Category: Leadership

discussion post of at least 150 words:
Reflect upon Figure 13-1 in the textbook. It depicts the key elements a leader must consider when addressing and implementing cultural change. Keep in mind this does not necessarily mean a radical change in culture.
Select two of the elements in the cycle and explain why you believe they are important ones and why you perceive them as being essential for a leader to address in assessing and renewing an organization’s culture.
Cite examples from the textbook in your post. You may also wish to use outside resources to enforce your main points.

I need a personalized leadership development plan based on my personal strengths and weaknesses.
Strengths:
Determined
Reliable
Accountable
Caring
Willingness to learn new skills
Empathetic
Weakness:
Strong-willed
Not always open to hearing different perspectives (sometimes I want to be justified in my perspectives)
Direct
Stuck in my ways at times
This 15-20 page assignment is intended to examine your own leadership style and potential, identify shortcomings and growth potential, and develop a plan for the future. This assignment is based on introspection and critical analysis. The purpose is for you to assess your own leadership style, capabilities and skills, focusing on both strengths and weaknesses. As such, you should be using the concepts from Chapters 1 – 8 in the textbook. Your final paper should include a personal development plan for the future (both short-term and long-term), focusing on how to maximize your potential, and to improve yourself in the areas in which you may have some shortcomings or weakness.
Sample plan layout:
Creating a leadership development plan involves setting clear goals and outlining the steps you need to take to enhance your leadership skills and abilities. Here’s a step-by-step guide to help you create a personalized leadership development plan:
**Step 1: Self-Assessment**
Start by assessing your current leadership skills, strengths, and weaknesses. Consider seeking feedback from peers, supervisors, or mentors through self-assessment tools or 360-degree feedback.
**Step 2: Define Your Leadership Goals**
Determine your leadership objectives. What kind of leader do you want to become, and what specific skills or qualities do you want to develop? Ensure your goals are SMART (Specific, Measurable, Achievable, Relevant, and Time-bound).
**Step 3: Identify Development Areas**
Based on your self-assessment and leadership goals, identify the specific areas you need to improve. These could include communication, decision-making, conflict resolution, team building, strategic thinking, etc.
**Step 4: Create Actionable Steps**
Break down each development area into actionable steps. These steps should be specific and achievable. For example, if you want to improve communication skills, your steps could include attending communication workshops, practicing active listening, and seeking feedback after presentations.
**Step 5: Set a Timeline**
Assign deadlines or timeframes to each action step. Having a timeline will help you stay accountable and measure your progress.
**Step 6: Allocate Resources**
Determine what resources you’ll need to support your development. This may include books, courses, workshops, coaching, mentoring, or online resources. Ensure you have access to these resources.
**Step 7: Take Action**
Start implementing your plan by taking the first steps towards your leadership development goals. This may involve enrolling in courses, seeking out a mentor, or practicing specific skills in your current role.
**Step 8: Seek Feedback and Adjust**
Regularly seek feedback from peers, mentors, or supervisors to assess your progress. Be open to constructive criticism and adjust your plan as needed to address any emerging development needs.
**Step 9: Measure Your Progress**
Periodically review your plan to track your progress against your goals and timelines. Adjust your plan as necessary to stay on track.
**Step 10: Celebrate Achievements**
Acknowledge and celebrate your achievements along the way. Recognize your growth and the positive impact it has on your leadership abilities.
**Step 11: Repeat and Iterate**
Leadership development is an ongoing process. Once you’ve achieved your initial goals, set new ones and continue to refine your skills and abilities.
Remember that leadership development is a lifelong journey, and your plan should evolve as you grow and face new challenges. Regularly assess your progress and adjust your plan accordingly to ensure you’re continually developing as a leader.
One of the cited sources should be the course text (attached)

I just need the writer to modify and elaborate on [Part 2.3] of the paper: Explain how development opportunities can be used to comply with legal and organizational requirements.
Comments were as follows:
You have explained how development opportunities can be used to comply with occupational requirements. You haven’t explained this sufficiently for health, safety, equality, and diversity.
When you resubmit, use examples, and explain how development opportunities can be used to comply with legal and organisational
requirements for:
● Health and safety
● Equality and diversity

Competency 3: Analyze organizational global supply chain process to maximize value.
This reflection activity is comprised of two sections, collectively totaling a minimum of 500 words. Complete your reflections by responding to all prompts.

Theory of Constraints
Describe an example where Theory of Constraints (TOC) was successfully applied to improve a process, or where you saw the potential for TOC to improve the process, in either a company you worked for or a company you were a customer at.
What is the Lean concept and why is it important to study? How can Lean be applied to manufacturing and service processes?
What is work center scheduling and why is it important for firms to focus on?

Supply Chain Strategies
Choose 2 supply chain strategies aimed to improve organizational performance and enhance competitiveness.
Explain each strategy, and give an example of an organization that has used each type of strategy. Was each strategy successful? Why or why not?

Please respond to the discussion post below.
Discussion Post:
The gaps or opportunities for improvement in my leadership competencies, skills, and behaviors that I need to work on are Emotional Intelligence – Mindfulness, Coaching, Stepping out on the Balcony more, and becoming a consistent servant leader. I am very good at some parts of Emotional Intelligence, and there are major opportunities for improvement in other parts. One big area that needs work is practicing Mindfulness. “Mindfulness is a type of meditation in which you focus on being intensely aware of what you’re sensing and feeling in the moment without interpretation or judgment” (Mayo Clinic, n.d.). I do not practice mindfulness regularly at all. I need to work harder at practicing some exercises and make this become a habit. The issue I have is that I tend to feel like I have so much to do that if I am sitting doing nothing, I am wasting valuable time that I could be getting other things completed. The only times I have been able to practice Mindfulness is when two different situations occur; when my brain has become so overwhelmed that I cannot think or focus on anything or I am about to get very angry about something and explode. On both of these occasions, I am very good at reading the signs and making myself step away to clear my mind. I need to work on practicing Mindfulness daily so that I will be less likely to be in either of those situations again.
The next gap for me to work on improving is to provide more meaningful coaching to my team, as well as, coaching more consistently. When we are at a slower time at work, I am able to think about taking time to coach my team. I am extremely bad at following up when we are busy. My focus shifts to an evenly distributed workload and that the work is being completed successfully. I feel like this goes back to my thinking of taking time out of the busy day to talk and coach the team, is time that could be focused on getting the work done, so that no one has to stay late to complete the tasks.
I also want to work on integrating the GROW model to make our coaching more meaningful and productive for the person being coached. The right model will ensure that everyone is performing at their most effective and efficient levels; no matter how new or long-term the employee is. “When GROW is utilized, the culture of the organization allows growth for all employees, starting with leaders. Establishing a coaching culture helps hold people accountable for their actions in all directions” (Miller, 2020). I need to work on making sure the team knows they are a priority to me and that their career goals and personal visions are important as well.
I need to work on “stepping out onto the balcony” more. I am very good at taking that step at critical times, but I need to improve on this. I feel like if I am able to do this more frequently, I will be able to develop stronger skills in seeing any potential issues that might arise before they become a larger problem. As stated by Heifetz et al, I will be able to honestly address any elephants in the room, if I keep an open mind and get out on the balcony more frequently.
I feel like the more I am able to improve in these areas, the closer I get to becoming a Servant Leader. I feel like I dabble in Servant Leadership, but consistency is needed. I fully understand a good leader is able to switch between different types of leadership as a situation needs. However, this is not what I mean by not being consistent. I tend to focus on this when I am less stressed and in less busy times. I need to become consistent in staying focused even in busier times. The key to all of this is my being able to improve my own Mindfulness. If I can do that and be able to become more focused and clear-thinking, I will be able to focus more on being consistent and improving the rest of the areas.
References
Heifetz, R., Grashow, A.,& Linsky, M. (2009). The Practice of Adaptive Leadership. Harvard Business Press.
Mayo Clinic. (n.d.). Mindfulness exercise: See how mindfulness helps you live in the moment. https://www.mayoclinic.org/healthy-lifestyle/consumer-health/in-depth/mindfulness-exercises/art-20046356
Miller, Kelly (2020) What is the GROW coaching model?Positivepsychology.com. https://positivepsychology.com/grow-coaching-model/

Please respond to the discussion post below.
Post:
One of the most profound changes I have personally undergone as I have grown up is the realization that I will never stop growing and learning. As a young kid, I felt how I viewed myself and the world never changed. Only from living life, growing, and experiencing did I realize I would never stop growing. I have no idea how I will view the world when I turn 30, 40, 50, and so on. But I can confidently say with more experience will come a deeper understanding and appreciation for my strengths, weaknesses, ideals, and self-image. Goldsby et al. (2021) state, “For leaders to influence others, they must first have their motivation and actions to get started on their grand projects.” Self-leadership is perhaps one of the most profound ideas that has come to me out of this master’s degree.
If I ever want to lead others, I must first be able to lead myself with everything it entails. The path toward self-improvement and self-betterment is a continuous process. When writing my master’s paper, I realized one significant overarching trend that I did write about. I have learned so much about leadership theory, yet my ability and experience putting it into practice is limited. As an officer, I am entrusted to be a leader.
I look forward to all the opportunities to put theory into practice to become a more holistic leader. After self-reflection, I believe I have a few fundamental gaps requiring more conscious attention than simply learning through experience. For this discussion post, I will share these gaps, why I feel they are essential, and the steps I plan on taking toward self-improvement.
Coach and mentor
The first significant gap I need to work on is the ability to coach and mentor. One of my goals as a leader is to develop my followers and organization to higher levels of success and fulfillment in all domains. Coaching and mentoring those around me is not a new skill set. There are many aspects in which I am a confident coach and mentor. For one, as a flight instructor for four years, I directly considered my job as a coach and mentor. Over my time as an instructor, I learned that I am ultimately taking someone with no prior aviation experience and developing them into a safe and confident pilot who will eventually be responsible for their airplane and their passengers. Over my time as an instructor, I learned what worked and what didn’t and that I had to tailor my coaching and mentoring to that specific student and their specific needs. By the end of my instructor experience, I considered myself proficient. I used my prior experience with different types of students to quickly and accurately address their specific needs. So much so that by my third year, I was one of the few instructors Embry Riddle would always send the “problem students” to for more significant assistance. Another aspect of coaching and mentoring I’m confident in is health and fitness. I was a very overweight child, and out of necessity, I learned how to work out and eat healthy. In the USMC, I help coach and mentor my peers and Marines to higher fitness levels and always try to help where possible. The truth of the matter, however, is that as an officer, I want to coach and mentor my Marines in all aspects of life, as I feel is my leadership privilege and responsibility. It is in this aspect I think I have issues. I am twenty-five years old, unmarried, and do not have children, nor am I even in a relationship; I’m still learning how to manage my finances and set myself up for future success. There is so much of life I am still actively a student of. Many Marines under me have issues and need coaching in aspects of life I do not know or am still trying to figure out for myself. Until I have more life experience, I think the best I can do for my Marines is be honest and try and find someone who can help.
Holistic Balance
I think true leaders are balanced in their lives. While we all have problems, other aspects of our lives will suffer if someone doesn’t have balance. I have discussed my desire to find balance in many of these discussion posts in my previous classes. When I think about my life, I take many things to the extreme. My fitness routine can be extreme. My desire to do my work, on time, efficient, and to the standards I want can be intense. I developed the “work hard, play hard” mentality in college. Working super hard during the week and then partying super hard on the weekend became a way of life, and it served me very well. I will say, however, now, as an adult, the work hard, play hard mentality is starting to no longer work for me and is another aspect I feel I deeply need balance in. I think about and work on trying to find a balance every day. I have made improvements, but I do not consider myself to have found a long-term stable solution yet. I know I need to see it for myself, my friends, my family, and my Marines.
Organizational Change
The ability to inspire and bring organizational change to fruition is a crucial aspect of leadership. While I have learned much in the theory and principles of organizational change, I would be lying if I said I had any experience doing it. Organizational change can be of any size and scale. The USMC is undergoing Force Design 2030, a fundamental shift in how Marines train, fight, and win. As a Marine officer, Force Design is one of my responsibilities to come to fruition. I also believe Force Design will be my first real experience with organizational change on a large scale. I intend to use many of the theories of change I have learned about to assist in its fruition. That being said, I do not know what I don’t know. I’m excited to learn and grow from its challenges. However, there is a substantial gap in my leadership skills within this domain due to a lack of experience.
Confidence
I believe being confident, not cocky, is an essential aspect of leadership. I chose to list confidence as an overall gap in my leadership skills. I decided to list this gap last because it helps explain my other gaps on a large scale. I am still in training and have limited experience leading Marines. As discussed in my paper, I know theory yet lack practice. Practice, knowledge, and proficiency builds confidence. I am excited to learn, grow, and build confidence with experience over time. I want to end with a quote that resonates with me and how I intend to work on my gaps in all leadership aspects. Day et al. (2004) state, “No single leader can have all the answers to every problem.” I know there is much I do not know and much I will never know. As a leader, I don’t think I have to have all the answers, but I do have to be humble enough to admit that. I want to use those around me, try to find answers, and never stop pursuing growth in all aspects.
References
Day, D. V., & Halpin, S. M. (2004). Growing leaders for tomorrow: An introduction. Leader development for transforming organizations: Growing leaders for tomorrow, 3-22.
Goldsby, M. G., Goldsby, E. A., Neck, C. B., Neck, C. P., & Mathews, R. (2021). Self-leadership: A four decade review of the literature and trainings. Administrative sciences, 11(1), 25.

Please respond to the discussion post below.
Discussion Post:
The gaps or opportunities for improvement in my leadership competencies, skills, and behaviors that I need to work on are Emotional Intelligence – Mindfulness, Coaching, Stepping out on the Balcony more, and becoming a consistent servant leader. I am very good at some parts of Emotional Intelligence, and there are major opportunities for improvement in other parts. One big area that needs work is practicing Mindfulness. “Mindfulness is a type of meditation in which you focus on being intensely aware of what you’re sensing and feeling in the moment without interpretation or judgment” (Mayo Clinic, n.d.). I do not practice mindfulness regularly at all. I need to work harder at practicing some exercises and make this become a habit. The issue I have is that I tend to feel like I have so much to do that if I am sitting doing nothing, I am wasting valuable time that I could be getting other things completed. The only times I have been able to practice Mindfulness is when two different situations occur; when my brain has become so overwhelmed that I cannot think or focus on anything or I am about to get very angry about something and explode. On both of these occasions, I am very good at reading the signs and making myself step away to clear my mind. I need to work on practicing Mindfulness daily so that I will be less likely to be in either of those situations again.
The next gap for me to work on improving is to provide more meaningful coaching to my team, as well as, coaching more consistently. When we are at a slower time at work, I am able to think about taking time to coach my team. I am extremely bad at following up when we are busy. My focus shifts to an evenly distributed workload and that the work is being completed successfully. I feel like this goes back to my thinking of taking time out of the busy day to talk and coach the team, is time that could be focused on getting the work done, so that no one has to stay late to complete the tasks.
I also want to work on integrating the GROW model to make our coaching more meaningful and productive for the person being coached. The right model will ensure that everyone is performing at their most effective and efficient levels; no matter how new or long-term the employee is. “When GROW is utilized, the culture of the organization allows growth for all employees, starting with leaders. Establishing a coaching culture helps hold people accountable for their actions in all directions” (Miller, 2020). I need to work on making sure the team knows they are a priority to me and that their career goals and personal visions are important as well.
I need to work on “stepping out onto the balcony” more. I am very good at taking that step at critical times, but I need to improve on this. I feel like if I am able to do this more frequently, I will be able to develop stronger skills in seeing any potential issues that might arise before they become a larger problem. As stated by Heifetz et al, I will be able to honestly address any elephants in the room, if I keep an open mind and get out on the balcony more frequently.
I feel like the more I am able to improve in these areas, the closer I get to becoming a Servant Leader. I feel like I dabble in Servant Leadership, but consistency is needed. I fully understand a good leader is able to switch between different types of leadership as a situation needs. However, this is not what I mean by not being consistent. I tend to focus on this when I am less stressed and in less busy times. I need to become consistent in staying focused even in busier times. The key to all of this is my being able to improve my own Mindfulness. If I can do that and be able to become more focused and clear-thinking, I will be able to focus more on being consistent and improving the rest of the areas.
References
Heifetz, R., Grashow, A.,& Linsky, M. (2009). The Practice of Adaptive Leadership. Harvard Business Press.
Mayo Clinic. (n.d.). Mindfulness exercise: See how mindfulness helps you live in the moment. https://www.mayoclinic.org/healthy-lifestyle/consumer-health/in-depth/mindfulness-exercises/art-20046356
Miller, Kelly (2020) What is the GROW coaching model?Positivepsychology.com. https://positivepsychology.com/grow-coaching-model/

Please respond to the discussion post below.
Post:
One of the most profound changes I have personally undergone as I have grown up is the realization that I will never stop growing and learning. As a young kid, I felt how I viewed myself and the world never changed. Only from living life, growing, and experiencing did I realize I would never stop growing. I have no idea how I will view the world when I turn 30, 40, 50, and so on. But I can confidently say with more experience will come a deeper understanding and appreciation for my strengths, weaknesses, ideals, and self-image. Goldsby et al. (2021) state, “For leaders to influence others, they must first have their motivation and actions to get started on their grand projects.” Self-leadership is perhaps one of the most profound ideas that has come to me out of this master’s degree.
If I ever want to lead others, I must first be able to lead myself with everything it entails. The path toward self-improvement and self-betterment is a continuous process. When writing my master’s paper, I realized one significant overarching trend that I did write about. I have learned so much about leadership theory, yet my ability and experience putting it into practice is limited. As an officer, I am entrusted to be a leader.
I look forward to all the opportunities to put theory into practice to become a more holistic leader. After self-reflection, I believe I have a few fundamental gaps requiring more conscious attention than simply learning through experience. For this discussion post, I will share these gaps, why I feel they are essential, and the steps I plan on taking toward self-improvement.
Coach and mentor
The first significant gap I need to work on is the ability to coach and mentor. One of my goals as a leader is to develop my followers and organization to higher levels of success and fulfillment in all domains. Coaching and mentoring those around me is not a new skill set. There are many aspects in which I am a confident coach and mentor. For one, as a flight instructor for four years, I directly considered my job as a coach and mentor. Over my time as an instructor, I learned that I am ultimately taking someone with no prior aviation experience and developing them into a safe and confident pilot who will eventually be responsible for their airplane and their passengers. Over my time as an instructor, I learned what worked and what didn’t and that I had to tailor my coaching and mentoring to that specific student and their specific needs. By the end of my instructor experience, I considered myself proficient. I used my prior experience with different types of students to quickly and accurately address their specific needs. So much so that by my third year, I was one of the few instructors Embry Riddle would always send the “problem students” to for more significant assistance. Another aspect of coaching and mentoring I’m confident in is health and fitness. I was a very overweight child, and out of necessity, I learned how to work out and eat healthy. In the USMC, I help coach and mentor my peers and Marines to higher fitness levels and always try to help where possible. The truth of the matter, however, is that as an officer, I want to coach and mentor my Marines in all aspects of life, as I feel is my leadership privilege and responsibility. It is in this aspect I think I have issues. I am twenty-five years old, unmarried, and do not have children, nor am I even in a relationship; I’m still learning how to manage my finances and set myself up for future success. There is so much of life I am still actively a student of. Many Marines under me have issues and need coaching in aspects of life I do not know or am still trying to figure out for myself. Until I have more life experience, I think the best I can do for my Marines is be honest and try and find someone who can help.
Holistic Balance
I think true leaders are balanced in their lives. While we all have problems, other aspects of our lives will suffer if someone doesn’t have balance. I have discussed my desire to find balance in many of these discussion posts in my previous classes. When I think about my life, I take many things to the extreme. My fitness routine can be extreme. My desire to do my work, on time, efficient, and to the standards I want can be intense. I developed the “work hard, play hard” mentality in college. Working super hard during the week and then partying super hard on the weekend became a way of life, and it served me very well. I will say, however, now, as an adult, the work hard, play hard mentality is starting to no longer work for me and is another aspect I feel I deeply need balance in. I think about and work on trying to find a balance every day. I have made improvements, but I do not consider myself to have found a long-term stable solution yet. I know I need to see it for myself, my friends, my family, and my Marines.
Organizational Change
The ability to inspire and bring organizational change to fruition is a crucial aspect of leadership. While I have learned much in the theory and principles of organizational change, I would be lying if I said I had any experience doing it. Organizational change can be of any size and scale. The USMC is undergoing Force Design 2030, a fundamental shift in how Marines train, fight, and win. As a Marine officer, Force Design is one of my responsibilities to come to fruition. I also believe Force Design will be my first real experience with organizational change on a large scale. I intend to use many of the theories of change I have learned about to assist in its fruition. That being said, I do not know what I don’t know. I’m excited to learn and grow from its challenges. However, there is a substantial gap in my leadership skills within this domain due to a lack of experience.
Confidence
I believe being confident, not cocky, is an essential aspect of leadership. I chose to list confidence as an overall gap in my leadership skills. I decided to list this gap last because it helps explain my other gaps on a large scale. I am still in training and have limited experience leading Marines. As discussed in my paper, I know theory yet lack practice. Practice, knowledge, and proficiency builds confidence. I am excited to learn, grow, and build confidence with experience over time. I want to end with a quote that resonates with me and how I intend to work on my gaps in all leadership aspects. Day et al. (2004) state, “No single leader can have all the answers to every problem.” I know there is much I do not know and much I will never know. As a leader, I don’t think I have to have all the answers, but I do have to be humble enough to admit that. I want to use those around me, try to find answers, and never stop pursuing growth in all aspects.
References
Day, D. V., & Halpin, S. M. (2004). Growing leaders for tomorrow: An introduction. Leader development for transforming organizations: Growing leaders for tomorrow, 3-22.
Goldsby, M. G., Goldsby, E. A., Neck, C. B., Neck, C. P., & Mathews, R. (2021). Self-leadership: A four decade review of the literature and trainings. Administrative sciences, 11(1), 25.

Length: Paper: 5 double-spaced pages (excluding title and references pages)
Leader-Manager Assessment
Prepare and submit 5 page paper that defines, compares and contrasts leadership and management, identifies the traits and characteristics of effective leaders and efficient managers, assesses your effectiveness as a leader and manager, and reflects on insights gained. A well-constructed paper will reference 3 or more scholarly sources including 2 journal articles and adhere to APA standards.
Leadership and Management
Define, compare and contrast leadership and management. Support your analysis with 2 scholarly sources including 1 journal article.
Traits and Characteristics
Identify the traits and characteristics of an effective leader and efficient manager, and discuss why they important. Support your analysis with two (2) or more scholarly sources including 1 journal article.

Personal Assessment
Based on your analysis of the traits and characteristics of leaders and managers, assess your personal effectiveness as a leader and a manager. Include an analysis of why you are or aren’t stronger in one and/or the other role.
Reflective Analysis
Identify three (3) insights gained into leadership, management, and/or your personal effectiveness. What surprised you and what will you do differently to enhance your effectiveness? Describe two (2) specific actions you will take to enhance your leadership and/or managerial effectiveness.

Length: Paper: 5 double-spaced pages (excluding title and references pages)
Leader-Manager Assessment
Prepare and submit 5 page paper that defines, compares and contrasts leadership and management, identifies the traits and characteristics of effective leaders and efficient managers, assesses your effectiveness as a leader and manager, and reflects on insights gained. A well-constructed paper will reference 3 or more scholarly sources including 2 journal articles and adhere to APA standards.
Leadership and Management
Define, compare and contrast leadership and management. Support your analysis with 2 scholarly sources including 1 journal article.
Traits and Characteristics
Identify the traits and characteristics of an effective leader and efficient manager, and discuss why they important. Support your analysis with two (2) or more scholarly sources including 1 journal article.

Personal Assessment
Based on your analysis of the traits and characteristics of leaders and managers, assess your personal effectiveness as a leader and a manager. Include an analysis of why you are or aren’t stronger in one and/or the other role.
Reflective Analysis
Identify three (3) insights gained into leadership, management, and/or your personal effectiveness. What surprised you and what will you do differently to enhance your effectiveness? Describe two (2) specific actions you will take to enhance your leadership and/or managerial effectiveness.