Executive summary 

In this report, I have discussed my leadership skills and capacity needs according to the feedback form, which I have developed in order to become a successful and dynamic leader who can easily lead any kind of team. For this development a theoretical as well as practical models or processes available one is The Whitman Grow model. I choose the Whiteman Grow model, as it fits with my developing criteria so well, according to the feedback form. On the other hand, the other model does not fit with my requirement appropriately hence; I rejected that model of self-development. According to the feedback form and after analysing all of my faults, I think the period of time for self-development can take more or less five years. 

Introduction 

      A leadership development plan is a comprehensive schedule of the practices of career learning and development that will partake in for a specified period of time (Rubens et al. 2018). Its purpose is to develop the desired leadership skills. The creation of leadership aims to equip leaders with skills which will help them increase their team's effectiveness. It allows future leaders to take on leadership positions and also improves the morale of workers (Jefferies, 2018). This will further transform into profitable approaches and strategic decisions. Identify and aim to use the qualities and weaknesses to one's own advantage. Building talents and bringing them into effect is important as a leader. In addition, one should show team mates these skills and inspire them to adapt to these strengths. 

      Maintaining a constructive attitude to problems will help to shape the team's faith. Optimism, particularly in the face of difficulties and disputes, is a beneficial trait. Leadership motivates individuals, through their valuable moral connections, to a greater degree of success. It is an essential management feature that helps to optimise productivity and accomplish corporate goals, so managers need a leader's characteristics (Hezlett, 2016). Research demonstrates that leaders who take the time to focus on past events stand out in their willingness to challenge perceptions and build correlations in this unstable environment between apparently different events; a vital ability to succeed (Alter, 2017). This assessment comprises of different aspects to formulate a leadership plan. It deals with the period of development, analysis of Gallup’s strengths, strengths and weakness, feedback from a peer, Grow model and its integration as leadership plan. 

Chosen period of development

      When I think of the phases of development the span of five years have always been marked off. That is why 5 years is the duration of my leadership development strategy for becoming an authentic leader. I planned after college, for instance, I not only want to be a professional employee, but more of a leader. I began to develop myself in teamwork, partnerships and sales roles. I have chosen to work with specific operating hours in a multinational organisation. I made lots of movements for my dreams after graduating and eventually, in five years, I achieved my dream, which would have been the right position for me with a great team at end of course, with particular working hours.  I will work continuously for next five years to meet my skills as a leader. I always wish to learn and work in Australia for a Master of Business Administration (MBA), but just five years earlier, the very first thoughts and aspirations were more practical. As a consequence, I feel completely comfortable in preparing my next half-decade and using suitable strategies would do so more carefully.

Gallup’s strengths

      I finished the personality psychometric test, and it showed me the positive aspects that I have within me. The desire to lead involves a persuasive drive, which is a crucial component of this. I have the ability to understand quickly and adopt culture, which is why I can inspire members of my team with a strong note (Hughes & Batey, 2017). A leader is responsible for inspiring fellow staff, and I have the potential to do so greatly. The depth of empathy I find within myself is pretty good. I can recognize the difficulties i feel while performing my role, and by explaining the real issue, I figure it out. It is a positive trait for a team leader to be compassionate to everyone else so the members of the team can remain comfortable to collaborate with me and it makes them collaborative in the field of work (Hughes & Batey, 2017). I lack social skills and often have some trouble interacting with others, and I still need to improve my self-awareness.

     I will also have to focus on my confidence level so that I can better possess the capacity to lead. Maintaining individuality is critical for a leader. Personality growth capacity, as my psychoanalytical test said, is among the best attributes. It encourages me to retain my reputable status among fellow employees, and it allows the whole collaboration effective (Ihsan & Furnham, 2018). So I need to reflect on my weaknesses to be a strong leader in the future.

      I have to improve myself and devote myself to understanding my tendency to scale across my authentic leadership. The Gallup strength assessment is an insightful way to achieve a summary on my five major strengths that is relator, Restorative, Ability to adapt, Progressive, Empathy and self, for example (Johnson & Somersett, 2019). Strengths perspective makes me standing out because I firmly believe in the mechanism of transformative leadership when leaders indulge and motivate their team members to a common mission and optimize their attention. This method examines the effects of strength-based learning, which involves setting targets and cultivating strengths (Olson, 2017). This is a beneficial for all, by necessity; I think my open attitude to individuals makes me very likeable. Chances are high that when you can share ideas, amuse, or collaborate with a group, you become more encouraged by life.

     Leaders are often made predictions of the creative and primary achievement of their fellow humans as exceptionally powerful and capable men and women. Think of Michelle Obama who, and also with his 'Let's Pass' marketing project, inspired a country or the representatives of the woman who worked hard to eliminate gender differences in Australia. With their defeat, we still forget the fact that politicians are just human beings. I have an appreciation of my abilities, but I still consider my leadership weaknesses. 

Lack of communication skills- To be better at communicating, my communication abilities need to be improved, and the best way to do this is to gain as much knowledge. I assume adaptation is one of the strongest aspects (Woods, 2016). 

Lack of emotional intelligence: Issues with relation to more than a couple of own feelings, and allowing such emotions bring to crucial observations regarding oneself and others. Learning facet: do the paintings of introspection and analytical and/or emotional healing required to get through an extra variation and balance feelings.

Lack of clarification: Understanding that impact on others is as critical as the most distinct features of the work (Woods, 2016). Self-examine and personality in real time, with the benefit of posing the question (and obtaining reviews from peers/others) - how do I find myself? When to assert, focus, or ask satisfactorily?. 

 Importance of Grow Model

      According to this method, this strategy basically operates by generating a strong and constructive approach as well as caring about the participant that I am, and this will energize and provide trust to achieve the developmental process in a very critical and structured way (Yount et al. 2018). I have to select my priorities or objectives or so-called areas wherein I need improvement as per this model of personal development; I will determine this aim according to the feedback. Then I have to consider my current condition and role in the sense of those set objectives over the next step, which will essentially explain or decide my present position on the beginning of progress. 

     The next stage is to choose which opportunities which imply in this step, I have to choose the best directions or approaches to accomplish my dreams or to enhance my skills. Finally, last and most essential goal is to construct the motivation that will encourage me through the whole growth process which means that the last element is the most important step in developing a commitment to me (Asadov, 2020).  Only because of the lack of a will, several attempts remain unfinished. Therefore, I have to make sure that I create a very strong willpower that will lead me through the entire development process and would also enable me address any kind of challenges that fall in my path during the self-development process. I learned from the tests performed that I still strive to involve all the entities or teammates in the work that is performed.

     I don't want to disregard my colleagues and ensure that their views are taken into consideration. In addition, I still seek to anticipate future events. I want to step forward by taking into consideration all the potential ramifications that could occur in the future, and I also like to explore the characteristics of individuals. I really try to keep all the people around me inspired. This paradigm is seen in the successful role of a mentor individual who may or may not be knowledgeable of the client situation; I have been the client in this specific situation. In fact, this kind of scenario will assist me during progress as the mentor will serve as a coordinator in my development stage and will definitely assist me to determine the best and correct ways to accomplish my goals, rather than providing any kind of guidance or directions.

Goal

So according to the feedback, in the context of SMART goals, my chosen objectives or targets are as continues to follow:

Current reality

     In this phase, I will evaluate my current or present condition in the self-development phase on the chosen objectives and goals. At present, due to their ability as well as their power, I am not able to use my entire team, as I cannot or I have been unable to gain advice from all the members of the team. Consequently, the average performance as a team is guided downward. However if I want to be a dynamic leader who would seek advice from each of the representatives of the team's welfare as per their capability, I have to focus on this segment. I should take certain actions such as those that I can do to speak to each member even more to get feedback from them and to improve the team in maximum capability (Yount et al. 2018). At present, I have treated team members in a biased manner because of form of conditions or kind of lack of awareness about myself. I'm not really expected to do that though, but I did that kind of things as per the feedback form. To resolve that, all and every time I work with my team mates, I have to be concentrated.

      However, I do not have a positive attitude, according to the feedback, in order to preserve the team atmosphere or to support their job. Nonetheless, to be a team person and a strong leader, the team's atmosphere should be supported and sustained. This can be accomplished by increasing the time to communicate with the participants as well as sometimes addressing them as my mates. According to the feedback form, I may always think about the success of my own department and take any such decisions, which are needed for that, I do not consider anything else. However, it is not as good for the overall growth of the company as any kind of decision taken by me can be problematic for any other department of my company. Therefore, I should consider the decisions along with under consideration with other departments.

      I may or may not recognise or support the work of others in another department, according to the feedback form. In order to become a successful leader, I must consider their work and should encourage them by simply giving much more time in the context of interacting with them in the other departments, which also leads to a better relationship (Vu et al., 2020).

The feedback form says that I may not participate in any kind of motivational events for my members, which can energise them. Therefore, to solve that issue I must take part in seminars or meetings and in personal talks through which I can motivate or energise them easily.

According to that feedback form as a leader, I do not have the skill to face any kind of problems at any conditions. So to recover from that I must enhance my viewpoints and way of thinking in order to generate new ways.

Options

Will

Conclusion

I have a very clear understanding of my weaknesses after conducting this project and have a very clear understanding of the strategies by which I can eliminate them, the benefits and disadvantages, and the time. For an insight of self-motivation, as well. However after progress and after getting rid of all of my negative qualities, I can become a dynamic leader. Therefore, I still have faith in this kind of reflective leadership assessment case.