Developing Strategic Management and Leadership Skills
Agenda for upcoming meeting that I will be chairing
The meeting agenda is prepared with a list of items that is hoped for accomplishing in a meeting. This particular meeting will contain the following items: The meeting purpose- for addressing and discussing several issues in the organization. Intended participants: Specific employees will be allowed in the meeting (Renz and Herman, 2016). The supporting texts will contain some of the highlights of the meeting that will be read by the participants. A sample agenda for the meeting:
Numerical information taken into account with regards to budgets and timeframes
Numerical information must be taken into account with regards to timeframes and budgets when the meeting is being prepared and conducted. When all of the data is with the meeting holder a meeting must be held at first place with the important people for reviewing the first draft of the budget. Reports and breakouts are also included that contains the manufacturing, functional and also the overhead budgets. However, the key elements of the budget that is important for conducting a meeting are the description of the market and the business of the company, the ways budget support the vision, mission, goals, and values of the company, the regulatory changes, and market trends. The data is basically the numbers that are collected during the budget process. Furthermore, the data will be translated into the relevant information after it can be analyzed and processed. It basically occurs when the process with regards to the budget comes to an end. In case of the timeframes, in the meeting, the numerical data are needed for holding the mentoring and training programs with regards to the leadership development. Furthermore, the leadership development mentoring programs in future will pair up the senior and junior employees in an organization.
Implicit and explicit organizational procedure
The implicit and the explicit procedures of a company and also the legislative requirements and protocols have a strong impact on the individual who is preparing for a meeting to a great extent. Firstly, the policies and procedures of an organization is a vital part of the formal meeting because they set out the dos and don'ts and it cannot be further altered during the meeting such as in terms of the organizational requirements that are not required by law formally but they come into the existence for increasing the transparency, and also protect the workers by ensuring a workplace that is quite safe in nature. On the other hand, these policies also inform the person who is responsible for holding the meeting is to ensure that several conventions adhere with regards to the commencement of the meeting. Secondly, the procedures and the policies for a meeting is generally designed to highlight the interests of the people who will be participating in the meeting and also who will not be present in the meeting, for instance, the general public and also the shareholders. It becomes a lot easier for a person who is conducting the meeting because they have the exact list of the persons taking part in the meeting. Thirdly, the legal requirements are the procedures and policies that are required by some of the companies by law such as, the legal requirements that states that there are some of the procedures and policies which are required from some companies by law and the formal minutes and the chairperson are the legal requirements. An agenda is always considered to be one of the best practices for the business because it is one of the most valuable tools that always make sure that the meetings can achieve the results that is desirable within a fixed period of time and it also gives an opportunity to the person who is holding the meeting to stick to the legal laws when the meeting is being prepared. Fourthly, the legislative framework is the set of procedures and routines through and within all types of activities of a company takes place. However, if there is a certain amount of change noticed then the new procedures/ rules can be quite disturbing for the person who is conducting a meeting. This the example that is based on the real life example: One of my uncle works with one of the biggest MNC in the country where a slightest change in the legislative framework affected him with regards to conducting a meeting as he became quite nervous due to the new policies. Yet nothing can be done to this matter because a company will want to adapt their business with regards to the changing world around them for competing with the potential competitors. It is an absolute necessity of the main leaders of the organization to collectively confirm r makes the vital decision. Fifthly, it has been observed that not always the rules and regulations that are set by a company have a positive effect on the person who is leading a meeting because they cannot implement something even if it is good as certain boundaries have been set by the company beforehand. Throwing light on the above-mentioned statement an example: It has been observed one of my relatives working with a law firm had a negative experience when the company introduced new rules and regulations with regards to the meeting because he was unable to implement those rules in the meeting as it was out of his expertise.
Lastly, the organizational protocol is the steps that are undertaken by the company for accomplishing a specific task it also sets a certain amount of boundaries for the individual who is leading the meeting. For instance, the intra-organizational protocol is tailored mainly to the firm’s resources as well as their expertise.
Identification of three various strategies for improving experience, skills, and knowledge
Three various strategies for improving the knowledge, skills, and experience are as follows:
- Personality tests should be taken because it can be used as a vital tool for the self-reflection and also a way of learning for an individual with regards to how they can interact with other people inside a group.
- Physical limits should be discovered so that is can be analyzed the work capability by the individuals
- Being an active listener is also necessary for improving experience, knowledge, and skills
Self-evaluation and its importance
The self-evaluation is also known as the self-assessment that generally means the procedure that is undertaken by an individual for analyzing and valuing their own professional activities and its results in order to improve and stabilize it in the future. In other words it can be also said that self-evaluation also means that individuals evaluate and explores their own professional work and it is quite necessary that once in a while an individual must evaluate themselves so that they will be able to work on the flaws and be prepared for the future in an excellent manner (Brown, 2014). The self-evaluation should support an individual in following ways: Provide a reflection with regards to what the individual has done in the past, prepare them for what an individual might do in the future, consider their own development as well progress, and understanding the professional practice. A prominent example of the self-evaluation is: One of my senior working with a well-known company completed a self-evaluation assessment and it has allowed him to contribute to the performance discussion. The self-assessment helped him to reflect his own performance over the previous year and helped him also to document his accomplishments and their impact with regards to the department he belongs to. However, the self-evaluation is quite important for an individual's because of many things: Firstly, in order to progress in future, the self-evaluation is absolutely mandatory for an individual because they will be aware of what needs to be done in the future for being one of the best. Secondly, in the absence of the self-evaluation a company may not be able to know their right state. Thirdly, the self-evaluation also offers an individual a realistic chance of looking at their own self without any kind of bias or prejudice. Moreover, the self-evaluation is also quite successful in providing some of the new information about themselves and acquaints the individuals with some of the facts that they were unaware of themselves. Fourthly, self-evaluation also helps an individual to change their role from the passive observer to a participant who is completely active. Lastly, the self evaluation also builds a huge amount of confidence on an individual from periodic self-evaluation through the assignments that are quite challenging in nature.
Different development opportunities in the current role
The development opportunities for me in the present jobs can be segregated in the following discussion. It has been greatly observed and witnessed that the supervisors and the managers are always encouraged and also expected to develop important knowledge, skills as well as behaviors so that they can deliver high-quality of work. The three development opportunities that have been witnessed in the current role are as follows: Firstly, being the manager of the organization first opportunity that this role has provided me is developing me by observing. For example: It is watching someone else who is quite competent is also regarded as one of the most popular methods with regards to learning new skills (Ulrich and Probst, 2012). Observing the people who are more experienced have given me the opportunity to develop a lot of skills with regard to the current position. It has also made me realize how people in the other job roles also tend to tackle the difficult situations. Secondly, then there is also an experimental method it is one of the most effective and efficient way for developing new skills and it has also made me achieve something that I have not otherwise been able to achieve before. It can be also said that experimental method is one of the best development opportunities that an individual can gain in their present job. It is mainly the planning phase for example: Where I observed personally how other people in the company have handled a specific job when they were assigned the task. Thirdly, for my current role that is assumed to be a manager another development opportunity that is gained personally was of mentoring (Cohen and et al, 2011). It is said to be a development opportunity because I have got a lot of opportunities in terms of asking and listening to various types of questions. Mentoring other employees personally provided me the opportunity to develop a lot of skill within myself because I have analyzed each and every individuals problem and have provided them with the effective solution.
5 tips for achieving healthy work-life balance
The following are 5 tips for a healthy work-life balance:
- Meditate and exercise is one of the most effective methods for work-life balance
- Technologies should not be used frequently
- Personal time should be kept aside
- Taking frequent breaks
- Quarterly holidays should be taken
Meaning of acting in accordance with work policies and procedures
The general meaning of this statement is working and acting as per the work procedures and policies that are laid down by the organization such as every firm have some rules that needs to be followed by the employees like the mobile phone should not be used during the production time, or lunch break should not exceed 1 hour.
5 types of learning style
- The naturalist
- The interpersonal learner
- The kinesthetic learner
- The visual learner
- The intrapersonal learner
5 effective methods for personal work planning
- Reviewing the workload on a daily basis
- Keeping a to-do-list
- Realistic deadlines should be set for the work
- Structuring the workload
- Weekly and daily tasks should be planned
Brown, J. D. (2014). Self-esteem and self-evaluation: Feeling is believing. Psychological perspectives on the self, 4(8), 27-58.
Cohen, M. A., Rogelberg, S. G., Allen, J. A., and Luong, A. (2011). Meeting design characteristics and attendee perceptions of staff/team meeting quality. Group Dynamics: Theory, Research, and Practice, 15(1), 90.
Renz, D. O., and Herman, R. D. (Eds.). (2016). The Jossey-Bass handbook of nonprofit leadership and management. New Jersey: John Wiley & Sons.
Ulrich, H., and Probst, G. J. (Eds.). (2012). Self-organization and management of social systems: Insights, promises, doubts, and questions (Vol. 26). New York: Springer Science & Business Media.
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