Development – Leadership Development Plan | Origin: LS103R
This is a general discussion forum for the following learning topic:
Your Leadership Impact --> Development – Leadership Development Plan
Post what you've learned about this topic and how you intend to apply it. Feel free to post questions and comments too.
This final section of the course pulled everything together in a way that turned theory into something I can actually use. The interactional framework — leader, followers, situation — gave me a structured way to think about my own growth, and what struck me most is how interconnected each piece really is. When one element shifts, the others feel it. The SWOT exercise for personal leadership development was particularly valuable because turning that lens inward revealed both strengths I've underestimated and blind spots I need to take seriously. The research reinforces why this matters: 61% of leaders experience smoother transitions after development work, strengths-focused feedback produces 8.9% greater profitability, and leaders who build on team strengths see 14–29% profit growth and 9–15% engagement gains. That is measurable evidence that intentional leadership development pays real dividends. Going forward, I want to build reflection into the rhythm of my week, use the interactional framework as a diagnostic tool when things are not working, invest in developing others as much as myself, and embrace the discomfort that comes with growth. What I'm walking away with is this — leadership is not a title I hold or a style I perform, but the sum of my daily choices about how I show up for the people and situations in front of me. Ready to go out there and lead.
With Benevolence, Shannon
I like the idea of creating templates of which leadership styles work best for certain situations or follow groups. that way I can plug and play quickly
As a leader, it's important to read each situation so you can use your skills and your team to get the best outcome.
I think it’s so important for leaders to check their own impact regularly. Sometimes, when you’re looking at things from 40,000 feet up, everything looks smooth, but on the ground, the team might be struggling with decisions made in a vacuum. Leaders have to ensure that the people responsible for implementing changes are actually part of the conversation.
Leadership is situational and also shifted depending on the faculty you are addressing.
Mentoring will help leadership grow in many ways that aren't truly discussed. This person can give advice and listen to ideas as someone who has been there before.
Reading the room and evaluating the situation/audience can be beneficial to see if you need to change up your leadership style. Great leadership also includes the ability to adapt to the situation.
I like that we are reminded of how important it is to continue to learn different leadership styles and stay up to date on what we can do to improve our culture and success as a team.
I learned a lot about leadership. While each part of the leadership framework is important on its own, true effectiveness comes when all three are aligned and working together toward the same goal.
I have learned a lot from this module. Mainly, I have learned that I need to be more assertive in my role as a leader.
A leader must have self-awareness. It allows them to understand their own strengths and weaknesses and is important in building trust with their team.
My leadership style my vary based on my own personal experiences, knowledge and attributes. I must be aware of how I lead during various situations and be open to changing my style to support and empower my followers.
I appreciated the reminder that personal backgrounds and characteristics will develop leadership style, but so does the age, the generation, the culture, and the sex of the individual who is the leader.
