University of Phoenix
The goal of this paper is to show a strategic development plan to show where I want to see myself as a leader. The plan is based on past experience, a previous assessment, and the knowledge I gained through the MGT716 course. The plan includes management perspectives in the Human Resources and consulting industry.
Human Resources law changes constantly which not only affects the day to day operation but also my long term goal of becoming a consultant. Subject matter experts must be up to date on the constant change of personnel practice laws, benefits, and job requirements. The Human Resource business is not only about placing individuals in a position but rather determine which qualifications, licenses, or certifications are needed to be able to meet the job requirement. In an organization with constant regulation and policy change it is essential that all leaders and followers work as a team.
A strong leader must find the balance between being people oriented and task oriented. Situational leadership requires to recognize “the need for flexibility on the part of the leaders and the importance of the followers as determinants of leader behavior” (Lydamore, 201, para 3). Being too narrow minded disturbs the focus on the tasks at hand which can cause conflicts within the work environment by creating discouragement, disloyalty, and mistrust (Avolio & Yammarino, 2002). One strategy to overcome these obstacles is using Emotional Intelligence (EI). Leaders must be able to relate to their workforce in order be effective and efficient (Mayer, Salovey, & Caruso, 2008) without coming across as weak and a push over. Knowledge of the subject material is essential for a successful leader. If employees perceive the leader as non-knowledgeable, they will not follow. Also, if customers perceive a leader or manager as non-knowledgeable, an organization loses creditability. Customers and employees alike must be able to trust the expertise of the leader.
The HR and consulting business is based on research of changes in laws, benefits, job requirements, etc. Seeking up-to-date information cannot be accomplished by asking questions only. Each leader and manager must ensure the dissemination of updates to the employees in order to provide consistency in the customer service. An effective tool to keep employees informed would be to hold workshops on a regular basis to allow employees to discuss changes in laws and procedures.
Personal Changes The human resources function is undergoing major transformative change as a result of information. Human Resource trends include the focus on growth and growing globalization which requires a need for strong leadership. “The confluence of transformative technologies requires HR organizations to step up and help build the capabilities needed to effectively harness their power," (Greengard, 2012, para 3).
Emotional Intelligence (EI) is the ability to identify, assess, and control the emotions of oneself, of others, and of groups (Goleman, 1998). Leaders with high EI suggest that these leaders are most likely to be transformational leaders (Megerian and Sosik, 1996). Managing EI helps to make a workplace more effective, productive, and less stressed-out (Hess et al, 2013). A leader who is able to recognize and manager their EI, is more likely to succeed. The key to success is how the leader reacts to stressful or conflict situations (Ybarra et al, 2014). Higher levels of EI produce a higher level of self-control which lowers conflict incidents. According to Daniel Goleman (2004), the five key elements to EI are a) self-awareness, b) self-regulation, c) motivation, d) empathy, and e) social skills.
To be an effective leader one must ensure to adhere to ethical standards. Hiring preference cannot be extended to someone who does not fulfill the requirement. Should such