Feedback Change Management and Development Plan
Other
Develop a 4-6 page specific, actionable self-development plan to increase your personal effectiveness.
Introduction
Using 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.
Preparation
Take the Agile Leadership Self-Assessment interactive activity provided for you in this assessment.
Scenario
For 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 staff development plan that can help train more change leaders to make the kinds of contributions you have been making lately!
Your Role
Imagine 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.
Requirements
Using the results of the Agile Leadership Self-Assessment, create a self-development plan that includes the following:
- Identify personal change-related leadership competencies targeted for development. Consider one or two competencies to focus on for this assessment.
- Support with a rationale the importance of each identified change-related leadership competency.
- Develop an action plan for each change-related leadership competency. Include at least four actionable steps for each identified competency.
- Explain action steps for improving each change-related leadership competency. Be as specific as you can in explaining your deliberate experimentation for increasing your effectiveness.
- Develop a timeline for each action step, including a target date for assessing progress. Use the next six-month period for your timeline.
Your 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.
Deliverable Format
Since 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 4–6 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.
- Length: 4–6 pages.
- Written communication: Demonstrate graduate-level writing skills through accurate communication of thoughts that convey the overall goals of the assessment and do not detract from the message.
- Formatting: 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.
- Font and font size: Times New Roman, 12 point.
Evaluation
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies through corresponding scoring guide criteria:
- Competency 4: Assess the personal competencies that enable leaders to become more effective change leaders.
- Identify personal change-related leadership competencies targeted for development.
- Support with a rationale the importance of each identified change-related leadership competency.
- Develop an action plan for each change-related leadership competency.
- Explain action steps for improving each change-related leadership competency.
- Develop a timeline for each action step, including a target date for assessing progress.
- Competency 5: Communicate effectively in a professional manner.
- Communicate in a manner that is scholarly, professional, and consistent with expectations for business professionals.
| Criteria | Non-performance | Basic | Proficient | Distinguished |
|---|---|---|---|---|
| Identify personal change-related leadership competencies targeted for development. | Does not identify personal change-related leadership competencies targeted for development. | Identifies personal change-related leadership competencies targeted for development but provides no rationale for the importance of each. | Identifies personal change-related leadership competencies targeted for development. | Explains personal change-related leadership competencies targeted for development with thoughtful, relevant rationale for the importance of each. |
| Support with a rationale the importance of each identified change-related leadership competency. | Does not support with a rationale the importance of each identified change-related leadership competency. | Supports with a rationale the importance of change-related leadership competencies but does not relate to own identified competencies for development. | Supports with a rationale the importance of each identified change-related leadership competency. | Supports with a rationale and summarizes the importance of each identified change-related leadership competency. |
| Develop an action plan for each change-related leadership competency. | Does not identify an action plan for each change-related leadership competency. | Identifies but does not develop an action plan for each change-related leadership competency. | Develops an action plan for each change-related leadership competency. | Develops an action plan for each change-related leadership competency and summarizes the priorities of the actionable steps. |
| Explain action steps for improving each change-related leadership competency. | Does not identify action steps for improving each change-related leadership competency. | Identifies but does not explain action steps for improving each change-related leadership competency. | Explains action steps for improving each change-related leadership competency. | Analyzes action steps for improving each change-related leadership competency using course resources. |
| Develop a timeline for each action step, including a target date for assessing progress. | Does not identify a timeline for each action step, including a target date for assessing progress. | Identifies but does not develop a timeline for each action step, including a target date for assessing progress. | Develops a timeline for each action step, including a target date for assessing progress. | Develops a timeline for each action step, including a target date for assessing progress, and summarizes anticipated outcomes. |
| Communicate in a manner that is scholarly, professional, and consistent with expectations for business professionals. | Does not communicate in a manner that is professional and consistent with expectations for members of the business professions. | Communicates in a manner that is usually professional and consistent with expectations for members of the business professions but may include some distracting errors in grammar, usage, or mechanics. | Communicates in a manner that is professional and consistent with expectations for members of the business professions. | Communicates without error in a manner that is professional and consistent with expectations for members of the business professions. |
