Walden Managing People & Promoting Collaboration Blueprint for Professional & Personal Growth Paper Blueprint for Professional and Personal Growth–Your Fut

Walden Managing People & Promoting Collaboration Blueprint for Professional & Personal Growth Paper Blueprint for Professional and Personal Growth–Your Future as a Manager, with Executive Summary of Class and Collaboration Skills

The Assignment

All components of the assignment must be turned in as one document:

The executive summary: Write an Executive Summary of the course (2–3 paragraphs) that addresses the following questions:
Which content and assignments in this course improved your understanding of managing people and fostering collaboration within your organization (or one with which you are familiar)?
What impact has your improved understanding had or (what do you anticipate it will have) on the value you will bring to your role within an organization?
How have the content and assignments changed the way you think of the manager’s role within the organization and the way you will practice management and collaboration?
How have the content and assignments shaped your goals now and how do you anticipate they will shape your goals in the future?
How has the content in this course helped you appreciate the role that managers have in facilitating positive social change within an organization or more broadly?
After considering what you have learned in the course, review the article by Christensen (2010). Then create a strategy for your professional and personal life that will enable you to be the person you described in “Your Sentence” in Week 3. As part of your strategy, be sure to include responses to the following questions:
How can I be sure that I will be happy in my career and be the manager I aspire to be?
How can I be sure that my relationships with my spouse/partner and my family become an enduring source of happiness?
How can I be sure I will maintain my personal integrity, regardless of ethically challenging situations, or morally ambiguous situations? (Hint: Most people consider themselves to be ethical and would not think they could violate their personal integrity. But what would you do if your employer asked you to perform a task or make a decision you are ethically uncomfortable with (but is not illegal), when failure to carry out such a task would risk your termination, your next promotion, or upcoming pay increase? What might you do if you discovered that a task or policy you carried out in good faith had unforeseen consequences you would feel the need to correct? Seriously reflect on how you will safeguard your own integrity, even when faced with an ethically ambiguous situation, potentially harsh personal consequences, or attempting to right a wrong you may have committed.)
Your action plan: Write a detailed action plan for one new goal for professional and personal development (you will continue to build on the list of goals you started in your previous course). Include the following in your action plan:
Your specific goal for professional and personal development with an explanation as to why you selected the goal. Be sure to provide concrete and specific examples of why the goal is important, the extent to which this goal enables you to be an agent for positive social change, the personal or professional value you expect from achieving each goal, and how the goal relates to the resources you reviewed in the course.
At least two objectives for the goal you have identified. Provide a rationale that explains how your objectives support the goal.

Guidance on Assignment Length: Your BPPG, including the Executive Summary (which should be 2–3 paragraphs in length and no more than one page single spaced), your strategy and action plan should be 3–6 pages total (1.5–3 pages total if single spaced). Refer to the Week 8 Individual Reflection Rubric for grading elements and criteria. Your instructor will use the rubric to assess your work.

ASSIGNMENTS AND EXAMPLE OF BLUE PRINT ATTACHED Running head: BLUEPRINT FOR PROFESSIONAL & PERSONAL GROWTH
Blueprint for Professional & Personal Growth
Name
Institution
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BLUEPRINT FOR PROFESSIONAL & PERSONAL GROWTH
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Blueprint for Professional & Personal Growth
Introduction
Leadership in any organization is essential and finding great leaders matters for the
organization. As an organization searches for better leaders, it loses sight of the people the
leaders will lead. Without followers, a leader does not exist since there would be no one to
lead. Leadership are intertwined and forms a supportive bond where they are both dependent
on each other (Hollander, 2013). Effective followers contribute to the shaping of productive
leadership behavior like effective leadership contributing to the development of employees
into good followers. The course of Dynamic Leadership presents useful information
regarding leadership and followership.
Executive Summary
The contents and assignments contributed to the understanding of the various
concepts of leadership and followership. The first week’s assignment, for instance, presented
the chance to seek information on the qualities of leaders including the description of a
leader. Effective leaders spur the growth and profitability of a company because of some of
their attributes such as transformational leadership (Hollander, 2013). Transformation
leadership provides a leader with approaches for focusing on the ability of the leader as well
of those of his or her juniors in the identification of available resources and challenges within
the organization and then engaging employees to make them perform to the best of their
capabilities.
Contents and assignments have changed my perception of leadership as the people
who are at ease within the organization with minimal contribution to those who are crucial to
the development of the organization and are faced with daunting challenges than earlier
anticipated. Content on contingency theory in particular provided insight on leadership, as not
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just about skills an individual has but also balancing behavioral needs in various contexts.
Changing behavioral contexts may not be easy considering that a leader has to assess the
distinct needs of their followers and take charge of the situation depending on the prevailing
conditions. The contents of the course also shape the development of goals with the
introduction of coaching to develop the potential of an individual where a leader plays an
essential role in the development of an individual’s potential.
Understanding leadership and followership helps one to appreciate the role of leaders
and followers as they strive to achieve positive social change within an organization. Leaders
are at an influencing role in an organization where they influence others while at the same
time influenced by the actions and attitudes of their followers. Leaders have to adjust their
behaviors to fit the situation within the organization, particularly those of their followers thus
explaining the mutual influence that exists between leaders and followers. Leaders and
followers are part of the community, and the development of positive engagement between
them ensures the development of a positive social change within the organization that can
then emanate to the neighboring community.
Action Plans
The goals to develop an action plan for are evaluating the best team in town, attaining
impartiality, and optimizing long-term wellbeing through humor. Teamwork is essential for
individuals aspiring to be successful in the present world because it brings new ideas, helps
solve problems, is supportive, and builds morale. Working well with others contributes to an
individual having a meaningful and lifelong career thus the need to understand how the best
teams functions and add to the success of an individual (Ohland et al., 2012). Impartiality is
essential when carrying out actions that involve people from various backgrounds. In
professional life, one comes across people from diverse backgrounds that requires
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impartiality when interacting or handling tasks involving such people. Humor plays an
essential role in the work environment, particularly in a stressful environment that may need
some distractions to freshen up an individual and ensures that he or she gets back to work
fresh. The goal of evaluating teamwork allows for assessing individual members within the
team thus gaining their strengths and weaknesses that would contribute to a better
understanding of an individual and his or her functions (Levine, 2012). Understanding
strengths help one to grow since one can aim higher and achieve more with knowing the
areas that one excels in. It, therefore, contributes to social change as people would work on
their strengths while at the same time improving on their weaknesses to ensure the
development of society. Assessing teamwork would provide me with strategies the team uses
that would build my knowledge regarding ways of tackling some of the problems that arise
thus ensuring my success. Teamwork relates to leadership and followership in the aspect of
leaders inspiring teamwork from their followers to ensure that they succeed.
Impartiality is an attribute that most people do not have but is essential for individual
and community development. Impartiality is essential in the legal environment; for instance,
interpreters have to maintain impartiality even when they hold a great deal of responsibility
when interpreting to people of a different dialect. Becoming impartial ensures that everyone’s
needs are catered for without necessarily favoring anyone thus contributing to social change
because of the development of all the involved individuals within society (Bassett &
Perschbacher, 2011). Impartiality and leadership are related because of the need of a leader to
remain impartial when handling some of the issues presented to them regarding some of the
people below them.
Humor helps an individual feel better by making positive experiences while at the
same time making the negative experiences less unpleasant. Ensuring that everyone is happy
and has optimum wellbeing increases the vibe within the work environment thus instilling
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positive social change within the people. In most situations, leaders take responsibility for
ensuring that humor reverberates through their work environment and make the work they are
doing pleasant. Besides, people’s wellbeing improves with humor.
Objectives for team evaluation is to assess the individual performance of all the
members within the team and to identify the strategies the team uses to close performance
gaps. Evaluating individual members within a team is essential as it provides information on
individual output within the team while team strategies provide the means through which the
team succeeds. Its milestones are to obtain permission from various teams to look at their
work that would take one month and collect information of all the involved teams in the
evaluation process that would take two months. Team evaluation process would take a year
because of the high number of teams as well as the need to check on the previous work of
each team that would guide on how they have been working.
Objectives of attaining impartiality are to identify the requirements needed to achieve
impartiality and to determine the demands of impartiality. Identifying what impartiality
entails allows an individual to understand what is required to achieve impartiality while its
demands ensure that an individual is ready to be impartial. Its milestones are identifying
impartial leaders within a town that would take two months, and collecting and analyzing
information regarding the demands of impartiality that would take four months. The process
of attaining impartiality takes six months because of the need to collect and analyze the
necessary information regarding impartiality that would inform the development of an
individual’s impartial decision.
Objectives of optimizing long-term wellbeing through humor are to identify the
benefits of humor and the relationship between humor and human wellbeing. Its milestones
are the identification of organizations that encourage humor in their practice that would take
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one and a half months and check on the wellbeing of the employees within the identified
organizations that would take six months. Identification of organizations that encourage
humor is a lengthy process as well as its employee wellbeing because of the need to check on
medical records that may require seeking consent from the involved employees.
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References
Bassett, D. L., & Perschbacher, R. R. (2011). The Elusive Goal of Impartiality. Iowa L. Rev.,
97.
Hollander, E. P. (2013). Organizational leadership and followership. Social Psychology at
Work (Psychology Revivals): Essays in honour of Michael Argyle.
Levine, R. E. (2012). Peer evaluation in team-based learning. Team-Based Learning for
Health Professions Education: A Guide to Using Small Groups to Improve Learning,
103-116.
Ohland, M. W., Loughry, M. L., Woehr, D. J., Bullard, L. G., Felder, R. M., Finelli, C. J., &
Schmucker, D. G. (2012). The comprehensive assessment of team member
effectiveness: Development of a behaviorally anchored rating scale for self-and peer
evaluation. Academy of Management Learning & Education, 11(4), 609-630.

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