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.
o Break down each identified goal into action steps. You may need several action steps for each goal and ensure they are realistic to achieve. For example:
