Design Your Own

Personal Leadership Development Plan.

www.leadershiphq.com.au

2 | © Copyright 2018 LeadershipHQ www.soniamcdonald.com.au

Hi there.

You’re reading this because you know you’re capable of being an amazing leader, whether you’re currently in a leadership role or hoping to be in the future. You have a passion for leadership and believe you could do as well as, if not better than many leaders out there in our workplaces.

This plan is designed to help you become a confident, capable leader.

Let’s rock it!

The Importance of writing down your plan.Neuroscience has shown people achieve more when they’ve written down what they need to do, whether it’s a to-do list or a long-term plan.

When you write them down, it focuses the mind on what’s important. It tells your brain what to look for and store. It reduces any distracting thoughts and worries you might have. But your plan must be a good one. It’s got to have detail or it’s a waste of time. Without detail, your ‘plan’ is just a wish list. There’s nothing for the brain to focus on. This will take some work but it’s worth doing. I promise.

Be prepared to change your plan.Nothing is ever set in concrete. Life throws curve balls, so your plan must be flexible enough to cope with the changes. You’ll come across new opportunities, and unexpected challenges. You’ll grow as you gain

experience. Everything has an impact on the kind of leadership role you are aiming for.

This plan allows you to be flexible. It includes room for different kinds of development and not just formal training. Active learning means you benefit from experience, coaching, mentoring or even in-depth conversations around leadership.

Don’t worry if you need to revise your plan. That’s the sign of your growth!

Track your progress.In this plan we will ask you to pick a couple of specific areas to work on. We’ll take a close look at them and work out how you can measure your progress towards them.

This is a really important part of any development plan. Without measuring, how will you know you’re getting anywhere?

Tracking your growth is energising and hugely satisfying. It will motivate you to keep working and striving for your goal.

Are you ready to start? Let’s go!

LeadershipHQ

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LEADERSHIP DEVELOPMENT PLAN

You are an individual and the way you lead must fit you properly – be comfortable and aligned with your beliefs and preferences. So, we need to do some groundwork first to get a picture of YOU. Who are you? Where are you now? Where do you want to go?

What’s important to you?What are your values? What do you believe in so strongly that your decisions and choices are bound by them?

Here are some examples of core values:

Section 1: Putting YOU in a leadership context.

Achievement Advancement Adventure Authority

Autonomy Balance Challenge Collaboration

Community Competency Competition Consistent

Courage Courageous Creativity Diversity

Educating Efficient Excellence Family

Friendship Honesty Influence Innovation

Inspiring Integrity Integrity Learning

Listening Loyalty Nurturing Personal development

Quality Reliability Resourceful Respectful

Responsibility Results Respect Satisfaction

Sustainability Significance Transparency Worth

Identify 3–5 as your most significant core values

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Who do you want to be and what do you want to achieve?

This is all about your vision or mission statement, and although that sounds corny, it’s important to think about now, while you’re planning your future. If you don’t take it into account, you’ll wake up one day wondering why your plan didn’t work and realise it’s because it didn’t fit with what you really wanted. Remember – if there’s a mismatch between what you really want and what you say you want, your brain will keep bringing you back to what truly matters. So, work with it, not against it.

Have a go.

Who do you want to be or what do you want to be known for?

As an example, this is Oprah Winfrey’s

vision statement:

“To be a teacher. And to

be known for inspiring my

students to be more than they

thought they could be.”

Look back over everything you’ve written in this section.

Does it sound like you?Does it feel right?Does it look accurate?

If not, go back and find what doesn’t work for you, then change it.These things will change over time so don’t be surprised if you find yourself reviewing this section in a couple of years. This is a growth plan, so you’re going to evolve as a leader.

What do you want to achieve?

What difference do you want to make, and to whom?

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Section 2: Where are you now?

In this section we’re going to do some self-reflection PLUS seek out some external feedback.

First, identify the skills you already have.

What are you good at? What do you help others with? What skills and talents are you known for? Think personal skills, team skills, non-work skills, technical abilities, special knowledge.

In this section we’re going to look at where you are on your path to leadership. We’re going to see what you’re good at and where you need some work.

Make a list.

Now make a list of the things you’re not so good at.

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Why is this list longer?Most of us have a pretty good idea of our strengths and weaknesses (or areas for development), however hearing what others have to say about us can bring surprises. We’re pretty hard on ourselves when we look at our weaknesses and often we underestimate our strengths.

Seek external feedback.That’s why you’re now going to talk to someone you trust – a coach, a mentor, a supervisor or a peer – and ask them the same questions about your strengths and areas for development.

You may be surprised at what you find out.

Review your list in the light of their feedback.

Remember, you do not need to embody every trait a great leader may have. You also don’t need to improve on every single skill others think you need. Narrow down which ones you should focus on by cross referencing them with your core values and personal mission statement. If the skills don’t align with these, deprioritize or bag them altogether.

Once you have a list of skills prioritized in descending order by “need development” and strengths, it’s time to make some goals.

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Section 3: Assess your needs.

In this section, you’re going to make some decisions about the areas you want to work on.

Look back over your notes and then look at your list of strengths and areas needing development.

Which of these is likely to be most significant in your development as leader?Pick three strengths and three areas, which need work.

Why strengths? Well, you can build on them and make those strengths even stronger. As the old saying goes, ‘Play to your strengths.’ These are likely to be the foundation of your leadership performance, so polish them.

Now you know the type of leader you want to be, and how your values affect your leadership behaviour.

You know what is important to you and what isn’t.

And you know your leadership and personal strengths and areas, which need work.

My chosen strengths are:

My chosen areas of development are:

If you can, rank each list in order of importance, with 1 likely to have the biggest impact on your leadership ability and 3 the least.

Then we’ll set some leadership goals around them.

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Section 4: Personal Leadership Development Goals

strengths. Keep your goal in mind a nd consider which is likely to move you closer faster.

You want to rock it as leader, so pick something that will make it happen.

Answer these questions for each of your goals.

Choose two or three development areas to work on. Don’t limit yourself to improving a weakness. It might be more effective to keep improving one of your

GoaL:

What do you want to do? (Specific)

How will you know it’s done? (Measurable)

Can you do it? Is it realistic? (Achievable)

Will this goal take you closer to your ultimate destination? Will it enhance your career? (Relevant)

Do you have a set time frame for completion? Set an end date to aim for. (Timely)

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outcoMeS:

What difference will this make to yourself, your team and your workplace? How will things look or function differently?

What StreNGthS or areaS NeedING deveLopMeNt doeS thIS GoaL addreSS? - It could involve both

Strengths:

areas for development:

BuSINeSS coNtext:

How this goal will improve my performance, my team’s performance and the business performance. Your answers here will tell you if you’ve chosen a worthwhile goal.

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deveLopMeNt StrateGIeS:

How are you going to increase your skills, knowledge and/or abilities for this goal?

educate: What do you need to learn? How or where can you best learn it? Formal or informal learning? Reading? Self-reflection?

experience: What actions do you need to take to match your goals with your desired results? Don’t forget that learning by experience is highly effective. Look for projects, volunteer roles or sideways moves to gain what you need.

energise: How will you keep yourself motivated along the way? Mentors, accountability partners, rewards?

a FINaL Word…

Remember – your personal leadership development plan starts from where you are right now, and it maps your strategies for getting to your goal.

It isn’t set in concrete. You change, work changes, life changes...

Know that you will come back to revise your plan on a regular basis. That’s a great way to keep your plan relevant, measure your progress AND keep you motivated and on track.

You want to rock it as a leader?

Follow your plans and you’re well on your way.

essential support systems: Who’s help, advice or permission do you need to help you get started and stay focused?

progress Management: How will you measure your progress and skill improvement?

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Section 5: The template.

In this section, you’re going to make some decisions about the areas you want to work on.

Look back over your notes and then look at your list of strengths and areas needing development.

Which of these is likely to be most significant in your development as leader?Pick three strengths and three areas, which need work.

Why strengths? Well, you can build on them and make those strengths even stronger. As the old saying goes, ‘Play to your strengths.’ These are likely to be the foundation of your leadership performance, so polish them.

Now you know the type of leader you want to be, and how your values affect your leadership behaviour.

You know what is important to you and what isn’t.

And you know your leadership and personal strengths and areas, which need work.

LeadershipHQ

Contact us at www.leadershiphq.com.au or www.soniamcdonald.com.au

Personal Leadership Development Plan!Let’s Get It Happening – Brainstorm HERE.

Starting Point: Where are you now? Outcome: Where do you want to be? Why? How will this benefit you and your career?

Goals Educate:I need to learn

Experience:Stratiges for learning

Essential Support:Who or what will help?

Evidence:Success Indicators By When?