Sample Paper on Self-Development Plan

Self-development Plan

Leadership involves directing people to realize goo outcome. A good leader is one who inspires and motivates people towards working to achieve success in an organization. For leadership to be effective enough, a leader must share knowledge beyond the normal learning classroom and engaging in ethical practices. Leaders may involve themselves in education to create a successful road path to change in an organization. An education leader should be effective to ensure that students achieve goals what they would wish to achieve in their education. It is through maintaining focus that contributes to relevance of an educational leader in handling different situations. Different situations come with different levels of magnitude, which challenges an educational leader to adopt a management code for crises, which is effective. To improve the personal development of an educational leader, he or she needs to identify possible goals (Klausmeier, 2005). The educational leader has to determine what he or she wants and what he or she would like to change.

Habits that are to acquired and those that are to be lost are listed to ensure that the change to be undertaken is effectively implemented. It is a great chance to the educational leader to determine the steps to take while giving a consideration of where they are currently in their lives. The educational leader also needs to come up with priorities. While establishing the priorities, the educational leaders should only list those priorities that are ranked higher to ensure that the list of priorities is not overwhelming. Establishing priorities ensure that the most important tasks and activities are ranked first in the list. According to studies conducted about educational leadership, it is important to make a choice of three things that he or she needs to work on. He or she is then supposed to work on the three things chosen before making a review of the goals set (Guskey, 2003). Goals could be set into either short term or long term to ensure that priorities are worked on depending on their urgency. The educational leader would then be required to set a time line with which the goals set would be reached.

The most effective approach would be setting deadlines with respective tasks and goals. It is important that an educational leader, besides having an viable idea of what next to do as well as when to carry out the idea as planned, he or she would be required to set due dates. Achievement of goals within the stipulated time boosts the morale of the educational leader as well as motivating him or her. Being realistic is another approach that would improve self-development of an educational leader (Martin & McLellan, 2013). It is important and healthy to set goals that are aggressive but on the other hand, they should not be lofty such that the educational leader will have minimal chances to achieve them. The size, scope and time allocation of goals should be realistic to ensure that goals are achieved as planned. Failing to achieve them is a source of demotivation to the educational leader. After formulating the steps to take, the educational leader should implement the respective actions. After taking the necessary steps, the educational leader would be required to review the steps undertaken to evaluate their outcome. Depending on the outcome realized, the educational leader would implement the plan again.

As an educational leader, I would seek professional development to improve the targeted areas through the following options. Action orientation approach involves targeting specific areas and working to achieve positive results. Obstacles, which could hinder the process of self-development are outlined and possible alternatives taken. The approach requires the educational leader to accept responsibility through establishing standards to carry out his or her role. These standards are set through creating an environment that is result oriented, as it follows all the actions to be undertaken (Flint & Peim, 2012). Consciousness approach would be another way to improve my professional self-development as an educational leader. The approach will help me display high level of energy and effort when performing my roles. It will help me to demonstrate responsible character through the professional image created. The approach of continual learning would also help me to grasp any significance of new data, which is achieved through adoption of mastery of new techniques and knowledge.

Continual learning helps an educational leader recognize both the strengths and weaknesses, which in return aids in pursuing self-development. To master new knowledge, an educational leader should seek feedback from other people and take advantage of any situation that arises with new information. With regard to new knowledge, I will adopt flexibility to adopt to methods that are in line with the new information. Methods adopted will also ensure that I am proactive to the changing situations as well as any obstacles that I could not be expecting. Continuous improvement technique would be an approach to help me set as well as to meet and goals that may prove challenging. Through creation of measures and ways to improve performance, I was be able to know all the shortfalls and thus devise a strategy to be responsible of my self-development process.

The following would be the indicators that my abilities were addressed in the targeted areas. Generally, undertaking the above options in improving self-development would contribute to behavioral competence. Improved job knowledge would be an indicator that I have undergone an effective self-development process, thus addressing my area of weakness. I will be able to work effectively through the relevant and broad information about educational leadership. Management ability would be another indicator that would tell me that my targeted areas have been addressed through undertaking the self-development process. An effective management code would be useful to handle the diverse situations that I would face during educational leadership. It would help me manage the different personnels who are at my disposal to bring success to the organization.

Personal awareness would also be another indicator that show that my targeted areas were addressed during the process. Through the professional knowledge I will acquire, I will be able to know my identity better as an educational leader. Through the identity identified, personal effectiveness would be realized. I will be efficient as well as effective while carrying out roles in the organization. Improved service delivery, through the feedback obtained from the students would be an indication of a successful development process. Effective problem solving would also be an outcome of the successful development process, which would result from respect for distinct diversities as well as team working (Fleck, 2005). These indicators would improve self-confidence, which would in return give better yield in my job as an educational leader.



Klausmeier, H. J. (2005). Developing and institutionalizing a self-improvement capability: Structures and strategies of secondary schools. Lanham, MD: University Press of America.

Flint, K. J., & Peim, N. (2012). Rethinking the education improvement agenda: A critical philosophical approach. London: Continuum.

Martin, J., & McLellan, A.-M. (2013). The education of selves: How psychology transformed students. New York: Oxford University Press.

Fleck, F. (2005). What successful principals do!: 169 tips for principals. Larchmont, NY: Eye on Education.

Guskey, T. R. (2003). Evaluating professional development. Thousand Oaks [u.a.: Corwin Press.