Process of Personal Development Personal-Free-Samples-Myassignment

Question: Carry out appropriate Personal Development Activities in accordance with the plan to develop skills identified in the audit. Answer: Personal development is a process that involves different activities that enhance a person towards the enhancement of skills, experience, and self-actualization. It requires that an individual set out a plan for development, implements it and carries out continuous evaluation tests to ensure that actual results match the desired outcomes[1]. Unlike educational training, personal development can only be carried out by the individual. For instances, gaining managerial and leadership skills requires working with a team and exhibiting the most appropriate expertise to achieve common goals. Personal development helps individuals grow professionally through skills and experience advancement. Personal development helps in goal-setting, self-empowerment, and relationship building. The current realities of ones expertise are adequately identified through personal development plan. The skills, knowledge, and competence of an individual are also identified using personal development plan. My plan in developing managerial and leadership skills requires overcoming my weakness and maximizing my strengths. The objective of personal development is to increase my chances of employability and enhance my performance. Therefore, as a group leader in a team that addresses innovative ideas, I am tasked with leading the group towards developing creative concepts that can be used in the marketing and production departments. During the first day, the team had the responsibility of conducting a comprehensive research on new ways to develop the companys product. As such, the group was divided into four where each sub-team was to address various aspects of the product and identify components that can be improved. Though my strengths include patience, teamwork, and managerial skills, I realized that making decisions can be challenging. When the group was split into four, it meant that as the team leader, I had to balance between the cost and benefit of the researching exercise. Each sub-group had to travel to various locations to conduct a comprehensive research. Whats more, some members of the group are entitled and request quality company resources such as the transportation[2]. However, irrespective of their requests, one group required using the transport car due to the nature of their research. I was able to balance the division of resources among the members eventually but not without facing resistance from a few. I, therefore, learned that a leader needs to maintain objectivity irrespective of the relationship with various group members[3]. Irrespective of my ability to balance the resources between the group members, some setbacks were encountered. I realized that in dividing the group to carry out various research tasks, I failed to balance the amount of work. One group ended up with little functions while another group was overwhelmed. Additionally, due to the conflict on which group was to take the company car, some team members were unwilling to be helpful and share the excess work. It affected time management and introduced a delay in the innovation research project. One of my identified skills includes communication. I was a leader of a group that required inspiration to cooperate, and I was poor in communicating. At first, I tried to talk to different members by exploiting their personal goals and their relationships to enhance how they interacted[4]. However, it did not work eventually. As a result, this has built my skills and competence in the industry. This setback affected the team and the project eventually. As the team leader, I understood that poor communication affected my ability to motivate the members. Hence, I sought the guidance of a mentor. In his advice to my crisis, he noted that my best strategy was to set up a meeting and identify the issues in the group. Secondly, I had to exercise objectivity in trying to resolve the conflict. Thirdly, by aligning the members goals and those of the team, I would inspire cooperation among members[5]. Following his advice, I addressed the conflict among the members. One group felt that I favored the other more. Thus I promoted the aggression. I solved the issue and communicated the need for cooperation[6]. Eventually, I had attained communication time management skills as the innovation project was completed in time. In conclusion, personal development plays significant roles in goals setting, skills and competence advancement, assessment of current realities, and the determination o f short, medium, and long term goals. Bibliography Amabile, Teresa, Colin M. Fisher, and Julianna Pillemer. "The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work." Harvard Business Review Press 36 (2011): 157-183. Amabile, Teresa M., and Steven J. Kramer. "The power of small wins." Harvard Business Review 89, no. 5 (2011): 70-80. Curtis, E., and R. O'Connell. "Essential leadership skills for motivating and developing staff." Nursing management (Harrow, London, England: 1994) 18, no. 5 (2011): 32. Downer S., Leadership management in employee motivation Communication Management Institute (London, United Kingdom: 2017) Kotter, J. P. "What effective general managers really do." Harvard business review 60, no. 6 (1982): 156-167. Messmer, Max. "How small slights can cause big damage to morale." Strategic Finance (2006): 15-17. John Kotter. "What effective general managers really do." Harvard business review 60, no. 6 (1982): 156-167. Max Messmer. "How small slights can cause big damage to morale." Strategic Finance (2006): 15-17. Elizabeth Curtis, and Rhona O'Connell. "Essential leadership skills for motivating and developing staff." Nursing management (Harrow, London, England: 1994) 18, no. 5 (2011): 32. Teresa, Amabile, and Steven J. Kramer. "The power of small wins." Harvard Business Review 89, no. 5 (2011): 70-80. Teresa Amabile, Colin M. Fisher, and Julianna Pillemer. "The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work." Harvard Business Review Press 36 (2011): 157-183. Shane Downer , Leadership management in employee motivation Communication Management Institute (London, United Kingdom: 2017)