Leadership Analysis

Instructions for Leading People Proposal Essay

Graduate/Masters level writing (academic), all original work.
No plagiarism. All work will be tested through 5 different plagiarism software programs to check for possible plagiarism.
Five references including in-text citations formatted in APA writing Style (total essay)
Write in complete sentences and paragraphs with proper grammar.
Carefully read the requirements in each essay prompt, besides the examples, I suggest you perform additional research.
The body of the paper, written word count, range of1700 to 2200 words.
Deadline: 3 days, I would prefer the essay complete before the deadline.
The paper hasleading peopleprompt/essay requirements. I will provide the prompt/requirements and examples of the answers. You cannot copy the example answers, only gain an idea for original writing. Should you run into any issues or not understand something, please let me know asap.

ADDITIONAL Instructions.

Write the paper in the first person.
You are encouraged to create a cover page, a table of contents, headers, and sub-headers throughout the paper.
Please be both descriptive (who, what, when, and where) and explanatory (why, and how). Evaluators assess your paper based on the specificity of your response, not on the generalizations.

Leadership Proposal Essay

prompt/essay requirements and examples.

Prompt/Essay Requirement.You must explain your top five categorical strengths results. Be descriptive and provide examples.

Your explanation should include:

a separate paragraph for each strength category,
the category title,
your results, and
your reflection on the results, including both descriptive and explanatory examples.

This reflection is not related to theory. Provide citations where needed.

1/ categorical strength prompt.Achiever

Example 1. People exceptionally talented in the Achiever theme work hard and possess a great deal of stamina.They take immense satisfaction in being busy and productive.

Driven by your talents, you often go out of your way to stay informed about newsworthy topics.Numerous people probably count on you to tell them about information updates, due dates, meetingchanges, or special assignments. Because of your strengths, you approach your work-related oracademic assignments with a great deal of intensity. You are known for putting in long hours andworking hard. You likely tend to be an outstanding adviser to many individuals. Whenoffering suggestions or asking questions, you probably are much more engaged, intense, andinvolved than usual. The chances are good that you ordinarily take time and exert extra effort tocomprehend what you are reading. You probably refuse to rush through written material. Why? Youlikely intend to commit to memory as many facts and concepts as possible. Instinctively, you mightconsider certain things you need to do better as a person or as a professional. When you arereflecting on essential matters, you might be surprised to discover how many hours have passedwithout your even noticing.

Example 2. my Strengths Assessment shows that I am an ACHIEVER. This theme demonstrates that I have a constant need for achievement, and I feel that every day we are blessed with is a new day, and we have a clean slate to work from. As a leader, this can be both a strength and a weakness. Although a leader needs to be driven to achieve goals, and also through that example, be able to drive one’s employees to succeed, this trait does come with a price as sometimes I can be so inspired to complete a specific task that I develop tunnel vision. This is not a good leadership trait in that a leader must not lose sight of the big picture. After taking this assessment, I have realized that this is something that will always be with me. As an achiever, I need to learn to live with that tiny voice of discontent, and realize that it does have benefits; it is the driving force that I can always count on to help me start new tasks and face new challenges. However, I need also to learn to temper it.

2/ categorical strength prompt.Analytical

Example 1. People exceptionally talented in the Analytical theme search for reasons and causes. They can think about all of the factors that might affect a situation

Driven by your talents, you may be sought out for advice by individuals who appreciate yourmethodical thinking style. To some extent, your approach prevents people from being distracted bytheir own or someone else’s emotions. Perhaps you help them concentrate on the facts more than on their feelings. Instinctively, you might bring a rational and objective perspective to yourdiscussions with possibility thinkers. Maybe you are the person who helps them transform their bigdreams into workable action plans. Some of them rely on you to outline the necessary steps, identifyneeded resources, and/or establish a sensible timeline. The chances are good that you occasionally wantto go off by yourself to work or study. Perhaps you appreciate having time to examine numerousfactors about a project, situation, problem, proposed solution, or opportunity. You might methodicallyprocess this information before you attempt to draw any conclusions. Because of your strengths, youmay be aware of some of the elements impacting a group of people, a project, a process, a deal, or aproposal. Perhaps you think through some of the facts to predict possible outcomes or consequences.You might produce a reasonable explanation for why certain things might or might not happen. Bynature, you are sometimes preoccupied with numerical data. Perhaps the insights you gain permit youto evaluate certain kinds of situations, opportunities. Problems or solutions.

Example 2. My first strength theme was Analytical which indicates I am a data-driven person, and I need facts, I like numbers. My favorite thing to say is, “numbers don’t lie.”. When presented with an idea or strategy, I often ask multiple questions and ask for data to be tested and verified because I need solid proof that the direction in which we choose to go is the best option for our business. This often causes the people I work with some annoyance, but I would rather we have our data correct to justify our decision-making process than to look uninformed in front of our business partners.

3/ categorical strength prompt.Strategic

Example 1. People exceptionally talented in the Strategic theme create alternative ways to proceed. Faced withany given scenario, they can quickly spot the relevant patterns and issues.

Driven by your talents, you may have little difficulty finding the right words at the right time to expresswhat you are thinking or feeling. Maybe you can present your concepts in a reasonable, orderly, ormethodical way. Perhaps you generate a few options for others to consider. As a result, specific individuals might say you know how to get your ideas across to people. Instinctively, you occasionallymarvel at your ability to express your thoughts and feelings vividly. The chances are good that some people may view you as an innovative and original thinker. Perhaps your ability to generateoptions causes others to see there is more than one way to attain an objective. Now and then, youhelp specific individuals select the best alternative after having weighed the pros and cons in light ofprevailing circumstances or available resources. By nature, you may tend to produceoriginal ideas. Perhaps your imagination is stimulated when you collaborate — that is, team — withfuture-oriented thinkers. Because of your strengths, you may be a self-reliant person who needs timealone to think or work. You periodically generate innovative ideas and propose systematic programsof action. Perhaps you can identify specific recurring configurations in the behavior of people, thefunctioning of processes, or the emergence of potential problems.

Example 2. According to the CliftonStrengths Assessment, my first and most significant strength is Strategic. Individuals who are “exceptionally talented” in the strategic theme, can usually characterize themselves as the able team member who can quickly recognize patterns and issues, and create alternative ways to move forward in any given situation.

4/ categorical strength prompt.Learner

Example 1. People exceptionally talented in the Learner theme have a great desire to learn and want to improve continuously. The process of learning, rather than the outcome, excites them.

Because of your strengths, you may thrive in certain situations where you have an opportunity to putyour talents, knowledge, and skills to the test. As the contest approaches, you might feel an urgencyto study, investigate, observe, or practice your craft, sport, or skill. Perhaps you find it hard to settle foranything less than the title of grand champion, best performer, or “number one.” Driven by yourtalents, you might yearn to be inspired by your work. You might want the experience to be your teacher.You might need to feel enthusiastic about your job or studies. Perhaps the acquisition of knowledgeand skills is a lifelong activity for you. You might feel most alive when you study facts, ponderconcepts, test theories, or sharpen your skills. You attempt to avoid people and situations that preventyou from expanding your mind. The chances are good that you might register for high-level courses orhonors classes. Why? Perhaps you are attracted to subjects that are not easy to comprehend.Occasionally you trust yourself enough to test your mental endurance and agility. By nature, you maybe an individual performer who signs up for tough classes. Perhaps your desire to excel is amplifiedwhen the only path to a good grade is a steep one.

Instinctively, you sometimes feel restless whenyou are not acquiring knowledge or gaining skills. Maintaining a mental status quo may beunacceptable. Perhaps you have excused yourself from more than one boring class, repetitiousassignment, or a dead-end job. To some degree, the company of certain forward-looking people excitesyou. You might listen to them bandy — that is, exchange — ideas about the future. Maybe later, yourecall some of the possibilities they envisioned.

Example 2. my Strengths Assessment revealed that I am a LEARNER. I love to learn new things and am always striving to better myself and my work performance through learning. As a leader, it is essential to recognize the need for education and learning. I have worked for many managers over my career that did not believe in the value of education and training, and sadly many managers are afraid to send their people to practice because they think it will make them look bad or that they do not know what they are doing. I make it a priority that my team completes monthly online training as a group, as well as sending each team member to a specialized week-long training once a year to keep up with changes and new ways of doing things. I have learned over the years that having a well-informed, well-trained team makes me look very good to upper management.

5/ categorical strength prompt.Relator

Example 1. People exceptionally talented in the Relator theme enjoy close relationships with others. They finddeep satisfaction in working hard with friends to achieve a goal.

Likely, you sometimes feel comfortable being open and honest about who you are. Maybeyou avoid people who are less than truthful. You may prefer to spend time with individuals who speakas candidly as you do about their strengths, shortcomings, hopes, failures, or successes. By nature,you may have a reputation for being an individual performer who likes to begin things and see themthrough to completion. Perhaps working solo allows you to finish tasks on your terms.Instinctively, you may have friends who come to you for guidance, suggestions, or recommendations.Topics might include situations in their personal or professional lives. The chances are good that youmight be particularly willing to accept all individuals regardless of their appearance, education, socialclass, native language, religious preference, or political persuasion. Perhaps this explains why yourcircle of friends or acquaintances is diverse and exciting. Maybe your openness encouragesindividuals to seek your counsel. Because of your strengths, you are occasionally willing to bevulnerable. Perhaps you claim your talents or admit your weaknesses. Your openness may help somepeople know you better as a person. Your straightforward style may convince others you are honest,dependable, and reliable.

Example 2. CliftonStrengths describes this strength as the welcoming of connection with others and understanding them. This is a leadership strength because it inherently comes with a drive to understand others’ goals, fears, and dreams. This desire can help with helping employees overcome challenges and find motivation. I have always found that emotional intelligence was a strength of mine, so the description of the Relator strength rang true to me.
In other activities such as my volunteer time as a Girl Scout leader, Ideation and Futuristic thinking come up frequently as I develop learning programs and encourage the girls to think bigger.

Prompt/Essay Requirement.Leadership Strengths. Chosen. Transformational leadership. Note: It is highly recommended that you use at least three distinct and unique scholarly sources to support the scholarly leadership theory. Discuss three personal leadership strengths, describing in detail how the three strengths you identified align with your chosen scholarly leadership theory.

This section of the task requires scholarly research.

Provide specific examples to support each strength, and include at least one in-text citation using a scholarly source. Write a separate paragraph for each of the three strengths.

Example 1. The following is a leadership evaluation of my strengths, weaknesses, and recommendations for personal leadership as they apply to Transformational Leadership. “Transformational leadership inspires people to achieve unexpected and often remarkable results. It gives employees autonomy over certain aspects of their work, as well as the authority to make individual decisions with proper training. It is considered an inspirational form of leadership, in which the leader can encourage employees to find better ways of achieving a goal. Transformational leaders also are known to raise the well-being and motivation levels of a group.

Personal Leadership Strengths

Controversy has arisen over whether leaders are different from managers or they are the same; one opinion argues that the role of management is to promote stability or to enable the organization to run smoothly, whereas the part of leadership is to develop adaptive or useful changes. Leadership is regarded as the most critical factor in the success or failure of an institution. Leaders must understand their impact on employees, and ultimately the organization.

I do not strive just to be a manager; I strive to be a leader. To contribute not only to the success of the organization I work for but to the success of the people who follow me and those who look to me as an example.

First, leadership strength includes promoting problem-solving, helping my team to work towards a problem-solving technique that will result in a more significant outcome for our team and the business units we support. Problem-solving is a strength because it allows me to provide an environment where my team can freely present ideas to solve problems that our business partners and we encounter without judgment. Researchers have stated that leaders encourage employee creativity by providing a safe and supportive culture for creativity and motivating their followers to engage in the creative process. An example of this strength is when a team member came to me with a discrepancy in our strategy. We discussed the issue and alternatives to rectify the error. After deciding which two options were best to present to the business, I encouraged my team members to take the lead and bring the situation and resolutions to the company. He walked away from experience feeling empowered and free to raise concerns and alternatives in the future.

The second leadership strength is high emotional intelligence. The research concludes that sensitive information may be just as important as one’s intelligence quotient for being successful in leadership teams. Emotional intelligence is defined as managing your feelings to enable others to work together more effectively and successfully. Three years ago, I was promoted at work to a team that works in parallel to the team I was promoted from. When I joined the new group, I realized there were animosity and misperceptions between the two groups, which I saw as unnecessary and unproductive. The two teams attended a summit just a month after I moved from one to the other. I was able to act as a bridge between the two groups to allow them to get to know each other and see how we are all working towards a common goal and success of the business.

Finally, my third leadership strength, which is also the most enjoyable part of my role as a leader on my team, is communication. Transformational leaders go beyond straightforward communications, and they create situations that allow other people to achieve higher levels of performance—communicating with the business units I support and coaching my peers on the most effective ways to communicate with our partners. In our business, we must deny strategy requests multiple times a day, but talking about why we are declining their offer in a way that the company understands that we are working for the greater good of the bank is vital. And leads to stronger partnerships.

Example 2. The leadership style that I possess is Transformational Leadership. Transformational leaders motivate team members to accomplish extraordinary results. This is accomplished in part by giving employees autonomy over their duties and authority to make decisions. I feel that this is a critical component for a manager, as empowering your employees shows them that you trust their decision-making ability and builds mutual respect between you and them. A few of the other traits of transformational leadership are 1) Inspiring – a good leader can inspire their employees to always look for new and better ways of achieving the desired goal;2) Mobilization – a good leader also finds ways to mobilize their team to meet any deadline; and I believe most importantly 3) Morale – transformational leaders are very adept at raising the motivation level of a group. In my experience, a good leader also needs to be a good cheerleader, helping your employees to have some fun and be happy at work. And lastly, a good leader has to be an expert in conflict resolution.

B1a. One of my strengths as a leader is not being afraid to empower my employees. In my experience, when you demonstrate that you trust those that you work with by giving them the authority to make decisions, the results are amazing. It also raises their feeling of self-worth, and I have always believed in treating the people I supervise as peers rather than subordinates. This belief has been proven to me numerous times over the years. All of my people know that we are working towards a common goal so when we gather together for a team meeting to solve a problem my team never hesitates in giving me their opinions; they know that they can put an idea out on the table for all to discuss, and whoever comes up with the best design or solution to a problem that is the one that we will use. Additionally, by empowering my employees and teaching them how to make the right decisions consistently, this lays the framework for them to excel in their careers, as well as build their confidence to lead others. A successful transformational leader should be able to motivate others, set clear goals, set high standards of performance and expectations, be fair and honest to his work, appreciate his team for the work they put in, encourage the employees to look at the greater good of the company and not only their self-interests and make people challenge themselves to be able to perform to the best of their potential.

B1b. My second strength as a leader is that I am an excellent motivator. A good leader has to be a constant source of motivation and encouragement for the team. When the workload is massive, and tensions are running high, the team leader needs to be able to offer support and assistance to individuals on the team and develop loyal relationships. One of the arts of transformational leadership is knowing how to keep the lines of communication open so that your employees feel a real sense of belonging and family. One of the best ways to accomplish this is to do team building events. I make it a point to do as many team-building events as I can every year. These events do not have to be overly complicated; in fact, the best ones are simple, such as just going out for a team lunch or having the whole team over to my home for a great meal and some fun. These events must be scheduled away from the office so that people can relax outside of the work environment. As stated in the article A Closer Look at the Effects of Transformational Leadership by Kendra Cherry (2019), “Transformational leadership is a leadership style that can inspire positive changes in those who follow. Transformational leaders are generally energetic, enthusiastic, and passionate. Not only are these leaders concerned and involved in the process, but they are also focused on helping every member of the group succeed as well.”

B1c. My third leadership strength, and in my opinion, the most important one,is conflict resolution. When you embrace the transformational leadership style, you encourage an atmosphere of mutual respect, collaboration, and cooperation that usually allows team members to work well together as a team. A leader who is involved intimately with his employees can rapidly identify situations that may hamper team efficiency and productivity, and it is imperative to take swift action to settle the conflict. Most people dislike conflict and try to avoid it or even ignore it in the hopes that it will just work itself out over time. In my experience as a manager, when conflict situations are ignored one of two things will happen – they either escalate very quickly, and other members of the team are dragged into the initial position, causing the whole team to experience a loss in productivity as well as a feeling of discontent with upper management for not handling the situation; or the problem will slowly build and fester over time, and there will be a massive blow up that will have a fragmentation effect on the team, who will also be upset with management for not handling the situation sooner and avoiding the negativity and workplace disruption. Just like most people I also dislike conflict, and my instinct is to prevent it and hopes it goes away; but as a leader, I have learned over the years that the best way to handle conflict is to embrace it because as rational adults who spend forty plus hours a week together we logically know there is going to be conflict. A good leader takes conflict situations and uses them as a teaching tool within the group to guide team members in developing the necessary skills to resolve conflict situations among themselves without the need for management getting involved. When a conflict involves a controversial or unpopular decision, resist the temptation to ignore or avoid it. By defining the root cause of the problem, encouraging active listening, negotiating a resolution, and reminding participants to forgive each other once the conflict is over, you can foster a productive team.

Prompt/Essay Requirement.Leadership Weaknesses. Discuss three personal leadership weaknesses, describing in detail how the three weaknesses you identified align with the chosen scholarly leadership theory.

This section of the task requires scholarly research.
Use the same scholarly leadership theory that you used in B1.
Provide specific examples to support each weakness, and include at least one in-text citation using a scholarly source.
Write a separate paragraph for each of the three weaknesses.

Example 1. Transformational leadership articles suggest that the leaders set aside personal interests for the benefit of their followers. Leaders are asked to focus on their followers’ needs and input over their own to transform everyone into a leader by empowering and motivating them.

The first leadership weakness is a lack of motivation. The behavior of management often varies even when performing the same job in different situations, especially when encouraging and motivating their employees while helping them complete difficult tasks. Research on leadership styles and attitudes has focused on determining which behaviors produce the most substantial impact on employee motivation (Zareen, M., Razzaq, K., & Mujtaba, B. 2015). I focus on motivating my team members and building them up that I leave little to no time to focus on what motivates me. In the first year in my current position, I spent so much time driving and helping my team members that I became burned out and stressed. This forced me to learn how to balance my time helping those who need me and taking the time to build myself up.

The second leadership weakness is not considering the individual. One of the characteristics of transformational leadership is individualized consideration, which states that leaders support the development of their employee’s skills treating each as individuals and providing the necessary attention to succeed (Sang Long Choi, Chin Fei Goh, Adam, M. B. H., &OweeKowang Tan 2016). When training new team members, I forget that every individual has different learning styles and abilities. Doing this has prevented the new team member from absorbing and retaining the information in a way that is meaningful for them.

The third leadership weakness is emotional. “Transformational leaders are found to have mature moral and emotional development (Flynn, S. I. 2019).” I am a sensitive person, and when I make a mistake or there is a problem with my work, I let it affect my emotional health. A Team Lead started treating me differently and acting as though he did not trust my work. I held my feelings in and did not talk to him about the perceived issue until I finally broke down in tears with my manager about my concerns. The emotionally healthy or mature thing to do would have been to talk to the Team Lead and work the situation out professionally.

Example2. The three weaknesses in the transformational leadership style that present themselves through my leadership are discussed in Stephanie Faris’s article “The Disadvantages of Transformational Leadership” (2018). In it, she explains how “transformational leaders sometimes develop tunnel vision,” “transformational leaders may also unintentionally fall into the trap of playing favorites,” and that “transformational leaders may tend to overcommit and take on more work than they or their team can reasonably handle.” There are times I most certainly have tunnel vision. I tend to get absorbed in working on a project, and due to my personality traits of being both an achiever and an overly responsible leader I feel a tremendous burden that I have to get everything accomplished because that is what I agreed to do; and rather than ask for help I think that I have to do it all myself. When I do this, I can, at times, become neglectful of my employees and also lose sight of the overall picture of what the team is trying to accomplish. As a direct result, other team members find themselves needing to fill in the gaps to the best of their ability, thus creating a “void” in the leadership of the team.

B2b. Another personal leadership weakness that transitional leaders experience is that of unintentionally playing favorites. Transitional leadership encourages team members to have autonomy over their duties and authority to make decisions, and there are always those team members that are more comfortable doing this and who stand out more through their accomplishments. I tend to rely on those team members more than others who may need more guidance and encouragement to be successful. This creates the impression of favoritism towards individual team members and can cause feelings of discontent with members of the team. This can also give the appearance to upper management that I have favorite employees who get more attention and credit for their accomplishments.

B2c. The third area of personal leadership weakness for me as an achiever is that I tend to continually take on more work than my team or I can reasonably handle. This is something that I have struggled with over my entire career, and when these situations occur, it places undue stress on my team and myself. When I overcommit I end up finding myself needing to go to work early and stay late until I have completed the tasks required; this also ties directly into those times where I suffer from “tunnel vision,” causing the team to have to fill the void I have created by over-committing and taking on additional tasking.

Prompt/Essay Requirement.Recommendations for Personal Leadership. Now that you have reflected on your current leadership strengths and weaknesses recommend three specific actions, behaviors, or practices that would improve your effectiveness in leading people and organizations. The recommendations address your identified leadership weaknesses and align with the chosen scholarly leadership theory.

This section of the task requires scholarly research.

Use the same scholarly leadership theory used in B1.

Provide specific examples to support each actionable item, and include at least one in-text citation using a scholarly source.

Write a separate paragraph for each of the three recommendations.

Example 1.“Transformational leaders refer to leaders who look beyond their interests to act for the good of the organization. Transformational leaders tend to share similar traits, characteristics, and behaviors. For example, transformational leaders exhibit vision, staff development, supportive leadership, empowerment, innovative thinking, and charisma (Flynn, S. I. 2019).”

To become a transformational leader, I need to work on the following actions and behaviors.

First, I will create a more inclusive environment in which I invite and encourage my peers to take a more active role in performing the work to support our business partners to achieve the best results possible. Trusting my peers and followers to perform at the highest level to ensure we as a team assist our partners in attaining the highest good for the organization. I will trust that they as much as I do and that they can do as good a job as I do.

Second, I commit myself to have a more even work-life balance so that I can be at my best and provide guidance and support to my peers and followers so that we all succeed as a team and ultimately as an organization.

Third, I will continue to grow my leadership skills and knowledge by completing my master’s degree in Management and Leadership. Completing a degree in leadership will allow me to gain the understanding necessary to lead and grown a dynamic and productive team that will contribute to the overall success of the business units we support.

Example2.In the article “Advantages and Disadvantages of Transformational Leadership” by Jayne Thompson (2019), the author discusses some principles of Transformational leadership and how to inspire team members to perform beyond expectations by influencing their values and attitudes. The three I believe could benefit me the most are, “Set clear and consistent goals, Inspire others to rise to challenges, and lead by example, and thirdly to always model integrity and fairness.” As with any good leader, I believe it essential to always look for new ways to improve your leadership skills as well as your overall job performance by setting clear and consistent goals for myself and my team I believe I can avoid some of the pitfalls that I have previously fallen into, particularly overcommitting and taking on more work thanmy team and I can realistically handle.

B3b. I realize that even as a transformational leader and a person who honestly does believe in encouraging others to grow and always setting an excellent example of what leadership is, I can be extremely controlling at times. I need to learn to recognize that when I am doing it and ease up on the reigns to give others on my team the opportunity to rise to challenges and have the chance to display their decision making, and leadership skills.

B3c. I have a great gift of being able to lead people and direct a team, which is something that I know I am very good at; it has taken me twenty years to realize this, and also to recognize that I still have so much to learn, and so much to teach. Part of what I need to learn is that I must always set a very high standard of reflecting integrity and fairness. I can accomplish this in part by recognizing those situations where I am unintentionally showing favoritism towards a team member, and making sure that I am allowing those employees that need more nurturing and guidance to demonstrate their abilities. Even though I may have to coach them more, the only way they will learn and gain confidence is by being allowed the opportunity to succeed.

Prompt/Essay Requirement.SMART GOALS. The discussion includes 2 short-term goals that will help improve personal leadership, and the goals adhere to each of the SMART criteria (i.e., specific, measurable, achievable, realistic, and time-bound).

Example 1.In any endeavor, goal setting is critical to achieving success. To become a more effective leader, I have identified two SMART goals that will assist with both my personal and professional development.

Improving Productivity: To enhance my effectiveness as a leader, I will improve my productivity within the next eight weeks. I will set priorities at the beginning of each month, week, and day to focus on achieving my goals and leverage my calendar to schedule focused work time on specific work, school, and personal objectives. I will limit checking my emails to 3 times per day and will only spend 60 minutes per day on social media platforms. This goal is relevant to my role as a manager, because as stated prior, time management is an essential component of a leader’s responsibility and accountability, and “is an important commodity in managing how work is prioritized, goals are accomplished, and resources are allocated” (Farrell, 2017, p. 216).

Networking: Since the effectiveness of situational leadership is dependent on effective communication and relationship building, another goal I will strive to achieve will be to expand my professional network by 10% by the end of this year. I will attend at least two meetings per month, including social gatherings, such as coffee meetups, joining various interest groups, and attending professional or association events or conferences. Thus, resulting in more new, critical connections to help me gain insights both within and outside my field of expertise, improve the quality of my work, and expand my career.

Example2. To achieve improvement, I have set these two goals for myself:

I want to make better employee engagement in goal-setting over the next year with my direct reports. This is timely because goal-setting exercises begin in June of this year. I will start by providing the team member the department goals offered by the executive team and ask them how they feel that they can contribute to achieving them. I’ll review the SMART goal setting criteria and ask each of them to set 5 individual goals. I’ll ask them for at least three purposes that contribute to meeting the department goal, and two of the five can be related to advancing their personal development over the next year.

To enrich these discussions, I will also inquire about any insights about how other team members can contribute to our department goals, as well. Sometimes an objective perspective can help identify missed opportunities. I will include that peer feedback for more well-rounded conversations with employees. I will know I have met this goal after the first year when we revisit these goals and see that employees made it a point to meet them and are proud of their accomplishments. These activities will help me to embrace Participative Leadership more fully.

My second goal is to make sure that decisions made have input from every stakeholder. Following the reorganization of my team at the end of May, I will create an agenda template for meetings that records: the problem, the identified stakeholders, the date of the meeting, the considerations, the conclusion, the action items, and assignees. By consciously identifying each stakeholder in my notes before beginning the session begins, I can make it a point to drive the meeting agenda such that every needed voice is invited, and I can call each out to ensure they are heard in the meeting so that they know their opinions are valued.

Also, I will distribute the meeting notes with these conclusions afterward to all participants and stakeholders. Stakeholders that we’re unable to attend can review these notes to feel informed and included as well as have them to provide feedback on afterward.

I will save these agendas for quarterly review to ensure I am meeting my goal of 85% stakeholder participation. (While 100% participation would be ideal, 85% is more achievable with consideration for PTO). I will know I have met my goal if meeting attendance and active participation increases (i.e., voluntary participation by every stakeholder rather than being asked to contribute). This participation will equate to active employee engagement in outcomes.

Prompt/Essay Requirement.Discuss at least2 specific actions you will take to reach each of the SMART goals discussed in part C.

Example 1. I am hopeful that these two SMART goals will not only help to hone my leadership abilities and improve key weaknesses but will also help my peers and coworkers feel essential and crucial to the business process. By facilitating more trusting and honest communication, I will be able to gain a better understanding of my coworkers’ strengths and weaknesses and thus will be better able to properly apply effective leadership tactics to both the individuals and the group as a whole. If successful, these goals, along with my newfound understandings of my strengths from the CliftonStrengths Assessment, will boost morale by helping my employees feel empowered and values, which in turn will lead to more productivity in the workplace.

Example2. The specific actions I plan on using to meet the goals I have set are: 1) I will have a team meeting every week to inform team members of upcoming tasking opportunities, also provide my team the chance to give me updates as to what their workload currently is and them a chance in a groupsetting to ask for help or ideas; and 2) before assigning any new tasking I will meet with the individual team member one on one so that I can clearly and concisely explain the requirement, and ensure they are comfortable with the tasking.

C1b. To ensure that I do not go overload myself by agreeing to accept more work than I can reasonably handle, I am going to make sure to keep a daily log of my work activity and projects that I have due. Also, before taking on any new task, I will meet with my team so that they can be aware of my workload and provide me with feedback on what is best for the team.

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Leadership Analysis

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