Personal Effectiveness Assignment Sample

Introduction 

The capacity to achieve targets and goals is regarded as personal effectiveness. Personal effectiveness enhances ability and portends a successful future profession. In addition to helping with scheduling and activity management for goal attainment, it is also useful in helping to establish distinct priorities within professional goals. However, Coelho and Menezes (2021) contended that personal effectiveness also encompasses assuming responsibility and ownership for one’s goals in life and career. Above all, it is primarily concerned with improving the professional development abilities necessary to obtain an appropriate job in the future. In addition, the four pillars of personal effectiveness indicate execution, learning speed, ownership, and discipline. As a result, it can be stated that accomplishing personal effectiveness helps in the enhancement of professional goals. In respect to this, the current report will be divided into three tasks with a high focus on the CEO Genome Project case study. Task 1 will provide a brief review of the case study further analysing different business leaders’ behaviours or skills of personal effectiveness. Task 2 will analyse the primary learning style and emphasise its advantages, disadvantages, and difficulties with online learning and distant employment. Lastly, task 3 will analyse two online platforms for enhancing learning effectiveness and suggesting the most appropriate platform for development.

Task 1: Case Study Overview 

The ghSmart CEO of Genome Project is an initiative that focuses on the traits of a prosperous company leader. The outcomes of the study can be employed to evaluate the abilities or conduct linked to personal efficiency exhibited by different company executives or leaders. The traits and output of almost 17,000 leaders were examined in this project during a ten-year period among which 2,000 were CEOs (Case Study). In this report, their company performance, behavioural tendencies, and professional backgrounds were taken into consideration. The project’s conclusions show that the four abilities that organisational leaders need to possess are Deciding with quickness and conviction, engaging for effect, adapting actively, and delivering consistently (Case Study). Certainly, the case study found that highly effective CEOs are more notable for their increased decisiveness than for consistently making excellent decisions. In accordance to the viewpoint of the case study of ghSmart CEO, the decision-making abilities of leaders must include the ability to act more quickly, decisively, and firmly. 

In order to be precise, they persist in doing so despite uncertainty, improper understanding, and unmatchable surroundings, thereby, denoting high similarity with transformational leadership theory. In the opinion of Asbari et al. (2020), the idea of transformational leadership advocates for an organisational strategy that aims at motivating employees to accomplish targeted goals further enhancing organisational development as well. One of the key skills of a transformative leader is the ability to encourage team members along with inspiring and elevating their skills to accomplish organisational targets. Nonetheless, the Genome case study’s leadership traits are supported by transformational leadership theory, which emphasises the significance of combining inspiration, support, and empathy with personal ability to achieve individual success. Certainly, Kotamena et al. (2020) stated that the four main focuses of this leadership philosophy are intellectual stimulation, inspiring motivation, individualised consideration, and idealised influence. Relying on the four aspects, this theory contends that leaders ought to be able to look into alternative approaches and promote creativity. Following this, leaders should focus on the area of innovation which leads to personal effectiveness among them. 

Figure 1: Transformational leadership theory 

(Source: Kotamena et al. 2020) 

On the other hand, O’Reilly and Chatman (2020) mentioned that leaders should be capable of giving each employee full encouragement and backing. This encourages them to contribute ideas and maintain open lines of communication. Contrary to this notion, Stock et al. (2022) argued that leaders communicate a transformative vision that is unambiguous as per transformational theory. They also assist followers in rekindling and sustaining their passion and determination to effect the desired change. These aspects highly align with the skills of leadership as stated within the genome project. It is because the project denoted CEOs chart a clear route for the company, and they need support from staff members and other stakeholders. The case study also revealed that high achievers strike a balance between an unwavering commitment to achieving business results and a sharp understanding of the goals of their stakeholders. In contrast, Wenzel (2021) mentioned that they are respected, trusted, and often emulated, employees view transformative leaders as role models. 

Aligning this theoretical perspective, different business leaders in the current scenario need to have a strong sense of innovation and creativity to foster personal alongside professional development. Additionally, leaders also need to adapt to changing situations to accomplish targeted goals despite changing circumstances. The importance of executives and companies adapting to a quickly shifting environment can be seen after the occurrence of Brexit and the most recent presidential election within the domain of the US. According to analysis, CEOs who are excellent adapters have a 6.7 times higher chance of success than other CEOs (HBR, 2024). Most CEOs understand that they have to divide their attention between short-term, medium-term, and long-term perspectives; nevertheless, flexible CEOs dedicate a notably larger portion, up to 50% of their time to long-term planning (HBR, 2024). By contrast, other CEOs thought about the long term for an average of thirty percent of their time. 

Since CEOs are more likely to recognise early signs when they have a long-term focus, thereby, this is perceived to be beneficial. Nonetheless, among the four crucial CEO behaviours, producing outcomes consistently was arguably the most effective (Bhardwaj et al. 2021). Furthermore, a candidate with a reliability score had a fifteen-fold boost in success rates and a two-fold rise in the likelihood of being chosen for the CEO post. Reliable leaders are trusted by their staff, and investors and boards appreciate steady hands (Case Study). However, business leaders in the current scenario need to adapt skills of innovation and creativity which will enable them personal effects as well. According to the CEO of the Genome project and transformational leadership theory, different business leaders need to adapt to different changing situations followed by adapting the skills of communication, transparency, motivation and others to ensure professional development. 

Task 2 – Evaluation of Learning Style

My key learning approach and discussing its strength and constraint

Considering the results of the “Honey and Mumford learning styles” questionnaire, I understood that my way of learning is pragmatism, as I got a maximum score in this regard (Refer to Appendix). Pointedly, in the test, I got 16 in pragmatism, 15 in theorist, and 12 in both activist and reflector. This indicates that I prefer the pragmatist way of learning. Individuals who prefer this way of learning emphasizes putting their learning into practice in the real world and trying out new ideas (Mint HR, 2024). 

Table 1: Scores in Honey and Mumford learning styles test

In terms of the strengths of the pragmatist learning style, it is noted that this learning style allows individuals to try new things and apply them to their work (Orluwene and Sunday, 2020). This allows individuals to be creative in thinking about and applying their learning to real practices. Likewise, this learning style has strengths such as emphasizing the practical implications of ideas, ensuring action-based learning, improving problem-solving skills, and making a person creative (Triono et al. 2020). Consequently, I firmly believe that this learning style has been improving my personal effectiveness by making me able to learn through actions, be creative, and be a good problem solver. On the contrary, while considering this learning style there are limitations in terms of the effective use of abstract concepts if they are not applicable to real-life actions (Orluwene and Sunday, 2020). Besides, I also realised that as this learning style enables me to reject data if it is assumed to be not applicable, it can limit my decision-making abilities, as I may conclude without the consideration of some valuable information. However, I firmly believe that the pragmatist learning style is positively influential on my personal effectiveness. 

Critically assessment of my learning approach concerning the issues of remote work and online learning 

Pragmatist learning style is applicable while learning online or working remotely. However, according to Kostaki and Karayianni (2022), issues related to online learning as well as remote work include a lack of motivation among individuals, time management issues, distractions, technical issues, and the feeling of isolation. Pointedly, there can be a lack of motivation and isolated feelings while learning online. However, as the pragmatist, learning style allows me to emphasize the practical implications of concepts and ideas that I learned, I always feel motivated to analyse the implications of my learning through problem-based actions. Thus, while concerned with avoiding the challenges of remote work and online learning related to motivation and the feeling of being isolated, a pragmatist learning style is appropriate. 

Moreover, distractions and time management issues are critical challenges that individuals encounter during remote working and online learning scenarios (Kostaki and Karayianni, 2022). While considering these issues, I must say that with this learning style, I feel excited to experiment and apply ideas to real practices. Consequently, distractions are not a problem for me while I work remotely or learn online, as my enthusiasm to apply learning to real practices plays a positive role in ensuring my engagement while learning online or working remotely. In consequence, I must state that this learning style helps me to manage time efficiently, as I stay focused in my learning process. However, technical issues can limit my learning while learning online or working in remote work settings. 

Task 3: Evaluating e-learning platforms for enhancing personal effectiveness

Evaluating two online platforms

The two online resources that I have thought about using to increase my own efficacy are LinkedIn Learning and Udemy. In this concern, the most popular brand in e-learning these days is Udemy. It is a pioneer in Massive Open Online Courses (MOOC). On the Udemy website, there are 180,000 courses offered, the majority of which are free (Udemy, 2024). People who are interested in learning new skills might gain a lot from this chance. Udemy is an all-encompassing resource for all my online learning requirements, offering courses in subjects like developing websites, advertising, video production and photography, accounting, and financial management, and even creating art (Udemy, 2024). Regarding this, it has been identified that Udemy has impacted the world immensely with 70 million learners, in 74 languages along with 75k instructors, and 970 million course enrolments (Udemy, 2024).

However, LinkedIn Learning offers three different course categories: business, technology, and creative. It offers classes taught by experts in the area and is quite popular for topics like graphic design, filmmaking, and basic programming (LinkedIn Learning, 2024). LinkedIn Learning has been identified as the most powerful skill development program where approximately 21,000 expert-led courses are being offered by the learning program based on customised interest and function (LinkedIn Learning, 2024). Besides this, learning opportunities are significantly provided based on a plan. For evidence, individuals can access one learning account, teams can access 20 learning accounts, and organisations can access up to more than 21 learning accounts (LinkedIn Learning, 2024). The immense level of organisational skills, learning processes, employee experience, and skill-building opportunities are being offered through this learning platform that significantly enhances an individual’s personal development. Therefore, this online learning platform has been considered which I feel might enhance my future development.

Analysing online platforms is more appropriate for the development

Reflecting on my pragmatist learning style I understood that I am mostly efficient in terms of putting ideas into action while having an effective problem-solving capability. I enjoy experimenting with novel methods and ideas to see if they hold up. Additionally, I think that when I have the time to think about how I can apply the subject being studied, that is when I learn best. While analysing my learning style, which can significantly impact my personal development, I feel that considering LinkedIn Learning would be an adequate e-learning platform that can offer a better option for my career advancement. This is because LinkedIn Learning offers good quality courses with respected experts in every field that makes learning styles feasible (LinkedIn Learning, 2024). Moreover, significant certifications are also provided by the platform that might work as added skills for my resume. Since LinkedIn Learning is affiliated with 36 accrediting organisations, which includes HRCI, Adobe, AWS, Cisco, Google, and more, I can also use its educational materials to prepare for certifications (LinkedIn Learning, 2024).

As a pragmatic learner, I am extremely keen on new concepts and techniques. In this regard, LinkedIn learning would help me to a full paced self-based courses with plenty of continuing education allowing me to maintain my accreditations. This can further improve my development with appropriate skills and capabilities. Hence, while being a good problem solver while constructing broad perspectives and new ideas, the LinkedIn online learning platform is an opportunity to acquire new skills while enhancing professional value. Thus, considering this online platform will develop my personal effectiveness while offering advancement opportunities for the future.

Conclusion

The overall discussion and findings highlight that corporate leaders or CEOs must demonstrate their personal effectiveness capabilities to be successful. Considering the findings of the CEO Genome Project, leaders with specific qualities including efficiency in decision-making, engagement to ensure positive impact, adaptability, and delivering reliably are mostly successful. Pointedly, by using the transformational leadership approach leaders in this current corporate setting can attain success.

In terms of evaluating the learning style based on “Honey and Mumford’s learning style,” it is understood that I possess a pragmatist learning style, which has an immense strength of being a problem solver while being creative and putting learning to action. However, there is a significant weakness in terms of the lack of considering significant other possibilities, which majorly influences decision-making capabilities. By critically evaluating my learning style by considering the issues related to remote work or online learning, I can conclude that the pragmatist learning style is a favourable learning style for me. This is because this learning style allows me to overcome challenges related to online learning or remote work and improve my personal effectiveness. Regarding this, Udemy and LinkedIn learning have been considered as two electronic mediums that enhance individual efficacy. Regarding this, LinkedIn has been the most prominent online platform that is appropriate for my development, as it offers new concepts and techniques that significantly drive my perspective and opportunities for career advancement.

References

Asbari, M., Santoso, P.B. and Prasetya, A.B., (2020). Elitical and antidemocratic transformational leadership critics: is it still relevant?(A literature study). International Journal of Social, Policy and Law, 1(1), pp.12-16.

Bhardwaj, A., Mishra, S. and Jain, T.K., (2021). Analysis of strategic leadership for organizational transformation and employee engagement. Materials Today: Proceedings, 37, pp.161-165.

Coelho, M. and Menezes, I., (2021). University social responsibility, service learning, and students’ personal, professional, and civic education. Frontiers in psychology, 12, p.617300.

HBR, (2024). What Sets Successful CEOs Apart. [Online]. Available at: https://hbr.org/2017/05/what-sets-successful-ceos-apart#:~:text=The%20Findings,proactively%2C%20and%20they%20deliver%20reliably [Accessed on 31 May 2024] 

Kostaki, D. and Karayianni, I., (2022). Houston, we have a pandemic: Technical difficulties, distractions and online student engagement. Student Engagement in Higher Education Journal, 4(2), pp.105-127.

Kotamena, F., Senjaya, P. and Prasetya, A.B., (2020). A literature review: is transformational leadership elitist and antidemocratic?. International Journal of Social, Policy and Law, 1(1), pp.36-43.

LinkedIn Learning, (2024). The most powerful skills development platform. [Online]. Available at: https://learning.linkedin.com/cx/get-started?src=go-pa&trk=sem-ga_campid.9764329640_asid.102279866120_crid.651869194491_kw.linkedin%20learning_d.c_tid.kwd-310582843911_n.g_mt.e_geo.1007828&mcid=6841855808129646768&cid=&gad_source=1&gclid=Cj0KCQjwsPCyBhD4ARIsAPaaRf2F-VC6iOVNG7J2ZGUyjoUoub3zW2mOVSko4mnsc5BCR3qdFNFWjeAaAikPEALw_wcB&gclsrc=aw.ds [Accessed on 2 June 2024]

Mint HR, (2024). Mumford and Honey LSQ Your learning style results. [Online]. Available at: https://www.mint-hr.com/mumford/ [Accessed on 2 June 2024]

O’Reilly, C.A. and Chatman, J.A., (2020). Transformational leader or narcissist? How grandiose narcissists can create and destroy organizations and institutions. California Management Review, 62(3), pp.5-27.

Orluwene, G.W. and Sunday, D., (2020). Learning styles and critical thinking among undergraduates of University of Port Harcourt. Archives of Current Research International, 20(1), pp.56-64.

Stock, G., Banks, G.C., Voss, E.N., Tonidandel, S. and Woznyj, H., (2022). Putting leader (follower) behavior back into transformational leadership: A theoretical and empirical course correction. The Leadership Quarterly, p.101632.

Triono, M.A.A., Harahap, S.C. and Sihombing, H., (2020). Identification Finance Students Learning Style through Honey and Mumford Theory in Disruptive Era.

Udemy, (2024). Welcome to where possibilities begin. [Online]. Available at: https://about.udemy.com/ [Accessed on 2 June 2024]

Wenzel, K., (2021). Management Models of Digital Transformation: Analysis and Definition of Success Factors for the Development of a Management Framework. Springer Nature.