Sample Essay on Personal Leadership Development Plan

Personal Leadership Development Plan

Leadership strategy

Sinclair (2009) describes leadership as the capacity to transform vision into reality through planning. A leader is an integral component has he or she stewards others into achieving collective goals. A leader does not only focus on individual growth but also pools the others on board by encouraging, mentoring, and establishing plans that leads to attainment of common goals. For a leader to be able to attain self growth and also develop the others, he or she has to establish a leadership strategy. The strategy has to incorporate all the needs and skills prerequisite for stewarding people forward. In this light, my leadership strategy will embed on cultivating and prioritizing on an organization culture. Sinclair (2009) says that an organization culture is concerned with the values and norms that influence the behavior of the people in the organization.

Leadership theory

This plan relies on two major leadership theories; transformational leadership theory and the contingency theory. The transformational leadership theory argues that the process in which an individual interacts with others and is able to create a solid relationship that leads to trust and alleviates both intrinsic and extrinsic motivation factors (Robbins & Judge, 2011). This theory compliments my strategy that involves cultivation of an organizational culture. I expect to transform the aspect of negativity and fear of knocking off the balance to a winning culture and team environment. I also endeavor to establish an environment where people are free to share information and communicate freely. Notably, the contingency theory argues that there is no specific leadership technique that fits all the requirements (Robbins & Judge, 2011). Therefore, human traits are related to the situation and it will be important to look at each aspect independently. Similarly, there is a diverse workforce and one theory may not cater for all their needs and the contingency theory will come in handy.

Personal strengths and weaknesses

  • Strengths

Robbins and Judge (2011) note that every human being is defined by values and principles they uphold. Notably, my values are the core personal strengths that will guide my leadership. Values are basically beliefs that reflect an individual’s ideas regarding what is right, good, or desirable (Sinclair, 2009). My values include:

  • Integrity and trustworthiness
  • Competency, responsibility, and accountability
  • Respect, appreciation, and advocacy for others
  • Community contribution and involvement

Moving on, my strengths lie on my ability to feign relationships and advocating for team work. The strength of relationship is based on respecting every person and realizing their contributions. I also work hard to assist and supporting others with their individual objectives. Similarly, I uphold the strength of action which is developed through identification of necessary tools and partners. I believe in taking responsibility in case things did not turn out well and continuance professional development. I believe that the failure in the team is my failure too as well as my success is a collective thing. In case of a failure, I engage the entire team in establishing the cause of that mishap and the best way to improve on it.

  • Weakness

My weakness is mostly identified in my emotional intelligence. The current business environment is marred with rapid development and improvements especially in the technological areas. This has made the working environment more diverse than ever as each stakeholder is needed in any type of an industry. For instance, in the current business environment a law firm will require IT technicians to be responsible for their technological assets. Previously, a law firm could only consist of lawyers and other few stakeholders. Similarly, there are different generations in the working environment including the millennial, Generation Y, and Generation Z. Significantly, each individual requires specific emotional attachment and relationship. At times, attending to the emotional aspect of each individual is overwhelming and quite challenging; hence, my major weakness lies within my emotional intelligence.

Leadership gap  

Dahlvig and Longman (2010) argued that the pivotal moments and transforming experiences are crucial in defining a complete leader. This statement implies that a leader is completed by his/her ability to pull others up and shape their destiny. Dahlvig and Longman (2010) insist on the need for developing individual capabilities at the same time leaving pivotal and transforming experiences unto the others. I therefore Endeavour to hone my skills and taking advantage of everyday opportunities to encourage the others and help them overcome their obstacles. According to Dahlvig and Longman (2010), there are three experiences that impact the leadership development among other people. They include encouragement from an influential person, a role model from a professional contact, and indulging into events that create knowledge about leadership. As a leader, I have the ability to encourage others, be their role model, and give them a platform where they will recognize a sense of responsibility and understand leadership in depth. Abiding to this will close in the gaps between my current leadership and the leader I endeavor to be. I look forward to leaving a mark and ensuring that there is continuity in leadership by harnessing and developing others.

Action plan

In order to transform my vision into action, there is a need to formulate a plan on the steps that I will take. First, I will begin by clearly stating my vision of cultivating a winning culture and enhance a team work environment. I will also stipulate a mission statement that reflects my vision. This will be followed by identification of blind spots especially in the communication channels. The identified loopholes will be corrected and instituted in the organizational culture. I will go ahead to identify and segment people into team members to enhance team work and competency. The staff members will go through training program to enhance their communication skills. Communication will also be enhanced through bonding and outdoor activities. Outdoor activities give people an opportunity to bond with each other and harness their interpersonal skills. Similarly, the organization will facilitate inspiration program where people from varied professionals will be invited to encourage and inspire members of staff.

This action plan will be substantial in bridging leadership gaps and avoid leaving leadership void in my absence. Maxwell (2007) says that leadership is embraced in bits and transforming the small things into a magnificent and insightful leadership trait. Maxwell (2007) also says that effective leadership involves giving others an opportunity and recognizing their contribution. This will play a significant role in introducing a culture where each person will learn to appreciate the other and showing gratitude. Most importantly, I will achieve self growth and develop emotional intelligence through interactions and integration. The identified traits will be added to my continued effort, will produce a continued, continual, and cumulative leadership development result, and allow me to lead more effectively.


Dahlvig, J. E. & Longman, K. A. (2010). Women’s Leadership Development: A Study of Defining Moments, Christian Higher Education, July-August 2010, Vol. 9 Issue 3, p. 238-258.

Maxwell, J. C. (2007). The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You. Nashville, TN: Thomas Nelson Publishing

Robbins, S. P. & Judge, T. A. (2011). Organizational Behavior (14th ed.). Upper Saddle River, NJ: Prentice Hall.

Sinclair, A. (2009). Seducing Leadership: Stories of Leadership Development, Gender, Work and Organization, Volume 16 Number 2