LED514 Module 3 SLP Latest 2019 january Question # 00596851 Course Code : LED514 Subject: Education Due on: 01/12/2019 Posted On: 01/12/2019 08:25 AM Tutorials: 0 Rating: 4.7/5

LED514 Mentoring and Developing
Employees

Module 3 – SLP

COACHING AND PERFORMANCE MANAGEMENT

Setting Personal Leadership Goals

In Module 1, you began the process of developing a
Leadership Growth Plan (LGP) with a thorough self-assessment. In Module 2, you established your vision,
identified obstacles to achieving that vision, and made plans to overcome the
obstacles. In this module, you will
continue to develop your LGP by setting goals and conducting an assessment of
resources you will need to accomplish your goals. The outcome of this exercise
is a 2- to 3-page plan that specifies 3 to 4 goals you would like to accomplish
in the next year and sets clear objectives for what you will need to do to
achieve them.

Keys to the Assignment

Perhaps the hardest part of setting goals is getting
started. Begin by considering the
following:

Ask yourself: “What do I need to be doing in order to
achieve my vision?” Think in terms of
what you can accomplish by next year. These are the milestones that describe
your goals. They define what you intend
to do.

Next, look at each goal separately and ask yourself:

“What do I need to do to reach this goal?”

“What skills do I need to acquire?”

“What new knowledge do I need?”

The answers to these three questions constitute your
objectives.

Objectives are shorter term than goals and specify what you
need, when you need it, and how you are going to get it. While goal statements are helpful in that
they set a direction, objectives provide the “roadmap” that will get you to
your vision. Objectives tell you exactly
what you need to do, how you need to do it, and provide a timeline.

Strong objectives meet the following criteria:

They are specific.
When you write your objectives, use action words that have a tangible
outcome such as identify, demonstrate, perform, or calculate. You will be able to assess when you have met
these types of objectives. Avoid words
like understand, appreciate, know, or learn.
These terms are too vague. How
will you be able to assess whether or not you “understand”?

They are challenging.
Difficult, but attainable objectives will help you cultivate a greater
leadership capacity. If an objective is
too easy, you will not grow. If it is
too difficult, you may end up frustrated and the goal will be unfulfilled.

Your goals and objectives form the outline of your
development plan. To flesh it out, determine what actions are required to meet
your objectives. These actions usually
make up the greater part of the leadership development plan itself.

Putting it all together and writing up the plan

Fortunately, there are a lot of templates on the internet to
help you create an action plan. Begin by
doing some research and select a template that will allow you to present your
goals, objectives, and timeline. You
will also need to identify the resources you will need. Most of these templates are some type of
table, and it is easy to follow what will need to be done, by when.

The critical component of this assignment is to be specific
about what actions you will take to gather the resources you will need to meet
your goals. The following list gives a
number of specific actions you can include in your plan, but you should not
stop with these. Use your own initiative and creativity to come up with
additional formal, informal, directed, and self-directed actions you can take
to meet your Leadership Growth Plan.

Reading – This is the basic and most fundamental way to stay
current in your area of expertise, gain new knowledge, and be inspired. Your
plan should include regular reading of professional journals, trade
publications, books, and reputable online resources.

Training programs and courses – Formal courses and training
seminars can be effective and efficient ways of learning new skills and
expanding your leadership capacities. Many companies offer such training
opportunities, but also check independent or consulting firms in specific areas
such as motivation, performance appraisal, cross-cultural communication, or
mentoring. Check out the internet, but also local colleges and Universities.
Certificates can offer cost and time-effective ways to home in on developing
specific skills such as human resources or project management.

On the job – even if your current position does not involve
leadership responsibilities, you can look for ways to learn leadership through
practical experience by mentoring a younger or newer employee, chair a task
force, prepare a presentation, or simply work to develop your active listening
skills on a daily basis.

Volunteering – Join a civic group, charity, board of a
non-profit, political campaign, fundraising effort, or other community
service. Be the first to offer to take
on a new project or supervise other volunteers.
Represent the group on radio, TV, or press as the spokesperson.

Find a mentor – identify someone who has what you want and
ask if they will show you the ropes. Let
her know that you want to develop specific skills, such as public speaking or
organizing events and would be interested in being a helping hand to learn
these skills. Ask for feedback from
supervisors and let them know you would welcome leadership opportunities.

Journaling – often overlooked, a habit of writing about
problems, learnings, obstacles encountered and overcome, and even hopes and
dreams of the future can help set direction and increase motivation. A journal can document what you are learning
and how it can apply to your leadership development.

SLP Assignment Expectations

Include a cover page and reference page in addition to the
2-3 pages of analysis described above.

Your paper should have an introduction and a conclusion, but
the main part of the assignment may be a well-constructed, professionally
designed table.

Use headings to indicate major sections of the report.

Cite and reference any outside sources.

Use APA formatting.

Proofread and edit your papers carefully. The expectation is
zero errors.