Running Head: LEADERSHIP BEHAVIOUR m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m
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6-2 Assignment: Personal Development Plan
MBA 530
November 21,2021
SNHU
LEADERSHIP BEHAVIOUR m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m
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On the basis of the personal leadership self-assessment, I scored the lowest in the
‘Encourage the heart’ leadership behavior category. In the highly dynamic organizational
setting, a leader must make sure to recognize as well as appreciate the contribution of other
employees. A leader must also use his position to celebrate the values and victories of others
by establishing a spirit of community (Kouzes & Posner, 2013).
As my score is lowest in this specific area, I need to develop it so that I can play a
constructive role to boost the morale of the subordinates who are working under me. The
prevailing organizational setting is highly dynamic, competitive, and unpredictable, so it is
possible for employees to feel lost or demotivated. During such trying times, I could
demonstrate my ‘Encourage the heart’ leadership behavior by recognizing the hard work and
effort of others. It could uplift their spirit and help them to progress forward. It could
positively impact my ability to lead by building positive professional relationships with
others. Furthermore, the engagement level could also be enhanced in the work setting (Five
practices - palmerston north boys' high school, 2021, p. 6).
SMART Goal
The SMART goal model has been used to create a personal plan that would help me to
improve the ‘Encourage the heart’ leadership behavior in me.
Specific (S) – My main goal is to communicate with employees so that I can proactively
showcase my appreciation of their efforts, and each employee could improve their
performance by at least 20 %. I have chosen the specific goal as it would create an
opportunity for me to engage with employees and praise them for well-performed work and
express confidence in the efforts of the personnel. The objective that would ensure that the
LEADERSHIP BEHAVIOUR m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m
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goal is met is providing a genuine appreciation for good work and giving valuable feedback
to help them improve further.
Measurable (M) – The goal would be measured by making sure that I would engage with
employees from each department on a daily basis so that their confidence in their efforts and
outcome could increase. A vital metric that could be used to ascertain whether the goal is met
or not is employee engagement rate. The rate could be captured by conducting employee
surveys relating to communication, satisfaction, and appreciation by the management. The
metrics that could be used for measuring the performance of meeting the objective are
employee satisfaction rates. It would help to understand whether I can communicate with the
employees effectively or not. m
Achievable (A) – As a result of better communication with the staff members, 70 % of them
would report an increased level of engagement, especially in terms of better appreciation of
their efforts and contribution in the organizational setting. In order to make sure that
communication is not compromised in any manner, both direct, as well as indirect ways of
interactions would be adopted. For instance, for communicating with the personnel who work
at the same office, face-to-face interaction to communicate and demonstrate appreciation
would be useful. For the employees who work remotely, an online communication portal or
platform could be used to boost the quality of engagement. In order to be successful in
attaining the goal, the involvement of the staff members would be critical. m
Relevant (R) – The goal relating to better communication is related to the overall objective
of the business as it would ensure that an engaging environment is created. The improved
communication would basically create an opportunity to showcase to the employees that their
efforts are being appreciated and recognized by the top management. It could also have a
LEADERSHIP BEHAVIOUR m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m m
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positive influence on their morale and satisfaction level and thus increase their productivity
and performance. The specific goal would increase my knowledge and overall performance as
a leader as I would be able to establish positive relationships with the organizational
personnel. By communicating with them, I would be able to not only acknowledge and
appreciate their work but also provide them guidance and necessary support in the
organizational setting. Thus, the goal would be of high value for me as I could carry out my
leadership role in a more efficient manner.
Time-bound (T) – I intend to accomplish the specific goal relating to communication within
three months. However, the process of engaging with the personnel and appreciating them for
their work and efforts would be ongoing in nature. One of the main tangible deliverables is
improvement in employee performance by 5 %. Its due date is within the first week of the
interaction, i.e., November 25, 2021. Another important tangible deliverable relating to the
goal is a decline in employee turnover by 7 %. The due date to attain the tangible deliverable
is one month, i.e., by November 18, 2021.
The SMART goal that I have created would help me to strengthen my communication
so that I could appreciate employees for their efforts and contribution in the work setting
(Five practices - palmerston north boys' high school, 2021).
References
Kouzes, J. M., & Posner, B. Z. (2013). LPI®: Leadership Practices Inventory®.
Five practices - palmerston north boys' high school. (2021). Retrieved November 18, 2021,
from https://www.pnbhs.school.nz/wp-content/uploads/2015/11/The-Five-Practices-of-
Exemplary-Leadership.pdf.
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