Individual Development Plan for Leadership Growth

Introduction

This Individual Development Plan (IDP) is created to identify the key behaviors I need to develop for excellent performance in the role of leading people in a fast-paced and dynamic organizational setting.

My Current State: Strengths, Weaknesses, and Feedback

I am an excellent team player and I possess the ability to communicate well with other members of my team, as well as to motivate and inspire others toward the accomplishment of shared goals. I believe that through team building, I am able to consistently develop and sustain cooperative, functioning relationships with other team members.

I have a characteristic disposition of acceptance and steady assertiveness, and I would describe myself as a positive-thinking personality. I also have a strong conflict management record, whereby I am capable of identifying and taking steps to avoid potential circumstances that could lead to unpleasant confrontations.

I am also a person of high integrity and I believe in honesty as a means of establishing mutual confidence and trust. This has enabled me to create a culture that promotes high ethical standards within myself and among my team members. Through this, I have demonstrated a sense of public service commitment and corporate responsibility (Sanghi, 2007).

I am well able to work with a fully diverse workforce, having recruited, developed, and retained a varied, top-quality team in an equitable manner. Through this, I have led and managed inclusive workplaces that maximize each person's talent to achieve strong business outcomes. I respect and seek to understand individual differences in order to attain the organization's vision and mission. By developing and applying appropriate measures and rewards, I hold both myself and others accountable for achieving results that embody the universal principle of diversity.

At times I am confronted with situations that reveal low self-esteem and a lack of confidence in how I respond. This is reflected in my tendency to remain in my comfort zone, particularly when a larger or more challenging opportunity is presented.

I am also known to be short-tempered and sometimes overreact when provoked beyond a certain point. Because of this, I try hard to avoid confrontations that could get out of hand by fostering a positive and friendly working atmosphere with my team members (Dustin, 2005).

I have received both positive and negative feedback from members of my team. I have been described as not sufficiently assertive when facing complex situations that could turn volatile if handled with self-assured authority. Being someone who is not eager to be drawn into arguments has, however, helped considerably in resolving sensitive confrontations among team members (Ethan, 2012).

Focus Area Priorities

I have also been noted as sometimes lacking initiative. This stems from having many projects planned without adequate action being taken to bring them to life. I have myself recognized that I can become overwhelmed and stressed when there is too much workload and too little time to complete it.

My primary focus is to develop greater self-confidence and courage in my leadership, so as to earn more respect and exercise appropriate authority with junior team members. I am also working on controlling my temper so that I can resist the urge to become agitated when confronted with a difficult situation. Additionally, I am developing strategies to manage my schedule more effectively, in order to prevent excessive workload and the intense pressure that comes with it.