Leadership – Below Average

Leadership – Below Average

A- Introduction: Understanding the Focus

Before diving into the action plan, it’s crucial to identify the fundamental areas that need improvement. The Personal Development Plan (PDP) aims to enhance leadership effectiveness, team motivation, and overall performance within the organization. The key themes identified are:

  • Inspiring and Motivating Team Members Toward Objectives: Recognizing the importance of instilling enthusiasm and drive within the team to achieve common goals.
  • Making Clear, Impactful Decisions for the Team: Emphasizing the necessity of being decisive and clear in communication to guide the team effectively.
  • Providing Direction and Support to Colleagues: Understanding the need to offer guidance and assistance to foster a supportive team environment.

Incorporating the Key Themes:
These key themes will guide the action steps and goals, ensuring that each part of the PDP addresses these areas effectively. 

Short-Term and Long-Term Goals: The identified themes—team motivation, decision-making, and support—will be addressed through achievable goals set over the next 6 months and 1 year.

B - Action Steps

  • Inspiring and Motivating Team Members Toward Objectives:
    • Communicate a Clear Vision:
      Work on articulating a clear and motivating vision that outlines the team’s objectives, fostering a sense of purpose.
    • Encourage Open Expression of Ideas:
      Create an environment where team members feel comfortable sharing their ideas and suggestions, reinforcing their engagement.
    • Recognize and Celebrate Small Wins:
      Regularly acknowledge individual and team achievements, no matter how minor, to boost morale and motivation.


  • Making Clear, Impactful Decisions for the Team:
    • Utilize a Decision-Making Framework:
      Learn and apply a structured decision-making process to enhance clarity and effectiveness in team decisions.
    • Seek Input Before Making Decisions:
      Involve team members in the decision-making process to ensure their perspectives are considered, promoting a sense of ownership.
    • Communicate Decisions Clearly:
      After making decisions, ensure that they are communicated clearly to the team to avoid misunderstandings and foster trust.


  • Providing Direction and Support to Colleagues:
    • Set Regular Check-Ins:
      Schedule regular one-on-one or team check-ins to provide guidance, address concerns, and offer support as needed.
    • Develop Supportive Resources:
      Create or share resources that team members can refer to for guidance in their roles, enhancing their ability to perform effectively.
    • Encourage Peer Support:
      Foster an environment where team members support each other, encouraging collaboration and collective problem-solving.

C - Goals

  • Short-Term Goals (6 Months):
    • Increase Team Motivation:
      Aim to improve team motivation levels by implementing recognition practices and open discussions about goals.
    • Enhance Decision-Making Skills:
      Work on utilizing at least one decision-making framework in team settings and assess its effectiveness through team feedback.
    • Strengthen Support Systems:
      Establish a regular schedule for one-on-one check-ins to ensure colleagues feel supported and guided.


  • Milestones (Short-Term):
    • Month 1-2:
      Communicate the team’s vision and initiate recognition practices to boost motivation.
    • Month 3-4:
      Implement a decision-making framework and gather input from team members on upcoming decisions.
    • Month 5-6:
      Conduct regular check-ins with team members and solicit feedback on the support provided.


  • Long-Term Goals (1 Year):
    • Transition to an Average Leadership Rating:
      Aim to move from “Below Average” to “Average” in leadership assessments based on team feedback.
    • Foster a Collaborative Team Environment:
      Develop a stronger culture of support and collaboration among team members.


  • Milestones (Long-Term):
    • Month 7-9:
      Review leadership progress with the team and make necessary adjustments to strategies based on feedback.
    • Month 10-12:
      Conduct a team project that demonstrates improved leadership capabilities and enhanced collaboration.

D- Evaluation Metrics

  • Key Performance Indicators (KPIs):
    • Motivation Levels:
      Measure team motivation through surveys or feedback, aiming for a positive response from at least 60% of team members.
    • Decision-Making Effectiveness:
      Assess the outcomes of decisions made and gather feedback, targeting a positive response from at least 70% of the team.
    • Support Satisfaction:
      Evaluate team satisfaction with the support provided during check-ins, aiming for at least a 70% positive feedback rate.

E- Support and Resources

  • Mentorship:
    Connect with a mentor experienced in leadership development for guidance and support.
  • Training Programs:
    Participate in leadership training sessions focused on motivation strategies, decision-making techniques, and providing effective support.
  • Reading Materials:
    Utilize resources such as “The Leadership Challenge” by James Kouzes and Barry Posner to further enhance leadership skills.

F - Documentation & Evaluation

  • Regular Feedback Sessions:
    • Purpose:
      To provide structured opportunities to discuss leadership development with a supervisor or mentor.
    • Process:
      Schedule monthly meetings to evaluate progress, gather feedback, and refine strategies based on team input.


  • Personal Development Journal:
    • Purpose:
      To maintain a comprehensive record of leadership experiences, insights, and reflections on interactions with team members.
    • Process:
      Document significant leadership events, responses, and lessons learned to track growth and adapt strategies effectively.