Leadership and Management
People use leadership to drive others
toward common objectives by using vision together with motivation as well as
ethical guidelines (Northouse, 2021). My definition of leadership includes
designing an uplifting purpose that combines team member activities with
trust-building and joint work approaches. Organizations employ management to
synchronize resources together with processes and people for achieving
efficient task completion (Daft, 2023). Managers maintain productivity rates
through their execution of workflow planning and operational progress tracking
followed by challenge resolution tasks.
Assessing
My Leadership Skills
I possess two leadership strengths which
involve defining clear goals alongside team motivation to achieve those
objectives. My clear delivery of the food insecurity mission during a
university community service program led to the involvement of 30% more
volunteers. The ability to identify personal abilities in others is one of my
key qualities and I demonstrated this ability by reorganizing roles in a
student organization according to members' specific talents. The delivery of
constructive feedback together with conflict management stands as areas which
require development from me. To preserve peace in my environment I often
postpone confrontational discussions even though unresolved matters arise from
it. I will join a conflict resolution workshop and learn SBI
(Situation-Behavior-Impact) model (Stone & Heen, 2014) feedback techniques
to resolve this issue.
Assessing
My Management Skills
The skills I have in management consist of
developing plans for organization and monitoring progress achievement. I
created a comprehensive schedule for our department career fair which handled
all requirements within their designated days. Through my efforts I split large
tasks into smaller goals which produced successful outcomes especially in the
fundraising initiative with its phased goals that strengthened deliverables.
Time estimation together with delegation remain my main professional weaknesses.
The RACI matrix (Responsible, Accountable, Consulted, Informed) will be
implemented by me to define project roles according to PMI (2021) guidelines.
Time-blocking methods together with Trello will assist my efforts to prioritize
tasks.
Learning
from Mistakes
Through failure on my part I did not
establish proper communication structures between departments which led to
additional work and diminished morale. My lack of awareness showed me that
emotional inspiration alone does not sustain functional teams so they need
clear systematic coordination methods. Team learning can develop through
admitting and analyzing mistakes according to the research of Edmondson (2011).
Growth
Plan
Leadership Development Actions:
a. You
must complete a conflict resolution certification training before December 2025
while implementing Crucial Conversations frameworks (Patterson et al., 2012)
for team conflict resolution.
b. Obtain
mentorship with a higher-ranking leader to watch their methods of giving
feedback while understanding ethical choices.
c. Leadership
competency assessment processes must occur quarterly for tracking progress.
Management Development Actions:
a. Project
tasks must be delegated one by one using RACI principles and reflective
documentation should follow the outcomes.
b. Enhancing
productivity together with task estimation through the adoption of
time-blocking methods in Google Calendar.
c. Use
The Effective Manager (Horstman, 2016) principles of delegation in upcoming
work activities.
Embracing Mistakes for Growth:
a. A
"lessons learned" journal must be kept which should be reviewed twice
a month to track forms of improvement.
b. At
the monthly team meeting select one professional mistake followed by its
benefiting insights for collaboration and mindset development (Edmondson,
2011).
Conclusion
The plan aims to improve my leadership
skills by enhancing conflict management along with feedback mechanisms together
with emphasis on time-saving delegation systems. I will use the “Andon Cord”
principle from Toyota (Spear & Bowen, 1999) to learn from mistakes which
will develop my adaptability and resilience. Impacting leadership depends on
both ethical communication methods and continuous development because of Dr.
King’s exemplary approach (Bacuylima, 2025).
References:
Daft, R. L. (2023).
The leadership experience (8th ed.). Cengage.
Edmondson, A. C.
(2011). Strategies for learning from failure. Harvard Business Review, 89(4),
48–55.
Northouse, P. G.
(2021). Leadership: Theory and practice (9th ed.). Sage.
Patterson, K.,
Grenny, J., McMillan, R., & Switzler, A. (2012). Crucial conversations:
Tools for talking when stakes are high (2nd ed.). McGraw-Hill.
Project Management
Institute (PMI). (2021). A guide to the project management body of knowledge
(PMBOK® guide) (7th ed.).
Spear, S., &
Bowen, H. K. (1999). Decoding the DNA of the Toyota Production System. Harvard
Business Review, 77(5), 96–106.
Stone, D., &
Heen, S. (2014). Thanks for the feedback: The science and art of receiving
feedback well. Penguin.