professional development for strategic managers [134

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Professional Development for strategic Managers

Cover Page



Title Page



Acknowledgement

It was not possible for me to complete this report within the allowable time without the eagerly

help of my line manager Mr Alan roberts . He instructed me in maintaining the standard at every

part of this report. I also got help from my colleges and friends with their ideas. My family

members always encouraged me to make the report through best effort that I have been

possessed for my-self. Besides, there were an enormous number of books as well as the world‟s

best journals also help me to finish this respective report effectively.



Executi ve summery

This report aims to highlight on various procedures or methods that should be followed by every

organization to overcome the difficulties they face in relation to professional and leadershipskills. In addition, this report also focuses on personal development plan as well as personal

work objectives that may be beneficial for individuals.



Table of Content



Introduction

Today‟s world does not give place to the business organizations to be emerging while they

follow 1980‟s or 1990‟s business strategies. Today‟s business world is now more competitive,

more enthusiastic and faster than previous decades. It provides a narrower field for the businessorganizations who wish to move to the upper position. If an organization wishes to see it placing

on the emerging list, it needs to take a broad range of paces as well as utilizing its full resources

to implement them. First of all, it should start with setting clear strategic goals then use its

resources with strategic direction. In order to get the best output from its workforce, its people

should carry out various personal and professional skills as well as the attitude to apply them

effectively in contributing the organization. The organization should also highlight the leadership

development procedures in creating the best leaders who will lead its large workforce. Applying

such policies will help an organization to strengthen its position in the competitive business

environment.

Task 1

Task 1.1

What are the appropriate methods that can be used to evaluate individual personal skills

that are required to achieve strategic goal by your strategic manager concerning your

chosen organisation?

Answer

As the assignment requires selecting an organisation, I have selected “TESCO PLC”.

Methods for evaluating individual personal skills

Different organizations follow different methods in order to establish their ultimate business

targets from their own perspective. To establish such targets they have to develop the skills of

their workforce which is constituted by each individual worker. This policy is also applicable to

the super stores giant Tesco which runs its core business in the UK. Tesco also makes its presence in most of the rising and demanding part of the globe for example in China, Japan,

USA, Austria, Turkey, India, Malaysia and many more. More than 500,000 people around the

world are working for Tesco to provide the best value and service to its millions of customers

each week. Tesco believes that its workforce is its asset. To meet the strategic goal it is important

to make the best use of its asset. That‟s why an evaluation on the skill and competency of its

entire workforce carries out significant value (Tesco plc., 2013).



Most evaluation methods will require specified standard measurement tests. Personal skill is

something obtained naturally but can be emphasised through several procedures. To achieve the

desired strategic goals Tesco might use some methods on evaluating personal skills which will

be discussed below (iime.org, 2013).

Carefulness for the given task

As Tesco aims to be an outstanding performer in the sector of retail stores, identifying the level

of carefulness on everyone‟s allocated task might be an important tool for measuring personal

skills as well as the responsibility carrying out by individual employee.

Working together for a common purpose

Cooperation with colleagues and team mates helps to speed up the progress and to find out

appropriate solution in facing serious challenges. Around 360 thousand people all over the world

are contributing to Tesco without facing any trouble. A strong sign of cooperation among the

workforce has made it possible.

Disciplinary measurement

In 1997, at the first stage of Tesco‟s going ahead journey, it was mainly a food retailer. Then it

aimed to be an established non-food retailer besides food retailing by providing a wider variety

of products to its customer. To become as strong in everything as in food, it needs disciplinary

attitude from its vast workforce.

Communication skill

As Tesco wishes to grow its retail services in all over the markets, the communication skill of itsworkforce must be to an acceptable level. Communication skill (Oral and written) plays a vital

role in spreading out new thinking and grasping new opportunities.

Motivational behavior

One of the core strategies of Tesco is to build up a team of leaders to run various substantial part

of the business. Influencing people positively helps leaders to conduct the important task given

to them. As regards individual skill, motivational behavior is therefore of significant importance.

The power of creation, imagination and thinking

Another core strategy of Tesco- to be a creator of highly valued brands, places importance on

creative thinking. Individual having creative skills should be evaluated as an asset for the

organization.



Relations with customers and public

The determined argument by Philip Clarke, CEO of Tesco- “we do the right thing as people

place their trust on Tesco” focuses on the behavioral aspect of the staff level especially of the

front line staff level who make the customers pleasant shopping (Tesco plc., 2013).

Task 1.2

Identify techniques that could be applied to assess the professional skills of the manager

required to support the strategic direction of your chosen organisation.

Answer

Assessing professional skills of the manager

Tesco is not just a retailer; it is much more than a retailer. As mentioned above Tesco has a huge

number of workers, it is important to set out a standard level of skills and professionalism for the

management to handle the workforce. Professional skill is obtained when a manager uses his

personal skills in a professional manner for example in meeting the goals set out by the

organization. Leading a team of employee requires management skills to manage resources

effectively, to set attainable targets, to make decision whether change in planning is needed or

simply go ahead and the ability to motivate the employees. Tesco aims to have a clear structure

for the management team in order to increase the level of performance (The Times 100, 2013).

Several techniques for assessment

• Setting out applicable standards and creative decision making policy by the responsive

manger allows an organization to mitigate the risks it thinks to face. Here in Tesco, it is

necessary to focus on whether the manager faces trouble in decision making that may

affect others as well long term goals of the organization.

• The level of response to immediate situations is an important instrument to assess the

capability of a manager. There are many occasions at Tesco for facing immediate

changing situations as its business is rapidly expanding all over the world. Beside this,

the implications of day- to -day direction with a positive and productive manner to the

workforce in achieving specific goals that are set out by the strategic level of Tesco might

be measured as an effective performance tool (Flannes and Levin, 2005).



• Managers should have the ability of exercising sound judgment on different complex

issues happening inside or outside Tesco. As Tesco runs sheer verities of business from

banking to telecom sector it aims to have a broad range of talented managers who have

been exposed to challenges of different categories from various region of the world.

•

Tesco requires managers to have the ability in influencing internal and externalstakeholders and to have the skills of Collaborative work with the staff level in order to

motivate them to work for in interest of the organization. They should also have the

consulting skill as well as flair and effective communication skills. While attending in

seminars and conferences, they are required to present Tesco‟s activities and performance

with confident and clear attitude (Tesco graduates, 2013).

• Managers should contribute Tesco with great energy and enthusiasm. A desired vision to

continue its journey to the bright future should be kept with due respect.

Task 2

Task 2.1

Please carry out personal skills audit involving SWOT to evaluate the strategic skills

required to meet present and future leadership requirements of your organisation.

Answer

Skills audit with SWOT analysis in Tesco

Tesco always focuses on the fact of creating leaders. Tesco‟s leadership framework highlights on

several skills to make the employer as well as the employee best performer from their own

perspective. To evaluate those skills one important identification method might be skill audit

procedure. Skills audit is sometimes referred as current skills in addition to the personal skills to

bring strength in employee‟s career. One can find skills audit helpful in determining his specific

level of current skills as well as improving the capability of doing more when he performs for his

organization. A popular evaluation method named „SWOT‟ analysis which stands for Strengths,

weaknesses, Opportunities, and Threats, might help Tesco in meeting its present and future

leadership requirements. A SWOT analysis is originated to assist an organization identify the

external factors that are to be dealt in accordance to the circumstances (Tesco Graduates, 2013).



Strengths

Strengths are the type of skills which help employees to contribute for the organization by

finding new ways to deal different situations. Strengths are the platform that enables employeesto bring continued success as well as enlighten their career. Tesco has strengthened its

commercial position in the competitive business environment by winning “World Retail

Awards” in 2008. Science Tesco wishes to establish strategic skills in their leadership strategy,

various strengths factors including human competencies, customer handling and process

capabilities might be beneficial for it.

Weaknesses

Weaknesses relates to the facts that enable employees to avoid or eliminate obstacles in

achieving their goals. Weaknesses bring the issues that incur deterioration effect on

organizational success and growth. At Tesco, the recent news of deteriorated frozen beef burger

products which contained horsemeat, alleged by the food safety authority of Ireland (FSAI),

focuses its weaknesses of poor quality control. Although the problem was solved by withdrawing

this entire product from stores and online gadgets immediately, this makes a little bit hikes in

goodwill. But more importantly, from another view, it helps Tesco from suffering long term

troubles because if the fault occurred at all or most of its stores around the world, then it could

have been overcome the chance of immediate controlling. Weaknesses therefore point out some

crucial issues for example, poor quality production, poor financial management, lack of

appropriate marketing and some other factors which must be identified and solved by taking

necessary steps as soon as possible (Tesco plc., 2013).

Opportunities

In 1997, Tesco‟s international businesses inaugurated only 1.8% of the group profit, but now

they generate 30% of group profit. This is because of they grabbed the opportunities available for

them with enhanced capabilities of doing something to place them in the top list around the

world. External changes in business environment introduce various opportunities by which an

organization could find new possibilities. Example includes a decrease in the competitor‟s

performance, fast access to potential new customers in addition to existing customers,

introducing new technology, improved supply initiatives, changes in the government, changes in

taxation policies and many more. The widespread business atmosphere may shift in favor of an

organization by grasping the opportunities whenever they arise (iod, 2013).

Threats

Threats appear when external changes in business environment venture the profitability as well

as the business targets of an organization. Changes might be- improved competitor‟s



performance, loss of significant customer, price increase and poor quality materials from

supplier, lower exchange rate, political or regulatory changes which stand against organizational

policies. As threats are beyond control, they intensify the susceptibility when they link to the

weaknesses. The world economic crisis which is sustaining for few years has changed the buying

pattern of general public which made a negative effect on retailer companies including Tesco,

Wal-Mart, etc. Beside this, an increase in raw material costs of food products as well as non-food

products may make a considerable impact on Tesco‟s overall profit margin (Tesco plc., 2013).

Task 2.2

In reference to 2 (l), apply appropriate techniques to identify preferred learning style that

will support the realisation of the leadership requirements of your organisation.

Answer

Identification of preferred learning style

The significance of making distinction between an organizational learning style and the learning

style of the employees of that organization should be highlighted when applying techniques to

identify preferred learning style. Identification of preferred learning style involves differentfactors that best suits individual to speed up their learning process. Tesco believes that in

fulfilling leadership requirements the best way to learn is by performing the tasks that match

employee‟s skills and ability. As the expertise staff level in Tesco have to play their role in

several categories from supply chain management to personnel management they are required to

have leadership and management skills. In order to develop leadership qualities Tesco aims to

integrate learning preferences in creating its future leaders (The Times 100, 2013).

The learning styles that might be preferred

According to Adair leaders must have certain qualities in utilizing their leadership functionaries.Those characteristics are:

• Team magnetism- a leader must bring enthusiasm within his workforce to achieve

organizational targets.

• Direction- a leader must direct his staff level in accordance with the situations to carry

out the objectives of the organization.



• Judgment- a leader must have the ability to judge on different criteria to produce the best

result in a systematic way.

• Responsibility- a leader must perform his duties with considerable level of effort in order

to achieve the desired goal or objective.

As regard Tesco, one of its successful CEO- Terry Leahy who is considered as an ideological

leader states that there are four factors that a leader must allow to his workforce in order to

influence and exhilarate them.

• A job that is cheerful to perform.

• An attempt to make the job part of their usual life.

• The job should be treated with esteem and respect.

• The workers might desire and get help from their leader.

Leadership framework at Tesco

As stated before, more than 500,000 people from 14 countries works for Tesco and contributing

the organization with strong dedication in order to provide the best service to its millions of

customer each week. Tesco maintains a standard as well as up-to-date leadership framework in

handling such a huge number of employees. The leaders have to show their competency in the

following sectors (Tesco plc, 2013).

Keeping main focus on customer

Tesco believes that its customers are its asset. It always tries to make its customers happy by

providing the best quality products. The leaders have to play the major role in making Tesco the

first choice for the customers.

Developing decision making skill

Leaders are required to make the timely as well as perfect decision on different circumstances.

They also should have the ability to analysis any decision that is necessary when a change in

planning is immediately needed.

Developing workforce and team working

A leader has to develop his workforce with a clear vision. He also needs to keep a positive

relationship with them. In establishing team working he has to positively influence them.

Motivation is the key to get the best output from the workforce.

Managing performance



Leaders are required to manage resources effectively. They may do that by setting challenges to

the workforce and thus by using worker‟s full potential. In kee ping durable performance they

have to be determined to give their best to the organization (onleadership.com, 2013).

Task 3

Task 3.1

Outline a personal development plan that will facilitate leadership development

requirements identified in the skills audit for your chosen organisation.

Answer

Personal development plan (PDP)

Personal development plan involves the process of developing the ability of performing task by

an individual. In other words, personal development plan indicates the philosophy that guides an

employee to perform at his best. The intension behind introducing PDP is to move ahead to the

next stage of one‟s professional carrier as well as personal or educational progress by developing

skills and knowledge. The implementation of personal development plan focuses on the

importance of setting some specific goals that will work as fuel for the follower. The following

approaches should be addressed in implementing PDP (Bangor.ac.uk, 2013).

• Determining what an individual wants and identifying the sectors of shortcomings.

• Setting the goals and targets that will motivate him in achieving the destinations.

• Planning the steps that are to be undertaken in establishing the objectives.

•

Attempting to get adequate help from the line managers or from other skillful persons.

• Having distinct concept about the obstacles that may influence him negatively.

• Keeping durable and continuous improvement by avoiding or eliminating such obstacles.

• Evaluating every stage of improvement process by the individual himself

(vladdolezal.com, 2013).



Preparation of PDP

It should be noted at the outset that the participation in PDP is a voluntary process. Therefore,

the methods one will follow in implementing PDP may be different from others in accordance

his aims and visions. There may have some factors which an individual will not wish to share

with the line managers. But in experiencing the benefit of PDP one should consult his methodsor techniques with the line manager in that proportion which directly relates to his job. As PDP

involves continuous process, there is no final point to make an end. When one‟s initial planning

has already been established he has to commence the whole process again and again to reap the

ultimate benefit of PDP.

PDP focusing on leadership development process in Tesco

Science Tesco‟s performers play their role in a broad range of sectors from supply chain

management to personnel management; working with those specific areas effectively requires

them to have particular leadership skills. Tesco places importance on leadership development process and aims to create high quality leaders throughout the organization. On that sense,

personal development plan might help Tesco in developing the leadership skills of its people

(The Times 100, 2013).

There are few steps regarding personal development plan which facilitate the process of

developing leadership skills. Those steps are outlined below-

Step 1: Determining which skills are to be developed

The first step highlights making a list of sectors of performance by a leader which have apparent

shortcomings and need improvement. The list may involve some asking, for example- whichspecific targets a leader wishes to achieve and how that will be achieved. Once making a list of

sectors has been completed, a rating will be given to each of these sectors based on priority.

Step 2: Reducing the gap between current position and expected position by a leader

After making the list a leader should focus on some factors in reducing the gap between his

ultimate goals and current position, that include- what are the strengths that he already has, what

are the potential opportunities or advantages that may arise, which additional knowledge he will

need and what experience he will need to gather. Based on these factors, the leader should

initiate the actions in reaching his goals (Vladdolezal.com, 2013).

Step 3: Conceding with the development progress

In becoming agreed with the development process a leader should observe the feedback on his

activities from his manager or his boss or from someone like this. He may share his progress

with those people he thinks reliable and comfortable to share and also he may find beneficial

discussion from the meeting with those persons.



Step 4: Reviewing the plan and in case modify them

The leader has to review his plan at a regular interval for example, every 2-3 months in order to

be ensured on the development process. He should meet with his superintendent or line manager

every 4-5 months to identify whether any modification is necessary on his plan. If identified, he

should return back to the previous stage and update his plan in a regular basis.

Step 5: Evaluating the development progress

Finally at this last stage, the leader has to think carefully that which specific goals he has

achieved. He may use a regular diary or blog that will reflect his particular improvement. In

evaluating his success he needs to point out- which specific skills he has developed, at which

speed level he has developed his skills, which additional benefits he has gained, which specific

targets he has failed to achieve, what was the reasons behind that failure and which assistance is

needed in achieving the remaining targets (is4profit.com, 2013).

Final Words

If the leader or any individual fails to achieve his planned as well as desired goals either partly or

completely he should not be disappointed at all. He might remember the fact- “ability to bounce

back from failure”. Indeed, though one‟s targets may not always be fulfilled according to his

expectation, but his dedicated approaches prove their worthiness all time at the end of the

process (The Guardian, 2013).

Task 3.2

Identify suitable methods to assess the outcomes of a personal development plan against

personal work objectives of your organization. (A.C:3.2)

Answer

Personal development plan (PDP)

As stated previously, personal development plan involves the process that guides an individual to

perform at his best by developing the skills. Hence, the core point behind implementing personal

development plan is to go ahead to the next stage of the follower‟s expected life style in a

structural planned way. Personal development plan focuses on some vital facts. Firstly, settings

the goals and targets, secondly, planning the steps that are to be undertaken, thirdly, reviewing



the continuing process at regular interval and at fourth stage, it focuses on evaluating the whole

process (bangor.ac.uk 2013).

Personal work objectives (PWO)

Personal work objectives indicate the targets that an individual wishes to achieve, not the processthat how those targets will be achieved. The main fact of introducing personal work objective is

having a clear vision about the goals which he dreams. An individual will be interested in setting

personal work objectives only when he wants the implementation of those objectives badly.

Personal work objectives therefore involve self-development. A manager or any one on that

position may take attempt to make his workforce do many things, but which he cannot do

through his attempt is that self-development by those people. People develop themselves only

when they wish to do so, otherwise if they never wish; there will be no developing activities

among them. Based on this fact, it may be stated that, if the objectives are too attractive to the

follower he may accomplish the objectives through his dedicated hard works even without

maintaining a planned process. For example, one may want to be a famous sportsman byinfluencing the fame he wishes to have (faculty.londoneanery.ac.uk, 2013).

The methods in assessing the outcomes between PDP and PWO within Tesco

Although it is little bit difficult to distinguish personal development plan and personal work

objectives as both the terms involves setting specific targets and goals. But while placing those

terms closely one will find the difference. PDP relates to a systematic path in meeting the goals

but personal work objectives relates no systematic way, only relates to the objectives that are be

fulfilled in reaching the goals. As regard Tesco, here an employee in one of its superstore may

set target of becoming a top level manager under PDP by following a planned process. But thatemployee may wish to be a high end manager under PWO by influencing with the remuneration

or by watching the additional benefit engaged with that post. In assessing the outcome between

PDP and PWO the „SMART‟ analysis might be followed.

S- for Specific

Both PDP and PWO require setting specific target. For example, an individual may wish to lose

her weight. But here this is not specific. She needs to determine, by how much pounds she wish

to lose her weight.

M- For Measurable

PDP focuses more on measurement than PWO. For example, under this section, the individual

has to make sure that, she is five pounds lighter than the previous month.

A- For Achievable



PDP points out the fact, whether the goals are achievable or not, while PWO ignores it. The

targets should be challenging that will bring motivation.

R-for Recorded

In both case it is necessary to write down the targets and that may be kept in an open place whereone can see the written piece often.

T-for Time-Bound

Once again PDP is more time- bound process than PWO. Under PWO one can lengthen or

shorten the time period in achieving the objectives (goals4.me, 2013).

In addition to „SMART‟ analysis, another method- „SWOT‟ analysis may also be beneficial in

assessing the outcome of PDP and PWO. SWOT involves PDP and PWO in assessing their

Strengths, Weaknesses, Opportunities and Threats.

Task 3.3

Please carry out an evaluation of the impact of your personal learning against the

achievement of strategic goals.

Answer

The introduction to personal learning

Learning is the process that makes people more confident as well as more capable in performing

their respective task by acquiring skills and knowledge. Learning process relates several forms

for example, that may be formal, informal, professional or personal. From birth to adult stage we

learn in an informal or in a subconscious way. Professional learning starts when we enter into the

professional environment. But personal learning is the conscious and continuous process

followed by the learner to make him more competent in any sector he wishes to be.

Evaluating the impact of my personal learning against strategic goals

An evaluation of personal learning outcome against my strategic targets proves it‟s worthiness

by providing my ultimate performance at the end of the learning cycle. Here, I am going to state

the list of goals that I have achieved-



• To be one of the best performers within the organization I work for.

• To develop communication skill inside and outside the organization.

• To grow motivation among the people who work under my direction.

•

To take dedicative approaches in contributing the organization.

• To grow the responsibility in relation to various social affairs (Denham.typepad, 2013).

The achievement of these goals has been possible for me by following several personal learning

techniques. I think the key to success is to make sure that I am on the right way and I have taken

the appropriate steps to move ahead to my goals. The following personal learning activities I

have performed in meeting my targets-

• Developing an understanding of my potential strengths.

•

Setting specific goals which I badly desired.

• Planning the every step of activities in meeting the goals.

• Starting those activities based on priority.

• Seeking feedback from my boss and responding to that feedback.

• Searching for additional help from my colleagues and family members.

• Reviewing and monitoring my own progress by every three months.

•

Avoiding those obstacles which could stop my progress.

• Not becoming bored with the continuous process of hardworking.

• Finally, evaluating my performance after the end of every progress cycle (ausvels, 2013).

During achieving the targets, I made some mistakes which brought little bit frustration on my

part. But I hardly bothered that because I believe making mistakes is a part of learning. Based on

my experience, I can come to make an end to state that any individual with any age under any

situation will find personal learning process helpful in achieving his/her desired goals (blurtit,

2013).

Conclusion

The appropriate methods that best suit for an organization in evaluating professional as well as

leadership skills of its people depend on its size, business type and the surroundings where it



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professional development for strategic managers [134

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