Hi,

I need to answer these questions. Every question has guidance questions to help answer them.

Background Information:

Action without insight is aimless and inefficient while insight without action is inert and unproductive. The key to helping managers turn course learning into enhanced versatility and effectiveness as a leader is a distillation of the data into key themes, setting specific developmental goals, and creating a concrete plan for reaching those goals by capitalizing on the inner and outer work of development and making good use of social support. And then there is follow-through: executing the plan and monitoring how the change effort is going with informal, real-time feedback and formal mechanisms for gauging progress.

The goal I stated to keep improving as a leader is To be more supportive, in accordance with this goal that we as leaders want to achieve and implement we need to answer the 6 questions below:

1) DESCRIBE THE ADJUSTMENT TO BE MADE TO BE MORE SUPPORTIVE AS A LEADER

2) STATE THE TARGET (When we want to be more supportive as a leader)

- In an ideal world, how things would be different?

- What would it look like if I made this change?

- What would I be doing differently?

- More often?

- Less often?

- What impact would that have?

3) OUTLINE THE PLAN

- How will I bring this change(Implementing a plan to be a supportive leader) ?

- What will I do to change my behavior, mindset, and attitude?

- What, concretely, am I going to do? And by when?

4)Fortify THE EFFORT (Choose 2 strategies from the list below to support the change goal that aligns best for you. **Provide an explanation of how to apply the strategy you choose.)

• Identify a swing thought, a simple phrase I can say to myself to keep this adjustment in mind
• Choose a metaphor/symbol/image to serve as a reminder:
• Identify a regimen, a regular activity or ritual to help me practice the desired change
• Once a week I will ask a direct report "what keeps them up at night"
• Identify feedback loopscues, scorecards, and people to keep the planning front and center
• Recalibrating: how should I change my sense of what is too much or too little in this regard?
• Defusing trigger points: what worries, fears, or hot buttons do I need to manage to make this change?

5) ENLIST HELP

• Who can I use as a counterweight (to "catch" me from going overboard) or complement (to "compensate" for what I'm not doing enough of personally)?

6) MONITOR PROGRESS

How will I know if I am making progress? What will be my observable metrics for success? What will others have to say, what things will happen, what won't happen, if I am making these change.

Reference:

1) Book- Leadership: Enhancing the Lessons of Experience

Ninth Edition

Authors: Richard L. Hughes Robert C. Ginnett Gordon J. Curphy