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ratnakumar_ej21dxb008_LTO_Reflective.pdf - 8/30/2021 MY...

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8/30/2021MY LEADERSHIPDEVELOPMENT PLANLEADING TEAMS & ORGANIZATIONSRatnakumar PullaguraEJ21DXB008
EJ21DXB008RATNAKUMAR PULLAGURAGLOBAL ELO B04My Personal Leadership Development PlanTo be a successful leader, one must have a clearly-defined plan. This encompasses both apersonal growth strategy as well as a professional development strategy. The reflection paperwill seek to identify my personal strengths and limitations as a leader, as well as thecharacteristics that I will improve, and also provide a framework for leadership skills and practicesthat I can apply from the takeaways of LTO sessions. In addition, this paper will describe mypriorities and timeframe for the development. A unified leadership plan of growth will help bothmyself and my organization grow.I begin by outlining my own leadership framework. Information about my career and leadershipdevelopment is included, as well as information on my skills, the findings of a number ofleadership assessment instruments, information from coaching, and insights into my ambitions.In the end, the paper makes recommendations on the future of development, and provides anevaluation of personal growth.Many people believe they have what it takes to be a great leader. Great leaders are self-aware,and they go out of their way to understand about own mannerisms in order to better inspiretheir teams. Leaders are able to adapt their leadership style to the people in their team so thatthey can lead and motivate. To be a leader, certain attributes are required, such as leadershipand followership. An organization also needs to be successful in order to be a leader. To me, mystrengths are trust, integrity, positivity, concern, kindness, and celebration. In terms of how I willuse these, my strategy is rather easy, for instance, the respect is already in place.Self Assessment:The Leadership Assessment Questionnaire has taught me that I have the ability to be a greatleader has shown on the outside, but it has not yet shown on the inside. To put it another way, Igreatly value strong leadership, but to make good use of that value, I need to practice regularly.I found in the survey that I have an encouraging and appreciative attitude toward creativity andthe ability to make decisions. Yet, it is necessary for them to be able to make decisions before Iwill let them do any responsibilities on their own. Actually, I find explaining, teaching, pointingout flaws, and helping others all interesting. Nonetheless, this is rarely the case when I amgranted leadership positions. This is likely due to my tremendous regard for other people'spersonal boundaries. I may be ignoring opportunities because I'm being considerate of others'space and workload. I can dread making others feel uncomfortable or ignoring their wishes whenassigning assignments because I value respect highly. Although my intentions may be todemonstrate their competence, I could mistakenly give the impression that I'm questioning their

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Ratnakumar Pullagura

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