Change Management and Development Plan<\/p>\n
Please note that I go through papers thoroughly. Therefore, deliver quality work to avoid unnecessary revisions.<\/p>\n
INSTRUCTIONS<\/p>\n
Introduction
\nUsing a self-assessment that reflects your proficiency on leadership competencies related to change, you will develop a specific, actionable development plan to increase your personal effectiveness.<\/p>\n
Preparation
\nTake the Agile Leadership Self-Assessment interactive activity provided for you in this assessment (check attached files)<\/p>\n
Scenario
\nFor Assessment 4, you gave a presentation for upper management on strategies for approaching change in teams and groups. Your immediate supervisor attended and afterward congratulated you on all the change leadership you have recently provided. She lets you know that for the next several weeks you will be back on her individual staff development initiative. For starters, she wants you to draft a personal staff development plan that can become a step-by-step approach for others.<\/p>\n
Your Role
\nImagine that you work in any organization you choose in any position you like. For the sake of simplicity, you may choose to imagine your present position at a company where you already work. You may use the same organization(s) you chose for previous assessments. Whatever your other responsibilities, you will be devoting part of your time to your immediate supervisor’s staff development initiative.<\/p>\n
Requirements
\nUsing the results of the Agile Leadership Self-Assessment, create a self-development plan that includes the following:<\/p>\n
Identify personal change-related leadership competencies targeted for development. Consider one or two competencies to focus on for this assessment.
\nSupport with a rationale the importance of each identified change-related leadership competency.
\nDevelop an action plan for each change-related leadership competency. Include at least four actionable steps for each identified competency.
\nExplain action steps for improving each change-related leadership competency. Be as specific as you can in explaining your deliberate experimentation for increasing your effectiveness.
\nDevelop a timeline for each action step, including a target date for assessing progress. Use the next six-month period for your timeline.
\nYour development plan should be written coherently to support a central idea. Use appropriate APA format, with correct grammar, usage, and mechanics as expected of a business professional.<\/p>\n
Deliverable Format
\nSince you will be discussing your ideas one-on-one with your supervisor, you have more space to get in-depth with your plan. Make this document 4\u20136 pages. Since you have established yourself as a meticulous writer and ideasmith, add to your reputation by drafting this document to be well organized and readable. This document will almost certainly make its way to other stakeholders following your initial meeting with your supervisor.<\/p>\n
Length: 4\u20136 pages.
\nWritten communication: Demonstrate writing skills through accurate communication of thoughts that convey the overall goals of the assessment and do not detract from the message.
\nFormatting: Use APA formatting, including correct in-text citations, proper punctuation, double spacing throughout, proper headings and subheadings, no extra line spaces before headings and subheadings, proper paragraph and block indentation, no bolding, one-inch margins all around, and no bullets.
\nFont and font size: Times New Roman, 12 point.<\/p>\n","protected":false},"excerpt":{"rendered":"
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