Scenario
Your leader has requested from you a development plan to assist your advancement as a human resource professional. Your plan will need to be specific, measurable, attainable, relevant, and time-bound to allow your leader to support you in your growth. Your leader wants to hold you accountable to the actions you need to take, as well as identify additional support you will need to accomplish the goals set forward in your plan.
Leadership Development Challenge
In Assessment 3, you defined your strengths, your leadership philosophy, and your role as a future human resource leader. In this assessment, you will use insights from Assessment 3 to outline future actions for your development as a human resource leader.
To prepare for this assessment, you will need to:
• Use your personal leadership statement from Assessment 3 as a foundation for your development decisions. Define goals that would target your development as a good strategic partner within human resources as well as to employees and leaders within the organization.
• Identify effective goals. The Development Goals activity gives you clear steps and ideas in the goal setting process.
• Determine resources to assist you in your development. The resource activities provided with this assessment provide options to consider.
Write a 4–6 page plan to deliver to your leader in which you outline future actions for your leadership development. Your Development Plan needs to be specific with attainable, relevant, time-bound actions that are clearly measurable in their outcomes. Your paper should be well organized and cover the following elements. Because it is your plan, identifying yourself in the first person would be appropriate. You may also choose to use tables, charts, or other strategies to more effectively communicate your plan.
• Analyze your strengths, leadership philosophy, and role as a human resource leader to define clear goals you need or desire for your own human resource leadership development. Address the following.
o Each goal addresses all elements of SMART goals: Specific, Measurable, Attainable, Relevant, and Time-Bound. For example, define specific outcomes you wish to happen by achieving a goal:
"Being a better leader" is not specific.
"Improving my communication, trust, and influence with my two team members" is more specific.
The Development Goals activity gives you clear steps and ideas in the goal setting process.
o One of the goals supports your ability to influence stakeholders as a human resource leader.
• Explain how one of the goals supports your ability to influence stakeholders as a human resource leader.
• Identify specific action steps and timelines needed to achieve each of your development goals.
o Break down each identified goal into action steps. You may need several action steps for each goal and ensure they are realistic to achieve. For example:
Full Answer Section
Strengths, Leadership Philosophy, and Future Role:
-
Strengths: My key strengths lie in analytical thinking, communication (both written and verbal), and relationship building. I possess a strong capacity for problem-solving and can navigate complex situations with composure and a nuanced understanding of diverse perspectives.
-
Leadership Philosophy: My leadership philosophy revolves around servant leadership, prioritizing the needs and growth of my team members. I believe in fostering a collaborative environment where open communication, respect, and trust are central. My aim is to empower my team through effective delegation, mentoring, and providing opportunities for skill development.
-
Future Role: I envision myself as a strategic human resource leader, actively partnering with both employees and leaders to drive organizational success. I aspire to be a trusted advisor, influencing decisions by presenting data-driven insights and aligning HR initiatives with the broader business objectives.
SMART Goals for Development:
Goal 1: Enhance my ability to influence stakeholders through compelling communication and persuasive presentations.
Specific: Enhance my presentation skills by delivering two impactful presentations to executive and leadership teams within the next year, one regarding talent acquisition strategies and the other on employee retention initiatives.
Measurable: Track audience engagement during presentations through surveys and assess effectiveness based on the level of decision-making influenced and resource allocation secured.
Attainable: Achieve this goal by attending workshops on presentation skills, seeking coaching from experienced presenters within the organization, and practicing presentations with colleagues beforehand.
Relevant: This aligns with my future role as a strategic HR leader who needs to influence key stakeholders through persuasive communication.
Time-bound: Achieve mastery within one year, with two impactful presentations delivered within that timeframe.
Action Steps:
- Enroll in a presentation skills workshop offered by the company learning and development department within the next quarter.
- Schedule coaching sessions with a senior HR leader proficient in delivering impactful presentations.
- Practice presentations with colleagues, seeking feedback and suggestions for improvement.
- Conduct thorough research on target audiences and tailor content accordingly to ensure relevance and resonate with their needs.
- Utilize storytelling techniques and visual aids to enhance engagement and persuasiveness.
Goal 2: Deepen my understanding of business strategy and its alignment with HR initiatives.
Specific: Participate in two cross-functional projects involving collaboration with different departments (e.g., marketing, finance) within the next six months to gain deeper insights into their objectives and challenges.
Measurable: Assess learning through reflections on key takeaways from participation in cross-functional projects and demonstrate understanding by proposing HR initiatives effectively aligned with business goals.
Attainable: Secure participation in cross-functional projects by proactively expressing interest to project leads and demonstrating relevant skills and experiences.
Relevant: Understanding business strategy is crucial for a strategic HR leader to align HR initiatives with organizational objectives and maximize impact.
Time-bound: Achieve active participation in two cross-functional projects within six months and demonstrate increased understanding through proposed HR initiatives aligned with business goals.
Action Steps:
- Identify ongoing cross-functional projects within the organization and assess alignment with my learning goals.
- Proactively reach out to project leads, expressing interest in contributing and highlighting relevant skills and experience.
- Actively participate in project meetings, discussions, and brainstorming sessions.
- Take detailed notes and reflect on key takeaways from project involvement.
- Analyze business goals and challenges identified in the project and propose HR initiatives that effectively address them.
Support and Resources:
To succeed in my development journey, I request support from my leader in securing opportunities for cross-functional project participation and access to relevant training resources. Additionally, I aim to utilize the expertise of senior HR leaders through mentorship and coaching engagements. My dedication to self-learning through online courses, industry publications, and networking events will further complement my formal development efforts.
Conclusion:
This personal leadership development plan outlines a focused and actionable roadmap for my professional growth. Through commitment, strategic execution of goals, and the invaluable support of my leader and available resources, I am confident in reaching my full potential as a human resource leader, contributing significantly to the organization's success and influencing stakeholders with my knowledge, skills, and persuasive communication. I welcome ongoing feedback and adjustments to this plan to ensure its alignment with my evolving aspirations and the organizational needs.