Written Managment Report Assignment Sample
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Executive Summary
Reflection helps in focusing the past experiences and learns from the success and failure factors. In this study, critical re-election on my ability as a leader of 21st century has been represented, with identification on skill gap in my leadership ability. This would also include action plan as the recommended practice for me to excel my managerial skill while implementation of Transformational Leadership Theory and Kotter’s Change Management Model.
Introduction
Critical reflection on learning helps in learning from past experiences as well as evaluates success and failures from past learning. This study aims to focus on critical reflection of leadership qualities through completion of this module and identify the gaps in the same. It would also provide suitable recommendations on developing relative skills by an action plan while critically evaluating change management theory for leadership in 21st century.
Critical Reflection of My Leadership Effectiveness
Transferable skills for leaders help in effective management of employees while delegating responsibilities among them. As per the views by Collins-Nelsen et al. (2021), development of transferable leadership qualities helps in planning and coordinating relevant activities in a workforce. It can therefore be stated that developing transferable leadership qualities would help me in becoming an effective manager and create an effective team. This would help in coordinating assigned tasks in the workforce, solve existing problems and resolve conflict effectively. Transferable leadership qualities such as motivating others, positive attitude, learning enthusiasm, communication, taking initiative, and effective management skill would help me in developing better leadership skills for excelling in my career.
From the completion of this module, I have identified that I lack the ability of critical thinking and creativity in understanding professional problems. According to Wechsler et al. (2018), critical thinking abilities help in logically identifying existing business issues, understand and analyse them effectively and solve problems. It can therefore be stated that developing better critical thinking skills would help me critically evaluate the working process of a workforce. This would also help me in becoming more patients and focus on practising better leadership skills. It would help me in adapting to business situations and implement better strategies for future development of an organisation in 21st century.
I have identified that my ability to manage time effectively would help me in developing better leadership skills for the future. As poised by Gregg (2018), effective time management helps in achieving more goals in a limited amount of time. Scheduling time according to the needs of projects and following the same would help me in becoming better in my professional field. This would also help me in achieving my professional and personal goals in a scheduled timeframe. Time management quality would also help me in becoming an effective manager while addressing the requirement of deadlines, motivating the workforce to follow time constraints and achieve desired goals.
I have understood that relationship management is a crucial skill to be possessed by managers. However, failure of maintaining effective relationship ability would create challenges in my role as a future manager. In the view of Choi et al. (2017), establishing an effective relationship with employees helps in increasing employee’s engagement and increasing productivity. It can henceforth be established that development of effective relationship management skills would help me in maintaining relationships with employees. This would also help me to motivate employees, engaging them in the workplace and focus on increasing output efficiency. It can therefore be stated that transferable skills such as building effective relationships would help me in becoming an effective manager in 21st century.
My ability to adapt to different and diverse environments would help me in becoming an effective leader with transferable skills. Uhl-Bien and Arena (2018) have mentioned that adaptability in the leadership process helps in displaying resourcefulness, determination and analytical qualities in a leader. On the other hand, a lack of strategic negotiation skills would create issues for my ability to perform as a leader in the future organisation I would work for. It can therefore be ascertained that valuable qualities such as analytical skills, determination, effective negotiation skills would help me in becoming better leaders in future and represent better leadership skills.
Following this discussion, it can therefore be inferred that qualities such as time management, adaptability, analytical skills, would help me in becoming effective leaders in future. However, a lack of important transferable skills such as critical thinking, creativity, negotiation skills, a positive attitude towards learning and effective relationship management skills would create challenges in my performance as a leader in the future organisation I would work for. It can hence be mentioned that developing a positive attitude and learning attitude would help me in becoming flexible towards changes in organisational environments and motivate others and for achieving better goals in future.
Recommendations for Future Leadership Development
Action Plan
| Recommended objective | Required Activities | Resources | Hurdles | Time Frame |
| Increase critical thinking | Activities such as effective observation, analysis, and interpretation would help me in critical thinking ability. In addition, reflecting, problem solving would help me in effective decisions in the process. | Gaining knowledge on critical thinking ability, focus on thinking, pairing and sharing abilities on different factors would help me in developing better critical thinking ability. This would also require a realistic approach in analytical process of analysing a professional situation. | Unrealistic approaches in exploring possibilities in a critical situation. Lack of understanding of the existing gaps in analysing. Time constraints. Lack of adaptation of effective critical evaluation approach. | 4 to 6 months. |
| Effective negotiation skills | Developing activities such as preparation with a clear goal to be achieved and other factors such as effective discussion would help in developing better negotiation skills. On the other hand, implementing actions into reality and focusing on creating a mutually beneficial agreement would help in developing attractive negotiation skills. | Evaluation of viewpoint of others, comparing the leverages in my and others point of view would help in the process while practices, determination and clarity on negotiation, proper sturdy would help in developing effective negotiation skills. | Lack of confidence, negotiation power as well as an unrealistic approach in the same would create hurdles in the process.
Active listening skill, general knowledge can be other factors influencing the actions in negotiation actions. |
3 to 6 months. |
| Developing relationship management skills | Incorporating activities such as providing full attention to each individual, minimising distraction, sincerity in the interaction process would help in developing relationship management skill.
Recognising emotions, set clear expectations, praising and sharing values in a workforce would also help in developing effective questions in the workforce. |
Watching YouTube video,
Books related to influencing people and establishing effective relationships would help in building effective relationships. Focusing on making decisions while applying data, s, delegation of responsibilities and sharing same value in the workforce would also help me in becoming an effective future leader. |
Lack of listening culture, lack of trust and inadequate emotional intelligence would create issues in developing effective relations. Lack of problems-solving attitude, judgemental mentality would also create challenges in building an effective relationship in a workforce. | 8 to 10 months |
| Continuous learning skill | Implementation of learning process on different subjects, acquiring knowledge on a variety of things that are not only related to the current role.
Seeking to learn new things such as attending managerial workshops, seminars and many more. |
Gathering information about new technologies, market trends and changes would help in continuous learning process. | Lack of self-motivation in learning, induced informal learning opportunities, ineffective approach in participation in learning, self-funded learning and time constraints can be identified as the potential hurdles for continuous learning. | 3 to 5 months |
Table 1: Action Plan
(Source: created by author)
Critical Review of Relevant Theories
One of the most impactful theories that I have come across during this module is that of “Kotter’s Change Management Model”. It can be identified as an effective model for ensuring change in management process. As proposed by Galli (2018), the sight steps included in Kotter’s change management model helps in implementation of effective management processes and the anchoring process of desired change. Application of this theory would help me in creating a sense of urgency in the operation process for adapting to relevant changes, create effective communication and strategy for the name and implement it in realistic steps. This would guide me in focusing on achieving short term goals while accelerating the process of achieving long term goals. On contrary, time consumption of incorporation of this model, while skipping one necessary step towards changing objectives would create possibilities for reversing the advantage of implementation of Kotter’s model (Paraschiv et al. 2019). Following transformational leadership theory would help me as a leader in increasing the credibility in changing the nature of organisational structure and culture. Following transformation leadership theory helps in including extrinsic motivation to employees for active participation in change management (Nguyen et al. 2017). It can be therefore stated that clarity in organisational change objectives and adapting to a transformational leadership style would help me in effective implementation in change management process as a leader in 21st century.
Conclusion
Following this discussion, it can be concluded that developing transferable leadership skills such as negotiation, communication, critical thinking, continuous learning and relationship management would help me in becoming an effective manager in future. Possessing qualities such as time management, adaptability, analytical skill, would help me excelling my career as a leader. Thus, it can further be concluded that following me for the following action plan would help me in achieving effective transferable leadership skills for advancing my career as a 21st century leader.
References
Choi, S.B., Kim, K. and Kang, S.W., 2017. Effects of transformational and shared leadership styles on employees’ perception of team effectiveness. Social Behavior and Personality: an international journal, 45(3), pp.377-386.
Collins-Nelsen, R., Koziarz, F., Levinson, B., Allard, E., Verkoeyen, S. and Raha, S., 2021. Social context and transferable skill development in experiential learning. Innovations in Education and Teaching International, pp.1-10.
Galli, B.J., 2018. Change management models: A comparative analysis and concerns. IEEE Engineering Management Review, 46(3), pp.124-132.
Gregg, M., 2018. Counterproductive: Time management in the knowledge economy. Duke University Press.
Nguyen, T.T., Mia, L., Winata, L. and Chong, V.K., 2017. Effect of transformational-leadership style and management control system on managerial performance. Journal of Business Research, 70, pp.202-213.
Paraschiv, D., Niţu, M. and Savin, M., 2019, May. Change management within companies. In Proceedings of the International Conference on Business Excellence (Vol. 13, No. 1, pp. 625-634). Sciendo.
Uhl-Bien, M. and Arena, M., 2018. Leadership for organizational adaptability: A theoretical synthesis and integrative framework. The Leadership Quarterly, 29(1), pp.89-104.
Wechsler, S.M., Saiz, C., Rivas, S.F., Vendramini, C.M.M., Almeida, L.S., Mundim, M.C. and Franco, A., 2018. Creative and critical thinking: Independent or overlapping components?. Thinking Skills and Creativity, 27, pp.114-122.
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