Personal Development Plan Template

Complete this template by replacing the bracketed text with the relevant information.

First and Last Name: Shannon Roche

Date: June 15, 2021  
Goal Description: Goal is to become a more selfless leader who open channels of
communication between myself and other levels of the company whether management or
entry. If this goal is achieved, I will see positive improvements in employee satisfaction,
reduction in employee turnover, and collaboration between departments.
Leadership Competency: Communication and selfless leadership style.

Category Explanation Response

S: Specific I want to build a close and [Mutual relationship with
mutual relationship with the employees.]
subordinate employees.  

M: Measurable The metric used of measure [Employees getting freedom

if I really manage to build to approach me.]
close relationship with the
employees would be
determined with how
frequent the employees
would be free to tell me their
problems willingly without
hesitation.
A: Achievable The skills that I need to [Polishing my communication
achieve the goal is to polish skills.]
my communication skills and
increase my interaction
during my free time, like over
lunch, with the employees.
R: Relevant The good relationship [Maximizing profits.]
between leaders and
subordinate employees
ensures that the two teams
can freely discuss whatever
problems they have
pinpointed in the
organization thus, reducing
losses.
T: Time Bound The due date for my [Due date is six months from
achieving the goal shall get now.]
due in six months from now.
 Gap Analysis

Organizational survey results from both customers and employees always put

forth a company's future regarding whether they are set for success or failure in the

future. In the survey results, I have concluded that the respective organization lacked

some of the vital leadership competencies that would push them into maximizing

revenues and profit. The organization's leaders seem to be lacking in essential leadership

competencies. The first creative competency lacking within these leaders lies in their

relationship with customers and other subordinate employees. Managers, and leaders of

organizations, should be creatively competent to know how to relate with their

subordinate workers and customers (Kourtesopoulou & Kriemadis, 020). However, this

survey results show that the leaders of this company never had any intelligent

understanding of how to connect with people.

The managers in this organization never prioritized the concept of collaboration

and teamwork; thus, it is evident that failure to their operations shall get attributed to the

fact that employees are trying to accomplish tasks on their own; without collaboration.

However, it is never e employees to blame for collaboration and teamwork at the

workplace since they are senior officials who are tasked with ensuring that everything

goes according to plan, especially teamwork among employees. The lack of

compensation of employees in the organization shows that the leaders do not prioritize

beneficial agreements with their employees; thus, exposing their lacking creative

leadership competency. According to the survey results, there is evidence of poor

working conditions since employees do not have all the prerequisite tools to perform their
work, leading to poor outcomes. Therefore, the leaders must be lacking in system

awareness as a task-oriented creative competency.

Leaders who are aware of their system would know the right tools necessary for

maximized production and take the initiative to ensure that every worker is equipped.

Employees should get motivated frequently to boost their morale and productivity;

besides, they should be recognized for their performance solely based on merit. However,

this survey results shows that there is inadequate recognition of employees, showing that

creative competency is lacking among the leaders. On the other side, there is no

mentoring and developing programs, as evident in how many employees show hardly any

leader or manager who talks to them regarding how their work and what to do for

improvement. Mentoring and developing is a relating concept of reactive competency

that almost every leader must-have for maximum growth and performance in an

organization.

Leadership competencies are of great essence to the very leader for growth and

prosperity; thus, I would personally try to develop the ones that I might be lacking in;

including mentoring and developing, selfless leadership and personal learning. I have

realized that I am poor when it comes to mentoring and the individual; thus, I need to do

all the necessary practice to improve. On the other side, a leader needs to show

selflessness by pursuing a given service with other people's interest at heart; therefore, I

need to improve my selfless leadership style.

 Reference

Kourtesopoulou, A., & Kriemadis, A. (2020). Exploring the influence of Outdoor

Management Development (OMD) program on leadership and teamwork

competencies. Journal of Adventure Education and Outdoor Learning, 1-14.

Anderson R. J., & Adams W. A. (2019). Scaling Leadership. [VitalSource

Bookshelf]. Retrieved from https://online.vitalsource.com/#/books/9781119538301/