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When developing a learning strategy for an individual, the first step is to identify what
the target behavior. In an interview with a coworker, they proclaimed that they want to establish
more leadership qualities in the workplace. When examining the target behavior through the
need theory, the topic of why they needed the target behavior came up. They established that
their need was based on the desire to grow their current workplace from the inside by leading
others to the best of their abilities. In examining the desire through the expectancy theory, they
will be getting married in the next year, so they believe that leadership skills will open more
opportunities for manager positions which come with a pay raise. The pay raise will significantly
help the financial stability of their family. Lastly, the Adult Learning Theory requires the
individual to take a step back and identify a rationale for why they should acquire the target
behavior. Before the start of the training, the goal of the training needs to be firmly established.
If the individual has a clear goal, their motivation and performance will increase (Noe, 2022).
The first step is to learn how to self-lead because leaders will not effectively lead others if
they do not know how to lead themselves. The coworkers will be instructed to set a goals in their
personal lives, but the only people who will keep them accountable are themselves. The goals
can be but are not limited to, waking up by 7 am every day, working out daily, and going on a
specific diet. In a research study by Harari et al. (2021), they sought to understand the mindset of
self-leadership and its possible outcomes. The study found that individuals with higher levels of
self-leadership display an increase in job performance. This correlation is due to self-efficacy
which allows the individual to determine how efficiently they can complete a specific job.
Once the individual has displayed significant improvement in self-leadership, it will be
appropriate to move to the next step which is training new hires for the company. This allows the
individual the opportunity to lead an employee who does not have a significant background in
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the company, so they are highly influential. The individual will be responsible for the training of
five new hires, so they can develop a foundation of leading others.
The second step of developing leadership qualities is to provide the individual with the
opportunity to lead a small group of employees with a small but needed goal for the company.
The individual will be given the target milestones they need to achieve the goal and will be
informed on how to achieve them. Once the first group achieves the goal, the individual will be
given another goal with a different group of employees. The team will still be given the
milestones needed, but they will not be informed of how to reach them. After the goal is reached,
the individual will be given the last objective with a different group. However, the group will not
be given the milestones. At the conclusion of each project, the group members will fill out a
leadership review for the target individual. The review will provide insight into what the
individual did well in and what they need to work on further.
The third step will require the individual to be in charge of fixing an issue that the
company currently has. The individual will be responsible for identifying the milestones needed
and what is needed to achieve them. During the entire process, the existing leadership team will
be reviewing their work and conducting check-ins with the team to ensure that they are doing
what is required. This step provides the individual the opportunity to lead others with a common
goal in mind while still being monitored by leadership.
The last step will be a 6-month probation period in which the individual will be promoted
to a leadership position. In this period, the individual will be specifically placed in undesirable
situations. This will help the individual to refine the problem-solving qualities that are required
in leadership. At the end of every week, the individual will have a one-on-one meeting with a
variety of different managers to allow them to provide insight and recommendations on what
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could be improved on. At the end of each month, the individual will be called to a group meeting
with five different managers for a review of their performance.
In conclusion, the learning project presented provides the individual to learn the
foundations of leadership through real life experience. Before the individual is the start leading
others, they must learn how to lead themself, but no one will be a successful leader to others if
they can not self-lead. When the individual starts to lead others, they will start small and get
bigger. The feedback from the multiple meetings with their leaderships allows the individual to
grow from constructive criticism. The lessons learned in this process will not only help equip
them to lead others professionally but also personally. While the process may be hard, it will be
worth it in the end. Galatians 6:9 (New International Version, 2011) states, “Let us not become
weary in doing good, for at the proper time we will reap a harvest if we do not give up”. As the
verse states, individual must not stop when they are tired because the reward at the end will be
worth the blood, sweat and tears.
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References
Harari, M. B., Williams, E. A., Castro, S. L., & Brant, K. K. (2021). Self‐leadership: A meta‐
analysis of over two decades of research. Journal of Occupational and Organizational
Psychology, 94(4), 890-923. https://doi.org/10.1111/joop.12365
New International Bible. (2011). The NIV Bible. https://www.thenivbible.comn
Noe, R. (2022). Employee Training & Development (9th ed.). McGraw-Hill Higher Education
(US). https://mbsdirect.vitalsource.com/books/9781265925802
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