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

Executive 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 leadership
skills. 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
Todays world does not give place to the business organizations to be emerging while they
follow 1980s or 1990s business strategies. Todays business world is now more competitive,
more enthusiastic and faster than previous decades. It provides a narrower field for the business
organizations 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. Thats 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 everyones 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 Tescos 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 its
workforce 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 external
stakeholders 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 Tescos 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. Tescos 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 employees 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 employees
to 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, Tescos 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 competitors
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 competitors

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 Tescos 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 different
factors 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
employees 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 workers full potential. In keeping 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 ones 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 methods
or 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 ones 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 Tescos 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 belowStep 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- which
specific 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 ones 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 followers 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 process
that 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 by
influencing 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 that
employee 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 where
one 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 its 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

runs its business. It may carry out an evaluation on professional skills and a development
procedure for enhancing leadership skills. In addition it may introduce personal skills audit,
preferred learning style, SWOT and SMART analysis. Whatever methods are followed the
ultimate point is that how the organization are benefitted from applying those methods. But in
experiencing the best benefit the organization should find out the appropriate methods.

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