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Unit 2 Leadership Development Plan Level 5 Higher National Certificate

Introduction

Leadership is defined to be a capability of an individual of leading a group of people towards organisational goal (Avolio and Yammarino, 2013). It is an adaptive approach under which a leader adjusts himself according to the circumstances so that corporate objectives are fulfilled. He is provided with a task to assure that employees are empowered through consideration of their feeling so that desired results are produced. This assignment focuses on detailed leadership plan so that a career of an individual is set on track. It consists of vision, approaches and goals which are to be achieved in specific

Task

Discussing relevance of five aspects of leadership relevant to social work

The five qualities which are being possessed by me as a leader is as follows:

            Ability to delegate tasks: It has been identified that leader in an organisation is not capable of looking after all the tasks and activities which makes it essential to delegate some of the responsibilities to its subordinates. The relevance of delegating task and duties to other helps in formation of team spirit and sharing of workload is carried out as well. It is essential to delegate right tasks to to right person so that work is fulfilled in the right manner.

            Communication: The communication stands very crucial for a leaders as it emphasizes on providing interacting with use of suitable tool such as media, face-to-face interaction and over the phone. There is an higher relevance of this aspects of leadership as it helps in boosting the morale of employees and at the same time constructing a productive work environment with the institution (Bolman and Deal, 2017).

            Confidence: The confidence for a leader stands crucial as it is determined to take the organisation out of the rough patch. The relevance of this aspect will be visible when an organisation is going through a rough patch. The employee even in those circumstances will feel comfortable to work and at the same time calmness in the environment could be maintained.

            Honesty: The quality of being honest is a must have aspect for a leader in an institution. The reason being when a leader is able to keep his/her word leads to a belief in the minds of consumers in an organisation. The relevance of this quality can be ascertained through low employee attrition rate and lesser problems in business environment.

            Creativity: The Creativity in this institution focuses on achieving the task in an unprecedented manner. The relevance of this aspects of leadership can be realised when an institution is encountered with problem which is to be resolved in the ideal manner. The solutions which are catered through creativity leads to attainment of improved results in terms of client satisfaction.

Method undertaken to conduct an analysis and measuring outcomes

The tool which has been undertaken in this approach is SWOT analytical tool. It is a tool which is very helpful to an individual in realising his own strengths and weaknesses along with identification of strengths and weaknesses in the market (Derue and et. al., 2011). It is a tool through which internal and external factors which carry an influence upon performance of individual can be determined in this project as well.

The SWOT analysis of an individual for the following vacant position in the organisation is as follows:

Strength

·       People Management

·       Decision making

·       Hard-working

·       Honest

·       Reliable

Weaknesses

·       Time Management skills

·       Less Confidence

·       Less Knowledge relating to spreadsheet and database skills

Opportunities

·       Gaining experience

·       Team working

·       Leading people into improved service delivery.

·       Problem solving

 

Threat

·       Less supported at work

·       Adjusting into culture of an organisation

·       Problem solving approaches

 

Peer assessment: it can be referred to an approach in which a workers in an institution asks colleagues to review performance. It a tool which relies on feedback mechanism which attempts to identify individual work along with considering contribution to group or team efforts. This approach is also suitable in conducting evaluation of own performance leading to assessment of strengths and weaknesses of an individual. It has been identified that I have been possessing basic skills as a leader such as managing people and resources effectively in an organisation along with dedication and determination to complete the task which has been allotted. The team contribution have been significant but however there are certain grounds which are to be improved such as patience and time management skills so that better performance output can be delivered (Dumdum, Lowe and Avolio, 2013).

Strategies opted for assistance in development

Before undertaking strategies, it is essential to focus on the conducting right analysis so that major discrepancies could be identified. The shortcomings which has been identified leads to formation of right strategies which will assure that there is an positive improvement in the performance. The various strategies which are undertaken which would assist in self-improvement are as follows:

            Goal setting: It can be referred to be one of crucial strategy which leads to completion of undertaken tasks. The identification which of weaknesses and helps in formulation of strategies for improvement such of skills such as time management and team working which are to be attainment in specified period of time.

            Prioritising: It is an important strategy in which skills which are crucial at the moment are to be developed first and other activities which is not yet important are to be considered later. For instance: Time management and problem solving skills are at the priority and are to be developed presently so that before can be improved. However there are skill such as leadership skills which would be improved after certain period of time.

            Challenging self: The approach to challenging self is referred to  be a strategy which an impossible problem is being undertaken and tried to be resolved so that leadership potential could be challenged. This strategy helps in determination of the challenge and along with identification of the manner through which it can be countered along with discovering alternative ways  of doing a task.

            Measurement: it is very important to measure development which has been availed through personal development measures so that corrective strategies could be undertaken (Franke and Felfe, 2011). The progress when measurement provides an opportunity to adjust the plan which has been undertaken for purpose of self-development. The strategy which is not working can be replaced with other so that learning could be established and an individual emerges to be a competent leader.

Understanding of the relevant leadership literature

Leader in a social work organisation attempts to identity creative approaches through which problems residing in the communities could be resolved. It is essential for a leader in this sector to possess communication and team work skills so that shortcoming in terms of accomplishment of purpose can be dealt with in an ideal manner. The leadership in this sector is all about implementation of values and beliefs which leads to fighting injustices and provision of right care for the social and economically backward classes (Holmberg and Tyrstrup, 2010). The leader in this segment is sometimes called to lead the team from the front and simultaneously be a crucial member of a team but the emphasis lies with the application of values.

It is essential for a leader in this segment to be focused on the future and to keep a track of problems which may arise in the future. The tool of benchmarking and analytical tool are emphasized in order to resolve their problem and desired outcomes are fulfilled (Gutiérrez,  Hilborn and Defeo, 2011). Therefore, it can be said that most suitable approach which can be applied in the social work is democratic approaches. The reason being participative approaches is helpful in identifying needs of each supporter and fulfilling the same in ideal manner. The tool of collaboration and communication are emphasized so that commitment to goal could be ascertained.

It has been identified that fostering leadership takes time which ultimately leads to adding value to the work which is being done by the leaders. Leaders in this domain are required to be visionaries and implementing the same so that success can be achieved by collaborative efforts of the members. A leader does not believe in taking credit and diversified its attempt in maintaining value for which social work institution is working. The purpose of establishment is to provide helps and assistance to other which is to be fulfilled by leaders through catering direction to the members working along-with (Becoming a Social Work Leader, 2018). The leaders are one who carry expertise in identification and resurrection of the problems which are being encountered on social and institutional grounds leading to creation of a better world.

Development Plan

S. No

Goal

Plan

Time period

1

Time- management skills

The plan which has been undertaken for the improvement of time management skill can be carried out through undertaking deadline oriented task and focus oriented on exclusively a single activity rather than multi-tasking. There should be a time allotted to planning and prioritising so project could be fulfilled in the right manner.

3 Months

2

Problem solving skills

The plan to enhance problem solving skills is to provide time on understanding of the activity and visualising the same so that  its root cause could be discovered. Incorporation of creativity will be helpful in resolution of problem.

6 Months

3

Motivational abilities

It is an approach through which members can be persuaded to put their best efforts. It is carried out through commitment, initiatives and optimism so that members are catered with right approach and performance could be improved.

9 Months

4

Decision Making capabilities

The plan to improve decision making skill is carried out through clarifying what's at stake. Through evaluation of alternatives will be helpful in opting for the right measure.

12 Months

 

Conclusion

It can be concluded from the above report that, leadership in an institution plays a crucial role. It is paramount in making sure that institutional goals are fulfilled. Leadership in social domain are emphasized in solving needs of society and community so that everyone is able to lead a healthy life. It is essential to identify strengths and weaknesses of an individual so that strategies which leads to formation of a capable leader could be undertaken. The tool which are focused in this assignment are SWOT and peer-review which helped in identification of shortcoming of becoming a capable leader for the institution.

References

  • Avolio, B.J. and Yammarino, F.J. eds., 2013. Introduction to, and overview of, transformational and charismatic leadership. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. xxvii-xxxiii). Emerald Group Publishing Limited.
  • Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
  • Derue, D.S. and et. al., 2011. Trait and behavioral theories of leadership: An integration and meta‐analytic test of their relative validity. Personnel psychology. 64(1). pp.7-52.
  • Dumdum, U.R., Lowe, K.B. and Avolio, B.J., 2013. A meta-analysis of transformational and transactional leadership correlates of effectiveness and satisfaction: An update and extension. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. 39-70). Emerald Group Publishing Limited.
  • Franke, F. and Felfe, J., 2011. How does transformational leadership impact employees’ psychological strain? Examining differentiated effects and the moderating role of affective organizational commitment. Leadership. 7(3). pp.295-316.
  • Gutiérrez, N.L., Hilborn, R. and Defeo, O., 2011. Leadership, social capital and incentives promote successful fisheries. Nature. 470(7334). pp.386-389.
  • Holmberg, I. and Tyrstrup, M., 2010. Well then-What now? An everyday approach to managerial leadership. Leadership. 6(4). pp.353-372.
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