leadership development essay

Leadership Essay Examples: Sample Essays on Leadership

• January 5, 2024
• Dr. Marvin L. Smith

Leadership is a vital skill that shapes organizations and societies. Studying leadership through essay examples offers valuable insights into effective leadership strategies and challenges. This article focuses on leadership essay examples ranging from 400 to 1000 words, providing a balanced exploration of leadership concepts.

From ethical decision-making to navigating cultural differences, these examples demonstrate leadership’s multifaceted nature. They provide readers with opportunities to analyze real-world scenarios, understand various leadership styles, and gain inspiration for personal development.

Whether you’re a student, professional, or educator, these 400 to 1000-word leadership essays offer a rich resource for understanding effective leadership. As we explore these examples, we’ll uncover key themes and insights that contribute to our understanding of great leadership, encouraging reflection on personal leadership potential and growth areas.

Table of Contents

What is a leadership essay?

A leadership essay explores the concept of leadership, its aspects, and its importance in various contexts. It demonstrates a student’s understanding of leadership principles and their ability to analyze leadership styles. 

These essays may define leadership, discuss theories, analyze famous leaders, or explore personal leadership experiences. 

They typically include an introduction with a thesis, body paragraphs developing main ideas, and examples from history, current events, or personal experiences. 

Leadership essays require critical thinking and analysis, often asking students to evaluate strategies, compare styles, or argue for effective leadership qualities. 

Many encourage personal reflection on leadership potential and experiences. Due to leadership’s interdisciplinary nature, these essays may draw from fields like business, politics, education, and social sciences.

Examples of leadership essay

In this article, we present four leadership essay examples of varying lengths, each focusing on a distinct aspect of leadership. 

These examples demonstrate how to effectively structure and develop ideas within different word limits.

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The Evolution of Leadership Styles in the Digital Age (400 words leadership essay example)  

Introduction:

The digital revolution has fundamentally transformed the landscape of leadership, necessitating a shift in traditional leadership paradigms. As technology reshapes communication, collaboration, and organizational structures, leaders must adapt their styles to effectively guide their teams in this new era.

1. Managing Remote and Distributed Teams:

One significant change is the rise of remote and distributed teams. Leaders now manage employees across different time zones and cultures, often without face-to-face interaction. This shift demands a more trust-based leadership approach, emphasizing clear communication and results-oriented management rather than micromanagement. Successful digital-age leaders foster autonomy while maintaining team cohesion through virtual platforms and collaborative tools.

2. Embracing Adaptability and Innovation:

The rapid pace of technological change has elevated the importance of adaptability in leadership. Today’s leaders must be lifelong learners, continuously updating their skills and knowledge to stay relevant. They need to embrace innovation, encouraging their teams to experiment with new technologies and processes. This adaptive leadership style promotes a culture of agility and resilience, essential for navigating the unpredictable digital landscape.

3. Data-Driven Decision Making:

Data-driven decision-making has become another hallmark of digital-age leadership. With access to vast amounts of information, leaders are expected to leverage analytics to inform their strategies. This approach requires a balance between data interpretation and human insight, combining quantitative analysis with emotional intelligence to make well-rounded decisions.

4. Collaborative and Participative Leadership:

The digital age has democratized information, flattening traditional hierarchies. This shift has given rise to more collaborative and participative leadership styles. Effective leaders now act as facilitators, encouraging knowledge sharing and collective problem-solving. They create platforms for open dialogue and harness the collective intelligence of their teams.

5. Transparency and Authenticity:

Transparency and authenticity have gained newfound importance in the digital era. With information readily accessible and shareable, leaders must maintain consistency between their words and actions. Social media and digital platforms have blurred the lines between professional and personal personas, requiring leaders to cultivate a genuine online presence that aligns with their organizational values.

Conclusion:

The digital age has ushered in a new paradigm of leadership. Successful leaders in this era are those who can navigate the complexities of virtual teams, embrace continuous learning, leverage data effectively, foster collaboration, and maintain authenticity. As technology continues to evolve, so too must leadership styles, adapting to meet the challenges and opportunities of our increasingly digital world.

Emotional Intelligence: The Cornerstone of Effective Leadership (500 words leadership essay example)  

In the complex landscape of modern leadership, emotional intelligence (EI) has emerged as a critical factor distinguishing exceptional leaders from their peers. This essay explores how EI forms the cornerstone of effective leadership, enhancing decision-making, team dynamics, and organizational success.

1. Understanding Emotional Intelligence in Leadership:

Emotional intelligence, as defined by psychologist Daniel Goleman, encompasses self-awareness, self-regulation, motivation, empathy, and social skills. In leadership, these components translate into the ability to recognize and manage one’s own emotions while understanding and influencing the emotions of others. Leaders with high EI can navigate complex interpersonal situations, foster positive work environments, and inspire their teams to achieve collective goals.

2. Self-Awareness: The Foundation of Emotional Intelligence:

Self-awareness forms the bedrock of emotional intelligence in leadership. Leaders who possess a deep understanding of their own emotions, strengths, weaknesses, values, and motivations are better equipped to lead authentically. This self-knowledge allows them to recognize how their emotions impact their behavior and decision-making, enabling them to respond more effectively to challenging situations. Self-aware leaders are also more likely to seek feedback and continuously improve their leadership skills.

 3. Empathy: Building Stronger Team Relationships:

Empathy, a key component of EI, enables leaders to connect with their team members on a deeper level. By understanding and sharing the feelings of others, emotionally intelligent leaders can create a supportive work environment where employees feel valued and understood. This empathetic approach fosters trust, improves communication, and enhances team cohesion. Leaders who demonstrate empathy are better positioned to motivate their teams, resolve conflicts, and navigate the diverse perspectives within an organization.

4. Emotional Regulation: Maintaining Composure Under Pressure:

The ability to regulate one’s emotions is crucial for effective leadership, particularly in high-stress situations. Leaders with strong emotional regulation can remain calm and composed when facing challenges, making rational decisions rather than reacting impulsively. This composure not only helps in crisis management but also sets a positive example for the team, promoting a culture of resilience and level-headedness.

5. Social Skills: Fostering Collaboration and Influence:

Emotionally intelligent leaders excel in social skills, which are essential for building and maintaining relationships, influencing others, and navigating organizational politics. These skills enable leaders to communicate effectively, resolve conflicts diplomatically, and build networks that support their goals and those of their organization. By leveraging their social skills, leaders can create a collaborative work environment that encourages innovation and drives organizational success.

6. Motivation: Inspiring and Driving Performance:

Leaders with high EI are often intrinsically motivated and can effectively inspire and motivate their teams. They understand what drives their team members and can align individual goals with organizational objectives. This ability to motivate goes beyond simple reward systems, tapping into employees’ intrinsic motivations and creating a sense of purpose and engagement in their work.

Emotional intelligence is not just a desirable trait in leadership; it is a fundamental skill set that underpins effective leadership in today’s complex and dynamic business environment. Leaders who cultivate and leverage their emotional intelligence can create more engaged teams, navigate organizational challenges with greater finesse, and drive sustainable success. As organizations continue to evolve, the importance of emotional intelligence in leadership will only grow, making it an essential area of focus for current and aspiring leaders alike.

Ethical Leadership in Times of Crisis (600 words leadership essay example)  

In an era of global uncertainties and rapid changes, ethical leadership has become crucial. This essay explores the significance of ethical leadership during crises, examining how principled decision-making and moral integrity can guide organizations through turbulent times while maintaining trust and respect.

1. The Foundation of Ethical Leadership:

Ethical leadership is rooted in a strong moral compass and a commitment to doing what is right, even when faced with difficult choices. During crises, these foundational principles become even more critical as they provide a stable framework for decision-making amidst chaos and uncertainty.

2. Transparency and Communication:

One hallmark of ethical leadership during crises is transparent communication. Ethical leaders provide clear, honest, and timely information about challenges faced by the organization and steps being taken to address them. This transparency builds trust and credibility, essential elements in maintaining stakeholder support during difficult times.

3. Balancing Stakeholder Interests:

Crises often require leaders to make tough decisions that may impact various stakeholders differently. Ethical leaders strive to balance these competing interests fairly and equitably. They consider the long-term consequences of their actions on employees, customers, shareholders, and the broader community.

4. Empathy and Compassion:

During crises, ethical leaders demonstrate empathy and compassion towards those affected. They understand the human impact of their decisions and take steps to mitigate negative consequences where possible. This might involve implementing support programs for employees, offering flexibility in customer policies, or contributing to community relief efforts.

5. Moral Courage and Difficult Decisions:

Crises often demand difficult decisions that may be unpopular or risky. Ethical leaders must have the moral courage to make these decisions based on principles rather than expediency. This might involve admitting mistakes, taking responsibility for failures, or making choices that prioritize long-term sustainability over short-term profits.

6. Adaptability and Innovation:

While staying true to core ethical principles, leaders must also be adaptable in their approach to crisis management. This might mean reevaluating established practices, embracing technological solutions, or reimagining business models to address new realities. The key is to ensure that these adaptations align with the organization’s ethical framework.

7. Building Resilience:

Ethical leaders focus not just on surviving the immediate crisis but on building organizational resilience for the future. They use the crisis as an opportunity to reinforce ethical values, strengthen corporate culture, and develop more robust systems and processes.

8. Accountability and Learning:

After the immediate crisis has passed, ethical leaders maintain accountability for their actions and decisions. They encourage a culture of learning, conducting thorough post-crisis reviews to understand what worked well and what could be improved. This commitment to accountability and continuous improvement reinforces ethical practices and helps prevent future crises.

Ethical leadership in times of crisis is not just about maintaining moral standards; it’s about leveraging those standards to guide an organization through turbulent times. Leaders who prioritize ethical decision-making, transparency, empathy, and accountability are better equipped to navigate crises while maintaining the trust and respect of their stakeholders. In an increasingly complex and volatile world, such ethical leadership is essential for long-term organizational success and societal well-being. As we face future challenges, the principles of ethical leadership will continue to serve as a beacon, guiding leaders and their organizations through the storms of uncertainty towards a more stable and sustainable future.

Cross-Cultural Leadership: Navigating Global Diversity in the Modern Workplace (1000 words leadership essay example)  

In today’s interconnected world, cross-cultural leadership has become an essential skill for managers and executives operating in global environments. This essay explores the challenges and opportunities presented by cultural diversity in the workplace, and how effective leaders can navigate these complexities to foster innovation, collaboration, and organizational success.

Cross-cultural leadership refers to the ability to lead and manage teams composed of individuals from diverse cultural backgrounds. It requires a deep understanding of cultural differences, including values, communication styles, work ethics, and decision-making processes. Effective cross-cultural leaders possess cultural intelligence (CQ), which enables them to adapt their leadership style to different cultural contexts and bridge gaps between diverse team members.

Key Challenges in Cross-Cultural Leadership:

 1. Communication Barriers:

One of the primary challenges in cross-cultural leadership is overcoming communication barriers. These can stem from language differences, varying communication styles (direct vs. indirect), and nonverbal cues that may have different meanings across cultures. Misunderstandings can lead to conflicts, reduced productivity, and missed opportunities for collaboration.

2. Diverse Work Ethics and Expectations:

Different cultures often have varying perspectives on work-life balance, time management, and professional conduct. For instance, some cultures prioritize punctuality and strict adherence to schedules, while others may have a more flexible approach to time. These differences can create friction within teams and impact project timelines if not properly addressed.

3. Decision-Making Processes:

Cultural backgrounds significantly influence decision-making styles. Some cultures value consensus and group decision-making, while others prefer hierarchical structures where decisions are made by those in authority. Cross-cultural leaders must navigate these differences to ensure all team members feel valued and included in the decision-making process.

4. Conflict Resolution:

Approaches to conflict resolution can vary greatly across cultures. Some may prefer direct confrontation, while others might seek to avoid conflict altogether. Effective cross-cultural leaders must be adept at recognizing these differences and employing appropriate strategies to resolve conflicts in a culturally sensitive manner. 

5. Building Trust:

Trust is a critical component of effective leadership, but the process of building trust can differ significantly across cultures. What may be seen as trustworthy behavior in one culture might be perceived as unreliable or insincere in another. Cross-cultural leaders must be aware of these nuances and adapt their approach to building relationships accordingly.

Strategies for Effective Cross-Cultural Leadership:

1. Develop Cultural Intelligence:

Leaders should actively work on developing their cultural intelligence by learning about different cultures, their values, and norms. This can be achieved through formal training, immersive experiences, and regular interaction with people from diverse backgrounds. High CQ enables leaders to anticipate cultural differences and adapt their leadership style accordingly. 

2. Practice Active Listening and Empathy:

Cross-cultural leaders must cultivate strong listening skills and empathy to understand the perspectives of team members from different cultural backgrounds. This involves paying attention to both verbal and non-verbal cues, asking clarifying questions, and showing genuine interest in others’ viewpoints.

3. Promote Inclusive Communication:

Establish clear communication protocols that accommodate different cultural styles. This might include using simple language, providing written summaries of meetings, and encouraging team members to ask questions or seek clarification. Leaders should also be mindful of their own communication style and adapt it to ensure clarity across cultures.

4. Create a Culture of Respect and Inclusion:

Foster an organizational culture that values diversity and promotes inclusion. This involves celebrating cultural differences, providing equal opportunities for all team members, and addressing any instances of discrimination or bias promptly and effectively.

5. Implement Cross-Cultural Training Programs:

Invest in comprehensive cross-cultural training programs for all employees, not just leaders. These programs should cover topics such as cultural awareness, unconscious bias, and effective cross-cultural communication. Regular training helps create a more culturally competent workforce and reduces the likelihood of misunderstandings.

 6. Establish Clear Expectations and Guidelines:

Develop and communicate clear expectations regarding work ethics, deadlines, and professional conduct. While allowing for some cultural flexibility, having a set of core organizational values and guidelines helps create a common framework for all team members, regardless of their cultural background.

7. Encourage Knowledge Sharing:

Create opportunities for team members to share their cultural knowledge and experiences. This can be done through informal cultural exchange sessions, diversity celebrations, or mentoring programs. Such initiatives promote mutual understanding and help build stronger relationships across cultural divides.

8. Adapt Leadership Styles:

Effective cross-cultural leaders must be flexible in their leadership approach. This might involve adapting decision-making processes, feedback mechanisms, or motivational strategies to align with the cultural preferences of team members. The ability to switch between different leadership styles as needed is crucial for success in diverse environments.

9. Leverage Diversity for Innovation:

Recognize and harness the power of diversity to drive innovation and creativity. Cross-cultural teams often bring together a wide range of perspectives and problem-solving approaches. Leaders should create an environment where diverse ideas are welcomed and integrated into the organization’s strategies and processes. 

10. Continuous Learning and Adaptation:

Cross-cultural leadership is an ongoing learning process. Leaders should remain open to feedback, regularly assess their own biases and assumptions, and be willing to adapt their approaches based on new insights and experiences. 

Cross-cultural leadership in the modern workplace presents both challenges and opportunities. By developing cultural intelligence, promoting inclusive practices, and adapting leadership styles, leaders can navigate the complexities of global diversity to create high-performing, innovative teams. As organizations continue to expand globally, the ability to lead across cultures will become increasingly vital for success. Those who master cross-cultural leadership will be well-positioned to thrive in the diverse, interconnected business landscape of the future, fostering environments where all team members can contribute their unique perspectives and talents to achieve common goals.

Leadership essay examples offer valuable insights into effective leadership across various contexts. They highlight key themes such as adaptability, ethical decision-making, cultural intelligence, clear communication, and continuous learning. 

These examples demonstrate the complexity of leadership in diverse situations, from crisis management to cross-cultural team dynamics. By studying these essays, aspiring leaders and researchers can gain a deeper understanding of leadership challenges and strategies. 

They provide practical insights and theoretical frameworks applicable to real-world scenarios, emphasizing the importance of developing a well-rounded leadership approach. 

As leadership continues to evolve in response to global challenges, these examples serve as a foundation for understanding core leadership principles and inspire readers to reflect on and develop their own leadership skills.

Frequently asked questions

What is a leadership short essay.

A leadership short essay is a concise piece of writing, typically 400-1000 words, that explores various aspects of leadership. It may discuss leadership theories, personal experiences, case studies, or specific leadership qualities. These essays aim to convey key leadership concepts, challenges, or strategies in a focused and accessible manner.

What is leadership in 150 words?

Leadership is the ability to inspire, guide, and influence others towards achieving a common goal. It involves setting a clear vision, making strategic decisions, and motivating team members to perform at their best. Effective leaders demonstrate strong communication skills, emotional intelligence, and adaptability. They foster a positive environment, encourage innovation, and build trust within their teams. Leadership also requires ethical decision-making, accountability, and the capacity to navigate challenges. Great leaders empower others, recognize individual strengths, and promote personal growth. They balance assertiveness with empathy, and are willing to learn from both successes and failures. Leadership is not just about holding a position of authority; it’s about creating positive change, driving results, and developing future leaders. Ultimately, leadership is a continuous journey of self-improvement and the ability to bring out the best in others.

What are the qualities of good leadership essay?

When writing a good leadership essay, there are several key qualities to focus on. Here are some essential characteristics to include:

• Clear Thesis Statement : A good leadership essay should have a clear and concise thesis statement that sets the tone for the rest of the essay.
• Strong Argumentation : Effective argumentation is critical in a leadership essay. Use logical reasoning, evidence, and examples to support your claims.
• Use of Examples and Anecdotes : Incorporating real-life examples and anecdotes can help illustrate your points and make your essay more engaging.
• Analysis and Interpretation : Analyze and interpret the leadership concepts, theories, and models you’re discussing, and explain how they apply to real-world situations.
• Evidence-Based Research : Use credible sources to support your arguments, and provide evidence-based research to back up your claims.
• Organization and Structure : A good leadership essay should have a logical structure, with a clear introduction, body, and conclusion.
• Effective Use of Transitions : Use transitional phrases and words to connect your ideas and paragraphs, making your essay flow smoothly.
• Clear and Concise Language : Use clear and concise language, avoiding jargon and technical terms that may confuse your readers.
• Critical Thinking : Demonstrate critical thinking by evaluating different leadership approaches, identifying strengths and weaknesses, and proposing solutions.
• Conclusion and Recommendations : Summarize your main points, reiterate your thesis statement, and provide recommendations for future leadership development.

How do you start a leadership essay?

To start a leadership essay effectively:

• Begin with a hook: Use a relevant quote, anecdote, or thought-provoking question to engage the reader.
• Provide context: Briefly explain the importance of leadership or the specific aspect you’ll be discussing.
• State your thesis: Clearly outline the main argument or focus of your essay.
• Preview main points: Briefly mention the key areas you’ll cover in your essay.
• Consider a personal connection: If appropriate, relate the topic to your own leadership experiences or aspirations.

What is leadership in 10 points?

• Vision: Setting clear, inspiring goals for the future.
• Communication: Effectively conveying ideas and listening to others.
• Integrity: Maintaining ethical standards and trustworthiness.
• Decision-making: Making timely and informed choices.
• Motivation: Inspiring and encouraging team members.
• Adaptability: Flexibly responding to changing situations.
• Empowerment: Delegating tasks and fostering others’ growth.
• Emotional Intelligence: Understanding and managing emotions.
• Problem-solving: Addressing challenges creatively and efficiently.
• Continuous Learning: Embracing personal growth and development.

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Home — Essay Samples — Business — Leadership — Importance Of Leadership Development

Importance of Leadership Development

• Categories: Leadership

About this sample

Words: 451 |

Published: Mar 13, 2024

Words: 451 | Page: 1 | 3 min read

References:

• Center for Creative Leadership. (2017). The Impact of Leadership Development on Organizational Performance. Retrieved from https://www.ccl.org/articles/white-papers/the-impact-of-leadership-development-on-organizational-performance/
• Gallup. (2020). Employee Engagement. Retrieved from https://www.gallup.com/workplace/236927/employee-engagement-drives-growth.aspx

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Leadership Essay

27 August, 2020

12 minutes read

Author:  Richard Pircher

As a college student, you must write essays on a regular basis since the latter is one of the most common types of home assignments. All this means is that in order to get good grades and be successful with writing the papers, you need to have a sound understanding of the structure. Additionally, what you should never neglect is the variety of essay types. Indeed, your essay will significantly differ from one type to another: description essay will most likely have a structure that is slightly different from an argumentative one.

What you may have already encountered in your academic life is the work on a leadership essay. Although it sounds pretty complicated and vague, it is mostly possible to master an essay on leadership. Below is a guide for you to get an insight into this particular essay type.

What is a good leadership essay?

A good leadership essay is the one in which the essay writer has fully covered the topic of leadership and understood its core ideas. More specifically, to end up with a flawless leadership essay, you will need to indicate what makes a person a good leader. For achieving the latter, you will most likely need to conduct research and trace how a particular person reaches his or her goals. In other words, the task is to discover which actions the person undertakes, what their followers say about him or her, and how the person organizes the work. So, a leadership essay implies providing real-life success examples and further revealing them.

Above all, a good leadership essay is the one that follows a precise, clear, comprehensive structure. Structuring your essay about leadership in the most coherent way leads to a win-win situation: you have fewer troubles and barriers to writing a brilliant essay, and your teacher is able to comprehend the essay easily. This guide is what you will need to refer to to get an insight into how the flawless structure for a leadership essay looks like and how it will let you take a benefit.

How to write a Leadership essay?

To write a leadership essay that stands out, you first need to brainstorm all the ideas that you have and come up with a topic for your essay. If you are struggling with this step, you may think of some of the most influential people, read about them, and find out what makes them unique. Or, you can pick any topic which is mentioned at the end of this article. After you have chosen an issue, it is time to structure your essay appropriately.

As you already know, an essay constitutes three essential sections: introduction, main body, and conclusion. Below is the more detailed description of each of the parts.

Introduction

Of course, your leadership essay introduction will always vary depending on the topic of the essay. However, you can always begin by stating your vision of leadership regardless of the topic. Additionally, to motivate the reader and instantly catch his or her attention, you may use a quote of a famous leader, or simply a quote which you find relevant to the topic. Be aware that you should avoid outlining the essence and the role of the leadership in your introduction; leave it for the body paragraphs.

What you may also do in your leadership essay is ask a question, which will most likely intrigue the leader. Or it will at least give your reader an overview of what you will dwell on  in your essay.

Body Paragraphs

You will need to divide the main body into 3-5 paragraphs to make the structure more comprehensive. What you have to do at this point  is  give your reader a sound understanding of your ideas. Therefore, try to fit each idea in a single body paragraph so that you do not confuse your reader. Do not hesitate to indicate your examples to strengthen your arguments. For instance, you may explain a fact that makes a particular person you are writing about a real leader.

Also, always stick to your thesis statement and don’t forget that the body paragraphs should reveal the parts of your thesis statement.

As you may already know, you need to restate your opinion and briefly summarize all the points from the main body in conclusion. For instance, if you wrote your essay on qualities of an effective leader, state the most fundamental qualities and indicate why they matter the most. Besides, try not to copy what you have already written in the body – it is better to restate your opinion using different words. And, of course, beware adding any new and extra information; indicate only those points that you have already outlined in the text. Finally, keep in mind that it is always favorable to keep your concluding remarks short.

Leadership Essay Examples

Writing a leadership essay requires some research and time. In case you feel the necessity to go through an essay example, below is a leadership essay sample you can refer to.

Is leadership an inborn or an acquired feature?

Is everyone capable of becoming a leader, or is this ability innate? A lot of researchers have been struggling to answer this question. One assumption about leadership implies that the leader is the person who possesses particular characteristics. Another assumption claims that leaders are capable of acquiring specific features over their life span. As the evidence shows, leaders own many features that distinguish them among others and make more and more people become their followers. These might be cognitive abilities, psychological traits, professional qualities, and a lot more, and all of them will be either acquired or innate. Based on the importance of leadership qualities, such as commitment, stress resistance, and the ability to make quality decisions, it is reasonable to claim that leaders are made, not born. 

One can deem commitment as one of the top fundamental qualities of the leader. In essence, such a feature indicates that a person is passionate about the common goal, strives to be a team player, and makes every effort to reach a shared goal. As the history shows, none of the successful companies was uncoordinated by an influential, committed leader: Apple, Amazon, Microsoft – all of these companies are examples of dominant teams led by a dedicated leader. A committed leader also inspires his or her team to achieve common goals and put more effort into the shared activity. Besides, commitment is unlikely to be an innate feature; it instead comes with experience. This is so, since commitment implies dedicating oneself to the shared task, and one can reach it only via learning and continuous self-improvement.

Stress resistance is another incredibly important feature that every good leader should possess. This is because only a stress-resistant leader has sufficient capabilities to overcome any complexity and not let the anxiety and stress prevent him or her from making proper decisions. Besides, such a leader will most likely have a positive influence on the team, as long as leading by example will motivate the team members to attain the same emotional stability. What is so far familiar about stress resistance as an effective leader’s feature is that it can be either innate or attained. However, although some researchers admit that emotional stability is something one is born with, it is not entirely true; many people still put a great effort into self-improvement, changing the attitude to unfortunate situations, and so on. Therefore, being resistant to stress can be mostly attributed to a personality.

An ability to make high-quality decisions most likely determines the chances for an enterprise’s success. In particular, such quality is incredibly fundamental for a company of any size and professional orientation. Additionally, it is one of the top tasks of a good leader to make final decisions. What he or she should do implies brainstorming, discussing various opinions in the group, making forecasts, analyzing all the pros and cons. However, the leader is the one to make a final decision. Thereby, he is in charge of researching the market, discovering all the hidden truths, and analyzing the organization’s potential and capabilities to result in the most effective decision. As it flows logically from the latter, an ability to make sound quality decisions is purely a professional quality. This leads to the conclusion that one has to work hard to become a genuine leader and master the skill of making effective decisions. 

Overall, the leader may possess a multitude of different skills and master them perfectly. However, what has so far become transparent is that any leader, regardless of which team he leads, must possess three essential qualities. These qualities are commitment to the common goal, ability to handle and resist stress, and, finally, an ability to make effective decisions. All of the three qualities are most likely to be acquired over a lifetime. The statement below leads to the conclusion that even though some qualities can be innate, most are not the ones that leaders are born with. Hence, this answers an essential question: leadership feature is acquired, and not necessarily inborn.  

20 leadership essay topics

When coming up with your next leadership essay topic, it is imperative to brainstorm ideas and think of what leadership might be related to. If you are struggling with a topic of the importance of leadership essay or any relevant type of essay, you may quickly take a look at some of the possible topics we prepared for you:

• What are the main qualities of the leader?
• Successful Time Management as a feature of an effective leader
• The role that rhetoric plays in leadership
• The most exceptional leader in the history of the 20-th century
• The role of female leadership
• What are the challenges of the leader of the 21-st century?
• How college helps students develop leadership skills?
• Qualities of the leader that motivate people to follow them 
• Top things to avoid doing to become a team leader
• Examples of effective and ineffective leadership in the history
• Top techniques for developing leadership skills
• The interconnection of creativity and leadership 
• Is a university’s role fundamental in developing leadership skills?
• Dictatorship as an anti-example of leadership
• Liberal vs Authoritative leadership: which one works better?
• The influence of the leader’s role model on the followers’ mindset
• Main difficulties that the new leader may face in a new team
• Leadership of today vs leadership of the past: what has changed?
• Reasons why I want to become a member if the leadership program
• The role of cognitive abilities for the leader 

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• Leadership Development Essays

Leadership Development Essays (Examples)

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Leadership Development

Leadership Development This analysis will consider deferent leadership development systems at a structured organization such as McDonalds as well as an organization that operates in more of a creative space such as Facebook. The definitions of leadership in such organizations differ significantly and require different approaches. Facebook is looking for more out-of-the-box innovators while McDonald's is seeking leaders that can fulfill needed roles with the structures that they have already designed. The different requirements within these organizations produce an interesting dichotomy in perceptions of leadership development that can be studied to provide insights about leadership in general. McDonalds Career Development at McDonald's combines a focus on personal growth and development with talent management objectives in order to help employees to perform at their very best -- while experiencing personal career satisfaction. McDonald's has a well-developed leadership development program in place. McDonald's defines leadership development as (McDonald's, N.d.): As the world changes and new business…...

mla Works Cited Facebook. (n.d.). Careers at Facebook. Retrieved from N.d.:  

Leadership Plan Personal Leadership Development

Transformation of a group to one with unified values and a shared sense of accomplishment requires better people skills than I currently possess (Bass & iggio 2006). These weaknesses, of course, will present certain obstacles that must be overcome during my leadership development. The drive to accommodate can denote a general desire to subsume one's will for someone else's purposes or ends, and this could limit my potential for development and adherence to my development plan, especially in a practical (i.e. working) environment (London 2002). My concern for people might also cause certain obstacles or gaps in the development plan; much of transformational leadership is directly related to the interrelationships fostered by the leader, and this will require additional attention on my part (Bass & iggio 2006). Actions and Timeline Several specific actions can and must be taken in order to bring my leadership development plan into full fruition, and the development…...

mla References Bass, B. & Riggio, R. (2006). Transformational leadership. Mahwah, NJ: Lawrence Erlbaum Associates. Bush, T. (2003). Theories of educational leadership and management. Thousand Oaks, CA: Sage. Hiebert, M. & Klatt, B. (2001). The encyclopedia of leadership: a practical guide to popular leadership. New York: McGraw-Hill. London, M. (2002). Leadership development. Mahwah, NJ: Lawrence Erlbaum Associates.

Leadership Development the Famous Peter Drucker Was

Leadership Development The famous Peter Drucker was very prescient when he said that managers do things right and leaders do the right things. Leadership development is being able to know better and better with time what things should be done and why both in general terms and based on particular circumstances and the choices offered (Weinschenk, 2013). Part of knowing what to do and why is knowing the conditions on the ground, knowing how things operate and how to conduct one's self while traversing this environment. The current lay of the land at this college is no different. Leadership Capacity In general terms, leadership capacity and the management of the same is all about being prepared to deal with both the mundane and the extraordinary. It is also about managing the expected and the unexpected. At a minimum, any good leader will make sure to help hone, perfect and even create (as needed)…...

mla References Fullan, M. (2005). Eight Forces for Leaders of Change. Journal of Staff Development, 26(4), 54. Weinschenk, S. (2013, September 20). Leadership | Psychology Today. Psychology Today: Health, Help, Happiness + Find a Therapist. Retrieved September 20, 2013, from   http://www.psychologytoday.com/basics/leadership

Leadership Development and Leadership Effectiveness

This is significant, because the author cites studies that indicate how organizations that have a high degree of transformational leadership skills throughout each layer of their companies are much more adept at transforming all forms of knowledge into an ongoing competitive advantage and competitive strength. By making the commitment to an ongoing leadership development program, the author contends that a knowledge-based organization emerges that is capable of interpreting and quickly acting on opportunities and threats (Amagoh, 2009). Analysis and Conclusions Drawn The analysis in the article successfully integrates the concepts of transformational leadership with the dominant leadership development theories to deliver insights into how organizations can transform their knowledge into a competitive advantage. It sets the foundation for how an organization can become more competitive by being more coordinated, synchronized around common goals. This synchronization of processes and systems is attained through ongoing leadership development programs. Implications for Practice There are many implications…...

mla References Francis Amagoh (2009). Leadership development and leadership effectiveness. Management Decision, 47(6), 989-999.

Leadership Hong Kong Leadership Developments in Hong

Leadership Hong Kong Leadership Developments in Hong Kong Hong Kong is one of the great business centers of the world. As such, its business and leadership cultures have been subject to many of the paradigm shifts and economic trends that are attendant to the globalizing world economy. This makes this a useful context within which to examine some of the more important recent developments in leadership theory. Included among them, the discussion hereafter considers such leadership dimensions as relationship orientation, task orientation, empowerment, charismatic leadership and transformational leadership. These leadership dimensions help to define a business atmosphere that is in a constant state of evolution since Hong Kong's turnover to Chinese authority in 1997. As the discussion will demonstrate, many of the leadership practices and principles in place reflect Hong Kong's longterm evolution as a free-market society and a bastion for capitalism. Simultaneously though, its role and relationship with respect to mainland…...

mla Works Cited: Bass, B.M. & Stogdill, R.M. (1990). Bass & Stogdill's Handbook of Leadership: Theory, Research, and Managerial Implications. Simon and Schuster. Choi, J. (2006). A Motivational Theory of Charismatic Leadership: Envisioning, Empathy, and Empowerment. Journal of Leadership & Organizational Studies, 13(1), 24-43. Johnson, C. (2005). Meeting the Ethical Challenges of Leadership, 2nd edition. Thousand Oaks, CA: Sage. Kim Eng Securities (KES). (2007). Kim Eng Hong Kong. Kim Eng Securities.

Leadership Development Plan Creating Staffing and Managing

Leadership Development Plan Creating, staffing and managing a virtual team to results presents a very unique set of challenges both form a logistics and leadership standpoint. Creating a state-of-the-art new packaging product that is inexpensive to ship yet durance enough to not get damaged will take cross-functional teams of experts in packaging, physics of containers, logistics, and supply chain systems, in addition to costing and financial analysis. Each of these aspects of an organization are critically important to the development, successful launch and sales of the new packaging product. This paper details the greatest obstacles a team leader would face in completing the project and delivering a profitable new product. These challenges and their recommended solutions are the foundation of this paper. The Many Challenges Of A Virtual Team The foundation of effective virtual teams is the insightful selection of its members, the ability to quickly create communication and collaboration throughout the geographically-dispersed…...

mla References Jarge Felfe & Schyns, B. 2004, "Is Similarity in Leadership Related to Organizational Outcomes? The Case of Transformational Leadership," Journal of Leadership & Organizational Studies, vol. 10, no. 4, pp. 92-102. Kayworth, T.R. & Leidner, D.E. 2002, "Leadership effectiveness in global virtual teams," Journal of Management Information Systems, vol. 18, no. 3, pp. 7-40. Purvanova, R.K. & Bono, J.E. 2009, "Transformational leadership in context: Face-to-face and virtual teams," Leadership Quarterly, vol. 20, no. 3, pp. 343.

Leadership Development Plan

Leadership Development Plan Leadership Development for Mentor To be in position to coach training nurses and uphold care to patient as a first concern. The core objective of training as a nurse is to attain sufficient expertise in patient care and be able to uphold the ethics of nursing while undertaking roles in the professional (Duffy & Hardicre, 2007). The mentor shall endeavor to coach the training nurse towards this goal and assess the nurses' performance and attitude at work. The mentorship program will be through organizing seminars and workshops related the nursing practice for the training nurses. By the end of the mentorship program the training nurses should have a wholesome understanding of what entails in the nursing profession. They should also be able to confidently take up nursing duties with the diligence the profession calls for; keep good records of the patient performance; respond appropriately to patient needs and discharge physician's…...

mla References Caldwell, B.J., & Carter, E.M.A. (2001). The Return of the Mentor: Strategies for Workplace Learning (Eds.). . London: The Falmer Press. Duffy, K., & Hardicre, J. (2007). Supporting students in practice 1: assessment. Nursing Times, 103(47), 28-29. Gardner, & John. (1990). Leadership. New York: NY: The Free Press.

Leadership Development From the Ground

Mentorship programs and peer organizations alike can support new workers in a positive fashion, so they will feel free to let their leadership qualities shine. Supervisor support for creativity and innovation, spotting top talent early on to facilitate retention, and fostering the leadership qualities desired by the organization in a consistent fashion are critical in retention (Gilpin-Jackson, & Bushe 2007). So are creating networks of peer supporters. This may seem counter-intuitive to organizations that stress competitiveness as a way of fostering leaders. However, workers must have a sense that a high benchmark of excellence is desired by the organization, and know that their colleagues uphold similar values. Peer support also contributes to a positive work environment. In one follow-up study of a managerial training program: "Verbal encouragement was nice and appreciated but could not necessarily overcome fears of violating peer group norms. One specific way in which having a boss…...

mla Works Cited Gilpin-Jackson, Yabome & Gervase R. Bushe. (2007). Leadership development training transfer: a case study of post-training determinants. The Journal of Management Development, 26(10), 980-1004. Retrieved September 30, 2009, from ABI/INFORM Global. (Document ID: 1454347571).

Leadership Development the Usefulness of the Planning

Leadership Development The usefulness of the planning methods used to meet the leadership requirements at strategic level Planning is a very important process at every level of the organization, it is the process being used by the leaders to set the organizational goals, come up with the strategies and set the time limit for the tasks which are relevant to help achieve the set objectives. All the leaders need to have plans which can deliver the organization from its current position to meet its future goals. Various planning methods can be applied by the leaders which require various leadership skills and quality in order to accomplish the set goals and objectives. The type of leadership style being used in an organization determines the planning methods that the organization can adopt. The plans can be very effective and easy to implement if the organization work on the plan as a team. Leaders need…...

mla References Gerhard Plenert, (2012). Strategy Implementation. Retrieved May 26, 2012 from   http://www.referenceforbusiness.com/management/Sc-Str/Strategy-Implementation.html  John Wiley & Sons, (2000). Detailing Types of Plans. Retrieved May 26, 2012 from www.cliffsnotes.com/study_guide/Detailing-Types-of-Plans.topicArticleId-8944,articleId-8871.html SM Advisors, (2010). Tactical Plan Development. Retrieved May 26, 2012 from   http://www.smadvisors.com/?id=29258141770

Leadership Development Challenges Faced by Barton Is

Leadership Development Challenges faced by Barton Barton is the senior vice president of human resources in Zendal pharmaceuticals .She had turned in her budget as she did routinely to her boss Palmer. However, the papers had been returned to her, and she noted that her proposed executive education had been cut by almost 75%.she took it as a mistake and decided to approach her boss on the issue. Her boss however said that there was no mistake in the revision claiming that there were orders given to cut down the following year's budget by 20%. Palmer said that recession had made their sales drop and due to their numerous debts they had to cut down on budgets so it was not Barton's budget being cut only (Kesner, 2010). Palmer gave Barton a condition that she had to satisfy before he made any consideration on the revision he had done of Baron's budget. This…...

mla References Kesner, I.F. (2010). Leadership Development: Perk or Priority? Executive Education. (2013).Program for Leadership Development Accelerating the Careers of High-Potential Leaders. Retrieved April 28,2013 from   http://www.exed.hbs.edu/programs/pld/Pages/default.aspx

Leadership Development From Your Personal Experience Give

Leadership Development From your personal experience, give an example of each technique and the impact it had on you. A metaphor had an impact on me, by showing how there were specific ideas which could be used to motivate someone to do more. At the same time, it is utilized as way of warning about the dangers of becoming involved in specific activities. In my personal experiences, these ideas reshaped how I looked at the world around me and my interpretations of different events. Over the course of time, this developed my attitudes and beliefs by creating foundation of comprehending numerous concepts. (Wasonga, 2006) (obbins, 1991) For example, diverse metaphors taught me morals and behaviors that should be avoided. These areas allowed me to see a situation more clearly by having a basic saying which defined who I was. It is at this point, when these beliefs reshaped my personality. (Wasonga, 2006) (obbins,…...

mla References Robbins, A. (1991). Awaken the Giant Within. New York, NY: Simon and Schuster. Wasonga, T. (2006). Learning from Tactic Knowledge. International Journal of Educational Management, 20 (2), pp. 153 -- 162.

Leadership Development Personal Leadership Development

I will create a study plan to enable me to balance work, home, and school demands and involve my family with this plan. To enhance my attractiveness as a candidate for employment I will continue to add to my professional areas of expertise. I will obtain additional certification in CMC (Certification in Cardiac Medicine) and CCN (Certification for Adult, Pediatric and Neonatal Critical Care Nurses). Present what you need or want to learn to improve your practice and the strategies needed to meet your learning needs Obtaining additional expertise is essential to work in an ICU, given the variety of conditions I will deal with, and also the diverse patient base. Becoming an involved member of professional organizations will be helpful. I also intend to draw upon the mentorship and knowledge resources of my professors and older nurses who have pursued similar career paths. I intend to use my personal strengths of…...

mla References Hildreth, Amy N. (et al. 2010). Surgical intensive care unit mobility is increased after institution of a computerized mobility order set and intensive care unit mobility protocol: A prospective cohort analysis. The American Surgeon. Retrieved through FindArticles.com on February 12, 2011 at   http://findarticles.com/p/articles/mi_7453/is_201008/ai_n56827335/  Lang, Gary Morris; Elizabeth a. Pfister & Michelle J. Siemens. (2010). Nursing burnout: Cross- sectional study. Military Medicine. Retrieved through FindArticles.com on February 12,

Tactics in Impression Management Post Covid

Research Proposal: Remote Work and the Leadership Pipeline through the Lens of Impression ManagementIntroductionRemote work has become a staple in many organizations, particularly in the wake of COVID-19 lockdowns, which introduced remote work in a big way. As businesses adapt to this new mode of operation, preferred by many workers, there are significant implications for leadership development and the leadership pipeline. One of the critical aspects that has not been thoroughly explored is how impression management, the process by which individuals attempt to control the perceptions others have of them, plays out in a remote work environment (Franken et al., 2021; Pianese et al., 2023). This research intends to bridge the gap between theory and practice by examining the interplay between remote work, leadership development, and impression management.Research Questions1. How does remote work influence impression management strategies among emerging leaders?2. What are the implications of these strategies on the leadership…...

mla References Bleakley, A., Rough, D., Edwards, J., Doyle, P., Dumbleton, O., Clark, L., ... & Cowan, B. R. (2022). Bridging social distance during social distancing: exploring social talk and remote collegiality in video conferencing. Human–Computer Interaction, 37(5), 404-432. Franken, E., Bentley, T., Shafaei, A., Farr-Wharton, B., Onnis, L. A., & Omari, M. (2021).

Leadership Development and Leadership

Leadership and otational Development Program for Saudi Arabian Monetary Agency (SAMA) Leadership development and rotational programs are crucial for building the potential, skills, and capabilities of new and existing employees. They provide employees with ongoing mentorship, in-depth experiences, as well as training across various functions within the organisation (Columbia University Centre for Career Education, 2016). Organisations rely on these programs to recruit and develop individuals for leadership responsibilities. This paper provides important guidelines for the design of a leadership development and rotational program for the Saudi Arabian Monetary Agency (SAMA). The program is aimed at fresh graduates with less than two years working experience. Designing the Program Program Objectives The first step in designing the leadership development and rotational program is to define the objective of the program (Donnelly, 2016). It is indeed a critical step. The objective should resonate with the overall objective of the organisation. It should clearly be informed by what…...

mla References Columbia University Centre for Career Education (2016). Leadership development and rotational programs. Retrieved from:   https://www.careereducation.columbia.edu/resources/leadership-development-programs  Donnelly, T. (2016). How to create a leadership development program. Retrieved from:   http://www.inc.com/guides/2010/07/how-to-create-a-leadership-development-program.html  Gurdjian, P., Halbeisen, T., & Lane, K. (2014). Why leadership development programs fail. Retrieved from:   http://www.mckinsey.com/global-themes/leadership/why-leadership-development-programs-fail  Pernick, R. (2002). Creating a leadership development program: nine essential tasks. Alexandria: International City/County Management Association (ICMA).

Leadership and Conflicts LADESHIP AND CONFLICTS Teamwork has increasingly become a common aspect within the organizational setup. Organizations in varied sectors and industries are ever more reliant on teamwork in the achievement of their goals and objectives. Nonetheless, teamwork presents a breeding ground for conflict, in large part due to differences in background, views, beliefs, personalities, objectives, and priorities (Toegel & Barsoux, 2016). Indeed, if not properly handled, conflict within a team can considerably hamper team morale, motivation, collaboration and productivity. This section highlights a team conflict scenario, and discusses approaches for dealing with team conflict, clearly pointing out the role of leadership in managing team conflict. One instance of team conflict I have experienced during my professional life relates to disrespect for team norms on the part of some team members. Every team often has rules that determine how members of the team behave and interact with one another during the course…...

mla References Biech, E. (2007). Thriving through change: a leaders guide to change mastery. Alexandria, VA: ASTD Press. Brewster, C., Sparrow, P., & Vernon, G. (2011). International Human Resource Management. 3rd edition. UK: CIPD. Costanza, D., Badger, J., Fraser, R., Severt, J., & Gade, P. (2012). Generational differences in work-related attitudes: a meta-analysis. Journal of Business & Psychology, 27(4), 375-394. Gratton, L., & Erickson, T. (2007, November). Eight ways to build collaborative teams. Harvard Business Review. Retrieved from: build-collaborative-teams https://hbr.org/2007/11/eight-ways-to-

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Leadership Development Essay Examples

Type of paper: Essay

Topic: Business , Leadership , Environment , Workplace , Organization , Customers , Employee , Development

Published: 01/11/2020

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Leadership Development

Leadership development should be a strategic choice because, as studies have shown, leaders have an impact on organizational performance (DuBrin, 2012). In a study conducted by the Center on Leadership & Ethics at Duke University (DuBrin, 2012), it was found that leadership can affect organizational performance but only if the leader is perceived as inspirational and responsible where such behaviors include inspiring employees to aspire for higher goals and engaging employees in the achievement of the company’s vision. In addition, an effective leader is able to promote an environment where employees feel responsible for the whole company.

This is evident in the leadership of Yvon Chouinard, the founder and owner of Petagona, Inc. (Chouinard, 2006). Being an enthusiast climber himself, his passion for the sport not only inspired people – both customers and employees alike – but also resulted in the company’s increased bottom line. Because he truly cared about the sport and his products, he made sure that his company’s products were made of quality material and were capable of providing his customers with the comfort and protection they needed while engaging in the sport. Moreover, not only does Chouinard care about his products and his customers, he also cared about the environment, especially the one where he engaged his sport of climbing in. As such, he made sure that his organization’s practices were environment-friendly. As well, he regularly made donations to environmental causes. His sense of social responsibility not only allowed him to reduce costs (from promoting sustainability) but also enabled him to inspire his employees, customers, and other stakeholders, which further increased his influence and power. By being a charismatic and transformational leader, Chouinard not only influences the people he directly interacts with but is also able to affect positive change into the community.

However, not everyone can be like Chouinard for whom leadership seems to come naturally. As such, organizations should ensure that they have leadership development initiatives. In particular, it is important for organizations to have a leadership development strategy as this would ensure that the organization is being led by individuals who have the skills and capabilities to deliver the objectives of the business plan, to cope with the changes in the external environment and the market, and to cope with the increasing customer expectations (Ryan, 2012). It is important for organizations to develop leaders who are capable of looking into the future, that is, leaders who are capable of providing the organization with direction through vision and strategic thinking. These leaders should also be able to ensure that the vision, goals, values, and culture of the organization are aligned. In addition, leaders should be highly influential, both internally and externally. They need to be able to persuade and work with people with whom they have no positional authority.

In this regard, it is then important for organizations to create a culture of leadership (Kotter, 2001). They can do this by recruiting individuals who have the potential to become leaders. However, the organization should also be able to manage these individuals’ career patterns, that is, they should be able to give these individuals the opportunity to lead, to take risks, and to learn from their successes and failures. These individuals should also be provided with opportunities to increase their knowledge across different areas and develop informal networks that would enable them to get the support they would need for the implementation of their future leadership initiatives. In particular, decentralization may be implemented as this places responsibility on the lower levels of the organization, which enables young employees to “test and stretch their leadership potential” (Kotter, 2001, p. 96). Executives and senior leaders should also take the time to assess their employees in order to determine who has leadership potential and what skills they need to develop. In turn, such development initiatives can come in the form of informal initiatives, although the organization’s executive team may also decide to implement such leadership development initiatives through ether a high-potential development process or a formal succession planning process. In addition, to further encourage behaviors that are oriented towards leadership development, these behaviors should be rewarded, that is, leaders’ qualification for promotion should be based on their ability to develop and nurture leaders. By doing this, the organization is able to cultivate a culture where “people value strong leadership and strive to create it” (Kotter, 2001, p. 96).

In summary, leadership development should be a strategic choice in that leadership skills should be cultivated within the organization by providing employees with leadership development opportunities in the form of trainings, mentoring, and coaching among others. It is also important for employees to be provided with the opportunities that will allow them to demonstrate ad develop their leadership potential. With the great impact that leadership has in the success of an organization, particularly in its performance, only by continuously developing leaders from within can an organization ensure its business continuity and its future success.

Chouinard, Y. (2006, October 10). Let my people go surfing. Retrieved from http://www.patagonia.com/us/patagonia.go?assetid=4626 DuBrin, A. J. (2010). Leadership: Research findings, practice and skills.

Mason, Ohio: Cengage Learning. Kotter, J. P. (2001, December). What leaders really do. Harvard Business Review.

Retrieved from http://web.sau.edu/ richardsrandyl/what%20leaders%20really%20do_kotter.pdf Ryan, R. (2012). Leadership development. Burlington, MA: Routledge.

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Leadership Skills and Leadership Development Plan Essay

Leadership refers to the ability to influence people to attain certain goals and objectives. Good leaders possess certain traits that form the foundation of their leadership. These traits include honesty, confidence, charisma, trust, vision, good communication skills, and the ability to delegate. Despite possession of these traits, all leaders have weaknesses that limit the level of success they achieve. On the other hand, these weaknesses affect their leadership and lower their performance and productivity. I have several strengths and weaknesses in leadership.

My strengths in leadership situations include patience, open-mindedness, and focus. Patience is one of the traits that enable me to take control of matters while in leadership situations. Some problems require sufficient time and attention for leaders to develop appropriate solutions. I can work or wait for long hours if there is hope for a solution to a problem or completion of a task. Patience is also important in situations such as training because employees have varying speeds of learning. Therefore, it is necessary to accord them enough time to ensure that they learn effectively. Finally, the attainment of goals takes time. This requires patience on the part of the leader. Patience is a strength that forms one of the pillars of my leadership. Open-mindedness is another strength that I exhibit in leadership situations. It enables me to embrace ideas, opinions, and criticisms from other people with the aim of developing better solutions, plans, and strategies. Being an open-minded leader means that I am open to change and new ideas. Good leadership is developed through constant improvement that is achieved through responding to feedback and criticism. This requires an open mind. In addition, open-mindedness allows me to accept corrections when I do something wrong that affects other people. It enhances cooperation and teamwork among employees or team members. Finally, I possess the ability to focus on tasks until their completion. This trait is augmented by patience. Concentrating fully on a task increases the chances of completing it successfully. Moreover, it reduces the likelihood of making mistakes or doing a shoddy job.

My weaknesses in leadership positions include lack of charisma, poor problem-solving and decision-making skills, and poor communication skills. Charisma is an important trait because it involves inspiring and motivating employees to attain goals. I am not charismatic and thus find it hard to inspire and motivate employees. It is difficult for me to motivate employees and as such increase their productivity and performance. This is evident from my role as the leader of the development department at the IT organization. Another weakness I exhibit is poor decision-making skills due to inadequate experience and knowledge of leadership. The decisions that I make are usually misinformed and only include personal thoughts and perspectives. I do not involve other members in the decision-making process. I also have poor problem-solving skills. This is due to the unwillingness to seek opinions and different perspectives from other people. The notion that I am the leader prevents me from accepting apparent limitations. Therefore, the inflated ego prevents me from seeking assistance from people with more experience and expertise. Finally, I have poor communication skills. Poor communication comprises the inability to communicate goals and visions to employees, and the presence of frequent conflicts due to misunderstandings.

Without proper communication, a leader cannot manage employees effectively for the achievement of organizational goals. To develop my leadership capability, it is imperative to eradicate these weaknesses by acquiring skills to replace them. The development of strong decision-making and problem-solving skills will involve seeking alternatives to problems, seeking assistance, soliciting feedback and criticism, and developing contingency plans. On the other hand, it will be important to weigh the benefits and costs of each decision through a thorough evaluation process. It is important to consider the anticipated outcome of a decision or an action in order to determine its viability. Taking on more responsibilities and challenges will also improve these skills. To improve my communication skills, I intend to undertake a short training program on communication skills. The program will equip me with knowledge on the dos and don’ts of proper and effective communication. In addition, I will learn to listen more, speak clearly, and improve pronunciation. Finally, I intend to improve my charisma to be able to motivate and inspire employees. This will involve learning to be compassionate, cooperative, and open to new ideas. In addition, it will involve improving my confidence and self-esteem by embracing more responsibilities and challenges. Looking at things positively and learning how to be persuasive are also important aspects of developing my charisma. Acquiring strong persuasion skills is the most important aspect of developing charisma as a leader.

• Chicago (A-D)
• Chicago (N-B)

IvyPanda. (2022, April 3). Leadership Skills and Leadership Development Plan. https://ivypanda.com/essays/leadership-skills-and-leadership-development-plan/

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IvyPanda . 2022. "Leadership Skills and Leadership Development Plan." April 3, 2022. https://ivypanda.com/essays/leadership-skills-and-leadership-development-plan/.

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