Personal Development For Leadership and Strategic Management

Personal Development for Leadership and Strategic Management
Personal Development For

Leadership And
Strategic Management
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Table of Content:
INTRODUCTION 3
Task 1……………………………………………………………………………………………………. 4
AC 1.1 Analyzing knowledge and skills in leadership and strategic management.……………… 4
AC 1.2 Evaluating other factors in leadership and strategic management……………………….. 6
AC 3.1 Analyzing theories of leadership and management………………………………………… 7
1M1 Justified ranking of leadership and management……………………………………………… 9
1D1 Evaluation of leadership and management knowledge and skills on operational and
strategic management………………………………………………………………………………… 11
Task 2…………………………………………………………………………………………………… 13
AC 3.2 Conducting audit on own personal leadership and management knowledge and skills. 13
AC 3.3 Objectives to achieve own personal development and strategic management needs.. 14
AC 3.4 Personal development plan to develop own leadership and management skills………. 16
3M1 Justifying how objectives and the plan supports in accomplishing the organizational vision
and strategy…………………………………………………………………………………………….. 18
3D1 Suitable Personal development activities to develop knowledge and skills in the audit….. 19
Task 3…………………………………………………………………………………………………… 22
AC 2.1 Factors impacting the formation of organizational vision…………………………………. 22
AC 2.2 Different approaches for the development of organization vision………………………. 24
AC 2.3 Factors affecting the communication of vision to external stakeholders………………... 26
2M1 Evaluation of key factors needed in gaining the commitment of internal stakeholders when
communicating vision………………………………………………………………………………….. 29
Task 4…………………………………………………………………………………………………… 30
4.1 Benefits of review in the achievement of organization and personal strategy……………… 30
4.2 Evaluation of the sources of information required to review progress with achieving personal
development plan……………………………………………………………………………………… 31
Task 5…………………………………………………………………………………………………… 33
4D1 Personal progress report against the outcome in the personal development plan……….. 33
Conclusion…………………………………………………………………………………………….. 35
Reference………………………………………………………………………………………………. 36
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INTRODUCTION
Leadership is characterized as the process of influencing individuals to obtain a common purpose.
A leader understands the needs and interests of an individual, group, or organization and ensures
everyone in the organization shares the same vision and is working towards achieving a common
goal. Similarly, leaders must also maintain the additional ability to provide different learning and
development opportunities to their subordinates or team members. A leader should possess
various qualities like courage, integrity, confidence, energy, optimism, perseverance, balance,
and ability to handle problems and stress in the workplace (Northouse, 2013).
Likewise, strategic management is also an important aspect of management which concerns the
overall establishment and achievement of organizational goals and objectives.
Strategic management requires skills and knowledge of executives. In the same way, leadership
deals with strategic management and their related matters. Leaders around the world try to
achieve their commercial as well as personal goals and objectives in an appreciable manner.
Furthermore, leaders have the responsibility to provide a healthy working environment for their
team members or juniors to keep the relationship between management and human resources
established and effective. Application of knowledge and skills in leadership and strategic
management is not an easy task. Leaders exhibit confidence and courage to take initiatives.
Besides, they should have the ability to make decisions regarding the operations of the business.
The idea of knowledge and skills in strategic management as well as leadership is the most
important factor in the establishment and attainment of organizational goals and objectives. In the
given scenario, the leadership needs to harvest and implement an appreciable operating
environment based on the establishment of constant and persistent growth of knowledge and
skills as well as a great experience. This will form the basis of achievement and successful
attainment of organizational objectives and missions.
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Task 1:
AC 1.1 Analyzing knowledge and skills in leadership and strategic management
Leading a group or an organization requires skills and knowledge for the effective achievement
of the prescribed entity objectives and vision. The skills required for leaders in a commercial
environment might be countless but their application is a breath-taking task for leadership across
the globe (Johnson, 2016). Similarly, strategic management means the establishment and
accomplishment of the strategic thinking of executives. Therefore, it is essential for leaders to
have a strong base of knowledge and skills as well as experience to perform functions like
strategic management (Sivasubramanian, 2019). Some of the knowledge and skills required in
leadership and strategic management are explained hereunder to obtain an understanding
regarding the conceptual framework and the basic idea behind the subject:
▪ Communication
The initial stage in the requirement of knowledge and skills for leaders is an effective
communication tool. Communication plays an important role in determining the exchange of
information and instruction. Effective communication channels across the organization promote a
culture of reliable and efficient flow of information (Ang, 2012). Through this tool, leaders can
proficiently provide their ideas and visions to their subordinates regarding their organization.
Effective communication strategy also boosts the confidence and credibility of information for the
internal as well as external stakeholders. The selection and appointment of suitable
communication channels across the entity is an area where leaders play an essential role.
▪ Emotional Intelligence
Emotional intelligence describes the feeling of a leader in an undesirable and abnormal situation
where their knowledge and skills are put to the test to assess their reaction and see whether they
upkeep the positive attitude. Similarly, while taking tough stances on an activity or making
decisions regarding the activity, there will be a requirement for the leaders to be cool and relax
when making decisions regarding the organizational objectives and vision (Kaplan, 2020). A
leader must maintain the courage and confidence to remain neutral while facing such abnormal
situations. The possession of a great degree of emotional intelligence means a great leader.
▪ Managing Cross-cultural Variation
Usually, organizations consist of a diverse environment. Creating and maintain diversity and
inclusiveness within the workplace is essential for proper management of the business and all
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these are possible when strategic leaders maintain a higher degree of knowledge and skills in
that area. People with different characteristics are often hard to understand and manage
(Mumford, 1986). For example, with different cultures, backgrounds, physiques, ethnicity, religion,
and diverse social background (Berglund, 2012). The ability to maintain a diverse workforce on a
single platform requires skills and experience which a strategic leader must have to be successful.
▪ Change Management
Managing changes within an organization is considered to be one of the toughest tasks for
someone in the leadership role. Businesses sometimes transform and change to new and
improved ways, which changes their approach and structure. This might lead to some employees
opposing the change due to their interest. Therefore, a great level of knowledge and skill is
required to manage the people whose interests will be affected by the change (Schmidt, 2015).
▪ Delegation of Tasks
Delegation of work and authority means assigning your tasks to someone else with the aim of
accomplishing your duties. Leaders must have the knowledge and skills to effectively delegate
work to their subordinates and employees. A leader must have great level of understanding and
knowledge of the employees for assigning the respective tasks because assigning and delegating
work to irrelevant and incompetent people might lead to failure of the strategies and planning and
eventually loss of organizational purpose.
▪ Critical Thinking
A leader must be able to critically analyze and set targets for achievements. Strategic
management imposes an obligation on leaders to have a critical mind while establishing goals
and objectives for an organization. Similarly, decision-making and problem solving also require
critical thinking of leaders. Therefore, to maintain their influence as a leader and their productivity,
it is essential to maintain a critical mind while dealing with situations (Sc), 2020).
▪ Decision Making
A strategic leader must be able to make timely and accurate decisions based on the situations.
Also, they must maintain skills and expertise in such a way that enables them to easily manage
things like taking a crucial step in hard times or dealing with different kind of people (Watson,
2014). In addition, strategic leaders should have the skills and knowledge to think beyond the
borders i.e. establishing targets and making decisions for the future.
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AC 1.2 Evaluating other Factors in Leadership and Strategic Management

Leadership and strategic management depend upon the knowledge and skills of leaders (Dam,
2019). However, some other factors significantly influence their objectivity and ability as
mentioned below:
▪ Participation of Working Staff
Factors that lead to succession in organizational goals and objectives include the engagement
and participation of every level of operational staff. This ensures the achievement of the strategic
objectives of an organization and a sense of pride for visionary leaders. Leaders need to adopt a
participative management style to encourage their employees and enhance their productivity.
Leaders need to develop their employees as well as engage them in the decision-making process
which will ensure the successful execution of strategic planning. Similarly, the engagement of
workers and operational staff will increase the productivity and better result of strategic policies
and planning.
▪ Innovation and Creativity
Organizational strategy and vision also require an innovative and creative way of carrying out
tasks. For this purpose, a group of people should function jointly on steps taken by the
organization to make sure the successful completion of the strategy and mission. Similarly,
entities need to create a culture of innovation and creativity to perform activities through new and
advanced methodologies. Substantial innovation might also include restructuring activities and
processes to practically, implement the strategy. Furthermore, building trust and integrity among
team members is essential for the proper attainment of organizational strategies and vision. In
relation to innovation and creativity, it is necessary to have sufficient knowledge and skills in the
area (Amabile, 2004).
▪ Organization Culture
In addition to the above, other factors like maintaining a good organizational culture also promote
the organization's strategy and vision. These are the predetermined practices and norms of the
organization including their approach to doing the business. A more flexible and determinable
organization culture assists in the achievement of organizational strategic objectives and vision.
Leaders need to maintain a balance and proactive organizational culture within the entity so that
every individual can easily adopt it (Grigsby, 2015).
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▪ Facilitating Project Management
Every organization needs to give proper attention to other aspects of management i.e. project
management because facilitating this factor is essential in order to succeed. Likewise, other
management tools, project management also assist the organization in executing and
accomplishing their undertaken projects. For this purpose, the project manager determines and
identifies the course of action essential for the proper application of the project and associated
key deliverables of the project. Similarly, the project manager needs to divide the larger task into
smaller manageable activities, so that it can be easily managed and executed. Furthermore,
prioritizing tasks is also crucial in the implementation of a project as to which task is urgent and
the level of its significance. Therefore, spending time and resources on the project requires the
employee’s commitment and positive intention towards the completion of the project.
Subsequently, higher trust and intention of the workforce towards the successful execution of the
project depict organizational efficiency and visionary leadership.
▪ Strong Accountability System across Organization
The establishment and maintenance of a strong and effective accountability system across the
overall activities of the organization increases the security and surety of the owner’s capital. Every
organization needs to carry a strong system of accountability for the actions of its managers, top
management as well as lower-ranked employees and labor (Dess, 2000). The accountability
culture will provide managers a level of trust and integrity in their activity’s management regarding
the consumption and allocation of resources.
AC 3.1 Analyzing theories of leadership and management

The present-day leadership theories including management bear substantial influence over my
personal development and achievement. Leadership theories assist leaders in defining and
determining their abilities and potential in their development process (Martinelli, 2005). Similarly,
management theories are concerned with the skills and knowledge of managers on how efficiently
and effectively managers can manage the business. Some of the theories concerned with
leadership and management regarding my personal development are as follows:
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▪ Great Man Theory
In this regard, the most suitable and favourable theory that is significant in my personal
development is the Great Man Theory. This theory states that influential and successful leaders
are courageous, intelligent, smart, and confident by birth. According to Great Man, the skills and
expertise of leadership and management are born with leaders and are not readymade.
Furthermore, he explores that people with these abilities are not subject to learning these
capabilities rather these are natural to become a good leader. This theory helped me a lot in
identifying and recognizing my hidden traits and talents. Through this theory, I have learned that
leaders always possess some kind of charismatic qualities even without learning them from
anyone else.
▪ Trait Theories of management and leadership
Trait theories of leadership are meant to provide insight into different personality traits maintained
by successful leaders. These are those people having great characteristics and qualities such as
courage, integrity, objectivity, and being able to significantly influence their followers. Desired
abilities brand an individual to becoming extra energetic and each time feeling inspired to reach
the specified objective. Moreover, these theories relate to predicting leadership victory or
disappointment. Usually, supporting in go through behaviour aptitudes in a person to type
knowledgeable presumptions as to how he will act (Shachar, 1999). By adopting and recognizing
these traits, it will help me to become a more influential and effective leader to lead others in the
best possible way as well as motivating and communicating with others. This idea will help me in
the development of personal leadership process and ensure proper implementation of the
process.
▪ Situational Theory
The situational theory defines the role of leaders in managing and leading others. This theory
states that leaders need to associate their leadership skills and abilities to the prevailing situation
at that time. It means they need to be more situational to assess and analyze the situation in
which they will operate and lead others. Therefore, leader’s emphasis on prompt communication
through their leadership capabilities based on the causal situation through particular variables like
working mode. I think the situational theory will be more reasonable to my personal leadership
development through facilitation and choosing a good attitude concerning situational variations.
This theory will help me in becoming more knowledgeable and informative regarding the existing
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situation as well as will enable me to make better decisions while coping with complicated
situations.
▪ Contingency Theory
Another theory in relation to leadership and management is the contingency theory. The said
theory focuses on successful leader’s emphasis on keeping the equilibrium among the particular
requirements of their followers, their attitudes, and the framework (Ayman, 1995). Therefore, the
contingency theory enables me to improve the personal development process by leading others
in an adoptive and selective way of action. In summary; contingency theory will help me to become
a successful and influential leader by possessing outstanding qualities, skills, knowledge,
experience, and efficiency through analysis of the aspects as to how it will influence my
management abilities.
1M1 Justified ranking of leadership and management

Leaders around the world must tactically reflect and need to maintain problem-solving skills to
assist themselves in the attainment of the organizational strategic objectives and vision. Usually,
it is important to organize relevant practices for the obtainment of the strategy and vision. More
excitingly, conflict resolving, and tactical thinking aid up in establishing a consistent way and
application of the organization’s planning (Yukl, 2001). Leaders should have the ability to correct
and resolve potential problems affecting their objectivity, as it will increase their credibility and
integrity among team members and organizations. Therefore, leadership needs to have
innovative and creative thinking while dealing with problems and issues.
▪ Possessing Transparent Information
Possessing a piece of real and apparent information regarding the activities is graded as
knowledge of leadership and management. Similarly, it is necessary for the attainment of the
proposed strategic organizational objectives and plans. A leader needs to have proper knowledge
and understanding regarding the maintenance of highly valuable information i.e. routine activities
and tasks. Subsequently, it will enable the leader to speak openly concerning the organizational
goals and strategic objectives devoid of the exploitation of information and data. As a result, it
increases the trust and relationship between the leader and the operational workforce as both are
working for the achievement of organizational goals and objectives.
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▪ Higher Ethical Standards
A successful leader is the one who is able to demonstrate and exhibit higher ethical standards in
relation with his followers and subordinates. The maintenance of a high ethical standard will
remove ambiguities; ensure a healthy, safe, and tidy working environment within the organization.
Moreover, it will avoid misperception regarding the abilities and qualities of a great leader. The
combination of a high ethical standard with the maintenance of great qualities and skills increase
follower’s expectation and hope for the opportunities of further learning as well as career
development (C, 2020). It is being justified that the establishment of a reliable and protective
working environment inside the organization will benefit the leader by getting knowledge of
conveying justice and courage while performing their tasks. Usually, this methodology is
appropriate in safeguarding the workplace where staff operates for an additional period by
working under extreme conditions through full strength capacity to stay inventive, motivated, and
attractive. For instance, leaders with lower ethical standards will eventually lead to job stress, lack
of trust between the follower and leader, decreasing productivity, and efficiency significantly.
Therefore, leadership needs to be highly respectable and shall be ranked higher in integrity to
make sure a healthy and friendly working environment.
▪ Empowering Employees
Empowering employees and subordinates require guts, courage, confidence, and trust in your
juniors. Similarly, empowering employees means giving them reasonable power and authority to
create and carry out tasks. Management researchers suggest that empowering employees is
essential for efficient and prompt action on activities because using a hierarchal chain of
command for the flow of information and decision-making will take substantial time and resources.
Therefore, empowering workers to do the function is better than relying on managers who tell
their workers to do the job. Moreover, empowering employees requires the leader's ability and
managing skills in terms of delegating authority and power to anyone else because using that
power and authority in the wrong place will create major problems for the leaders. For that reason,
they need to have critical thinking and eye-capturing mind to maintain the balance. In addition to
the above, empowering employees means they will foster self-direction and self-control to the
work thus reducing the constant supervision of leaders and their valuable time. Providing a clear
and realistic way of carrying out tasks will encourage employees.
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▪ Equal Resource Distribution
The justification of equal distribution of resources is crucial for the achievement of organizational
strategic goals and objectives. This process is admissible by making sure of favourable selection
in enhancing organizational welfare. The main purpose of this factor is to justify and assess the
leader’s ability as to how much skills and knowledge as well as the experience he possesses in
allocating limited resources to various activities without the scarcity of available resources and
efficiency in getting the desired results. The establishment and accomplishment of organization
strategic objectives and ambitions aid in recognizing their power and flaws.
▪ Strategic Competitive Advantage
The purpose of sustaining competitive advantage over its rivals in the industry is considered a
ranked method that nurtures the efficient planning for the organization. Subsequently, the entity
can overpass its current contestant in the market, specifically in a highly competitive location. As
a result, it can be justified through the proper accomplishment of decent planning wherever the
entity establishes a reputation of being exceptional in relation to its competitors in the market.
1D1 Evaluation of leadership and management knowledge and skills on operational

and strategic management
Business leaders need to maintain knowledge and skills at a higher level to establish and execute
strategies for the business. Leaders must also be able to integrate personal and commercial goals
to provide direction to the organization's activities. Similarly, he must also possess qualities to
establish long-term goals and objectives for the organization. This can be easy with the admission
of key stakeholders and potentially interested parties to the prescribed arrangement, which is not
achievable one-handedly. Moreover, strategic leaders need to have sufficient skills and
knowledge to emphasis on establishing an extensive set of skills and experience to evaluate
upcoming challenges, which necessitate improved skills and competency to resolve it. Thus,
sticking to the specific point of demand, transformational leaders can effectively accomplish and
achieve organizational strategic objectives and goals.
▪ Strategic Management Versus Operational Management
Through their description, strategic administration being a portion of the company’s knowledge
and expertise persist when longer strategies are required during the accomplishment of a
strategy. The business strategy needs to be self-explanatory, realistic, and achievable and all
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these are possible when planned properly and effectively. While operational management applies
in converting, the long-standing strategies to coordinating scale features to fuel the expansion of
operation towards success. Although there is a huge difference between strategic management
and operational management as strategic management is mainly concerned with the
establishment and planning of policies and activities. While operational management deals with
the execution of the planned strategy and activities. Primarily operational management emphasis
the efficiency of leaders. Strategic leaders are mainly responsible to provide a direction to the
organization. For example, establishing strategies for competing in the industry through quality
and uniqueness of the product thus maintaining their superiority in the market. On the other hand,
operational management primarily focuses on the operations of the business activities like
determining pre-standards of operations, procedures for conducting the activities and tasks,
mobilizing resources and employees for the achievement of a plan, and proper distribution of
resources to each task or activity.
Similarly, other differences between the operational and strategic management include the basis
of company wider functioning where the usual operational activities are emphasized from the
upper level to lower level. Generally, leadership requires knowledge and skills for the
management and controlling of routine operational activities within the company. Similarly,
operational management controls day-to-day activities and monitor their execution. The prime
focus of operational management is to keep the production floor running and maintain the
organization's productivity at a higher level. On the other hand, strategic management aims to
control the management of the entire business functions and provide them a direction. In addition
to the above, tactical administration is responsible for taking corrective measures on deficiencies
identified at the operational level. Furthermore, strategic management makes decisions for long-
term as well as short-term within the context of operational activities.
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Task 2:
AC 3.2 Conducting audit on own personal leadership and management
knowledge and skills
Executing an audit of personal leadership and management knowledge and skills is crucial for
the successful attainment of organizational goals and strategic objectives. When we conduct an
audit of a person’s skills and knowledge, it means we are assessing their abilities and expertise
in relation to the development and proper execution of organizational strategic planning and
ambitions. The said methodology is deemed to have a great influence over my personal
development. In this case, I chose to work in a commercial organization as the Head of Operations
in ensuring the smooth and efficient functioning of the operations as a whole. My aim is to
significantly contribute towards the strategic development of the organization.
While working as the Head of Operations, I will be vocal about my views by applying the excellent
communication skills I have acquired over the years. Being an excellent communicator will enable
me to effectively communicate the organization’s vision, mission, purpose, strategic objectives
and goals to the working team which is extremely crucial for achieving the best results. I
appreciate words have the power to inspire others to give it their best and produce better results.
Significantly, excellent communication plays a vital part in a leadership role such as the Head of
Operations for the development and delivery of work expectations which will ensure each and
every employee has a clear understanding of their job duties.
I am also confident in my decision-making abilities relevant to achieving the organizational vision.

It’s a known fact that being in a leadership role comes with a lot of responsibilities and most of
the time crucial decisions have to be made which might impact the company as a whole. It’s very
important to have a present mind while making decisions to ensure they are very well thought
through. From a young age, I have always been quite optimistic irrespective of how difficult the
situation might be and now that is inbuilt in me as I can maintain my calm through a storm of
difficulties and still manage to make right decisions. Additionally, the decisions I make are not
only thought through but I’m a critical thinker as well because I would question my decision first
before anyone else does to ensure they are rational and logical.
Moreover, I’m a firm believer of developing a sense of respect, understanding, commitment and
trust among the people I’m working with whether it’s within my team or someone in a parallel role
as me as this plays an important role in creating the desired work culture within an organization.
Maintaining open communication and understanding with the employees will help me in the long
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run especially when times are tough, having build a strong relation with the team will make the
organization sail right through it. I also believe keeping the team motivated and encouraged is
necessary to ensure the business continues to succeed. This approach involves maintaining a
balance between playfulness and productivity in the work environment.
Being on a leadership role gives me the authority to delegate tasks among the team which is very
important for their development as well as the organization’s as it would spare me time to focus
on more important tasks. Furthermore, working in a group and being open to learning from one
another is a sign of a good leader as knowledge never ends and you can never learn enough.
Being able to manage the entire department, communicate with them and listen to their
perspective over certain situations has taught me that gaining knowledge and learning from others
has no limit, position, or any other limitations as such. Being the Head of Operations, I understand
that I cannot do everything; thus, while delegating the rest of the tasks to my team, it is important
to assess and pick the suitable employee based on the tasks. By this, I would inspire my team
and delegate specific roles in the area of knowledge to them. This will make it easier to create
trust and focus on important issues contributing to the realization of the vision of the company.
Delegating tasks and empowering employees is necessary to ensure that the future goals of the
company are achievable.
In addition to the above, I will use accountability skills properly, mainly through the management
of resources of the company and consumption of it with the greatest results. I will be responsible
for all work practices to my superior. I have always worked, for example, to ensure that others are
held accountable and work together to improve the old ways of working to new and improved.
Holding everyone responsible for their actions creates a sense of responsibility which is needed
for realizing the vision of the company. I am always willing to continue to gain knowledge to inspire
others by setting an example. I aim to excel at the duties assigned to me and pro-actively work
towards the organization’s vision as well as ensure setting the right example for all of my
subordinates and teach them to retain a constructive attitude in robust and complicated
circumstances.
AC 3.3 Objectives to achieve own personal development and strategic

management needs
The main purpose of personal development is to ensure refinement, transformation, evolution,
and improvement in the knowledge and skills of a leader as these are essential for the
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development and successful attainment of organizational goals and objectives. Personal

development aims to provide a straight direction to the leader concerning the entity vision and
strategic objectives.
The first objective is to enrol myself in training courses to continuously improve my communication
skills. The training courses would contribute to a variety of skills such as, it would increase the
efficiency of the organization's meetings and crisis management, among other relevant
presentations that support the organization’s vision and strategy. My objective is to be able to
interact well with others with utmost confidence and that could only happen if I have proper grasp
of the language, hence the need to attend training courses, in particular, to inspire workers to
pursue better underlying strategies. The development of communication skills would in this case
increase professional interest and technological competence. Working to achieve this aim is to
help employees work harmoniously together.
The second objective is to engage in structured training to improve my skills in leadership. The
curriculum helps to develop qualities such as self-confidence, reliability, good policymaker,
integrity, and leadership. Working to accomplish this goal would inevitably help me to incorporate
the right skills and preparation that will enable the continuing execution of the vision of the
company. This approach will build my level of motivation and increase my skills as Head of
Operations on the firm's professional ground.
The next objective is to provide job mentoring to boost retention of staff and train them for potential
growth which would indirectly help my role as Head of Operations. The implementation of a good
mentoring system for employees would empower them to work towards organizational strategy
and to achieve a well-established goal. This allows the organization, which is responsible for
acting and looking for techniques for promoting and inspiring change in the company, to maintain
skilled workers. The mentoring goal would help encourage employees to build a basis for holistic
growth, allowing a company to succeed and retain workers.
Another objective is to focus on job shadowing as it will enable me to stick to an organizational

vision, mission, and goal. Work shadowing will give me a great opportunity to learn how everything
works in different departments and embrace others in their various job functions. This will improve
my professional experience by contributing to the acquisition of extensive leadership knowledge.
This process involves watching how others operate, attending meetings, and daily briefing, to gain
a detailed understanding of the task assigned and the necessary outcomes as the Head of
Operations.
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Lastly, the final objective is to focus on the development of emotional intelligence to enable them
to recognise, use and manage emotions in an effective and positive manner. This will help me to
communicate better, reduce the stress and anxiety in my position as the Head of Operations. In
this case, social skills will be buildable to enable better teamwork to be developed. A working
team with higher emotional intelligence usually promotes confidence and a positive reaction.
AC 3.4 Personal Development Plan to develop own leadership & management skills
Section 1 – SWOT Analysis
Strengths Weaknesses
▪ I work well under pressure and have no ▪ My MS office program skills could need
difficulty in making crucial decisions during some improvement.
complex situations. ▪ My speed of delivery gets impacted mostly
▪ I have excellent communication and because I’m a perfectionist.
interpersonal skills. ▪ I must find a balance between work and my
▪ I can lead an individual or group of physical fitness as it sometimes takes a toll
individuals to meet specific strategic on my health.
organization needs by directing, managing
and guiding them through it.
▪ My leadership and strategic skills and
knowledge are appropriate for the level of
my assigned job responsibilities.
Opportunities Threats
▪ Utilize performance evaluation results to ▪ Balance between work and personal life.
generate guaranteed feedback.
▪ Maintain a productive work environment to
allow me a better work-life balance to ensure
I stay focused and give my 100%.
▪ Establish appropriate leadership skills and
structured management to lead employees
into accomplishing clear and specific goals.
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Section 2 – Goals Setting
Goals Action(s) Measuring Method Resources Targeted

Needed Date
Course assessment
Attend a training Well renowned
Gain in-depth knowledge results
course or seminar training centre.
and skills of leading and Annual 07/09/2020
for strategic Appropriate funding
managing strategic activities. Performance
management. from the company.
appraisal results
Understanding different Job shadowing with Assessment test at

Support from senior
aspects and skills of an experienced the end of the 30/09/2020
executives.
leadership. senior executive. shadowing period.
Body assessment
Boosting healthy lifestyle Spending free time Sign up for personal
test to gauge the 3 months
and fitness training. in the gym training.
fitness level
Section 3 – Personal Objectives
Projected short term goals (within this year)
▪ Complete my training program for leadership and management.

▪ To be capable of participating in complex strategic management activities.
Medium term goals (2 to 4 years)

▪ Enhance critical organization exposure by encouraging and participating cross-functional
teams.
▪ Become fully responsible and capable of handling and leading all the strategic activities of
the business.
Long-term Goals (Above 4 years)

▪ Work upward to becoming a mentor or coach to build up talent of others
▪ Become mandated and committed to managing a large group of individuals as Head of
operations.
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3M1 Justifying how objectives and the plan supports in accomplishing the
organizational vision and strategy
The goals and the personal development plan support the development of the organizational
vision and strategy by offering a clear path to success. It ensures the overall standard meets the
strategic organizational requirements. In particular, a key aspect to foster the quality of an
organization's strategy and vision will be the objective of maintaining strategic views. The solution
depends on the retention of positive input and ideas for properly qualified employees who are
involved in producing positive results that meet the requirements.
The other goal of effective communication routes will require the realization of organizational
vision and strategy by critically adapting the variation of existing materials that can be used for
strategic needs. Internal and external stakeholders can gather clear and informative information
to better understand the practice of the organization. To prevent negatives, the products offered
are therefore designed to meet customer specifications. The goal should, therefore, emphasize
the skills needed to achieve strategic ambitions.
By focusing on informed decisions and the application of effective communication systems, I will
achieve the underlying goal to embrace what applies to the organizational strategic needs.
Furthermore, it is important to focus on time management as I intend to do whatever possible to
achieve those goals. This then helps to establish superior work and to stay on the right track to
concentrate on achieving strategic organizational requirements.
The objective regarding formulating the accountability policies focuses on directing and tracking
employee performance to meet strategic organizational goals. As the Head of operations must be
accountable and perform tasks that drive the performance of employees to the company's
success. To accomplish this goal, practical leadership skills are required to supervise, control,
and inspire workers to meet strategic organizational needs and objectives. The method typically
succeeds by creating good relationships that meet the demands of employees and the
management of resources.
I will, therefore, consider measuring and monitoring the performance of employees by measuring
their level of performance and their strategic objectives. After that, clear standards for the
recognition of employee performance and failures are provided. Excellent workforce performance
reflects the proper management skills operation to meet strategic organizational needs.
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The personal goal of the management and leadership training program will help to achieve vision
and strategy by gaining practical knowledge and skills in applying a better leadership style.
Training can help to incorporate the organization's most effective management strategy. This
increases productivity by emotionally and equally understanding everyone through the building of
emotional intelligence. The argument concerns being smart about employee engagement and
participation. In that way, advanced strategic management practices could be engaged by
acquiring adequate management skills that require vision and strategy.
To build the organizational reputation, the objective of having a diverse cross-functional working
team is vital. Various people are critical to the development of employment opportunities by
encouraging recruitment efforts and aggressive outreach. In particular, a company that embraces
suitable job actions and appreciation of diverse talents can attract a wider pool of skilled people
who can stimulate organizational vision and strategy. The aim would also support the fostering of
mutual respect among employees who encourage team building. Many of the strengths and
talents will be recognized to allow employees to develop their rights strategy, which ensures that
they work towards the vision.
3D1 Suitable Personal development activities to develop knowledge and skills in

the audit
The tasks involved helping to improve personal awareness and expertise. The first move is to
consider attending the departmental meeting by setting clear targets and the key agenda in
developing and executing the organizational strategy. The conference invited all interested parties
to make space for new ideas and perceptions to be created. The emphases include areas that
need to be changed by recognizing shortcomings and strategies of coping with challenges. The
next development activity involved participating in a program and training on body fitness to
improve work coaching, positive feedback, and personal fitness. The objective is to acquire
strategic knowledge and knowledge through discussions of work on review and progress towards
general guidance. The training must also adapt and monitor progress in development so that
better feedback can be obtained. Below are the outlines of the activities carried out to ensure
personal growth.
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Agenda of the meetings: 20 July 2020
Agenda Areas of concern
▪ Listening to the internal stakeholders to

understand areas of improvement.
Position of the stakeholders ▪ Voicing concerns over existing plans for
accomplishing organization’s strategy and
vision.
▪ Assessing the level of work performance

by taking employees accountability in a
specific section for improvement into
consideration
Measuring progress on organization’s ▪ Keeping a tab on how tasks are
operational work performed based on the projected plan by
applying effective communication skills.
▪ Share feedback on employees’ work
performance and practices associated
with their development needs.
▪ Maintaining a positive and optimistic
attitude to set new achievable goals and
Measuring progress on specific agreeable
targets.
targets
▪ Checking if deadlines are met to assess
the ability to accomplish the
organization’s vision and strategy.
Discussing crucial areas that require

Focus on learning and development
development and usable strategies.
Date of next meeting 27 July 2020
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Training Schedule
Activity Date Time
Leadership training course 15th August to 29th August 9:00a.m to 12:00a.m.
Job shadowing and learning

10th and 20th of each month 3:00p.m. to 5.00p.m.
from senior executives
Fitness Classes Daily 7:00p.m. to 8:00p.m.
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Task 3:
AC 2.1 Factors impacting the formation of organizational vision
There are aspects which impacts the creation of organizational vision, presenting clarity and
reliable outcomes. They increase the formulation of business values, supporting individuals with
goals and objectives, as well as transforming them into having a captivating vision.
Personal thought exists as the first factor that affects the creation of organizational vision from the
noteworthy development of social understanding. In this case, people can have organized
attitudes and representations on social platforms. Notably, ideology guides inspire and control the
organization's vision. In this case, a sound ideology act as a cornerstone that builds a visionary
business since it holds employees together.
The purpose is another factor that impacts on the establishment of the organizational vision.
Typically, this factor is a crucial reason for existence and operating an organization. It generates
a framework, action, and strategy for the realization of the vision. In this case, purpose acts as a
cornerstone that influences future goals and objectives from its fundamental, broad, and enduring
in nature when adequately conceived. Significantly, it inspires the business for years by enabling
the creation of the vision. Therefore, it is not easier to understand the real organizational
projections from isolating the idea of purpose. The formulation of actions based on fundamental
operations aims at focusing on long-term survival, measurement of operational efficiency, and
maintaining necessary values. Also, the approach embraces the existing duties and
responsibilities of the organization that fosters its success.
Following this, a higher purpose stirs the achievement of the organization's vision by promoting
its integrity. Employees can remain committed and lowering their intention of leaving the business.
They can identify their values by aligning with their work in enhancing a higher intrinsic motivation
and reward. The more individual experiences and realizes personal meaning and purpose, the
more they are intrinsically motivated to work towards the created vision.
Another factor impacting the creation of organizational vision is core values representing the belief
and behavior system of an organization. In this case, the process embraces universal standards
and principles that direct the right course of action on the regular operation of an organization.
Notably, core values impact on vision by justifying and explaining what employees do and what
organization embraces. Considering that core values are purpose and ideology-driven, they affect
the vision of the business. Hence, emphasizing core values and applying them in an
organizational context is of profound significance in clarifying and creating visional operations.
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Moreover, core values are enduring, critical, and guiding standards for an organization. The
creation of the organization's vision depends on a reliable system of values and beliefs. It is
essential to invest in new principles and overriding truth on which to base actions and attitudes
when formulating the intended vision. In this case, clarity of organization values attributes to
increasing workers' commitment and lower intention to quit the business but rather stick to the
created vision. The creation of an appropriate vision requires the engagement of employees in
line with their positive values that increase commitment at work. Notably, a workplace culture that
supports and embraces workers create an atmosphere where everybody works and feel satisfied.
The last but not least considerable factor in impacting organization vision is leadership. With this,
there is an influence on the creation of a vision towards the direction, discipline, and culture of an
organization. Also, leaders work on transforming the vision of the team and integrating it into that
of an organization. Substantially, having influential leaders make it easier to create a clear vision
for the future that enhances the setting of a plan that guides on the achievement of the underlying
goals and measurable way of success. Therefore, the created vision focuses on developing a
management structure that necessitates workers to feel empowered. Besides, leadership is
essential in fostering wisdom in the work environment. It enables the attainment of active
organization development needs to assist individuals to eradicate self-interest and ego. Hence,
this is necessary to allow workers to play a more significant role in accomplishing goals through
shared and mutual vision. To confirm, you make a vision statement that takes integrated action
through your organization and gives you the best opportunity to satisfy your vision. Involve more
people in the initial development of the concept, looking at the realities of capacity, time, and
budget. During the creative phase, do not be compelled by the present facts. Permit yourself to
search. Focus on the ideal outcome of your effort first, not the activities to achieve it. Explain the
ideas of your vision as if they are already factual, in the present tense and positive language. The
style and process used for the development and declaration of your image should embody the
spirit of the vision. Feelings that arise from your eyesight may be a danger to some people.
Encourage open discussion and testing. People will never address their concerns until they face
them fully. An expression of fears or doubts does not mean that people are protesting. It is a part
of a standard for changing people's reactions. Be open, flexible, and awake to people's constant
input. Encourage fine-tuning your vision and course correction. The words of your vision should
be to explain and express to people. The words "pleasant" will not sustain people's interest or
action. Make sure your organizational leaders represent the vision in their terms and behaviour.
People have to live the idea, not just give it some thought. The visioning process is an opportunity
to refine the direction of your organization. Be artistic! Do something out of the ordinary in the
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initial development process. Take risks in your plans to shape the vision statement. Given its
importance, it requires time. Use methods that break standard practices. Try to use film, music,
graphics, symbols that inspire creativity, guided visuals, and right-brain creativity.
AC 2.2 Different approaches for the development of organization vision

The first approach in developing the organizational vision regards to the clarity of the statement.
There is a need to provide clear information about ideas that the organization is focusing on the
achievement of the set goals. For instance, employees should adapt to a clear and future mindset
and concentrates on what they can do and possibly to achieve. The vision should, therefore, be
clear on the desired destination. It is critical to find the right strategy to follow to foster the
development of the vision. Significantly, a clear vision assists employees to determine their
specific departmental objectives and work collaboratively towards a common goal. As a result,
the collective energy automatically shoots up when individuals of standard interest work on
respective bases.
The development of a vision considers the top-down and bottom-up approaches that act as
moving parts in the business. These aspects help to strategically manage the delegation of duties
and information processing to enable the utmost efficiency in the development of a vision. Most
importantly, the bottom-up and top-down approaches foster an increasing insight, the efficient
path of communication and management towards the development of a vision. Both the elements
differentiate high and low-level work about the application of management styles to focus on the
vision. The goal of applying approaches is appropriate in helping gain insight and developing an
overall leadership style that would necessitate the company to work well towards developing a
vision.
The other considerable approach is to maintain quality information on the formulation of an

effective vision statement. In this case, the development of a functional vision needs to be realistic
to make stakeholders believe that it is achievable and encourages motivation. The development
of a technical vision needs setting rights standards of excellence that reflect high ideals. In this
case, it should reflect measurable standards of an exceptional degree of aspiration and
excellence. Next, an excellent vision should be appropriate and consistent with the organization’s
cultural understanding. Following these qualities, workers will be able to get inspired, feel
committed, and ambitious. In return, this will push the organization to stretch to higher standards
of excellence and attaining a required level of performance.
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The organization should also specify the context of the vision. The approach involves assessing
the current direction and momentum of the organization to develop unique strategies. By this, the
formulation process relates to thinking and specifying what the future working environment might
look like by making informed estimates. Following this, there is a need to determine the actual
occurrence of these expectations by gauging the probability of each projected outcome.
Another considerable approach involves engaging in dialogue with the team members regarding
the vision. It is critical to instil a sense of purpose and corporation with the working team to obtain
the best performance. The best approach, in this case, is to seek to consider dialogue to obtain
multiple aspects of targets associated with the vision. The focus is on positive impacts that
accomplish the development of the vision on the dedicated team. Therefore, dialogue on multiple
purposes ensures that the ultimate vision equally inspires every person. The provided information
needs to be clear for employees to understand and comprehend.
The two-way approach in communication is essential in the development of a vision since it

enables the engagement of workers in the projected operations. In this approach, the detail about
the vision is sent to employees by management who in return, decode it and provide feedback.
The model can either apply vertically or horizontally in an organization where details are share
between subordinates and superiors and vice versa that promote everybody’s participation in the
development of a vision. With this, the approach assists in determining the right path towards
arriving at the shared vision. A well-formulated approach helps in bringing a sense of practicability
to the set vision for possible attainability. By accomplishing every objective from workers,
everybody will feel that they have achieved a significant milestone on the way to a bigger outcome.
As a result, the team will feel motivated as they gain higher self-efficacy and confidence towards
pushing on the right path of achieving the vision. For example, when setting an appropriate
strategy, the goals need to be specific and measurable. It eliminates ambiguity based on whether
or not workers would achieve. By this, they will have adequate and relevant details regarding
ways of progressing to the vision. There are many ways to go about vision. There is no exact
method, and the best approach for you will depend on many aspects. How you choose the visiting
process will depend a lot on your directors' vision and worldview, but will also be influenced by
factors such as time, budget, size of your company, specific engagement strategies used in the
past, and the like. Your current state of vision. The process of imagination is as important as the
vision you create. Mindful change leadership teams usually decide to involve an important part -
or even all - of the organization in the visioning process. Read on for recommended approaches,
techniques, and tips for building your vision.
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AC 2.3 Factors affecting the communication of vision to external stakeholders

One of the factors influencing the communication of vision to external stakeholders regards to
poor advocating of information from senior management. Successful external stakeholder
communication requires a serious advocator to act in supporting the communication program.
Otherwise, information passed would lack merits and relevance to the external stakeholders. The
message needs to be up to date to safeguard the premature curtailment of communications
efforts. For instance, managers from other organizations need to participate in defending the
interest of the organization through encouraging activities that are advantageous to shared
interests.
The wrong choice of communication tools is another factor impacting on external stakeholders.
Notably, some tools are effectively applicable to others regarding the specific types of external
stakeholders. Wrong tools result in indirect contact and neglecting between the organizations’
representatives and the external stakeholders however, the application of sufficient passage of
the information foster trust between internal and external stakeholders.
Organizational culture is another contributing factor to the impact on the communication of vision
to external stakeholders. A change in culture within the business may play an essential role in
some parts. Significantly, culture fosters the stability and ability of the company to adapt to a
specific business environment. However, the communication towards the external stakeholders
is affected due to the changing working environment resulting from the cherished values attributed
by the applied leadership style, bidding rules, strategy, and personnel management. The external
stakeholders are affected by the failure of the organization to balance value strategy and
connectedness with its legitimacy. Therefore, communication at all levels should correspond to
steer the expectation of external stakeholders and performance obligations. As a result, external
stakeholders are impacted by forming positive behavior, better practices, and the provision of a
broader range of substantial authorities and duties.
The bigger size of the organization can impact the communication of the vision on the external
stakeholders by creating a wider gap between them. Therefore, establishing effective
communication requires the usage of social media and the internet to inform and pursued. It
impacts positively to external partners in building brand and reputation by promoting connection.
However, external stakeholders, such as customers can get wrong information about the
organization's brand following negative comments and reviews. As a result, they can form false
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perceptions regarding the product due to ineffective communication, hence diverting their
attention to competitors.
The organization's complexity is also a factor impacting external stakeholders’ communication on

vision. Lack of a straightforward way for effective management results in misunderstanding the
external stakeholders. The organization is unable to apply the best communication tricks and
networking strategies, making it hard to convey the right information to external stakeholders.
Before sending messages, it is essential to understand the external receiver. With this, the
external communication technique can get connected to various audience segments, for instance,
customers, influencers, suppliers, and the community at large. As a result, it is advantageous as
a specific group will attain the needed detail about the brand to generate a positive response.
One crucial factor required to achieve involvement of internal stakeholders when communicating
vision pertains to understanding and appreciating employee’s culture and diversity. Diversity in
the workplace exists in different forms, such as race, ethnicity, cultural ground, and different
languages. Therefore, valuing and respecting others cultural and diverse background help in
gaining the commitment of internal stakeholders to apply cross-cultural communication in passing
information about the vision. Typically, this creates an equal opportunity in which people from
diverse sets feel empowered and committed to excel towards the vision. Besides, embracing
diversity in the organization brings fresh and multicultural perceptions in the workplace that help
in building an individual’s commitment to communicating the vision. It fosters creativity in creating
more reliable and genuine details in the provision of further information regarding the vision.
Another important factor involves the boldness of a vision that helps internal stakeholders be
committed when communicating the vision. Typically, boldness needs staying committed to a
vision beyond what is merely predicated about current competences taking into account the
existing trends. In case a vision is too bold, individuals will communicate it in a consistent and
incremented effort. Boldness in a vision also has a destination through which it is focused on the
organization as a primary objective. Applying useful communicative language is a critical
ingredient related to a bold vision statement in enhancing the transformation of organization
solutions. Therefore, being committed to a bold vision promote every conversation which is
plastered in every strategic plan at the center of the internal stakeholders such as employees and
manager.
The application of effective communication systems is still another factor that helps internal
stakeholders gain a commitment to communicating the vision. These are different processes, both
informal and formal, through which information is passed between employees and managers. It
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can exist in the form of verbal, written, electronic, and nonverbal, which has a significant impact
on communicating the vision. Primarily, communication systems aid in promoting the complete
understanding of communicating the vision. Besides, the usage of communication systems
enhances the sharing of vision from the top to bottom of the company and vice versa. The method
assists in stimulating the attainment of broader future goals of the organization, which enables
individuals to work harmoniously to communicate and achieve the vision.
The internal stakeholder needs to take into consideration the dissemination processes to enable
communicating the organization's vision. A solid plan maintains that there is an effective
dissemination of information at all levels to execute strategy. Through the dissemination, it
becomes possible to communicate the vision in the entire internal organization. Permanently,
individuals require purpose and meaning in their work, hence the need to disseminate the details
regarding the importance of a vision in everything that they do. Therefore, the communicated
vision by the internal stakeholders should be clear and detailed for everybody to understand
appropriately. Ensure that all content about your project is presented clearly. The more you share
an honest, truthful, and easy to understand format, the more likely it is that stakeholders will take
time to understand your objectives, what their role is and how it can affect them. Communicate
with stakeholders in the style that works best for them. Distinguish each person or community
separately and choose the most appropriate communication channel - email, online platform,
social media, and phone or in-person group meetings. People should be offered a wide variety of
options to communicate with you and give their input. Do not judge what the value of your
stakeholder is, instead try to understand why. Having an open and questioning attitude will help
your team understand the history and concerns of your stakeholders. This open, interrogative
approach will help both parties to reach a basic solution to overcome obstacles, aligning values ,
and interests in the process. Provide feedback to stakeholders on how to address and determine
their interests and issues. Track promises made to them and ensure that project team members
share discussion events, information, and coordinate tasks and follow-up activities. Keep a careful
record of all the characteristics of stakeholder communication that occur over time. This includes
meetings, phone calls, emails, and commitments made. If you can easily display the history of all
the features of communication with your stakeholders - which is especially challenging with multi-
year projects where delegates change over time, confusion and delays can be prevented. A tool
helps organizations to stay on top of their projects that centrally handle all communications about
the potential effects of creativity on the communities in which they work.
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2M1 Evaluation of key factors needed in gaining the commitment of Internal

Stakeholders when communicating vision
An important factor required to achieving the involvement of internal stakeholders while
communicating vision relates to appreciating and understanding business culture and diversity.
Having a diverse environment in the workplace is crucial. Therefore, respecting and valuing others
diverse background and culture assists in gaining the commitment and dedication of the internal
stakeholders to apply cross-cultural communication in sharing information related to the vision
and fosters creativity in coming up with genuine and reliable details regarding the vision.
Another crucial factor is to be confident enough in the vision so as to gain the trust of the internal
stakeholders because bold visions tend to create discomfort. Hence, communicating the bold
vision requires consistency and additional effort.
Additionally, using effective communication tools, both formal and informal, helps internal
stakeholders to pass the information between managers and employees. It can be done in the
form of verbal, nonverbal, written, electronic methods. Communication tools enhances and eases
the overall experience of sharing the vision from the senior most level of the company to the
employees at the bottom level of the company and vice versa. The method helps in attaining the
wider future goals of the organization which allows the individuals to work towards the
achievement of vision.
Every single individual must be aware of the organizational vision to be able to share the same
goal or else the organization will collapse. So, the internal stakeholders need to make sure that
information regarding the vision should be passed on to all levels to execute the right strategies
as every employee in the organization must have a purpose to avoid being confused and vision
gives them the sense of responsibility and accountability towards their tasks. Therefore, it’s crucial
for the internal stakeholders to communicate the vision to them in detail so all the employees are
on the same page.
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Task 4:
4.1 Benefits of Review in the achievement of organization and personal strategy
The review instrument helps with investigating execution by distinguishing the places of qualities
and deficiencies to empower the enhancement and capitalization of the current abilities and
aptitudes. Subsequently, it is fundamental to concentrate on an actual review of a self-awareness
plan to strategy methods of revitalizing each area to perform better in the present job. For this
situation, a review helps in making self-reflection on representatives to advance their place of
unity. Commonly, this empowers to assess the basic working chances of moving achievement
and accomplishment of individual objectives.
The review procedure helps a leader in gaining as a matter of fact by elevating contribution to
improve the achievement of a personal development plan. Ordinarily, it offers direction on the
structure performance reports to guarantee that administrative exercises center around significant
key issues and helping with checking the performance of the individual arrangement. Now, an
individual increases understanding by perceiving a methodology to support correspondence and
usage of obligations from the assessment of areas of progress. A good design thought procedure
permits a leader to convey procedure on outside and inward operational evidence sufficiently.
Subsequently, representatives can execute an arrangement that they completely understand
towards cultivating the business achievement and accomplishment of the set objectives.
Review although supports the business planning by revising what is directly through the
advancement of positive culture on employees in the workplace. While it is not probable to expect
to make culture from nothing, reviewing allows a leader to reshape it through compensating
activities recognized to the association regards and encouraging combination among the working
group. Exceptionally, if representatives feel comprised and respected, they repeat to hold the
hierarchical culture in a more grounded and higher maintenance manner. Accordingly, workers
legally activate the productive usage of the procedure. Along these lines, checking on
performance helps in strengthening associates and empowering them to repeat what is useful for
the development of a hierarchical culture that prompts business achievement.
Another helpful result of the review is to empower businesses to manage deficiencies by growing
better key arranging compared with the current ones. For this situation, customary examining
gives a powerful base to building a system that defeats operational loss. Subsequently, the main
group visualizes the present connection between a few planned key targets. In this way, through
the review information, I will have the option to help execution results and spotlight on key drivers
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that positions of business deficiency from which achievement requires the formation of a total part
of the technique. In addition, as the head of the process, I will concentrate on customary review
to empower the production of better-ordered arrangement on structure with the thought of vital
purposes. The success of business practice encourages the best possible execution of the
arrangement. Concerning this, I will ensure that all operational units and strengthen capacities
move in the direction of a comparative objective towards connecting a way to deal with tasks.
The review procedure helps planning the checking of the association technique. Because of
enthusiasm in outside and inside conditions, there brings about a rewarding performance. The
authoritative technique is feasible through constant review of the viewpoint, for example,
shortcoming, new quality, dangers, and openings that may emerge to encourage in concentrating
on the correct way towards prosperity. As the leader of the process, I will make the right move by
applying new strategies to manage new conditions identified with an authoritative system.
Specifically, I will apply to estimate performance as an enormous procedure from the productive
assessment. Strikingly, performance should be practically identical and quantifiable.
By incorporating the review tool, I will have the option to contrast actual results and the recently
evaluated outcome and check the chance of accomplishing the set targets to recognize
achievement. Following this, it turns out to be increasingly delightful in changing the award
structure and starting new key approaches that helps in the advancement of the accomplishment
of a business. The essential part of key looking into well empowers me to get ideal and important
data on changing the workplace. Accordingly, it will be possible for the establishment performance
to take corrective and preventive measures in assuring its prosperity.
4.2 Evaluation of the sources of information required to review progress with

achieving personal development plans
One of the sources of data required to review progress is the 360-degree feedback system which
provides details and viewpoint from various sources, for example, from supervisors, subordinates,
and clients which are important in accomplishing self-development plans. The feature helps to
expand self-awareness and remove preferences. Additionally, this source of data features
leaders’ qualities and shortages from constructive criticisms from different sources such as clients
which enables the leader to reflect and work towards improving his qualities to cultivate growth
and development in all operations.
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Another source of data for review progress is the appraisal outcomes. The results provide data to
graph the advancement of employees’ performance through a comparison of one target period to
another. Normally, the organization can increase measurable tracks for advancement to improve
superb profession execution. The data from inspection results makes a remarkable stage to
inspire employees by offering improvement openings, for example, organizing training workshops
and engaging them in it to help their areas of strengths.
Additionally, the other basic source of details regards to individual perception. For this situation,
the data arising out of the manager's thought to pick up bits of knowledge into worker’s
performance, for example, planning occasions, assignment of obligations, and certification to
guarantee efficiency. Data obtaining help with setting the correct exhibition the executives model
legitimate by defining objectives. About this, normally proceeds with perception help to give input
in evaluating inspection performance.
The Key Performance Indicators (KPIs) are a fundamental source of data in the review process.
It is a beneficial viewpoint as it shows whether the association is moving the correct direction. The
detail from KPIs is valuable for empowering the manager to settle on educated choices and to
drive the organization's advances. The addition preparation is profitable in benchmarking as it
gives a key purpose of referring to past or future inspection.
Fundamentally, the organization stays reliable towards the accomplishment of its vision, mission
and strategies. Furthermore, business results are a valuable source of data in undertaking the
review as it helps make the comparison of business performance. With this, a manager can
concentrate on career advancement via preparing staff and applying a effective management
style to support creation to overpower areas of deficiencies.
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Task 5:
4D1 Personal Progress Report against the outcome in the Personal Development
Plan
▪ Effective Goal Setting process
Through personal development planning, I have obtained an understanding of how to create an

effective goal-setting process. The program enabled me in the identification of my personal as
well as commercial and organizational goals and vision.
▪ Acquiring New Skills
Based on this program, I have improved my knowledge and skills regarding leadership and
strategic management. I have learned as to how leaders manage and control the activities of
strategic management while leading their subordinates positively.
▪ Effective time management
I have had the opportunity to oversee time in adjusting work and my own life successfully. It is
basic to carry on with a successful life and accomplishing ordered objectives. The capacity to
oversee time has empowered me to manage complex conditions and fulfilling business needs
which require viable aptitudes and satisfactory time. Thusly, I have studied improving my physical
wellness and prevailing in my expert targets.
▪ Broadening of Leadership abilities
I have figured out how to extend my initiative abilities, fundamentally through participating in
preparing programs. For this situation, I have picked up the capacity to rouse and inspire the
working group. Therefore, the association has accomplished practically totally define objectives
and targets as work feels the drive to work to their level best. Also, I have had the option to
recognize an issue increasingly reasonable and planning great approaches to fix them and
achieve set objectives. Consequently, widening my administration helps in producing a resolute
assurance that vital in the improvement of my self-improvement.
▪ Applying Effective interpersonal skills
My present status in the initiative position exists by setting up new procedures dependent on
keeping up a favorable workplace by concentrating on the use of reasonable relational abilities.
Along these lines, this is a significant ability that has helped me in gaining ground towards outside
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and inner partners. I am likewise ready to keep improving my current and highlight duty and job
to achieve self-awareness objectives in my profession.
▪ Improvement of Decision-production aptitudes
I have built up the capacity to settle on educated decisions, particularly in complex exercises
inside the association. I see the ability as imperative in the expert life in getting towards progress
for the improvement of showing up the ideal vision.
▪ Developed self-administration abilities
I have increased solid self-administration aptitudes in managing unpleasant working environment

rehearses. For this situation, I have had the option to respond emphatically against the challenges
in any conditions. It is improved by understanding my duties in both expert and individual life.
Thusly, self-administration has assumed a critical job to be effective in the exhibition of all
obligations in the work environment and getting adequate chances to deal with my feelings.
▪ Developed self-awareness
I have indicated a sensibly high awareness in my expert life, which uncovers a sharp
understanding of my inspections, conduct, and sentiments. Acting naturally mindful has helped
boost and support my advancement plan and utilization of my plan to drive execution further.
Besides, I am sympathetic to stay away from mutilated reasoning when driving others to upgrade
the positive effect on the turn of events and execution of the whole association.
▪ Improve Confidence
As of now, I have increased additional trust in driving specialists towards the fulfillment of explicit
objectives. Following this, I have a higher degree in accepting that I can effectively attempt and
complete errands. I imagine that individual ability is pivotal in assisting with killing questions and
misfortunes that block the support of qualities that trigger the accomplishment of the set
objectives. Furthermore, improved certainty has empowered me to impact the group and
exercises that support the association to perform deliberately.
▪ Provide support to the stakeholder through giving significant input
I have gain information on inspiring representatives through the arrangement of the correct data
and criticism. I am taking a shot at profiting laborers with a reasonable and express reason
credited by a conventional system, explicit measures, and rules that trigger the accomplishment
of self-awareness objectives. Furthermore, positive input has assumed an imperative job in
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blending laborers to build up their capabilities and attempt their duties. With this, I have picked up
abilities in offering criticism to improve execution and learning.
Conclusion:
In summary, the leadership and strategic management need to maintain knowledge and skills at
an applicable level required for better management of the business entity. Leaders need to exhibit
and persist a higher level of knowledge and experience to keep their credibility and integrity at
the top of the floor. Strategic management also requires sufficient knowledge and skills to keep
the organizational goals and objectives achievable. Leaders need to have the ability to make
decisions in tough times or abnormal situations. Similarly, leadership and management theories
help me in determining the best traits of successful leaders, and applying the same to practical
life is a habitual task I have performed various times.
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Amabile, T. M. S. E. A. M. G. B. &. K. S. J., 2004. Leader behaviors and the work environment for
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Personal Development For Leadership and Strategic Management

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Personal Development for Leadership and Strategic Management

Personal Development For

▪ Managing Cross-cultural Variation

AC 1.2 Evaluating other Factors in Leadership and Strategic Management

▪ Participation of Working Staff

▪ Innovation and Creativity

▪ Facilitating Project Management

▪ Strong Accountability System across Organization

AC 3.1 Analyzing theories of leadership and management

▪ Great Man Theory

▪ Trait Theories of management and leadership

1M1 Justified ranking of leadership and management

▪ Possessing Transparent Information

▪ Higher Ethical Standards

▪ Equal Resource Distribution

▪ Strategic Competitive Advantage

1D1 Evaluation of leadership and management knowledge and skills on operational

▪ Strategic Management Versus Operational Management

I am also confident in my decision-making abilities relevant to achieving the organizational vision.

AC 3.3 Objectives to achieve own personal development and strategic

development and successful attainment of organizational goals and objectives. Personal

Another objective is to focus on job shadowing as it will enable me to stick to an organizational

Section 2 – Goals Setting

Goals Action(s) Measuring Method Resources Targeted

Understanding different Job shadowing with Assessment test at

Section 3 – Personal Objectives

Projected short term goals (within this year)

▪ Complete my training program for leadership and management.

Medium term goals (2 to 4 years)

Long-term Goals (Above 4 years)

3D1 Suitable Personal development activities to develop knowledge and skills in

Agenda of the meetings: 20 July 2020

Agenda Areas of concern

▪ Listening to the internal stakeholders to

▪ Assessing the level of work performance

Discussing crucial areas that require

Date of next meeting 27 July 2020

Activity Date Time

Leadership training course 15th August to 29th August 9:00a.m to 12:00a.m.

Job shadowing and learning

Fitness Classes Daily 7:00p.m. to 8:00p.m.

AC 2.2 Different approaches for the development of organization vision

The other considerable approach is to maintain quality information on the formulation of an

The two-way approach in communication is essential in the development of a vision since it

AC 2.3 Factors affecting the communication of vision to external stakeholders

The organization's complexity is also a factor impacting external stakeholders’ communication on

2M1 Evaluation of key factors needed in gaining the commitment of Internal

4.2 Evaluation of the sources of information required to review progress with

Through personal development planning, I have obtained an understanding of how to create an

▪ Acquiring New Skills

▪ Effective time management

▪ Broadening of Leadership abilities

▪ Applying Effective interpersonal skills

▪ Improvement of Decision-production aptitudes

▪ Developed self-administration abilities

I have increased solid self-administration aptitudes in managing unpleasant working environment

▪ Provide support to the stakeholder through giving significant input

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