Autocratic to Democratic Leadership Shift

Demonstrating the knowledge and understanding of leadership today and future: (Section 1A):

When it comes to understand the leadership in current and future time, some of the economists assume that the overall concept of leadership remains same over generation. However, the practical scenario is completely different from this assumption. In 21st century, one can see those apparent changes in the leadership trend and pattern due to several reasons, such as changing customer needs, ever changing perspective of clients and customers and changing business trend in the market. As stated by Schutte and Barkhuizen (2016), one of the important key drivers in the changing pattern of leadership is technology. Technological advancement in 21st century has changed the important aspects in everyday lives which has potential impact on selection of particular leadership pattern.

Shifting from autocratic to democratic leadership patter:

As stead by Sierra and Banzato, (2016), autocratic leadership is also known as the authoritarian leadership, in which the leaders centralized all the power and decision-making abilities on their own hand. They dominate over the staffs in order to achieve the organizational target and take decision without consulting with subordinates. However, the autocratic leadership is deemed from the last two years due to the far more hierarchical pattern of leadership. In 21st century, changing needs of organization, and the complex structure of the overall organizational framework, makes it difficult for organizational leaders to handle the overall business decision by their own without the assistance of other professional and staffs (Ma and Seidl, 2016). During the two generations back in 20 the century, the autocratic leadership considered as the important norm, that is associated with setting of business rules by the organizational leaders in order to deal with different types business aspects. In public sectors organization and police station, autocratic leadership process was applied in the past in order to make the strict rules over all the staffs. However, with changing perspective and needs of organization, autocratic leadership is less appropriate and authoritarian being less relevant in today’s organization. In Today’s workplace, the working, leadership and management process is based on the more collaborative pattern and less authoritarian concept. As stead by Schutte and Barkhuizen (2016), in 21st century, organizational leaders prefer the democratic pattern of leadership over the authoritarian leadership. In democratic leadership process, organizational leaders are able to discuss every business issue with the other professional and staffs for making synergistic approach of work. Moreover, as compared to the past workplace structure, today’s workplace is far hierarchical and structural, which needs perfect collaboration among the entire segment in order to achieve the common organizational target. The pattern of aggressive behavior in autocratic leadership process, which although was relevant to manger the organizational process in past years, is not effective in managing today’s organizational functions. In 21st century, the democratic leadership process is highly relevant with organizational needs as it focuses on tram working and shared leadership process which is important to deal with ever-changing market trend and increasing rival competition. On the contrary Jumaa and Alleyne (2017) argued that although many theorists assume that autocratic; leadership is outdated in today’s workplace, it is still used in many organizations in 21st century for shaping the particular industry. It is true that, in regard to the modern world, the concept of autocratic leadership is based on the unbalanced and unfair view which sometimes is unable to manage the overall complicate organizational structure. According to Ma and Seidl (2016), although autocratic leadership is considered as irrelevant to the today’s organizational perspective and needs, in many demanding industries, this type of leadership can be used effectively, such as in public sector firm, police station, political authority. In public sector organization, the decision and strategies are taken and implemented by the government and there is no intervention or influence of organizational professions. Furthermore, as compared to past, although the organizational needs, market trend and business pattern have been changed a lot, the common goal of leadership is still the same, leading and managing people in effective manner.

Shared and Distributed leadership approach in 21st century:

In 21st century, the thinking pattern of leadership process has been changed a lot since 1930. As compared to the past centuries, the factors that are concerned with leadership have also been changed. Due to increasing volatility and complexity in modern workplace, leaders focus more on the collaborative and shared approach, in order to distribute the huge task load onto the staffs. As stated by Jumaa and Alleyne (2017), organizational leaders are now disagreed with the ‘Control & Command’ approaches that is used in past. With attending the collaborate model of leadership, organizational leaders appoint multi-functional group with shared values and approaches, in order to develop the right strategies and conclusion for achieving organization target. On the contrary Taylor and Storey (2016) argued that, sometimes the shared viewpoint and distributed leadership develop conflict and controversies among staffs and professional within a group. Furthermore, the multi-dimensional groups within organization can create several individual viewpoint and decision of different groups that can create difficulties for modern leaders to focus on common organizational goals. In 21st century, as the leadership process becomes far hierarchical, it brings about several complications in organization such as different determinants, individual responsibilities for each organizational segment and several layers of professional group. As compared to past organizational model, the modern era is full of challenges and complicated organizational structure which compel the organizational leaders to select relevant leadership process in order to deal with changing customer perception and organizational needs. In this aspect the distributed leadership is more preferred than the autocratic and authoritarian leadership process. As stead by Rutigliano et al. (2017), in 21st century, although organizational leaders have to face conflict and opinion mismatch in different groups during implementing the shared approach, the effective strategies can be made to solve these conflicts. Through implementing the shared leadership approach, it is also possible to bring about new thoughts and innovative ideas in organizational framework that are highly important in order to deal with modern market trend as well as current business pattern. Actual leadership is based on the practice which assists people in the workplace to develop their strength, skill and knowledge. As stated by Rutigliano et al. (2017), actual leaders are the people who not only focus on developing on strength and skill of employees, but also assist the people to identify their own strength and weakness. Through focusing own strength and weakness, actual leaders assist people to find out the areas of improvement. By improving the skill and knowledge, actual leaders assist people to develop their understanding, decision making and problem-solving skill. On the other hand actual leaders also focus on involving individuals in challenging task that is important for the people tom develop innovative ideas, thoughts ad planning.

Current issues relating to the ethical leadership: (Section 2A):

As stead by Kim et al. (2017), ethical leadership is demonstration of normative appropriate conduct through personal action of organizational leaders that is associated with social responsibility, sustainability and community development. In 21st century, organizational leaders focus more on maintaining the organizational ethics in order to think beyond the profit. In past, the apparent goal of organizational leaders was to profit making and managing the organizational expansion. On the other hand, in past century, organizational have is no concern about maintaining social responsibility and sustainability. On supporting this view, Milton Friedman stated that organization should focus on the profit maximization and organizational development rather than focusing on social responsibility that is responsibility of the government. However, in 21st century, the concept of Friedman view is considered to be outdated and diminished as origination leaders in the modern world emphasize more on maintaining the ethical conduct rather than focusing only on profit making. As stated by Cunningham et al. (2015), the concept of leadership developed by Freeman is contradictory to the Friedman view, in which Freeman has given more emphasis on social; responsibility and welfare of the entire community through the organizational activity. In modern world, organization focuses on developing culture in order to maintain respect, dignity and truth in the society through their performance. As compared to past workplace in which organizational leaders focus on using the social and environment resources only for profit-making and international expansion of organization, the modern world has set strategies for maintaining perfect balance between the social responsibility and the organizational performance. According to Malewska and Sajdak (2014), through proper communication, reinforcement and decision-making process, organizational leaders of modern era is highly active in maintaining social and ethical responsibilities. On supporting this view, modern economists stated that in 21st century, organizational leaders are more concern about their social responsibilities such as community welfare, environmental sustainability and upliftment of the social standard. On the contrary Cunningham et al. (2015) argued that, although ethical conduct is one of the important parts of current business agendas, many of the organizational leaders are failed to leads their performance and organizational activities in ethical way. This could be understood with the example of Volkswagen that had faced the emission scandals in recent years. Volkswagen has installed software in 11 million VW cars, in order to cheat the emission test. Through this process Volkswagen wanted to cheat the EPA (Environment Protection Agency), in order to pretend that the car is environment friendly and less polluting. This scandal affect badly the internal reputation of Volkswagen in market and put their stakeholders as well as investors into trouble that how they can compensate the customers who have already bought these cars. In this aspect many economists mentioned that, organisational leaders must focus on three layer of the organisational operation such as people, profit and planet (Ghaedi and Rad, 2016). They need to maintain the perfect balance between the organisational profit and community responsibilities. Through maintaining strong relationship with the community, organisation in modern era focus on understanding the social, financial and cultural needs people. In 21st century, organisational leaders focus on multidimensional business process which not only confined to profit making and organisational development but also focus on meeting social responsibilities and community needs. On the contrary Malewska and Sajdak (2014) argued that, sometimes it is difficult for the organisational leaders to maintain ethical conduct in order to establish their strong business footprint in the organisation. Based on the concept presented by Freeman, it can state that, in modern era. Some organisational leaders are failed to maintain ethical conduct due to ever changing customer needs, market trend and business pattern. For example, Zara, the famous fashion brand operates it business largely in US with offering limited number of innovative products that are designed by talented designers of Zara. However, majority of the people in US and UK have shifted their preference from the luxurious goods to eco-friendly goods. Here Zara is failed to maintain the environment sustainability and ethical conduct for making the environment friendly products as it can raise their production cost. However, in 21st century, ethical conduct is important to be maintained in the organisation in order to improve the brand reputation in market for grabbing customer and investor’s attention. Moreover, today’s community is concern with the performance of a particular brand in terms of having social and ethical responsibilities. Moreover, ethical conducts assist today’s organisational leaders to get proper assistance from local and overseas government in order to expand the business fore attaining advantage of environment sustainability and social development.

My personal experience of leadership is highly positive and motivated which assist me to learn new things during the module. I have worked under different team. The team leaders act as manger and leader who assist me to understand the overall, objectives of the modules. Moreover, through making effective discussion with the leader I was able to understand my job roles and responsibilities. However, I have also faced some issues in expressing my individual views regarding ant subject to the leader as the team manger focus more on the group discussion rather than focusing the individual discussion. I have also faced issues in adapting in different teams, in which I did not get proper support of the team leaders. In this aspect, I had made proper communication with the team leader to assist me understanding the objectives, roles and target of the new team, but I did not get any positive support from the team leader due to the short time. However, during the morel, the team leader assists me to develop my own judgemental skill and decision making power, which I apply in present day iin order to solve any issues. Moreover, sometimes the poor support that I get from the leader during module, assist me to deal with each issue by applying own understanding rather than depending on the other people. In this aspect, the overall leadership process is highly beneficial for me in order to develop my own skill, decision making ability, analysing skill and judgemental skill.

Leadership in relation with sustainability: (Section 3A):

Sustainable development can be referred as the insurance of future generation on evolution and progress (Rutigliano et al. 2017). There is an unavoidable relationship between sustainability and the leadership. Leadership is important for sustainable development of entire society in order to make positive changes in the social, cultural and human dimension. In 21st century, sustainable development is one of the most important and inevitable parts of business, through which organization leaders meet the needs of entire community people. As compared to the past era, organization leaders focus only on the profit making and organizational expansion. For example, in this study, there are three speakers who represent different innovative forms of leadership. Paul McGarry the managing director of two construction companies, emphasizes on Authentic Leadership process. This leadership assist leaders to build trusts with employee. However, with changing business perspectives, market trend and consumer’s need, modern organization is more concern with their responsibilities for social and economic development with maintaining the quality and social justice. on the contrary Malewska and Sajdak (2014) argued that, in many cases small businesses are failed to connect their leadership with social sustainability, due to their limited social and economic power. According to the concept of Friedman, organizational needs to focus more on their organizational development and profit maximization rather than emphasizing on meeting need of future generation. Moreover, there are also other two types of leadership such as directive and supportive. Debbie Francis CEO of Direct Rail Services Ltd, acts as situational leader who believe in supportive leadership which assists employee to get positive environment and support.

There is another concept leadership that is presented by Freeman, that stated that suitability and ethics is important part of every business in which organizational leaders need to focus not only on profit but also on welfare of wider community. In today’s modern world, Freeman’s concept is highly applied over the Friedman. For example, Sandy Lindsey the Chair of Tangerine Group, believes in transformational leadership. This type of leadership is preferred in current era which assist leaders to instigate and stimulate the followers. In 21st century, organizational leaders emphasize on marinating perfect balance between organizational performance and sustainability. As stated by Kim et al. (2017), for conducting sustainable development in society, the organizational leaders focus on different areas such as economic growth, social development and conservation of natural resources. On the contrary Cunningham et al. (2015) argued that, sometimes, organizations are failed to make the appropriate usage if environmental and social resources. Fr example, McDonalds in China, gas failed to tale proper action in order to compliance with environmental policies and guidelines. As compared to KFC, McDonalds focus mainly on profit making rather than emphasizing on the economic growth, social development and environment sustainability. This is why, KFC has grab majority of the fast-food market in China as compared to McDonalds. As stated by and Sajdak (2014), sustainability is important in maintaining healthy relations with community, which assist the market leaders to understand the demand and preference of their customers. Moreover, through maintaining suitability, organizational leaders are able to develop the overall economy, business environment and infrastructure of the country, which attracts the eye of overseas investors and stakeholders.

Personality questionnaire; obtain feedback on your ‘personality profile’ and then ‘reflect upon what you have discovered about your profile’: (1B)

Personality questionnaires is important for making useful self reflection, which assist individual to look inward and find out the proper feedback on the overall personality profile (Jumaa and Alleyne, 2017). Through using the MBTI tool (Myers-Briggs Type Indicator tool), it is possible to conduct proper self-reflection process. Being an aspiring leader, I have gone through MBTI test which assist me to fund out the proper feedback on my personality and strength. Through proper analysis of MBTI result, I am a self-confident person with having the four main personality forms such as extroversion, feeling, sensing and judging. My reaction towards this result was positive as I have gained several understandings regarding my strength, personality and skill. The first character of my personality is extroversion, which informed me that I am quite sociable, friendly and outgoing person. As stated by Taylor and Storey (2016), extroversion is important in future leadership, in which leaders can approach investors and new customer with applying their own tactics and skill in order to convince them. Therefore, I believe that extroversion would assist me in future leadership process to connect with different people and use my energy to take the right decision. Another personality firm that I have is sensing, which would assist me to be realistic and highly concerned, through using five senses I can analyse the different issues and their reasons in future leadership framework. Moreover, the sensing process also assists me to take the right decision at the right time, in future workplace to solve different task related issues. I have learnt that that how I can use this sense in order to focus on realistic and factual aspects. I have also learnt to maintain proper balance between two personality types such as sensing and intuition, which developed my leadership skill me to look back at the bigger picture of the organisational and paying attention to the actual issues. The third personality type that I have is feeling,. This particular personality type makes sheer portion of my entre personality. I find out myself throughout the MBTI test as highly emotional, compassionate and sensitive person. Through this personality analysis I realised that, sometimes I have to agree with such aspects that are irrelevant to the situation only because I don’t want to hurt people. This characteristic of my personality can be one of the most dangerous aspects in my future eldership process. Therefore I need to focus on the critical; facts in order to take useful decision which would benefit the situation. My fourth personality type is judging, in which I have scored 13. This personality type would assist me to analyse the different issues in order to find out actual reason behind the issues. Moreover through strong the judgemental approach I am able to evaluate the criteria and objectives of each future task. Judgemental skill will develop my future leadership ability, in which I am able to lead people to choose the best methods for solving different issues. Moreover the judgemental personality also developed my skill in order to use proper critical thinking ability and decision making power in order to get the proper strategies to solve issues in the future leadership process. Through conducting the personality analysis by using MBTI tool, I am able to recognise the personality traits that would assist me in my future leadership career. Through making proper analysis of each personality type I am to recognise that how I can use these personality traits in my future leadership career in order to be task-oriented, self-disciplined and responsible leader. The MBTI tool also assists me to recognise my strength and weakness, such as I am highly sensible, enthusiastic and motivated person. The personality questionnaires in MBTI tools assisted me to realise that I have strong tendency towards the planning and decisiveness. Through analysing the result of MBTI personality test, I can conclude that I have strong leadership personality which can assist me to it be appropriate leaders in future career, in which I can use my personality traits in order to achieve the goals and objectives.

You need to understand the ‘coaching process’ and key models such as the ‘GROW’ model, be able to reflect (using a reflection model such as Gibb’s) upon the benefits of coaching. (2B)

Coaching is one of the fundamental responsibilities of leadership process. Leaders are responsible for guiding and helping the team members in order to develop their skill and knowledge. As stated by Taylor and Storey (2016), coaching is inevitable part of leadership which assist individual to learn different things that are important for their professional and personal development. In my past experience if being coached by organizational leaders, I believe that coaching is associated with developing skill and strength of people inn order to deal with any situation in the professional and personal life. However, there are controversies regarding the concept of coaching in leadership. As mentioned by Rutigliano et al. (2017) some theorist connects the concept of coaching with the traditional leadership process. For example, in autocratic leadership, leaders have power to take decision without discussion the issues with subordinates. Grow Model represents the coaching process as one of the effective way in which leaders focus on goal, reality, options and will. In setting, I have been experienced the coaching process, in which my manger assist me as an efficient coach and leader When I got promoted, the goal stages had been introduced. My manager assists me in order to understand the objectives and goals of new designation in order to achieve the target. This made me to maintain clarity and real focus in my job target in order to achieve the expected outcomes. I realty stage, I was able to develop my leadership and managing process which assist me in future t deal with different critical professional issues. Moreover in the realty stage I also understood how to analyse the actual criteria of each task and do the task as per the guidelines, in order to maintain the clarity in understudying and knowledge about the process of entire task. At the next stage of this model, which is option’, my coach assisted me to analyse all the possible methods and ways in order to do the task, along with analysing the drawback and benefits. This stage assisted me to demonstrate my skill for selecting the best methods in which I can easily achieve the target. The last stage of this GROW model is will in which my coaches assisted me to explore the different drawbacks and obstacle that I have experienced in order to do the task. During this stated I had prepared several questioners regarding my target and task, in order to understand that what difficulties and drawbacks I had faced for completing this job. I had discussed the drawbacks and obstacle with my coaches and got their assistance in order to improve my understanding and knowledge in terms of dealing with different task. The overall coaching process is highly helpful in my setting that assist me to develop own strength and skill, in terms of dealing with different task.

The objective of this section is for you to select a tool or focus on having a mentor to help you build upon your leadership journey: (3B)

Mentors are the persons who provide the advice, knowledge and resource to though individuals in order to develop their skill and interesting in order to make them above to deal with the personal and professions issues. As stated by Rutigliano et al. (2017), mentors shares the organisational goals, and objectives with the mentee in order to provide the individual proper emotional support and advice. Sometimes mentorship is confused with coaching. However there is apparent difference between the two processes, such as mentorship is longer time relationship with mentee, in which mentee gets proper advise, guidance and knowledge through the professional and personal setting from the mentor. On the contrary coaching is short term task based approach in which the coach provides guidance and assistance to individuals in order to deal with the temporary issues in their professional and personal life. Mentors are the important persons who build the long terms relationship with mentee, in order to assist them with providing proper guidance and assistance. Through providing proper knowledge and information, mentors make the mentee up-to-date for assisting mentee to deal with the practical issues. Like leaders mentors are also responsibilities for developing the decision making ability in order to set goals in professional and personal life. Unlike, leadership process, mentorship is the long terms practice which promotes the gradual development of individual throughout their life. In my setting I had worked with three guest speakers such as Paul McGarry the managing director of two construction companies, Debbie Francis CEO of Direct Rail Services Ltd and assisted me to developed different aspects of my understanding and strength, Sandy Lindsey the Chair of Tangerine Group. The representation of three guest speaker were different which assist me to focus on different aspect of my strength and weakness. I have gained positive leadership experience from the lectures and presentation of these speakers that poses significant impact on my roles. When I was pursuing my degree, I had been mentored by a high skilled and efficient person who had in-depth knowledge and understanding of management. Through attending the lectures and presentation of three speakers, I had developed my understanding about different traits of leadership such as authentic and transformational eldership.

During this time, I was quite aimless and lack of proper focus. My speakers were best business teachers I have ever met in the personal and professional life. In previous time, I was quite introvert and shy, which makes me unable discuss my view and preference with anyone, moreover, I have lack of self-confidence as well as decision making power in order to deal with different issues. My speakers assist me in order to develop my skill and understanding ability. Moreover through making comparing their leadership styles I was able to learn about how to use different styles of leadership based on the situation. Sometimes, I was unable maintain strong communication with mentors due to my introvert nature. However, as I was unable to make proper individual discussion with the mentor, I tried to ask all the queries and issues in the class. This improves my communication skill and interactive ability. Through question answer session, mentor assist me to develop myself confidence and analysing skill. Sometimes mentor didn’t solve the queries that I asked them rather they told me to try to do it by own. This process allows developing my judgemental and decisioning making ability.

Through using the Gibbs Reflective cycle I can discuss my mentoring experience in previous life.

Description:

I have gained highly positive and motivating experience throughout the mentorship process. I was quite confused about whether I would go for the pose graduate degree from in management and business administration. That time, my mentor assured me that I have the skill and ability to pursue the pose graduate degree. Moreover he also guided me to select the best methods in order to prepare myself for the post graduate study.

Feelings:

Throughput the mentorship process, I feel that I am overwhelmed to get the best mentor, who always supported my skill and developed my inner strength; however, I also had some hesitation regarding my own skill and strength. As I was introvert it was difficult for my mentor to discuss all possible issues that I had already faced in previous years,. I think that, I needed to be more expressive during the mentorship, which would assist me and my mentor to accelerate the process of developing my skill and strength. Although I had experienced the positive mentorship, due to poor interactive skill and communication skill I was sometimes unable to express my problems in front of my mentor. I feel that I need to be more focused on developing communication skill and interactive skill in order to assist the mentor to realise my issues.

Evaluation:

My overall mentoring experience was highly encouraging and positive which assist me to develop my skills, understanding and knowledge. My mentor was my best teacher ever, who assists me to recognise my strength and weakness. He pushed me to come out of my comfort zone and take challenging task that cal allow me to prove my strength ad skill. Moreover after attending the post graduation, I was quite shy and introvert to ask questions to the lecturers. My mentor pushed me each day to develop self-confidence in terms of making the effective interaction with the lecturers and peers. Although, the overall mentorship was highly impressive and positive, I have faces certain issues. Due to consistent guidelines of my mentor, I became highly dependent on his views and advise. Even, in order to deal with very trivial issues I discussed it with the mentor for seeking his guidance and advice. However, my mentor also focused on this issue and encouraged me to get the challenging task in order to use my own understanding and skill to solve the issues.

Analysis:

Throughout the mentorship process, I was able to develop my skills, strengths and knowledge with assistant of my mentor. With his consistent support and guidelines I was also able to develop my communication skill and interpersonal skill, which assist me to develop clear communication with lecturers and peers. Moreover, with this positive mentoring experience I had gained proper decision making ability and problem solving skill which would assist me in my future life.

Conclusion:

In this mentorship process, I had learned about how to deal with each issue in personal and professions with using own skill and presence of mind. My mentors also assisted my to leader how to apply own understand and experience in order to make effective strategies for achieving the target. This mentorship also allowed me to gained proper verbal and non-verbal communication al skill. Through the consistent guidance of my mentor I had learned how to be calm and patience during the critical situation and ways of developing the useful decision in order to get rid of this situation.

Reference list:

Aarons, G.A., Ehrhart, M.G., Farahnak, L.R. and Sklar, M., 2014. Aligning leadership across systems and organizations to develop a strategic climate for evidence-based practice implementation. Annual Review of Public Health, 35.

AbuZaid, A.N., 2016. Testing the Impact of Strategic Leadership on Organizational Ambidexterity: A Field Study on the Jordanian Chemical Manufacturing Companies. International Journal of Business and Management, 11(5), p.328.

Amanchukwu, R.N., Stanley, G.J. and Ololube, N.P., 2015. A review of leadership theories, principles and styles and their relevance to educational management. Management, 5(1), pp.6-14.

Amar, R., Dixon, S. and Franklin, C., 2017. Personal Development Plans for Dentists: The New Approach to Continuing Professional Development. CRC Press.

Arnold, E.C. and Boggs, K.U., 2015. Interpersonal relationships: Professional communication skills for nurses. Elsevier Health Sciences.

Banwell, J. and Kerr, G., 2016. Coaches' Perspectives on Their Roles in Facilitating the Personal Development of Student-Athletes. Canadian Journal of Higher Education, 46(1), pp.1-18.

Beach, L.R. and Lipshitz, R., 2017. Why classical decision theory is an inappropriate standard for evaluating and aiding most human decision making. Decision making in aviation, 85, pp.835-847.

Brewster, D., 2015. Indian Strategic Thinking About the Indian Ocean: Striving Towards Strategic Leadership. India Review, 14(2), pp.221-237.

Cunningham, J., Salomone, J. and Wielgus, N., 2015. Project management leadership style: A team member perspective. International Journal of Global Business, 8(2), p.27.

Erlandsson, K., Osman, F., Hatakka, M., Egal, J.A., Byrskog, U., Pedersen, C. and Klingberg-Allvin, M., 2017. Evaluation of an online master’s programme in Somaliland. A phenomenographic study on the experience of professional and personal development among midwifery faculty. Nurse education in practice, 25, pp.96-103.

Ghaedi, A. and Rad, F.M., 2016. The effect of leadership strategically on effectiveness and comparative effectiveness faculty members of Islamic Azad University of Marvdasht. International Journal of Education and Management Studies, 6(4), p.411.

Hildebrand, J., 2018. Bridging the gap: A training module in personal and professional development. Routledge.

Jumaa, M.O. and Alleyne, J., 2017. Strategic leadership in health care in challenging times. Organisation Development in Health Care: Strategic Issues in Health Care Management.

Kim, J., Park, S.Y. and You, J., 2017. Strategic Leadership for Organizational Learning: A Multi-Level Approach. In Encyclopedia of Strategic Leadership and Management (pp. 1521-1534). IGI Global.

Lai, L.C., Cummins, R.A. and Lau, A.L., 2018. Development of personal wellbeing index–the validation of spirituality-religion satisfaction as a life domain. International Journal of Happiness and Development, 4(2), pp.93-112.

Lejeune, C., Beausaert, S. and Raemdonck, I., 2018. The impact on employees’ job performance of exercising self-directed learning within personal development plan practice. The International Journal of Human Resource Management, pp.1-27.

Ma, S. and Seidl, D., 2016. New CEOs and their collaborators: Divergence and convergence between the strategic leadership constellation and the top management team. Strategic Management Journal.

Maguire, W. and Blaylock, P., 2017. Preparing a personal development plan for all members of the dental team. British dental journal, 223(6), p.402.

Martindale, T. and Dowdy, M., 2016. Issues in research, design, and development of personal learning environments. Emergence and innovation in digital learning: Foundations and applications, pp.119-142.

Mazutis, D. and Zintel, C., 2015, January. Leadership and Sustainability: A Systematic Assessment of the Empirical Evidence. In Academy of Management Proceedings (Vol. 2015, No. 1, p. 14483). Academy of Management.

Mwenda, L.K.M. and Wachira, A.W., 2015. Effects of Leadership Styles on Implementation of Organization Strategic Plans in Small and Medium Enterprises in Nairobi.

Olsen, B., 2015. Teaching what they learn, learning what they live: How teachers' personal histories shape their professional development. Routledge.

Peterson, C., Slaughter, V., Moore, C. and Wellman, H.M., 2016. Peer social skills and theory of mind in children with autism, deafness, or typical development. Developmental psychology, 52(1), p.46.

Player, M., Freedy, J.R., Diaz, V., Brock, C., Chessman, A., Thiedke, C. and Johnson, A., 2018. The role of Balint group training in the professional and personal development of family medicine residents. The International Journal of Psychiatry in Medicine, 53(1-2), pp.24-38.