Leadership and Change Report

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Executive Summary

Development of leadership capabilities is an essential trait for managers. Through the completion of this module, I have gained meaningful insight into the theories associated with leadership as well as the process through which the same can be applied practically. This report focuses on a reflective account of my experience through the leadership and development module with the application of “Gibbs Reflective Cycle”. It further focuses on providing recommendations that would help me develop my professional and personal traits suitably.


Self-reflection process helps in increasing the consciousness, self-awareness in the practice that allows in identifying areas of improvement for an individual. This study aims to critically reflect on my skill and its effectiveness as a leader through applying relevant leadership theories and a SMART recommendation plan for improving my skills as a leader.


Gibbs Reflective Cycle


Evaluating my skills through the Big Five Personality Test and Global Emotional Intelligence Test has helped in understanding my abilities in five major dimensions. As proposed by Stajkovic et al. (2018), Big Five Test helps in understanding the “openness, conscientiousness, extraversion, agreeableness, and neuroticism” also known as “OCEAN”. A high score in openness, conscientiousness, and agreeableness has helped me as understanding myself as a creative, highly empathic, and self-disciplined person. On the contrary, the Global EI Test has shown the result of my ability to become a better relationship manager with employees. Transformational theory for leadership and change has helped me in understanding the practicality of applying effective leadership skills to a workforce than the theoretical aspects.  Inclusion power and politics in leadership and change has helped me in understanding the importance of development of intellectual, practical and transferable skills and knowledge in C21 organisations as a leader and senior level of an organisation.


In the process of this discussion of leadership and change in modern organisations, I have felt extremely excited in knowing external business environmental factors, politics, personal traits affecting the learning process of the module. It is difficult to understand how leadership skills such as transformational leadership skill can affect the change process of a workforce, organisation and its culture (Alrowwad and Abualoush, 2020). However, along the learning process, I have felt extremely empowered in understanding emotional intelligence, cultural intelligence, affecting the development of a suitable leadership style for organisational change. This has helped me in feeling confident in the development process of effective emotional intelligence, political insights and other essential skills for becoming a better leader in future.


Evaluating the experience in this module, I can state that I have positively experienced the learning from different leadership theory such as transformational theory helping in increasing morale, performance of leaders. As explained by Khan et al. (2018), transformational leadership theory helps in enhancing motivation among employees becoming a better role model for them to follow as a leader of an organisation. Big Test, EI results have helped me understand the skill sets that I need to work on better performance as a leader at senior level. However, my contradictory results of mine in both of the tests have provided me with a chance in improving relevant skills and focus on the extraversion nature of mine. This limitation of mine has helped me in identifying the gap in my skillset and creating an effective plan to address them.


In completion of the discussion related to leadership skills affecting the change aspects of an organisation, I have understood that greater insight into political factors can help me to become a better leader in future. According to Shahzadi et al. (2017), leaders with political skills are more likely to develop effective connections, foster trust in the organisational process and manage their workforce strategically. Application of transformational leadership skills would help me in motivating employees in future and increase their productivity. This would help in creating an efficient and trust-worthy relationship among the working professionals. However, I have also understood that lack of ethical standards, employees’ resistance to change, unclear business values can challenge the implication of transformational leadership skills in a modern organisation as a leader.


Following the discussion in “Gibbs Reflective Cycle”, I can conclude that I can focus on improving my ability as a leader while addressing my issues such as inadequate extraversion and an avenger emotional intelligence resulting from the tests. As stated by Maamari and Majdalani (2017), high emotional intelligence helps a leader in building relationships with employees, inspire them while helping in developing personal integrity, collaborative nature in the workplace. It can be henceforth established that I would be a better leader in future while developing better interpersonal skills such as communication, inspiring others while helping others in emotion management of the work process. In addition, I would also focus on increasing the extraversion nature of myself since presently I have a score of that 58 on the Big Five Personality Test. This would help me in becoming better at managing social interaction in an effective manner.

Action Plan

Action Objectives Required Resources Activities Possible Hurdles Possible Outcomes Time Frame
Improve interpersonal skill such as communication, motivation. YouTube videos, TED talks, books, articles, podcasts and many more. Attending different interpersonal development workshops and communicating with more people. Lack of interest in talking with other peoples, lack of time availability. Developing a better set of interpersonal skills would help develop awareness about a different style of interaction, as well as practising the same for achieving effective interaction and communication skill. 5 to 6 months.
Improve Emotional Intelligence Understanding the existence of relevant gaps in the EQ level. Focus on developing self-awareness, self-regulatory factors, focus on controlling emotions. Lack of discipline, consistency issues, emergencies. Improving skills such as emotional intelligence would help to manage emotions affecting work. 4 to 5 months.
Improving political insight and knowledge Gathering relevant and up-to-date information about different political factors, books, articles and information form government and authentic sources. Effective discussion on politics, unbiased nature in viewing political factors in knowledge development. Lack of interest in the political factors, lack of authentic data, time constraints. Developing better insight into political view would help me in establishing a trustful, better relationship with employees and other entities. 6 to 8 months.

Table 1: Action Plan

(Source: Created by Author)

Critical Review of Leadership Theories

Leadership theories help in the process of understanding the importance of leadership abilities in guiding a workforce towards achieving organisational goals while motivating them. As proposed by Bodjrenou and Xu (2018), there are five leadership theories which are “Trait, Behavioural, Contingency, Transformational and Power and Influence” theory. These theories would help me in becoming a better leader in future however, dynamic nature of business, changing nature of customer’s needs, situational variables create possibilities for unsuccessful intervention. It can be therefore ascertained that application of various leadership theories can create limitations in practicality in motivating employees as well as meeting the organisational objectives in future as a leader. I feel that these theories are helpful in understanding and developing managerial skills such as that of the ability to motivate, persuade as well as lead others. It can thereby be asserted that through the practical application of leadership theories including Trait and transformational theory, I would be able to become an effective leader.

Recommendations for Leadership Development

Objectives Activities Specific Measurable Attainable Relevant Time-Based
To become an extrovert within 6 months. Participating in discussion groups, attending debates, interacting with people. To change my personality from introversion to extroversion Increased ability to interact with others without feeling conscious. By attending personality development programs and trying to interact more with classmates. By becoming an extrovert, I would be able to successfully work together with individuals comfortably and become a better leader.  6 months
To increase the emotional intelligence factors or EQ in 8 months. Taking part in creative activities, playing strategic games such as crosswords, chess and attending relevant seminars. To increase my self-awareness, self-management, relationship management and social awareness factors. My ability to manage emotions, their effects on work and help others to do the same. Achieving the objectives would help me in becoming emotionally stable at the workplace. Efficient control over emotions would help me to motivate the employees in emergency situations and minimise the emotion factors affecting meeting the organisational objectives. 8 months.
To enhance my political knowledge. Focus on identifying the political incidents, following reliable sources of information and discuss with others. To increase my knowledge in political factors, and house politics to change workplace culture, and relationships. Enhanced abilities in political factors, its effects on business processes and creating trustable connections in the industry. By attending this recommended objective, I would become a leader with political awareness. This would help me in creating a trustable connection as a future leader for the organisation I would work for in the relevant industry. 8 to 12 months.

Table 2: Recommendations for Leadership Development

(Source: Created by Author)


From the reflection report, it can be concluded that I have a high score on openness, conscientiousness, agreeableness and a low level of neuroticism in the Big Five Test while an average score on Global EI test. This would indicate that I have moderate emotional intelligence while having a moderate level of extraversion nature in myself. Following the Gibbs Reflective Cycle, it has been identified that these limitations in my skill set would create challenges for my ability as a future leader. It can henceforward establish that providing relevant recommendations for ensuring development of leadership skills for improving extraversion, EQ and political knowledge would help me in enhancing my abilities as a future leader.


Alrowwad, A.A. and Abualoush, S.H., 2020. Innovation and intellectual capital as intermediary variables among transformational leadership, transactional leadership, and organizational performance. Journal of Management Development.

Bodjrenou, K. and Xu, M., 2018. Review of Recent Developments in Leadership Theories. Open Journal of Social Sciences, 6(07), p.180.

Khan, H.U.R., Ali, M., Olya, H.G., Zulqarnain, M. and Khan, Z.R., 2018. Transformational leadership, corporate social responsibility, organizational innovation, and organizational performance: Symmetrical and asymmetrical analytical approaches. Corporate Social Responsibility and Environmental Management, 25(6), pp.1270-1283.

Maamari, B.E. and Majdalani, J.F., 2017. Emotional intelligence, leadership style and organizational climate. International Journal of Organizational Analysis.

Shahzadi, G., John, A., Qadeer, F. and Mehnaz, S., 2017. Followership Behavior and Leaders’ Trust: Do Political Skills Matter?.Pakistan Journal of Commerce and Social Sciences, 11(2), pp.653-670.

Stajkovic, A.D., Bandura, A., Locke, E.A., Lee, D. and Sergent, K., 2018. Test of three conceptual models of influence of the big five personality traits and self-efficacy on academic performance: A meta-analytic path-analysis. Personality and individual differences, 120, pp.238-245.

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