Project 1: Assessing Your Strategic Leadership Capacity and Potential
In this project, you have had the opportunity to create two different, yet complementary, development plans. The first was the leadership development plan, which focused primarily on those behavioral competencies that would enable you to develop skills to achieve your career goals and assume leadership responsibilities as a professional in your field. The second was the skills gap analysis, which focused primarily on specific task-driven skills that you could improve with the intention to meet predetermined goals. These skills were especially relevant to the four course projects, future MBA projects, and the achievement of your career and leadership aspirations.
To measure your progress on the skill gaps you identified earlier in the course as being integral to your personal leadership effectiveness, you are encouraged to reflect on your progress in developing those skills. With this in mind, complete the following steps:
• Complete your final MBA 610 skills gap analysis using the same instrument you completed in Week 1. In other words, you are updating the preliminary skills gap analysis.
• Students, not required to submit a corrected preliminary Gap Table, can submit an updated preliminary Gap Table. Changes made to the preliminary Gap Table should be highlighted in bold print and the updated GAP Table submitted in the project’s dropbox.
• In the dropbox located in the last step of this project, post a copy of your final MBA 610 skills gap analysis, including a reflection summary of between 500 and 750 words on the lessons you learned and the progress you made toward reducing the gaps identified in your preliminary skills gap analysis. The reflection summary should identify and briefly discuss the skill gaps that require further development and how that development would occur in the MBA program and throughout your career. Students are expected to use and properly cite the project’s course readings that support the major points in their Gap Reflection.
Remember, career and leadership development is an ongoing process that will continue well beyond receipt of your MBA. You are encouraged to assume responsibility for this process.
I have also included my LDP, skill gap table, and preliminary skills gap analysis.
Please ensure you use these 3 resources in the paper, I have added the reference:
The definition of organizational strategy often covers decisions about which opportunities an organization will pursue and the development of a long-term action plan for achieving a goal. Osinga (2006) defines the concept as “a mental tapestry of changing intentions for harmonizing and focusing our efforts as a basis for realizing some aim or purpose in an unfolding and often unforeseen world of many bewildering events and many contending interests” (p. 55).
Osinga, F. (2006). A discourse on winning and losing: Core ideas & themes of Boyd’s ‘Theory of intellectual evolution and growth’. Retrieved from http://www.au.af.mil/au/awc/awcgate/boyd/osinga_boyd_ooda_copyright2007.pdf
Another very simple explanation of an ethical culture and climate is offered by Michael C. Hyter, a senior partner at Korn Ferry: “What it means to me is an environment that makes it easy to do the right thing and makes it difficult to do the wrong thing” (Meinert, 2014, p.3).
Meinert, D. (2014). Creating an ethical culture (cover story). HR Magazine, 59(4), 22 – 27. http://ezproxy.umgc.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=95094188&site=ehost-live&scope=site
Ostroff, Kinicki, and Muhammad (2012) distinguish between psychological and organizational climate, explaining that the latter requires agreement by employees about their perceptions of the work environment. Describing an organization’s climate requires an understanding of employees’ shared perceptions of what people are feeling and thinking about work and the workplace. In other words, while culture is about “the way things are done around here,” climate is simply “the way things are around here” (Vardi, 2001, p. 327).
Ostroff, C., Kinicki, A. J., & Muhammad, R. S. (2013). Organizational culture and climate (Chapter 24). In Erhart, M.G., Schneider, B., & Macey, W. H. (2013) Organizational climate and culture: An introduction to theory, research, and practice. Routledge. Retrieved from https://goal-lab.psych.umn.edu/orgPsych/readings/15.%20Climate%20&%20Culture/Ostroff,%20Kinicki,%20&%20Muhammad%20%282012%29.pdf.
