6-2 Assignment: Personal Development Plan
Ashley Marie Allen
Southern New Hampshire University
September 24, 2022
Professor Ashley Johansen
MBA 530 Leading People and Organization
Leadership behavior:
I obtained the lowest ranking in the Model the Way and Inspired a Shared Vision
leadership behavior classification in my leadership self-assessment. In a rapidly evolving, quick
workplace, a leader needs to ensure that other staff members' accomplishments are recognized,
acknowledged, and appreciated. The values, accomplishments, and successes of others must also
be honored by constructing and promoting a feeling of belonging (Kouzes & Posner, 2013).
Since my mark within those particular places is the lowest, I really have to advance it so
that I can perform a meaningful crucial role in elevating the confidence of the employees who
function under me. The contemporary organizational setting environment is exceptionally
vibrant, viable, and unforeseen, enabling it for employees to become lost, disconnected, or
discouraged. During these struggling moments, I was capable of showing my 'Model the Way'
and 'Inspired a Shared Vision' leadership behavior styles by acknowledging and valuing someone
else' effort and dedication. I can indeed boost their spirits and stimulate them to develop and
keep moving forward. It may have a massive influence on the person's capacity to lead by
promoting strong professional connections with one another. Besides that, the degree of
participation in the worksite setting environment might be enhanced (Five practices-palmerston
north boys’ high school, 2021, p. 6).
SMART Goal
The SMART Goals method was used to create my own strategy that would assist me to
enhance my 'Model the Way' and 'Inspired a Shared Vision' leadership behavior.
Specific (S): My primary objective is to interact with staff members so that I am able to
demonstrate my gratitude for their initiatives in a comprehensive manner, and each worker could
enhance their results by at least 20%. I have chosen the specific goal given that it would permit
me to connect with workers, commend for well-done tasks, and express confidence in the
personnel's endeavors. The objective of expressing honest gratitude for their outstanding job and
helpful suggestions to assist them in growing forward will guarantee that the objective is
achieved.
Measurable (M): The objective would indeed be monitored by guaranteeing that I
participated with workers by each division on a continuous basis, expanding their confidence in
their endeavors and results. Employee engagement rate is a vital criterion that can be applied to
evaluate if or not the objective has been fulfilled. The rate may be defined by monitoring and
investigating employee surveys on correspondence, enjoyment, and acknowledgement.
Employee satisfaction levels are one criterion that could be utilized to monitor performance in
achieving the objectives. It might be beneficial to understand if I will better communicate with
the workers.
Achievable (A): 70 percent of the total of workers will indeed review an improved
degree of involvement as an outcome of enhanced correspondence with them, mainly in terms of
greater sense for their performance and contributions in the organizational setting. To confirm
that interaction is not negatively impacted in any way, both direct and indirect methods of
conversation will be utilized. Face-to-face connection, for illustration, will be useful for
interacting with employees who are employed in the same office and showing recognition. To
raise the level of participation among workers who work wirelessly, a virtual communication
portal or platform may be employed. The participation of the workers will be essential to the
accomplishment of the objective.
Relevant (R): Better connections is linked to the broader objective of the company since
it guarantees that an interactive atmosphere is fostered. Proper communication may primarily
have an opportunity to demonstrate to workers that their contributions are valued and respected
by executive leadership. It will also have a beneficial effect on their self esteem and sense of
achievement, enhancing their efficiency and effectiveness. The specific goal will indeed enhance
my abilities and overall efficiency as a leader by enabling me to construct positive relations with
workers. I will be willing to recognize and respect their tasks while also offering them with
instruction and support needed in the organizational setting if we communicated. As a result, the
primary objective will be immensely important to me as it will allow me to bring out my
leadership responsibility more successfully.
Time-bound (T): Within 3 months, I aim to finish the specific communication goal. The
method of interacting with employees and admiring them for their time and dedication, on the
other hand, will be continuous. One of the key contributing deadlines is a 5% raise in employee
achievement. It is due on November 25, 2022, within the first week of the interaction. An even
more structured continuous delivery pertaining to the objective is a 7% reduction in employee
retention. The deadline for finalizing the constructive completed work is one month, on
November 18, 2022.
The SMART goal, something which I formed, will indeed enable me to enhance my
interactions in order to acknowledge employees for their dedication and accomplishments at
work.
