Table of Contents
An Overview of the Personal Development Plan 2
A Review of My Personal Development Program 2
Revision of Personal Development Plan 3
References 5

Part 4
You should seek to show your progress during your studies, taking a critical approach and ensuring all your learning experiences inform your views. You should adapt and amend your plan as new information becomes available, ensuring that you can justify any changes made - keeping a reflective diary may be a way of achieving this.

An Overview of the Personal Development Plan

A personal development plan is the one that an individual crafts out to enhance personal and professional skills (Allen, n.d). Goal setting is the first step in the personal development plan; the goal must come with some benefits for the future. The next step is selecting activities that would help in achieving the goal and can be any learning activity or development activity. Selecting the right resources for support is also vital for the personal development program as the objectives of the plan are easily achieved with the help of adequate resources. Time setting is also an important aspect of the personal development plan as is frequent review which shows that the individual is on the right track or not.

A Review of My Personal Development Program

The goal of my personal development program was to develop strategic leadership skills. The growing unpredictability of the market calls for instant and quick decision making and adopting strategies depending on the changed circumstances. A strategic leader is the one who sees opportunities in the dynamic environment and has the ability to take calculated risks that can further the objectives of the organization (Wanasika, n.d). My goal is critical to my current role and will also benefit me in the future because in future emergent strategy will be needed. My emphasis is mostly on enhancing communication skills, setting futuristic long term goals and decision taking.

I intend to learn the leadership skills by observing other leaders in my future organization. Observation and work shadow are two important activities through which leadership skills can be learnt in an organization (ORACLE, 2012); however I feel work shadowing restrictive as it will not allow me to directly participate in decision making. In fact I think job restructuring is more helpful as it will allow me to focus more on the tasks I wanted to learn and understand and this will help me in my development.

The resources and support I will use for feedback; I will ask and accepted 360 feedback from my team members and seniors. In 360 feedback the coworkers analyze the performance of an employee and provide candid feedback (Parker, 1998). Besides functional managers and peers, superiors also provide the feedback and because it comes from all directions, it is called a 360 feedback. This type of feedback focuses more on the contributions and skills of the employee (Parker, 1998). The 360 feedback will give me a candid and unbiased review of my performance. It will help me see my effectiveness as a manager, coworker and employee. It will give me insight about my strengths and weaknesses. The only downside of this feedback I feel it to be more personal than constructive. To solve this problem, I will redesign the survey questionnaire focusing more on the points that would help me grow as a leader.

I will give myself six months to improve and enhance my managerial skills and move on to the next level. A time limit is necessary because it motivates a person to achieve the desired goal in a set time and also because it makes measuring performance easy (Ordóñez, 2009). In order to check on my progress, I tracked, assessed and evaluated my actions. After the first three months in my future work, I will seek feedback from my coworkers and those working around me, I still have to learn decision making and setting long term goals. The weakness that I identified