Executive summary

This assessment outlines my vision to become a new leader. I have evaluated my most valuable characteristics are through the use of psychometric assessments and peer review, in order to improve my abilities to become a successful leader. The tests allowed me to explore my weaknesses. This assessment will examine my success in being a strong leader, evaluating my successes and weaknesses over the years. The quality of a leader is always to improve and change on a daily basis and becoming a successful leader takes a certain period of time. So to continue on my leadership path to becoming a good leader, I have allotted 2 years.

Introduction

           A leader is one who can see how conditions can be changed and who encourages people to work towards a higher goal. By putting people first, leaders also progress towards creating their vision into a success. Leaders must be constructive development drivers who are knowledgeable about transforming oneself or those around them to do exemplary things (Willis et al., 2017). The most effective leaders of today are not the highest level authoritarians of the history; they are servant-leaders who promote positive partnerships with those on which they rely and help enhance the productivity and well-being of everyone else around them. Careful preparation and response plan should first take place for any great initiative or successful undertaking to come to fruition. As an employee, the creation of personal leadership is broadly supportive since every individual one hire communicates within the organisation and represents corporation to the outside world (Aktas et al., 2016). The individual self and motivation of a person plays a major role in how they work, respond appropriately, and guide others. Thus the development of a personalized plan of events is an integral aspect of any leadership development initiative. A good leadership plan will help appreciate personal leadership ability, direct to make successful decisions, schedule personal progress, teach critical leadership, and help to achieve maximum capabilities. This assessment aims at highlighting a leadership plan. Also, it deals with the analysis of leadership traits, Whitman grows model and peer review analysis.

Chosen period of development

          I prefer 2 years to build innovative leadership skills that must be developed to be an effective leader employed in a reputed company. The preferred personal growth model, the Whiteman Grow Model, will help this period effectively and efficiently. The period is defined based on the appropriate capability and ability growth requirements established by peer reviews.

Gallup’s strengths- Psychometric test

          In order to evaluate my characteristics and my abilities and weaknesses, I took the Gallup Strengths test as well as the Psychometric Test as the "16-personality test" (Rigoni & Asplund, 2016). I have got a good picture of how I represent myself in general through these assessments. To bring more intensity to my journey strategy, I have checked and reviewed multiple comments. Leadership is a task and my everlasting target is justified by the timeline.

          I took the psychometric test in 2 segments: the five Personality Test and the 16 Test Score. In order to build my character, these studies examined my actions and my everyday response to typical events. The major 5 personality questionnaire showed that I enjoy new things and are open to new prospects. I want to engage with people and enjoy the group and like to communicate a lot with people. It reflects my extroverted personality. It also explains my mindset towards understanding people and reflects on my normal response, where I only obey my intuition to make a decision. Almost 80 per cent of my individuality has been revealed as extroverted by the 16 personality questionnaire as I like to express myself engaging with people in the outside atmosphere and act accordingly. It is because of the role I wanted to do as a brand manager and I can speak to someone to improve my professional relationships. This also meets with my Gallup’s strengths of ideation. Likewise, when taking my decision making, I trust more of my moral principles and I do as I feel instead of worrying about it a lot. As a leader, I like to bring the enthusiasm the way I feel to try the flavours and it works out well. Though I do as I feel when making a major decision, I analyse a lot of circumstances. In the ability to motivate a group, the personality assessment has shown me as chaotic nature only by a few for my degree of confidence.

          In terms of Gallup’s strengths, I have empathy for other people and I do think considering others feelings and emotions. My weakness includes focus. I lack keen determination and fail to set directions hence leadership plan becomes a high priority for me to for setting directions and actions. I believe in taking deliberate actions and anticipate obstacles but fail to meet the standards. In terms of context, I believe that my childhood experiences and learnings have made me what I am today and I work as per my morals and beliefs.

Peer review

          Peer review helps measure the truth of one's success by evaluating successes and weaknesses assessed by a peer. The peer analysis made me look back and consider what has been lacking in my life. The first feedback was given by team manager Simon at Australia post. He had exceptional leadership skills and forwards all the team members in the right direction. Simon's transformative style of leadership makes all of us act decisively and aligned. Also, he provides meaning towards every single topic that upsets his teammates. The teammates are still wowed by their affinity for egalitarian and laissez-faire leadership models. Similarly, as Gallup's strengths Simon also advised me to act complacent and taking directions using critical thinking and decision making. Also, he advised me to develop communication skills and interpersonal skills. This feedback gives a detailed knowledge of what all I should to do better in my future practices. 

         The most important thing in this feedback is that it has both negative and positive aspects of my work. The points to be improved are that I need to consider my attitudes and influences that have been built since childhood as they inherently shape an adult way of perceptions. Further, leadership concepts and theoretical perspectives are important in building leadership skills (Almost et al., 2016). The next feedback was given by Waseem an experienced individual and a well-wisher. To wade away the difficulties, Waseem always advises me to optimise, spend all my feelings, skills and insights in work and remain creative and competitive. For this reason, he tells me to use my "adaptability skills" that will technically be able to assist me to adjust to the circumstance and thus assist me to successfully handle the pressures. Further as per Waseem also I need to enhance my interpersonal skills and communication skills as they are of great importance to become a great leader (Boyatzis et al., 2017). 

Leadership styles        

          Leadership styles are on a spectrum, with a range of styles ranging from authoritarian at one extreme to laissez-faire at the other. The most leadership styles that I will follow will include:  

Transformational leadership: 

          Transformational leadership is often "reshaping" the principles of the individual and changing them. As a manager, I may have a basic series of duties and priorities that are to be accomplished each week or month, and I will be continually forced beyond my comfort zone as a leader. Transformational leaders encourage great loyalty and faith through followers (Hoch et al., 2018). They have high aspirations, and they empower their employees to accomplish their goals. By taking these steps, I can become a transformative leader: create an optimistic view of the future, motivate individuals to invest into the mission and execute it, maintain the aim's execution and create ever-stronger ties with the people built on confidence. Bearing in mind that one will need to focus on their own abilities to achieve success as a transformational leader, and set aside knowledge and power for professional growth (Fischer, 2016).

Democratic Leadership:

            Democratic leadership is among the most efficient forms of leadership because it encourages lower-level workers to exercise power in potential roles they may occupy that they will need to use appropriately. It also parallels how decisions should be taken in meetings of the business management. Researchers say that there are unique qualities of successful democratic leaders that include integrity, intellect, integrity, innovation, skill, and equality (Parés et al., 2017). Confidence and reverence among followers are motivated by powerful democratic leaders. These leaders are genuine, focused on their values and ethics, and make choices. Strong democratic leaders often strive to pursue alternative viewpoints and do not suppress expressions of opposition or those who give a less common point of view (Terzi & Derin, 2016).

Leadership traits

           A leader must have such attributes that make him/her a strong leader. To become good in all, a leader should always be aware of characteristics and traits (Gooding et al., 2018). From the starting, there are certain characteristics that I might have and those that I hope to learn through more events and experiences. Depending on previous experiences and analysis about what a leader in the future wants to be the list is made based on attributes.

Interpersonal Skills: There must be interpersonal skills for a leader as suggested by my manager and friend. As for a leader, she or he has to work with different individuals which are centred on communication skills (Mencl et al., 2016). In order to manage the team, the leader should coordinate and inspire the employees which show organisational skills. 

Vision: A leader needs to be visionary to evaluate the problem and foresee the future. In line with the challenges that could emerge in the future, a transformational leader is visionary and adjusts accordingly (Wagner & Pigza, 2016). This consistency tends to maximise efficiency by adjusting as per the demand within the expected period.

Confidence: In order of becoming effective, the leader will need confidence. The leader needs to abandon the comfort level and respond responsibly. To convey the decision to supporters, self-confidence is important (ŽivkoviĿ, 2016). And trust is important to inspire and collaborate with the team and ensure a proper work environment.

Empathy: Empathy is among the most critical qualities that a leader would need to increase his potential (Holt et al., 2017). It is a tool for preserving and getting close to staff in a supportive relationship.  It is a real strength to lead.  The empathy of nature has allowed me to preserve balance in the community.

Innovation & Creativity: A leader has to be imaginative and innovative. Creative thinking is very necessary for a leader when multiple situations may emerge in the career of the leader and will require ingenuity and creativity to tackle it appropriately (Hughes et al., 2018). I trust myself as being imaginative.

Whitman grow model

Figure: The Whiteman Grow model

           Company leaders were originally identified in 1980 and created this self-development framework (Leavitt et al., 2019). Many individuals are grateful to have a fitness instructor and even a guide that leads them in some kind of condition and also in the case of self-development. However, with his strength and also by his wishes, other persons like me have to acquire this kind of development ability.

          According to this model, this strategy operates by creating a strong and constructive approach as well as caring about the individual that I am, and this will energise and provide trust to complete the developmental process in a very critical and structured way. I have to identify my objectives or goals and about domains in which I need improvement as per this self-improvement model; I will determine this goal according to the input type. Then I have to consider my current condition and role in the sense of those chosen goals over the next step, which will essentially explain or decide my present position at the beginning of progress. After that, the next step is to select the alternatives that this step means.

           To accomplish my dreams or to fulfil my goals, I have to pick or choose the correct directions or routes. Finally, last and most critical step is to create the resolve that will motivate me through the whole growth process which means that the result is the most essential part of creating a commitment in me. Only because of the lack of a will, several works remain unfinished. Therefore, I have to make sure that I create a very strong will that will lead me through the entire project life cycle and will also enable me to conquer any kind of challenges that fall in my path during the self-development process (McMullen et al., 2019).

           I learned from the experiments performed that I still strive to involve all the entities or teammates in the work that is performed. I don't want to neglect my colleagues and ensure that their views are taken into consideration. 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 try to keep all the people around me empowered.

           This paradigm is illustrated in the successful role of a mentored individual who may or may not be aware of the status of the client. This kind of scenario will assist me during advancement as the leader will serve as a mediator in my development cycle and will aware and teach me to find the best and correct ways to accomplish my goals, rather than providing guidance (Leavitt et al., 2019). In the situation, in which leaders direct their teammates and serve as a leader in their team, this implementation of this paradigm is also under judgement in such cases. Whilst the model also acts as a method of evaluation and will assist the user to draw some conclusions for themselves, rather than placing any conclusions right over his head.

My Strengths and Weaknesses

          My first power is regenerative, which ensures I am capable of interacting with issues when others run away from them. It can be overwhelming and emotionally draining even though this comes to me easily. Despite I graduated as an engineer, I never wanted to be a technical person and sits in front of a computer all day. I wanted to connect with people, involve their lives and issues. I love to communicate with very different kinds of people around me. That's why, I chose project sales for my career where I can understand people's problems engage and solve them, widen my network and getting paid while doing that and this will, in turn, improve my communication skills. 

         My communication skills need to be developed to be better at speaking, and the only way to achieve so is to learn as much as possible. I think improvisation is one of the best elements, but my improvisation would not appear normal to the audience without adequate preparation (Zurita et al., 2016). For example, in every session, everybody should talk about a random topic for two minutes and seven if they are prepared for it. Any of the peers assess and offer advice for improving our abilities that elicit excellent input from others.

           Furthermore, when I communicate and look for the same characteristics in prospective audiences, I should reflect on the expected audience that gets the most out of me. I should also understand the meaning of the words I use and evaluate their effect on individuals. I will love sharing my experiences with others and assist them with the amount of all of these strengths. I can have a reputation as someone who helps people fascinatingly clarify their thoughts and wishes.           

           Currently, the authenticity of leadership has been more significant than ever (ŽivkoviL·, 2016). Since authentic leaders provide people with optimism, caring, relationship-oriented and inspiring working experiences around them. I do not, however, identify myself as an authentic leader, since only other persons who have observed my leadership abilities can arrogate the title to me.

My leadership plan

           The induction of the self-development phase via the Whiteman Grow model begins from this step. In this stage, in order to change according to the peer reviews, I will select my priorities or objectives that I have to work on.  So according to the feedback, in the form of SMART goals, my chosen goals or priorities are as follows:

Peer review in my plan

           Peer review helps measure the significance of one's success by evaluating abilities and weaknesses (Koo & Park, 2018). The peer analysis made me look back and admire what has been lacking in my life. The peer review was encouraging and helped me understand the potential I didn't feel I had. The analysis offered a view of the leadership plan. I always felt I wanted to develop my style and skills in leadership, the leaders in my said enabled and taught me to practise harder to improve. When you know the time is right, transitioning into new positions is a huge move and I need to think more carefully now that I have 2 years to become a better leader. The peers also advised me to reflect on my positive characteristics and work to refine those characteristics and eventually encourage the flaws to become the strongest. I'm going to keep a diary to write about how I did and what all aspects I can improve.

Conclusion

           I have a very clear understanding of my weaknesses after undertaking this assessment and have a really clear idea of the strategies by which I can eliminate them, the benefits and drawbacks, and the time. For an insight of self-motivation, as well. However, after progress and after trying to get rid of all of my weaknesses, I can become a charismatic leader. As a part ledaership plan I will focus on improving my communication skills, critical thinking and interpersonal skills.