Reflective Personal Leadership Development Plan
University of Phoenix – School of Advanced Studies
Reflective Leadership Plan
In the past seven weeks I changed my view on leadership. I learned about various factors of leadership that I never considered before. This paper is a summary of my leadership style based on the assessment scores and interpretation of it. It will explain my strengths and weaknesses, address the gaps, and suggest action items on how to close these gaps. This paper will also provide a timeline, implementation methods, and how the plan will be assessed.
My score for the Leadership Style ...view middle of the document...
As explained in the previous paragraph this is an indicator for being a situational leader. The strength of this leadership style is “that is recognizes the need for flexibility on the part of the leaders and the importance of the followers as determinants of leader behavior” (Lydamore, 2011, para. 3). The weakness of this type of leadership is that my followers may see me as closed-minded and inflexible because they have difficulty deviating from their own plans, especially if this would compromise efficiency or threatens well established practices. Even though both scores are almost the same I tend to be slightly more people oriented than task oriented. This can cause a laissez-faire work environment where people are happy at their job but are not as productive as they could be. Laissez-faire leadership is only effective where followers are highly skilled and motivated, otherwise, followers might get overwhelmed with decision-making duty if there is little or no leader’s guidance.
The score of 9 for task orientation as considered a low score. This actually surprised me because I always considered myself as very task oriented. My weakness of task orientation shows that I need to develop a personal leadership plan to learn to focus more on task than on people if the situation calls for it. My current leadership style could be mistaken as weakness or lack of knowledge. I realize that I need modify my leadership style to increase the task orientation. This change can be accomplished by implementing an autocratic leadership style which defines the work and roles required, organize, and monitor the work of the followers.
The assessment score of team building showed that I possess strong team building capabilities by scoring 100. A score over 95 is considered effective = the top quartile of 500 business students surveyed (Pearson, 2007).
To be an effective leader it is important to handle conflict effectively. The assessment for preferred conflict handling style showed my highest score as the collaborating score. The collaborating score indicates that both parties to a conflict desire to satisfy fully the concerns of all parties (Pearson, 2007). It is a win-win situation. In this situation you team up with the other party to achieve both of your goals. This approach is effective for complex scenarios when a novel solution is needed. “This can also mean re-framing the challenge to create a bigger space and room for everybody’s ideas. The downside is that it requires a high-degree of trust and reaching a consensus can require a lot of time and effort to get everybody on board and to synthesize all the ideas” (Lucade, 2011, “Five Conflict Management Styles,” para 3 ).
Another assessment regarding my leadership skills is the preferred form of power assessment. My expert and referent scores are equal showing that I use power to balance my relationship with others. Expert power is “based on the ability to distribute valuable rewards” (Pearson,...