Sample

    leadership action plan essay

  4. Leadership Essay Writing Guide with Examples

    leadership action plan essay

  5. Sample Leadership Development Action Plan

    leadership action plan essay

  6. Leadership Action Plan

    leadership action plan essay


  1. Leadership in Action 69 Step 2 Guiding Questions

  2. Transformational Leadership Forum (Podcast): Action Logic Applications

  3. ESSAY WRITING MY HEALTH PLAN..... #essay #essaywriting #viral #useful

  4. #Chevening #Scholarship #Masterclass 3

  5. Future Ready: Collaborative Leadership in Action

  6. The Forster-Thomas Leadership Action Plan


  1. Leadership Action Plan

    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.

  2. How To Create an Action Plan for Leadership Development

    How to create an action plan to become a better leader. The following steps provide an outline for creating your own leadership action plan, which you can use to guide your journey toward becoming a highly effective leader: 1. Assess your strengths and weaknesses. Make a list of the strengths and weaknesses you feel you have as a leader.

  3. Leadership Development Plan: Template and Example with Tips

    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.

  4. Writing an Effective Leadership Essay: Tips and Examples

    A leadership essay is a college application essay that requires you to share your previous experiences as a leader. We've got examples to help you write one.

  5. 5 Steps to Creating a Successful Leadership Development Plan

    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 ...

  6. How to Write an Action Plan for Your Personal Leadership Strategy

    A personal leadership strategy, or PLS, is a plan of action for acquiring and mastering those basic skills. You begin by assessing your motivations, traits, and current skills. Then, with your ...

  7. Individual Action Plan Leadership Essay

    Individual Action Plan Leadership Essay. The intention of the following individual action plan is to recognize my leadership strengths and identify areas where I am able to further develop and strengthen my leadership qualities. The challenge within the action plan is to be cognizant of my strengths and weaknesses within the context of my ...

  8. Leadership Action Plan

    Essay Sample: According to Robbins and Judge (2010), "leadership is the ability to influence a group toward the achievement of a vision or a set of goals". Leadership ... In my leadership action plan, I will set leadership goals that I intend to achieve at the end of a certain period. I plan to increase my leadership knowledge by attending ...

  9. Leadership Action Plan Essay Examples

    Collaborate on Quality: Issue Analysis & Leadership Action Plan. A thorough project titled "Collaborate on Quality: Analysis & Leadership Action Plan" was developed to investigate and remedy the quality issue within a company. In-depth examinations of current processes, systems, and performance indicators are the primary emphasis of this ...

  10. PDF Create a Leadership Development Plan

    An excerpt from Awaken, Align, Accelerate: A Guide to Great Leadership, Chapter 3, "Develop Yourself." Create a Leadership Development Plan Although experience is the primary way that leaders develop, research studies have confirmed that leaders need a plan, and they need to write it down. Even the process of creating a plan has been

  11. 7 Steps to Create a Leadership Development Plan [Free Template]

    Steps to creating a leadership development plan. 1. Assess and identify talent. Some organizations have a formal leadership development program and talent pools from which they can select talent for a specific leadership development plan. However, some organizations do not have formal talent identification or assessment procedures.

  12. 4 Steps to include in a Successful Leadership Action Plan

    Include these four steps into aStrategic 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.

  13. Leadership Action Plan Essay

    Leadership Action Plan Essay. This paper seeks to prepare a personal development plan in my objective to become a leader in an organization. I will analyze the requirements of the targeted job in relation to my inventory of skills including my strengths and weaknesses in relation to the requirement of a goal in mind for which I am willing to ...

  14. Personal Leadership Development Plan: Essay Example

    Personal Leadership Development Plan: Essay Introduction. 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.

  15. Leadership Development Action Plan For A Leader...

    An effective leader must have a plan for success. This includes a personal plan of growth as well as a professional plan for improvement. This paper will attempt to highlight my personal strengths and weaknesses as leader, identify the areas needed for improvement, and identify the leadership skills and practices that I will use to become an effective leader.

  16. Leadership Action Plan

    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.


    LEADERSHIP DEVELOPMENT ACTION PLAN Mgt 6301 December 1, 2012 LEADERSHIP DEVELOPMENT ACTION PLAN Being appointed Chief Security Office (CSO) and being responsible for my company's success during this time of significant change would require some major changes within me and my leadership skills. One of the most important attributes of a successful leader is self-knowledge about their ...

  18. Leadership Development Plan

    Leadership Development Plan. Self-knowledge is one of the most significant aspects of leadership. The awareness of personal priorities and values is an essential leadership attribute. Leaders must improve their leadership ability daily and continuously. Great leaders possess strategic dreams and visions of what should be done in their ...

  19. Personal Leadership Development Plan

    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 ...

  20. My Leadership Action Plan

    The author of this essay "Career action plan" touches upon the idea of personal and professional practice....In alignment with the works of William (2010), my career action plan will encompass 3 years.... Now, I will develop a three-year management action plan to highlight the fundamental steps and actions I will employ in accomplishing both my short term and long term goals within the three ...

  21. Personal Leadership Action Plan.docx

    Personal Leadership Action Plan In her book Jesus, CEO, Laurie Beth Jones defines three essential aspects of leadership derived from studying the life and teachings of Jesus Christ. Leadership traits demonstrated during Jesus' lifetime are identified and loosely grouped into three categories. According to Jones, Jesus' life and mission are demonstrative of successful leadership because he ...