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This assignment would discuss the self-behavior analysis and personal leadership development plan, their significance, and how it impacts one’s future career as a manager. The self-behavior analysis is defined by different in various ways and areas, but the key factor to understanding its sophistication is by being aware of self-consciousness. I have assessed my leadership skills using hypotheses and referred to particular experiences. This includes personal, academic, and educational perspectives and examines possibilities for my career choices and personal growth in the context of the plan for developing my leadership skill. In consideration of my own ambitions, it has taken a comprehensive assessment of my personal leadership skill development and the awareness of my behavior to improve my abilities to meet the requirement of the companys objectives. I found circumstances in which my leadership qualities, techniques, and abilities will be used to gain success and what are the characteristics I have to practice to work in a companys environment.
I. Introduction
As a matter of fact, self-analysis may not be counted and affected, but it costs your feelings, your attitude, and your action so that you can look back to yourself and figure out what is your weakness, your strength and. What is mentioned is that this is a test to evaluate your skills, your talents, and also your knowledge. In addition, through self-reflection, you will get to know your personality and have a clear perspective to create a plan for your personal leadership development plan that helps you to work and satisfy the standard demand of the organizations objectives.
II. Body
1. Self-behavior analysis
According to Pedler, Burgoyne, and Boydell, self-analysis is personal development, meaning a person who is vitally responsible for their own education and chooses the measure to improve individual development (Pedler, Burgoyne, and Boydell, 2007). It is important to analyze these six factors that work themselves: self-reflection, reviews from others, psychometric and self-diagnostic adult tests, organizational indicators, and finally clinical measurements in assessing behavioral needs (Megginson and Whitaker 2003). Self-development is an effort to enhance management performance through thinking (Mumford,1993). Self-awareness is an educational skill that helps you to understand yourself and then you can modify your emotion, leading you to turn to your role model by appropriate adjustment. The study was conducted to analyze self behavior which consists of strengths and weaknesses. To put it differently, recognizing self-behavior contributes to self-development. The analysis is recorded and made up of three characteristics:
Strength:
The positive characteristics I got is identified as my strengths are decision-making and communication. Particularly, I have a superior ability to listen and communicate with people, and one of a reason why is I learned different languages when I was a child. I can speak four languages and I enjoy using those languages to communicate for a long time. As a result, I can practice my communication skills as well as listening skills throughout the time I spent learning and practicing those languages and through the tests, I have done. Another strength of mine is decision-making, I have been living independently since I was a teenager so I have made a lot of decisions myself and when it comes to an important I always do research statistically and look from various perspectives to have the clearest view of the point and consider things carefully.
Weakness:
One of my biggest weaknesses is being too nervous when I speak in public, even have good communication skills but when it comes to speaking I a large scale of people, I will turn to be shaken and shy. I used to avoid presenting in front of the class a lot when I was in secondary school, but now I have fixed it and am quite confident when presenting. I will try to be more natural and put effort to practice in speak in public.
2. Personal leadership development plan
The individual leadership features, abilities, and behavior of a person directly affect a fundamental for qualified leadership and provide collaborative performance to the business development. (Bennis and Nanus, 1997; Alchian, 1986; Day and Lord, 1988; Hogan, R, Curphy, Hogan, J, 1994; Yukl, 1998). Building a personal leadership plan does not only demand self-evaluation, but also the understanding of a true leader. Leaders have to motivate, inspire and encourage others to participate, grow, develop, become creative and innovate. It is worth noting that a leader should act as a role model through their ethnic actions and individual engagement in organizing, networking, potential leaders’ growth, and staff appreciation. You will reinforce principles, beliefs, and aspirations as role models by creating teamwork, participation, and effort in every organization. All things considered, leadership learning is an evolving system that has to be sharpened throughout the whole life of an individuals job. Initially, I have to remain aware of my current leadership abilities, strengths, and weaknesses so that I could develop my leadership skills. In view of doing this, the difference between leadership and management should be taken into account. Although leadership skills include the elements of personality, trust, flexibility, judgment, integrity, courage, judgment, and so on. I want to impart some of the influential skills during the preparation of my personality plan. Such skills would include an element of intellectual stimulation, magnetism, and individualized attention. To put it differently, magnetism can be characterized as the capacity to bring respect, confidence, and support, which I believe to be much more desirable. Mental stimulation is also an important leadership capacity that I want to impregnate. It is the ability to produce utilization logic and facts for other people working in the organization to find new ways to solve issues. These factors make my personal leadership development strategy a feasible choice.
3. Recommendation
There are actually some approaches that encourage practical techniques for individual matters, which are necessary: leadership, time management skills, and communication skills are the burdens on managers who seek achievement in their professions and a successful pathway as an adult within their willingness to fulfill the customer and accomplish the targets and business objectives.
A variety of approaches listed below can be used to improve these skills:
- An organized strategy would be used to tackle the issues
- Programs of professional development
- The generation between tackling problems and making decisions.
The most logical solution to providing a training leadership development program is to improve personal and professional skills with a perception of taking into consideration professional and personal skills. to improve the efficiency of staff, the training program was specifically related to the learning process, development, abilities, attitudes, and evolving materials.
III. Conclusion
To summarise, each company has a unique purpose, philosophy, and requirements for the community. To put it differently, it is beneficial to spend more time in order to understand the needs of the business, advantages and disadvantages and complexities, and skill gaps before taking part in any leadership or career progression. What is worth mentioning is that the adjustment between ‘job performance’ and ‘consolidating multiple, attitudes and personality development’ has to be constructed. Last but not least, any specific personal leadership and management plans will help each person to grow and develop as well as contribute to the success of their company.
Reference
- Alchian, A. A. (1986). Evolutionary theory: questioning the managerial impact on firm performance, in Barney, J. B., and Ouchi, W. G. (Eds.). Organizational Economics (pp. 305-319). San Francisco, CA: Jossey-Bass.
- Bennis, W. and Nanus, B. (1997). Leaders: Strategies for Taking Charge. New York, NY: HarperCollins.
- Day, D. V. and Lord, R. G. (1988). Executive leadership and organizational performance suggestions for a new theory and methodology. Journal of Management, 14 (3), 453-464
- Megginson, D. and Whitaker, V., 2003. Continuing Professional Development. London: Chartered Institute of Personnel and Development.
- Mumford, A., 1993. How Managers Can Develop Managers. Aldershot: Gower.
- Hogan, R., Curphy, G. J. and Hogan, J. (1994). What we know about leadership effectiveness and personality. American Psychologist, 49 (6), 493-504
- Pedler, M, Burgoyne, JG & Boydell, T, 2007, A manager’s guide to self-development. 5th and, McGraw-Hill, Maidenhead.
- Yukl, G. A. (1998). Leadership in Organizations. 4th Ed. Canada, Toronto: Prentice-Hall
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