Leadership vision [the ‘why’]

1. Leadership Aspiration: In the realm of technology constant evolution influences our future. My enthusiasm, for assuming a leadership position, in this sector stems from its implications and transformative power. Leadership transcends job titles; it entails inspiring others, catalysing change and making a difference. The prospect of guiding a team through the intricacies of technology nurturing innovation and cultivating a culture of learning excites me. I envision myself at the helm driving us towards groundbreaking developments that have the potential to revolutionise our lives (Cortellazzo, Bruni and Zampieri, 2019).

2. Strengths: In my time learning about the tech industry I’ve honed a variety of skills. My deep understanding of technology coupled with my thinking enables me to envision and strategize solutions. Being adaptable allows me to navigate swiftly through evolving landscapes. Additionally my strength in communication helps me articulate concepts in a manner that fosters comprehension and teamwork. I believe these capabilities not only add value to my team and organisation but also enable me to make contributions to the technology sector (Cortellazzo, Bruni and Zampieri, 2019).

3. Leadership Philosophy and Values: My approach to leadership is built on principles such as honesty, respect, creativity and collaboration. I prioritise making principled decisions to lead by example. Embracing perspectives is crucial, in any environment. I actively promote inclusivity within my team. In the technology sector innovation plays a role. As a leader my aim is to cultivate a space that nurtures innovative thinking and encourages the free flow of ideas. These values influence my interactions with my team. Inform the decisions I make (Cortellazzo, Bruni and Zampieri, 2019).

4. Leadership Theories: I find inspiration in servant leadership theories when it comes to leadership. The concept of leadership is meaningful to me as it emphasises empowering team members to exceed their goals by fuelling their enthusiasm for innovation. Servant leadership complements this by stressing the importance of meeting the needs of the team members and fostering a work environment based on cooperation. I believe that combining elements from both theories can result in a leadership style that motivates, inspires and provides support (Langhof and Güldenberg, 2019).

5. Impact: My vision, as a leader revolves around driving advancements nurturing a positive team dynamic and steering a company towards success. I envision propelling growth and establishing a foothold in the tech sector. My main aim is to make a mark, on the industry playing a role, in its expansion and progress and shaping its direction (Cortellazzo, Bruni and Zampieri, 2019).

Leadership goals [the ‘what’]

Based on my leadership vision and the 3x3x3 approach to intentional learning, here are my three specific leadership development goals, each with three strategies and three measures of success:

1. Goal 1 – Enhancing Communication Skills

Strategy 1: Attend workshops and seminars that focus on inspirational communication (Saimon, Lavicza and Dana-Picard, 2022).

• Measure of Success 1: Obtain a certificate of completion within three months.
• Measure of Success 2: Implement learned techniques in team meetings.
• Measure of Success 3: Receive positive feedback on improved communication skills from team members.

Strategy 2: Practise this skill in every team meeting and one-on-one interactions with team members (Saimon, Lavicza and Dana-Picard, 2022).

• Measure of Success 1: Noticeable improvement in team’s understanding and engagement.
• Measure of Success 2: Reduction in clarification requests during meetings.
• Measure of Success 3: Positive feedback from team members on clarity and inspiration.

Strategy 3: Seek regular feedback on communication style from team members (Saimon, Lavicza and Dana-Picard, 2022).

• Measure of Success 1: Constructive feedback from at least half of the team members.
• Measure of Success 2: Implementation of suggested improvements.
• Measure of Success 3: Improvement in feedback scores over three months.
• Goal 2 – Promoting Innovation

Strategy 1: Establish an ‘Innovation Lab’ within the team (Schmitz et al., 2016).

• Measure of Success 1: Establishment of the lab within a month.
• Measure of Success 2: At least five new project ideas generated within three months.
• Measure of Success 3: Implementation of at least one idea from the lab within three months.

Strategy 2: Foster an environment that encourages new ideas and out-of-the-box thinking (Schmitz et al., 2016).

• Measure of Success 1: Noticeable increase in the number of new ideas presented by team members.
• Measure of Success 2: Implementation of at least two new ideas within three months.
• Measure of Success 3: Positive feedback from team members on the innovative culture.

Strategy 3: Encourage team members to collaborate, experiment, and bring their ideas to life (Schmitz et al., 2016).

• Measure of Success 1: Increase in the number of collaborative projects.
• Measure of Success 2: Successful completion of at least two collaborative projects within three months.
• Measure of Success 3: Positive feedback from team members on the collaborative environment.
• Goal 3 – Developing Emotional Intelligence

Strategy 1: Take up a course on emotional intelligence (Serrat, 2017).

• Measure of Success 1: Obtain a certificate of completion within three months.
• Measure of Success 2: Implement learned techniques in day-to-day interactions with the team.
• Measure of Success 3: Receive positive feedback on improved emotional intelligence from team members.

Strategy 2: Practise self-awareness, self-regulation, and social skills in day-to-day interactions with the team (Serrat, 2017).

• Measure of Success 1: Noticeable improvement in self-awareness and self-regulation.
• Measure of Success 2: Improvement in social interactions with the team.
• Measure of Success 3: Positive feedback from team members on improved social skills.

Strategy 3: Regularly check in with team members to understand their needs and challenges (Serrat, 2017).

• Measure of Success 1: Establishment of regular check-ins within a month.
• Measure of Success 2: Noticeable improvement in understanding and responding to the needs of team members.
• Measure of Success 3: Improvement in team satisfaction scores in a survey within three months.

In order to keep myself focused on these objectives I plan to involve three people consisting of a mentor, a friend and a family member for support and accountability. I will update them regularly on my progress. Ask for their input. This method follows the principles of effective learning and it will assist me in turning my understanding into practical skills. I am dedicated to development and believe that by putting in consistent effort I can reach these goals and develop further, as a leader.

Justification and Detailed action plan [the ‘how’]

Introduction:

Being a leader is essential, for encouraging ideas, creating a supportive team atmosphere and guiding a business towards achievement. My vision for leadership and objectives reflect my dedication to self improvement and a goal to influence the technology sector positively. Through leveraging my strengths, values and knowledge of leadership principles I aim to create a strategy that turns my ambitions into steps forward.

Goal 1: Enhancing Communication Skills

Effective leadership hinges on the ability to communicate effectively allowing me to inspire, motivate and clearly convey my vision to my team. Improving my communication abilities will empower me to express concepts, enhance comprehension and encourage teamwork among my colleagues (Rogelberg, 2022).

Action Plan:

Strategy 1: Attend workshops and seminars on inspirational communication (de Grave et al., 2013).

• Identify reputable providers of communication training programs.
• Enrol in a workshop or seminar that focuses on techniques for effective and inspirational communication.
• Obtain a certificate of completion within three months.
• Implement the learned techniques in team meetings and interactions.
• Seek feedback from team members on the effectiveness of my communication style.

Strategy 2: Practise communication skills in team meetings and one-on-one interactions (Rogelberg, 2022).

• Set aside dedicated time during team meetings to practise and refine my communication skills.
• Engage in active listening and encourage open dialogue with team members.
• Monitor the team’s understanding and engagement levels during meetings.
• Seek feedback from team members on the clarity and inspiration of my communication.

Strategy 3: Seek regular feedback on communication style from team members (Wang, Wang and Liu, 2021).

• Establish a feedback mechanism, such as anonymous surveys or one-on-one discussions.
• Encourage team members to provide honest and constructive feedback on my communication style.
• Implement suggested improvements based on the feedback received.
• Track and measure the improvement in feedback scores over three months.

Justification:

Good communication plays a role in being a leader allowing me to share my vision, encourage teamwork and motivate my team (Rogelberg, 2022). By participating in workshops and seminars I aim to learn strategies and methods for inspiring communication. Applying these skills during team discussions and individual conversations will help me refine my abilities and put them into practice in real life situations (de Grave et al., 2013). Getting feedback from team members regularly will assist me in recognizing areas where I can improve and adjusting my communication approach to better suit the preferences of my team (Wang, Wang and Liu, 2021).

Goal 2: Promoting Innovation

Innovation plays a role in propelling progress and staying ahead in the competitive tech sector. As a leader it’s essential for me to cultivate a culture that nurtures creativity and unconventional perspectives to foster innovation within my team (Gavin, 2019).

Action Plan:

Strategy 1: Establish an ‘Innovation Lab’ within the team (Santarsiero, Schiuma and Carlucci, 2020).

• Allocate dedicated resources (time, space, and budget) for the Innovation Lab.
• Encourage team members to contribute their ideas and collaborate on innovative projects.
• Set measurable targets, such as generating at least five new project ideas within three months.
• Evaluate and prioritise the ideas based on their potential impact and feasibility.
• Implement at least one idea from the Innovation Lab within three months.

Strategy 2: Foster an environment that encourages new ideas and out-of-the-box thinking (Gavin, 2019).

• Lead by example by actively encouraging and rewarding innovative thinking.
• Provide opportunities for team members to share their ideas and perspectives.
• Celebrate successes and learn from failures in a supportive and constructive manner.
• Implement at least two new ideas generated by team members within three months.

Strategy 3: Encourage team members to collaborate, experiment, and bring their ideas to life (Harvard Business Review, 2019).

• Promote cross-functional collaboration and knowledge sharing within the team.
• Allocate resources (time, budget, and tools) for experimentation and prototyping.
• Facilitate brainstorming sessions and ideation workshops.
• Successfully complete at least two collaborative projects within three months.

Justification:

In the tech world, innovation is crucial for achieving success. As a leader I aim to cultivate an atmosphere that encourages creativity and welcomes perspectives. Setting up an Innovation Lab allows for an area where brainstorming, teamwork and trying out concepts can thrive. Creating a culture that values open communication and encourages team members to contribute their thoughts while also being willing to take on calculated challenges will support innovation. Recognizing achievements and drawing lessons from setbacks will help nurture a mindset of growth and promote a quest for improvement (Gavin, 2019).

Goal 3: Developing Emotional Intelligence

Understanding and managing my emotions along with recognizing and appropriately responding to the emotions of others are skills for leadership. Enhancing my intelligence will empower me to foster connections, handle difficult circumstances adeptly and cultivate a supportive and thriving workplace atmosphere (Serrat, 2017).

Action Plan:

Strategy 1: Take up a course on emotional intelligence (Deepa and Arulrajan, 2020).

• Research and enrol in a reputable course on emotional intelligence.
• Obtain a certificate of completion within three months.
• Implement the learned techniques in day-to-day interactions with the team.
• Seek feedback from team members on the effectiveness of my emotional intelligence.

Strategy 2: Practise self-awareness, self-regulation, and social skills in day-to-day interactions (Serrat, 2017).

• Cultivate self-awareness by reflecting on my emotions, thoughts, and behaviours.
• Practice self-regulation techniques to manage my emotions effectively.
• Develop active listening skills and empathy to better understand and respond to team members’ needs.
• Seek feedback from team members on my social skills and emotional intelligence.

Strategy 3: Regularly check in with team members to understand their needs and challenges (Garr, 2022).

• Establish regular check-ins (e.g., one-on-one meetings, team discussions) to connect with team members.
• Actively listen and demonstrate empathy during these check-ins.
• Identify and address any concerns or challenges faced by team members.
• Conduct a team satisfaction survey to measure the effectiveness of my approach.

Justification:

Understanding and managing emotions is vital for leadership, allowing me to forge connections, navigate tough situations and cultivate a positive and productive workplace (Serrat, 2017). Engaging in an intelligence course will deepen my grasp of this concept (Deepa and Arulrajan, 2020). Equip me with practical strategies for self awareness, self control and interpersonal skills. Applying these techniques in interactions and seeking input from colleagues will solidify my skills. Promote a culture of emotional intelligence, among my team. Regular check-ins will aid me in recognizing the needs and hurdles faced by team members empowering me to offer tailored assistance and foster a work environment (Garr, 2022).

Conclusion

By following this plan of action I believe I can reach my leadership objectives and have an influence in the technology sector. The strategies provided to improve communication skills encourage innovation. Nurture intelligence is based on relevant leadership principles as well as my own strengths, values and ambitions. Developing leadership skills is a process that requires learning, reflection and adjustment for me to succeed. I plan to involve my colleagues as accountability partners regularly seek their input and be open to adapting my methods when necessary and with determination and a mindset focused on growth I aim not to accomplish my goals but to motivate and support my team in achieving greater success.

Critical Analysis of Leadership Theories and Action Plan

My action plan demonstrates a strong understanding of how leadership theories can be applied in the real world. Below is a breakdown of the linkages between specific theories and the proposed actions:

Goal 1: Enhancing Communication Skills

• Theory: Transformational Leadership emphasises inspiring and motivating followers. The action plan addresses this by focusing on developing inspirational communication techniques through workshops and active practice (Ellen, 2016).

Goal 2: Promoting Innovation

• Theory: Situational Leadership Theory suggests adapting leadership styles based on the situation and follower maturity. The “Innovation Lab” fosters an environment where creativity and collaboration are encouraged, adapting to a team comfortable with taking initiative (Waller, Smith and Warnock, 1989).

Goal 3: Developing Emotional Intelligence

• Theory: Servant Leadership Theory prioritises the well-being and growth of followers. Regularly checking in with team members and demonstrating empathy aligns with this theory (Langhof and Güldenberg, 2019).

Accountability [the ‘who’]

1. Mentor Choice: I’d opt for a mentor, from my circle, someone with experience and expertise in leadership positions (Leadership Dynamics team, 2023).

Reasoning: I’ve selected them because they offer valuable insights and advice based on their personal journey, which can steer me in the right direction on my leadership path (Leadership Dynamics team, 2023).

Approach: They can aid in my growth by sharing their knowledge, questioning my perspectives and giving me feedback on my advancements (Leadership Dynamics team, 2023).

2. Friend Selection: A close friend who truly knows me and grasps my aspirations and struggles can be a source of support (E, 2023).

Reasoning: I’ve decided on a friend as they’re familiar with both my strengths and weaknesses of providing feedback and words of encouragement (E, 2023).

Approach: They can track my progress through check-ins offering criticism and providing moral backing (E, 2023).

3. Family Member Involvement: A family member, like a sibling or parent can bring a viewpoint and emotional backing to the table (Arias and Punyanunt-Carter, 2017).

Reasoning: I’ve opted for a family member because they’ve been there for me, through thick and thin offering reinforcement and motivation (Arias and Punyanunt-Carter, 2017).

Approach: They can bolster my growth by giving feedback contributing to a rounded view of my leadership journey (Arias and Punyanunt-Carter, 2017).

I am dedicated to sharing my objectives with these people and explaining why I have selected them to assist me on my path. Having regular catch ups can help me remain focused and give them a chance to provide me with their insights and guidance. I am enthusiastic about how these goals could reshape my approach to leadership and enhance my growth in the technology sector. I am prepared to welcome the obstacles and possibilities that await me on this journey of leadership (Melo, Martins and Pereira, 2020).