Leadership philosophy

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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.

Sample Solution

Introduction:

Driven by my passion for HR and the potential to impact organizational success through strategic talent management, I present this development plan outlining my aspirations and actionable steps to become a skilled and influential human resource leader. Anchored in my personal leadership statement from Assessment 3, this plan focuses on two key goals:

1. Enhance Strategic Partnership within HR: I aim to evolve from a competent HR practitioner to a valuable strategic partner, seamlessly integrating HR initiatives with organizational goals.

2. Master Stakeholder Influence as a Trusted Advisor: I aspire to become a trusted advisor capable of effectively influencing leadership decisions and advocating for employee needs.

Goal 1: Enhance Strategic Partnership within HR

SMART Goal: By Q3 2024, I will contribute to two of the organization’s top three strategic objectives through data-driven talent strategies.

Measurable Outcomes:

  • Develop and present a talent analytics dashboard to the leadership team, showcasing the impact of HR initiatives on key performance indicators (KPIs) aligned with strategic objectives (Q2 2024).
  • Lead the cross-functional development of a talent acquisition strategy targeting high-potential candidates to support a specific strategic growth initiative (Q3 2024).

Specific Action Steps:

  • Q1 2024: Participate in cross-functional strategy meetings to understand organizational priorities and align HR plans.
  • Q2 2024: Enhance data analysis skills through online courses and mentorship from the HR analytics lead.
  • Q3 2024: Collaborate with relevant departments to identify talent needs and design impactful talent acquisition strategies.

Relevance to Stakeholder Influence:

Effective strategic partnership necessitates influencing stakeholders by demonstrating the direct connection between HR initiatives and organizational success. Quantifying HR’s contribution through data-driven talent strategies empowers me to advocate for HR priorities and gain leadership buy-in.

Goal 2: Master Stakeholder Influence as a Trusted Advisor

SMART Goal: By Q4 2024, I will successfully influence two significant executive decisions related to employee wellbeing or talent development, earning recognition as a trusted advisor within the organization.

Measurable Outcomes:

  • Conduct in-depth employee surveys to identify key concerns and present actionable recommendations to address them, leading to a measurable improvement in employee satisfaction (Q3 2024).
  • Advocate for implementing a new leadership development program, securing necessary budget allocation and stakeholder approval (Q4 2024).

Specific Action Steps:

  • Q1 2024: Hone communication skills through leadership coaching and public speaking workshops.
  • Q2 2024: Build stronger relationships with key stakeholders by initiating one-on-one meetings and actively seeking their feedback.
  • Q3 2024: Conduct employee surveys, analyze data, and present research-backed recommendations to the leadership team.
  • Q4 2024: Develop a comprehensive leadership development program proposal, secure endorsements from department heads, and present it to executive leadership for approval.

Relevance to Stakeholder Influence:

This goal directly fosters my ability to influence stakeholders. Actively listening to employee needs and translating them into actionable solutions builds trust and credibility. Championing initiatives like leadership development programs showcases my strategic foresight and commitment to organizational growth, positioning me as a valuable advisor.

Additional Support:

  • Mentorship: Shadowing senior HR leaders and seeking their guidance on navigating stakeholder relationships and building influence.
  • Training: Enrolling in leadership development programs and communication skills workshops to refine my abilities to persuade and negotiate effectively.
  • Networking: Participating in industry events and professional associations to expand my network and gain insights from experienced HR professionals.

Conclusion:

This development plan outlines a clear roadmap for my evolution as a human resource leader. By actively pursuing these goals and seeking the necessary support, I am confident in becoming a strategic partner within HR and a trusted advisor capable of influencing crucial decisions for the benefit of both employees and the organization. I am committed to continuous learning and growth, and I welcome your feedback and support as I embark on this exciting journey.

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