Strategic Management Assignment: Personal Development for Leadership

Question

Task:
Strategic Management Assignment Task 1
Harris Hall has sent you a guidance pack titled ‘Preparation for Application and Interviews’, which includes some tasks for you to complete. This will provide the foundations for the applications you will make. You are required to produce a file of information. In section 1 you must:

• analyze the knowledge and skills in leadership and strategic management which are required to support the creation and achievement of organizational vision and strategy
• assess the contribution that factors other than skills and knowledge in leadership and strategic management make to the achievement of organizational vision and strategy
• Review theories of leadership and management and assess the implications for your personal development.

Task 2
The second part of the file enables you to manage the development of your own personal knowledge and skills in leadership and strategic management. This will support achievement of personal and organizational vision and strategy. This audit must be done in the context of an organization where you are employed, where you work in a voluntary capacity, where you wish to gain employment or where you are studying. You must:

• Carry out an audit of your own personal leadership and management knowledge and skills. The knowledge and skills identified must facilitate the creation and achievement of organizational vision.
• set objectives to meet your personal development needs in the context of strategic organizational needs
• prepare a personal development plan to develop own leadership and management skills to support the creation of organizational vision and strategy

Task 3
Harris Hall has sent you an email about an interesting post which is advertised in Management Today and you have decided to apply. As part of the application the organization wants you to send a CV and a paper on ‘Developing and Communicating Organizational Vision’. The SHR Department in the organization will use this information in the shortlisting of applicants, who will then be invited to interview.

Prepare a paper which:

• analyses the factors which impact on the creation of organizational vision
• assesses the different approaches to developing vision
• Evaluates the key factors which impact on the communication of vision to external stakeholders.

Task 4
Congratulations you have been shortlisted for the post and been invited to interview. You are required to prepare a presentation which:

• Assesses the benefits of review and explains when this tool can be used in the achievement of personal and organizational strategy.

You are required to produce a paper which:

• Evaluates the sources of information needed to review progress with achieving personal development plans.

Task 5
In the guidance pack Preparation for Application and Interviews’, Harris Hall have asked you to review progress to date with your personal development plan. You understand the importance of review in supporting individual and organizational progress.

• Produce a report which reviews your progress against the outcomes stated in your personal development plan.

Answer

Task 1
Leadership for organizational vision and strategy
The concept of leadershipexplored in the strategic management assignment calls for playing out one’s strengths and qualities in the most beneficial manner and simultaneously addresses shortcoming in the most proficient manner. Thus, a business entity with a capacity to recognize leadership strength is probably going to set the course which prompts achievement, while dealing with shortcoming with its capacity to predict issues and giving solutions. Subsequently, the center of leadership is recommended to associate with issue and not setting key directions in any case, to deal with the issue by rendering the solution. Then again, strategic management and strategy are two complex ideas which are clarified from various points yet the consistent theme between the two is that both imply the success and failure of an organization (Rahman, et al., 2018). The organizational mission and vision doctrine characterize the course and is the base of the leadership technique; in any case, when the vision needs failure to separate from the contenders; absence of motivation and energy, the entity fails. Consequently, position of the leadership is to guarantee accomplishment by setting a compelling vision which can separate the business entity from contenders; ready to energize individuals and move individuals to seek after to make progress at the same time, with a capacity to deliberately deal with the current and future test and capacity to predict. For a capable hierarchical vision and procedure, the accompanying aptitudes of initiative will be influencing everything:

Demonstration of Strategic Leadership

Source: http://www.managementguru.net/why-strategic-leadership-is-important/

• Capacity to motivate and inspire- According to Rahman, et al (2018) the requirement for natural inspiration has picked up significance and MvGahan (2019) stressed on initiative necessities to motivate individuals to accomplish the vision. Initiative which can't make a dream that makes energy among the present gifted labor probably won't succeed. Nonetheless, prior apparatuses sent to propel for instance; advantages and compensation addition are getting supplanted with natural inspiration. The characteristic inspiration may come from more elevated level of support; opportunity to communicate; innovativeness and so forth Consequently, pioneer should repair available resources which can move individuals to seek strategic course for the entity
• Proliferation and communication- According to Ionescu&Bolca? (2019) archaic communication approaches are getting supplanted with utilization of interpersonal interaction for multiplication on the grounds that the new age is alright with these innovations during correspondence. Subsequently, to accomplish the vision, administration needs to learn and receive these advancements in to deal with the essential heading set for the business entity.
• Cooperation and Adaptation-Jaleha&Machuki (2018) recommended styles of leadership needed to change as indicated by 21st century culture and arising circumstances, while Prasad &Junni (2016) kept up that the vertical style with learned styles of initiative that are not any more viable. Subsequently, administration needed to adjust a more collective methodology with gifted and able labor of 21st century. Initiative can't embrace mandate or definitive methodology with top-down correspondence to accomplish the essential course.
• Capacity to investigate and tackle issues- According to Sun & Henderson (2017) administration requires showing solid and expedient dynamic capacity. In any case, cooperation and more noteworthy interest need of individuals inside 21st century business entity needs to be overseen well. Henceforth, administration requires including individuals inside business entity to examine and give ways to adjust them to vision with a feeling of pride as a result of their shared duty and value addition.

Factors other than skills and knowledge in leadership for organizational vision
(Rahman, et al., 2018) recommended that in the course of changes within the organization that is a common phenomenon of the contemporary business environment; various styles of leadership can be employed more in line with the contingency or, situational hypothesis of leadership. Consequently, initiative requires learning and creating diverse authority styles. Leaders have always viewed pressure as a valuable tool during quick changes. Consequently, temporary hypothesis can be applied. Sergio Marchionne at Fiat Company had tested an imperious style and order style at the Fiat Company. Imperious and mandate style is by all accounts dependent on quality and the order style hinges on the leadership model of McGregor. Yet, Sergio Marchionne has taken up the style of pace-setting at the company. At fiat, he has zeroed in on planning change specialists as opposed to getting straightforwardly involved. He has proposed for a form of leadership that is critical to stay at focus rather at the top to accomplish the vision of the company. He has embraced groundbreaking technique by acquiring the steady changes. Rahman, et al 2(018) had referenced about adaptability in the essential administration in the current climate. He suggested a leadership style that adapts itself to changes as indicated by circumstances within the organization. It again appears to endorse the contingency or, the situational leadership hypothesis as illustrated in the following figure:

Fig: Situational/Contingency Leadership
Source: https://situational.com/situational-leadership/

However, business business entity set vision and create techniques to accomplish competitive advantage. Sun & Henderson (2017) referenced about powerful system is the one which can give better than expected benefit on long haul premise to the business entity. Be that as it may, investor hypothesis has been scrutinized for its nearsighted view, i.e., accomplishing better yield for investors as the prime goal. In any case, Ionescu&Bolca? (2019) referenced about great and solid relationship with outside partners which can prompt benefits. Consequently, The hypothesis of Prasad &Junni (2016) gives more extensive view by thinking about requirements and desires for inner and outside partners. Notwithstanding, there is probably going to be contrasts in force and interest of various partners gathering. Henceforth, an administration hypothesis can't disclose or applied to survey the individual grow needs.

The way to fruitful advancement of leadership, no doubt, is accomplishing a suitable harmony between information trade, activity and reflection, and arrangement between the necessities and needs of the individual and those of the business entity. From a broad survey of the writing Burgoyne, Jaleha&Machuki (2018) say that the proof on how the executives and initiative functions is that it works in various manners in various circumstances. The pragmatic ramifications of this are that to get the advantage of the executives and initiative advancement requires the plan of proper methodologies for explicit circumstances as opposed to the appropriation of a widespread model of best practice. 360 degree inputs, for instance, albeit progressively stylish operate in the same way as other methodologies are discovered to be best when incorporated inside a thorough advancement program and is altogether influenced by the accompanying three components:

(1) A work setting that endorses aptitudes advancement.
(2) The conviction of the members that individuals can improve their aptitudes
(3) A conviction that they, at the end of the day, are fit for improving and creating.

Surely, factors contributing emphatically towards singular improvement execution across all methodologies incorporate
(1) Open doors for getting and examining singular input;
(2) The nature of the board measures going before, supporting and fortifying improvement exercises;
(3) The degree to which they are custom-made to individual prerequisites; and
(4) The degree to which they draw on and create individual experience

Accordingly, the decision of advancement approach is certainly not a basic one. For greatest impact, companies need to painstakingly consider what it is that they are looking to create and how best this can be accomplished. In the event that, for instance, the company wishes to build up a culture of shared, circumspect and intelligent leadership inside the entity is it insightful just to send singular 'leaders' on activity pressed or exceptionally prescriptive initiative instructional classes? McGahan (2019) describes a Japanese administration improvement program for high-potential leaders that embraces a fairly extraordinary methodology – they were taken to a retreat in the mountains and urged to become familiar with the specialty of tea pouring and noticing the development of carp. Such a program, it is contended, tried to build up an influence, self-restraint and limit with regards to design acknowledgment that couldn't be accomplished through more standard methodologies. A plainly embraced hypothesis of progress that prompts attractive types of conduct, connected to continuous observing and assessment of impact(s) is progressively considered a strategic factor affecting the accomplishment of a leadership model development intercession (Sun & Henderson, 2017).

Several studies have confirmed that a pace-setting style of management and transformational leadership is the way going forward for the 21st century business leaders to achieve organizational vision.

Ranking of leadership knowledge and skills for organizational strategy
The accompanying leadership information and aptitudes are organized in positioning start from the main concern and advancing accordingly as elucidated in the figure below:

Fig: Ranking of Leadership Skills

I. Strategic thinking skills- Perhaps the main ability which a leader requires and the one that will differentiate the leader from the manager — has to be the choice to delve on and think creatively. This entails in explicit terms, possessing a vision or, thought for the organization’s standing and its status and trying to achieve the same (Bhargavi & Yaseen, 2016). The superior essential masterminds see the higher perspective, and are not occupied by minor issues and/or, subtleties. Each choice that they comprehend to be undertaken is by all account a careful analysis of the answer to the question that they ask themselves- ‘Will this be the correct course that can take me in the vicinity of where I am supposed to be?' Apparently, if they are to possess a significant noteworthy vision, they should also be enlightened enough in the most suitable way to adopt the same and implement them into the morale of the workforce, which is the reason why abilities of effective communication are additionally basic in the set of tenets of the successful leader (McClanahan, 2020). Dreaming is not just about envisioning something. Superior strategic logic must be based on evidence that should be adroit to collate and assess data sourced from divergent origins. It is not totally about quantities but concerned with perceiving the market of the organization and its customers. Great strategic reasoning should be founded on proof, and that implies having the option to accumulate and examine data from a wide scope of sources. This isn't absolutely about numbers, yet additionally about knowing and understanding your market and your clients, and afterward—and this is strategic—utilizing that data to help your essential choices. Some essential reasoning aptitudes are more explicit: for instance, within marketing, where the 7 Ps and client division can be identified as crucial devices (Bhargavi & Yaseen, 2016).

II. Delivery and arranging skills- While it is essential to be actually coordinated and persuaded as a pioneer, it is maybe much more critical to have the option to design and convey them for the business entity. These underlying zones happen to be the strategic management sources as primary administrative abilities and expectedly, the better leaders will inevitable utilize them to the best of their merits for the benefits of the entity as well as for the workforce. A good vision is useless till it is actually converted into a reality and it is this distinguishable trait that separates the leader from the manager (McClanahan, 2020). The skills to chronologically arrange the required organizational activities and sorting out the preferences are basic to the maneuvering of the vision of the organization. Project planning and project management are similarly great abilities for both of them i.e. the leaders and the administrators. Great risk management skill is additionally necessary to aid the leader with evading flaws in the organizational proceedings and able leaders must display the potential to ward off these situations with discretion and judgment and a t the same time record them to mentor the workforce on similar happenings in the future. With an inspiring and motivating demeanor, issues will be viewed as opportunities and the leader will use the event to extract useful information for future recourse.

III. Individuals Management Skills- Without followers, the concept of leadership appears hollow and in this context, the leader will be required to acquire aptitudes to operate with others in a team environment and have the means and the methodologies to tackle and deal with a broad set of circumstances that frequently arise within the volatile and dynamic 21st century business scenario. He should also possess the ability of short term scenario planning with the potential to foresee eventualities in the organizations for the immediate futureHugequanitites of these abilities are additionally imperative for administrators. Specifically, leaders should be able to inspire and support their adherents, both straightforwardly and by creating an environment that is able to foster motivation. A fundamental aptitude that new leaders need to dominate is the means by which to appoint (McClanahan, 2020). He has to have a defined pedantic set of the recruitment requirements reinforced with his own analytical skills to judge the efficacy of the prospective individual with tool sets to physically measure his prospects and validity to the organization.

Assignment of tasks to the groups, observing them, making intrusions when necessary and reviewing the process require the agility of the leader to stay focused on his theoretical skills which can go awry when applied practically. Ensuring that everybody in the team is allocated a portion of the task and at the same time processing and observing the outstanding jobs at hand will require precision and strategic intent of the leader. To care for the organizational mission on a day to day basis on the part of the leader is a sure shot way of working towards the vision of the organization. Leaders and chiefs both need to see how to construct and deal with a group. They need to realize how to enlist viably, and bring individuals 'on board' through acceptance measures (McClanahan, 2020).

IV. Change Management and Innovation Skills- Change management can appear to be an out of place ally to communication and people management, yet leadership is a significant component of the steps required during an organizational change. A pioneer requires perceiving the

Fig: Change Management Cycle
Source: http://bps.com.au/index.php?id=change-management

nuances of change management to maneuver the firm through the change process. For instance, a viable change management framework requires the communication and creation of a motivating vision. It will additionally call for the alterations to be maneuvered robustly, and will need the management to adhere to them. One specific component management progression happens to be development (Al-Ali et al., 2017). Great leaders realize how to advance, and furthermore how to energize development in others.

V. Communication abilities- While communication is noteworthy for everybody, leaders and directors maybe require the same a bit more. These aptitudes happen to be usual communicational traits that are not are general relational abilities, not apparent to administration, but rather effective leaders will display great skills in these traits. Great leaders have always been great listeners captivating the speaker with his attention and in the process enticing his participation in whatever he has to communicate post his discourse (Walker, 2014). He will also exhibit precise decisiveness in his marking skills that permits him to always arrive at valid conclusions which can be deciphered by one and all. Leaders likewise need to realize how to give others their perspectives on issues and how to drive their thoughts according to what he feels good and appropriate. With no hostility, he will have the necessary skill sets to maneuver the opinion of others with sound logic and pragmatism based on the organizational vision. They are generally awesome at successful talking, similarly talented at conveying their idea in a proper introduction or Board meeting, or in a mufty gathering or in a convenient hall discussion.

VI. Influence and Influencing Skills-Finally, one specific territory of imparting that is especially significant for leaders is having the option to convince and impact others. Great leaders utilize a scope of apparatuses for this. Leaders likewise need devices to assist them with understanding the way that others carry on, and make positive interactions. To begin with, it very well might be useful to see more about passionate insight—another essential quality for leaders to have—however later on various different instruments that may likewise be helpful, including Transactional Analysis, and Myers-Briggs Type Indicators could be considered (Walker, 2014).

Leadership required for organizational operational versus organizational strategy
Strategic leadership may be characterized in the form of a utilizing methodology within the management of the workforce. It is the possibility to impact the workforce and to execute changes within the organization. Strategic leaders give rise to potent organizational fabric, create robust system for resource allocation and display strategic vision (Mayfield et al., 2015).

Fig: Strategic Leadership
Source: http://www.leadershipsolutions.co.za/summing-up-strategic-leadership.html

Key leaders work in an equivocal climate on exceptionally troublesome issues that impact and are affected by events and business entities outside to their own. The primary goal of strategic organization has always been strategic gain. Another point of strategic initiative is to build up a climate in which representatives figure the business entity's requirements in setting of their own work. Effective leaders empower the representatives in a business entity to follow their own thoughts. Strategic leaders utilize prize and motivator framework for empowering gainful and quality workers to show much better execution for their business entity (Mayfield et al., 2015). Practical strategic initiative is about imagination, discernment, and intending to help a person in understanding his targets and objectives. Key initiative requires the possibility to predict and understand the workplace. It requires objectivity and potential to take a gander at the more extensive picture. A couple of primary attributes/qualities/highlights/characteristics of viable strategic leaders that do prompt predominant execution are as per the following:

• Loyalty- Powerful and successful leaders exhibit their reliability to their vision by their words and activities.
• Keeping them refreshed- Efficient and viable leaders keep themselves refreshed about what's going on inside their business entity. They have different formal and casual wellsprings of data in the business entity.
• Wise utilization of intensity- The strategic leader will inherently give rise to extremely insightful utilization of their capacity. They should play the force game potently and attempt to create assent for their thoughts as opposed to constraining their thoughts upon others. They should push their thoughts step by step (Mayfield et al., 2015).
• Have more extensive point of view/standpoint- Strategic leaders simply don't have abilities in their restricted forte yet, they have a little premium about a great deal of things.
• Inspiration- Strategic leaders should have an enthusiasm for work that goes past cash and power and furthermore they ought to have a tendency to accomplish objectives with energy and assurance.
• Empathy- Strategic leaders should comprehend the perspectives and sensations of their subordinates, and settle on choices subsequent to thinking about them.
• Restraint- Strategic leaders are able to possibly control diverting/upsetting temperaments and wants, i.e., they should think prior to acting.
• Social aptitudes- Strategic leaders should be agreeable and social.
• Mindfulness- Strategic leaders have the ability to possibly comprehend their own mind-sets and feelings, just as their effect on others.
• Availability to designate and approve- Effective leaders are capable at appointment. They are very much aware of the way that assignment will try not to over-burden of duties on the leaders. They additionally perceive the way that approving the subordinates to settle on choices will rouse them a lot (Mayfield et al., 2015).
• Articulacy-Strong leaders are adequately eloquent to impart the vision (vision of where the business entity should head) to the authoritative individuals in wording that support those individuals.
• Consistency/Reliability-Strategic leaders continually pass on their vision until it turns into a segment of culture in the organization.

Task 2
Audit of personal management and leadership skills to support organizational vision
The close insight of the leadership theory like the situation leadership theory has been effective in developing a strong idea about identification of the employee’sbehaviorsbeforetaking any kind of decision (Thompsonand Glasø, 2018). It has been effective in highlight that I will need to work on the skills of leadership so that I can understand the cultural belief if the employees and thus treat the employees as per their belief. The evaluation of the leadershiptrait theory has been productive in developing my understanding about the different traits that a leaders needs to endure. I need to work on my critical thinking so that I can execute my leadership skill with in the working environment in a well-organized manner (Lievens et al., 2018). The execution of the audit of thepersonal leadership skill shas showcased the different cultural attributes that needs to be added in the process of executing an excellent working experiences as an efficient leader. The audit has been effective in developing insight on the facts that the elevation of the team competency is determined to be proposed in an effective manner with the inspection of the external and internal work challenges. The identification of the facts of the transformational leadership has been effective in developing better understanding of the need for organizational changes (Andriani et al., 2018). The motivation of the employees from time to time is essential and thus it is the role of the leaders to take up measures in developing the better understanding the need of proper communication skills. I was able to inspect that I will need to work on my convincing skills and thus take up approaches in developing my interpersonal skill within the working domain. In the process of developing of my management and leadership skills to support the vision of the organization will depend on the augmentation of the following 5 factors:

• Development of Analytical skill
  The use of the proper skill of analytical reviews the circumstances is determined to be essential leadership skills. This has been effective in elevating my skills of critical thinking abilities. At times, teamwork may demand increasing or decreasing the tasks but this has to be based on sound judgments with evidence to support the decision. Also, the discretionary power to decide on the form of appropriate leadership style will call for deft thinking and observing potential of the situation involved. Perceiving the nature and demeanor of the team members will demand a thorough assessment of each member based on his previous records and the intuition to foresee traits (Rimmer, 2018).
• Negotiating skills
  I will have to pay special attention to developing my ability to convince and influence the team members by inter personal skills to an extent depicted through my ability to convince team members and colleagues. I will be taking up measures in developing better understanding of the cultural belief of the employeesandthusensure that I can develop a better negotiating skills and thus work on my skills of leadership.
• Development of knowledge management skill
  Task execution has to be time bound with accuracy as per the objectives of the company. I will have to understand the exactness of all the tenets of the task at hand; then explain the same to the team and continue observing and monitoring before a final review. This will indeed depend upon my knowledge mangent skills to get the task completed by the team, the necessary knowledge of the task, and the experience of the academic and work places will be used by me to shed by initiatives in developing knowledge from the situation. A well displayed task execution style can be an illustration to the prospective future managers in the team.
• Problem solving skills
  Getting the information is one thing but processing or, perceiving it will depend upon my ability to understand the information and relate it to the organizational vision (Rimmer, 2018). The information has to be analyzed in a way that it is in line with the mission and vision of the company. I will be taking the initiative of understanding the core reason for the issues and thus take yup measure in developing a better idea about the issues and thus solve the problem in effective manners. The situation al evaluation with the use of Situation leadership approaches will be executed by me so that I can sole the issues in an effective manner.
• Leadership skills
  The contemporary leader has to be immaculate in handling the facets of change management. For this to happen I need to perceive logistics and organizational culture to effect such changes. Crafting the vision and scheming for the organizational change according to the strategic objectives, KPIs and scope of the programs will call for a thorough understanding of the organizational policies, the steps involved in the implementation of changes and the ability to review and assess the change. One suggestive model to follow could be the Erwin’s change model of unfreezing, change and freezing.

Objectives of personal development needs in the context of strategic organizational requirements
Analytical skill sets, interpersonal skills, execution and information processing and the ability to effect change management have been identified by me in the section above as the requirement of a personal development program in line with the vision of the organization (Beygi&Gholipour, 2016). The objectives that I have set out to achieve through the development of these parameters in the strategic organizational requirements context are the development of my skills pertaining to:

Fig: Personal Development Planning Cycle
Source: https://www.eventusrecruitmentgroup.com/blog/career-development/professional-development-planning-cycle/

• Communication- I realize that the power of communicating well goes beyond the domain of just influencing the workforce. It can have a long lasting influence on the morale of the team members that is so very significant in realizing the organizational vision.
• Decision-making- I will require the development of my decision making skills to effectively handle situations especially those that will require strategic thinking and on which a significant aspiration of the organization hinges.
• Leadership- I believe in the power of being a transformational leader and I have set out to possess the skills required to be one. The five personal development requirements mentioned in the previous section could well help me achieve the power of valuing and endorsing the feelings of the workforce, motivating them, analyzing the strengths and weaknesses of the team members and display due empathy all of which are inherent in a transformational leader (Beygi&Gholipour, 2016).
• Prioritizing- The contemporary organization will have tasks at hand and the able leader will know innately how to rank the tasks in the order that they deserve merit. This is important for the productivity of the organization.

Personal development plan for leadership to support organizational vision The expansion of the capacity to induce and prop-up the team members happens to be the primary tenet of an efficient organizational leader. These characteristics will help me to achieve the objectives of the organization with accuracy and on time. I would be able to put this to use to meet the organizational goals and objectives if I am an effective leader (Stewart, 2016). The development of these skills would help move forward the team and the achievement of yearly goals set i.e. team mission.

I realize that collaboration and communication are significant elements of management and leadership. The progress of these proficiencies is vital for me owing to their ability to strike relationship building and confidence development in the team. Besides, they will aid in the development of my skills related to problem solving for which some degree of coaching and meetings will be necessary (Stewart, 2016). These skills will develop my leadership skills in turn helping me to operate according to the laid out standards of the organization to achieve the vision of the entity.

Justifying objectives and plan for personal development towards organizational vision
Communication, decision making ability, effective leadership and the potential to prioritize the tasks at hand were the objectives of my personal development plan as illustrated in one of the sections above. The objectives and the plan for personal development as has been prescribed by me in the above two sections are significant towards the achievement of the organizational vision because they can deliver:

• Teamwork- My idea of suggesting the development of communication as one of the objectives of my personal development requirements in the section above was done with the intention of making communication a tool to evolve teamwork (Dotson & Valenzuela, 2020). Teamwork is central to the organizational vision by providing a common cause for the workforce to bond and enhance inter personal relationship thereby strengthening the organizational culture.
• Flexibility-Within a flexible organization, the requirements of the organization as well as those of the workforce is realized besides working as a bonding agent for the workforce. Flexibility is a great way to gel with the workforce and influence them on organizational tasks thus increasing efficiency and productivity. The flexibility requirements that I am talking about here pertains to:
  • Assessing the preferences of the workforce
  • Appreciating employees on task completion and also rendering effective feedbacks
  • Listening to suggestions with open ears
  • Embracing appropriate ideas with both hands
• Analytical ability- Analytical skills when effective can unleash solutions to rigid problems within the organization and serve as future manuals. The paradigm of the dynamic business setting that happens to be the current business standard will require assessment skills of the leader to the best of his ability and one that surpasses those of the rivals in the market (Dotson & Valenzuela, 2020).

Teamwork, flexibility and the analytical skills of the leader are only 3 facets but in turn is made up of a diverse set of values such as communication, confidence, empathy, knowledge, experience, intuition and optimism, etc’ all of which are the imperatives of a leader who strives for the organizational vision.

Personal development activity
In order to develop the skills and knowledge which were identified in the personal development audit, I have decided to take the help of the community. The business people will be the best to inform me about my evolvement in the process and also lend further credence to my value systems about the traits that I have mentioned. This can happen by taking part in:

• Public forums- There are numerous offline and online public business forums which are inhabited by learned business people regularly tuning in to participate, lend their ears as well as pour out their brains. I had earmarked analytical skill sets, change management; inter personal skills and execution within the personal audit. Interacting with the business community on these burning business issues could help me develop a wide spectrum on these issues (Dotson & Valenzuela, 2020).
• Interaction within focus groups- It will be great if I can search for people within the organizations who are in similar situation as I am in. Then there could be some informing interchanges of ideas and opinions on the issue.
• Internship- I should do well in taking some time off and apply for a small vocational internship with some organization of repute. Interaction with their internal stakeholders, getting their views and trying to align them with the organizational processes in that organization will augur well for me in assessing the requirements of personal development.
• Meeting leaders- Leaders possess experience as well as facts to enlighten in real time situations. It will be good if I can manage appointments with some business leaders and try and request them to enlighten me with their thoughts on the issue and how they might have fared in the same situation during their similar years of growing up within the business environment.
• Books- Surely business training manuals and books are great ways to gather valuable information on the subject (Dotson & Valenzuela, 2020).

It should be noted that activities pertaining to personal development as listed above could all be taken up simultaneously to get a feel of the varied sources of the issue that I am trying to explore.

Task 3
Factors that impact on the creation of Organizational vision
Vision refers to the ideological and conceptual portrayal of a business entity. It is a mental construction and cognitive representation of the long term objective of the entity (AlDhaheri et al., 2020). The organization vision spurs control and becomes the organization's guiding force intellectual development and mental portrayal or model. The elements that impact the vision of a business entity are:

Fig: Factors impacting organizational vision
Source: file:///C:/Users/w/AppData/Local/Temp/3642-14984-1-PB.pdf

• Ideology- The personality of any organization is determined by its inherent ideology which implies that a solid conviction about the correct course of an activity is an important source and part for making the vision of an association. The sufficiency and lucidity of the vision depends on the adequacy of the ideology that the organization supports.
• Core values and purpose- The commitment of any organization is incremented by connecting with, adjusting and making normal and shared working environment culture. They improve the effectiveness and execution within the business entity. Purpose renders the base for vision creation and the core values represent the everyday conduct and the belief framework of the organization.
• Leadership- A common thread that binds all top organizations with great vision is the presence of business leaders in these entities. The leadership assumes its moral authority and power from the organizational ideology (AlDhaheri et al., 2020). It is the leaders who are responsible to foresee the correct direction and status of the company over a period of time and they come up with the organizational vision making assessment of the two.

To sum up, it can be safely said that the organizational vision that is built around the pillars of leadership, ideology and purpose will be compelling and explicit to ensure business sustainability and growth.

Approaches to developing vision
A vision has to orient towards a future recourse and embody a concrete base on which the organizational conduct will be carried out. The organizational objectives can fluctuate from time to time affecting the mission of the company but the organizational vision stays rock steady (Simpson et al., 2020). The vision to be alive and kicking will always present a clear organizational image which is although for the future but seems as it has been designed to be followed currently. The vision has to have the ability to lend that feeling of intertwining of work and lives towards legitimate and recognizable objectives. The organizational vision must improve a broad spectrum of measures related to performance that has the ability to promote change and citadel to facilitate strategic plans. It should motivate the workforce and give rise to talent recruitment. The vision has to reflect the unique properties and services of the organization and answer the WHO, WHAT, WHERE, WHY, WHOM and HOW on the behalf of the organization. To ensure that the organizational vision propels unified actions within the organization, designing that perfect vision must take into consideration the following factors:

• Involving the largest quantity of people possible at the time of evolving the vision and brainstorm on the topic according to the budget, time and capacity of the organization.
• By not getting limited with the present realities that the organization is facing, the vision will be designed with challenges and market forces in the future in mind.
• Vision should be based on the ideal result of efforts that are supposed to be put in and not on the efforts alone (Simpson et al., 2020).
• Though the vision doctrine is about the future, it should be designed in a way that it exudes optimism for the present and the current operations at the company.
• Vision has to be meaningful and compelling with words that are powerful and not with the view to impress upon people.
• Contemporary business organizations have been deliberately trying to design their vision statements with a view to keeping their external stakeholders involved and engrossed in the initiatives of the company.

There is no fixed gospel or, matrix to determine the vision statement of a business entity. However, as a rule of the thumb, most organizations follow the following while developing one:

• Conciseness- The doctrine of the organizational vision must be brief and not a detailed account of the objectives and views of the company.
• Clarity- One focused and fundamental objective expressed in explicit language should suffice the structuring of the vision statement.
• Holding a time span- Defining a time frame for the vision to be achieved by the organization captivates the interest of the readers (Simpson et al., 2020).
• Future-orientation- The statement should not define the current objectives, rather it should reflect on what the organization is aiming for as a larger goal in the future.
• Stability- The statement of vision is not something that will be influenced by the existing market uncertainties instead reflecting the overall idea of the existence and position of the company in the future.
• Challenging- The goals that will be inherent within the vision statement should not reflect timidity rather it should be challenging enough for the stakeholders to rise to the occasion and perform.
• Non-figurative- The doctrine of vision should be abstract to embody the strategic interest of the business entity (Simpson et al., 2020).
• Inspiring- The content of the vision statement must be inspirational that should motivate people.

Communication of vision to external stakeholders
All businesses make it a point to keep their external stakeholders interested and optimistic at all times. The communication of the organizational vision in this regards becomes crucial to the interest of the firm that should be carried out at regular intervals. The following is a step by step direction of the modus operandi involved in the process:

KEY STEPS IN THE PROCESS

• Key stakeholders identification- Focusing on important individuals, groups and/or, agencies who are involved with the organization in some way will be significant particularly laying more emphasis on the detection of those who are the leaders in their own entity (Hazell, 2018). Major funding organizations can also be earmarked for the vision communication to cater to the company’s future business interests.
• Communications approach
  Making the communication of the vision to these external stakeholders personal and informal will hold their interest and serve the interests of the organization.
  
  • The process of communication should look at the larger goal of forging a permanent relationship with the external stakeholders.
  • Ensuring that necessary reviewing and feedback sessions are planned beforehand to be acquainted with the views of the stakeholders.
  • Considering a wide spectrum of communication tools such as websites, newsletters, video seminars, conference calls, press kits and releases, fact sheets & statistics of records, meetings and briefings will augur well to transmit the vision.
  • Session structure
    Whether it is a large or a small business entity, the agenda of the meeting to broadcast the organizational vision to the external stakeholders will be the same as per the following:
  • Welcoming and presenting an overview of the session and overview for the proceeding
  • Actual presentation of the vision doctrine with a short brief about the immediate objectives of the company to reflect the seriousness of the efforts of the company to link its mission and vision at all times (Hazell, 2018).
  • Taking questions from the external stakeholders and answering them with all transparency. Answers must reflect the strengths of the organization and the future courses of action. It should also inform the external stakeholders about the immediate issues at hand that need immediate rectification and also welcome their suggestions in this regard.
  • Feedback from the external stakeholders and their views.
  • Completing the process of communication
  • Following the session of the communication process, leaders must ensure the following:
  • Collating feedback from all the external stakeholders
  • Assessing the feedback to perceive the necessity for any modifications or, alterations in the vision doctrine (Hazell, 2018).
  • Observe the suggestions made by the external stakeholders and discussing the same with the designated internal stakeholders for consideration

  Factors to gain the commitment of internal stakeholders when communicating vision
  Internal stakeholders refer to the workforce within the organization and are people who possess a direct relationship in terms of investment, ownership and employment. These are the people who are responsible to carry out the business functions (Verghese, 2017). So managing them and gaining their commitment for a longer term to achieve the vision that the company has set out to achieve will be crucial. Stakeholder management does just this and comprises foundations and frameworks to facilitate a supportive operational milieu to execute operations. Efficient stakeholder management will aid in the running of the strategic projects of the organization with minimum hindrances. It is thus advisable for every organization to start gaining the cooperation, contribution and commitment of the internal stakeholders as soon as they are recruited (Fusch et al., 2018). The underlying factors that are necessary to gain the commitment of the internal stakeholders in the vision of the organization are:

  Evolving great relationship with internal stakeholders- To attain this, the top echelons at the organization must be accessible at all times and should lend their ears with empathy and understanding to make the internal stakeholders realize that their performance is imperative to the organizational prospects and that they are always involved in the decision making process.

  Establishing clear roles- Intimating clear cut roles of the supervisors and the leader will help the workforce to get a clear idea of approaching the right individual when in doubts. This helps in the quick address and rectification of organizational issues.

  Making the steps involved in the assignments clear- The tasks and the projects that a company undertakes must be clear in the steps involved understands at the outset itself the nuances of the requirements to complete the task, the inherent processes involved, their roles and the life cycle of the tasks (Fusch et al., 2018).

  Involving stakeholders- It is always advisable to consult the internal stakeholders in matters pertaining to decision making at the company. Knowing very well that it is the workforce which will eventually carry out the tasks and the projects, engaging them in the process of decision making will hold their interest and involvement. A transformational leader with the skills of servant leadership is more likely to succeed in carrying out this aspect of stakeholder management.

  Training stakeholders- Regular training, coaching and mentoring sessions at the organizations will keep the internal stakeholders acquainted with the changing specifications at the workplace and will also facilitate their prompt and due reactions to such demands at the workplace. In the existing dynamic business environment, it is crucial for the organization to come up with frequent modifications and changes which should be immediately intimated to the internal stakeholders so that the operational flow can instantly adjust itself (Fusch et al., 2018).

  Making the reports and scheduling available- Letting the internal stakeholders know about the details of the latest developments at the company, the internal calendar and the forthcoming tasks and projects will help them to plan properly.

  Task 4
  Benefits of organizational review in the achievement of personal and organizational strategy Organizational review refers to the process of sharing, interpreting, assessing, organizing and collating information to further strengthen the organization. The view is to improve the success at the company by evolving intelligence and insight pertaining to the business entity. 3 main reasons for organizational review or, assessment are:

  • Strategic – Facilitating critical data and information required to evolve and put into place novel courses, aims and priorities will serve the strategic interests at the company besides acting as a strong foundation for strategic implementation and development (Lasater et al., 2019).
  • Foundation – Review of the organization pertaining to stakeholder performances, impacts, benefits, revenue position and logistics at place at regular intervals will lend an ideal recourse to launch new initiatives and programs. Organizational review is a great strategic tool for assessing the potency of the organization to perceive the sustainability and growth prospects.
  • Improvement– Organizational review of every aspect of the business function is a way to understand the efficacy of the methods at play within cost reduction methodologies, revenue generation, structure and skills development initiatives, improvement tools (Lasater et al., 2019). This will help in future scenario planning at the organization.

  Benefits of an Organizational Review

  • Enhances the ability to unleash decisions that are productive for strategic programs.
  • Aids in the perception of the important functions and the assessment of individual roles.
  • Understand properly the internal fabric of the organization
  • Distinguish between ideal and fitting roles of the internal stakeholders and prioritizing them according to the situational requirements.
  • Enhanced productivity and efficiency within the businessmodel
  • Facilitates a base to perceive the future business schemes
  • Precision in team responsibility and roles along with career progression opportunities
  • Enhanced levels of gratification in the workforce because they are clear with their roles and responsibilities
  • Clarifies the requirements of external outsourcing of any aspect of the business operations
  • Increases the organizational scalability and eventually its saleability(Lasater et al., 2019)
  • Free up more time for you to concentrate on revenue generatingactivities
  • When to conduct the review- The review to be beneficial to organizational strategy must be conducted when there is a requirement to:
  • Forge a cost-effective fabric for the company that will endorse enhanced work demands
  • Make the workplace more productive with inclined responsibility, involvement and delegation requirements.
  • Promote ownership, accountability and teamwork within the workforce
  • Build productive relationships at work between the management and the workforce between tribal leadership and administration team members.
  • Before any strategic program at the organization for instance, diversification and expansion plans in the offing

  Sources of information to review personal development plans
  Communication, decision making, leadership and prioritizing were the four needs that I had classified in my personal development needs in an earlier section in the incumbent report. Since personal and professional enhancement will be significant for my career progression, it will be important to undertake an analysis of the sources of information that will be required to review the personal development plans (Passmore & Sinclair, 2020). It is prudent to have a good understanding of the sources of support available to help with learning and development all of which are evaluated herein:

  • Manager- Perhaps the most superior source for augmenting my learning and skills will be through my manager at the workplace. I will have regular sessions with him apprising him of my current development strategies at place and taking his advise on customizing the development plans according to requirements. Conversations and interactions with him regarding my workplace conduct will help me to enhance my skills even more. For this, I have developed a log book where I enter the details of the tasks that I complete on a weekly basis (Passmore & Sinclair, 2020). Every entry has a space for feedback which I request my manager to fill across for me to peruse later and evolve them within my plans.
  • My organization- The training manager at the company where I work resularly engages the workforce in training and seminars related to the continuous improvement practices at work and review of work. This is a rich source for me to evaluate my status in the personal development program that I have undertaken
  • Secondary sources- Books, periodicals and the internet all offer rich sources of information pertaining to further augmentation of the personal development plans.
  • Social interaction- Interacting with colleagues at work facilitates knowledge sharing which is an absolute necessity for the sustenance and effectiveness of the personal development program.
  • Company regulations and procedures- The training manual and the policies at place in my company offer a step by step guide information which can be incorporated in my professional development program (Passmore & Sinclair, 2020). This will additionally be useful for me owing to their appropriateness to the organization where I am employed.
  • Experience- Continuing and sustaining at the job front day after day will expose me to newer things. This experience in itself will keep on adding dimension to the development program.
  • Miscellaneous sources- Team meetings, communicating with professionals & mentors, personal researching ability, taking part in discussion forums, observing others at work, appraisals and supervisions all have the ability to lend important inputs to the personal development program.

  Task 5
  Reviewing my progress against the outcomes stated in my personal development plan
  Following the creation of the personal development plan, I will require reviewing my performances regularly as against the steps and the requirements in the agenda. I have decided on the following as the reviewing measures that I will contemplate within my development program:

  • Self-evaluating my development requirements needs
  • Take the help of a online tool or, a template to keep on recording the proceedings as per the requirements of the charted plan
  • Communicate with my supervisors and managers for their inputs on where I am going wrong or, the areas that require improvement
  • Find out the development requirements within the company and try to customize them in the development plan (Beausaert et al., 2013)
  • Adding the finer points of the refresher and the training programs within the plan
  • Setting regular reviewing dates so that everything is monitored and taken care of without any delay.
  • Updating the agenda as I go along

  The inspection of the progress with the proper evidences has been evaluated in an effective manner. I want to highlight incidents when I was in a criticalsituation. There has been a huge fight among the group and the situation was getting worse. It gave me huge opportunities to evaluate by skill of problem solving. I took the initiatives of understanding the core issues of the fight. It has been evaluated that the issues was due to a misunderstanding between two groups of people. I took up the measures of conducting a one to one meeting where both side was asked to showcase the points. The meeting was helpful in reducing the confusionand the team members were able to solve theirproblems. This highlights that my skills of problem solving are improving with the help of my identified personal developed plan.

  The personal development plan has been effective in improving leadership skills (Beausaert et al., 2013). I want to also want to highlightevidence when I got a complaintaboutmisbehaviors of the employees. I investigated the matters with the help of my analytical skill. It was stunting for me to evaluate that the employees was facing issues due to the distinct cultural factors. The quick identification of the issues has been evidence that I am improving my knowledge management as well as observational skills. Thus, the refection of the effectiveness of the personal development has been effective with the showcase of the facts. Yet evidence has been evaluated when I was facing issues in completing a task on times. The delay has been effective my skill of leadership. I instantly took the work break sown structures and thus ensure that the division of the task was done. It has been effective in developing my concentration and thus ensures that I am able to deal different component of the task one by one and thus completed the task on time. This has been effective evidence that showcased the improvement of my time management skill. I will be improving my skills of leadership with the help of the proposed personal development pan in an effective manner over time.

  The use of the PDP has been guidance for me and the proposed evidences’ reflects that there has been an improvement in the skills over time. I am developing my skills of leadership and thus measures are taken for the development of the better ideologies. I was able to gain the idea about the action that I need to takeover time todevelop the areas of my drawback in the process of executing an excellent leadership skill in my work places. This has been effective in development better idea about improvement in the future as well. I am on the right track and thus ensure that I will develop my skill of leadership with time and thus perform in an excellent manner in the coming future as well.

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