Essay on Development Plan

Prepared for Wilmer Marengo
LDR/531
University of Phoenix

Prepared by Sherry C. Hites
May 4, 2015
Introduction
The team consists of 4 individuals: Christine Anderson, Jason Jesko, Michael Dunhar, and team leader, Sherry Hites. Each individual took an assessment to determine their leadership style, which has four behavioral styles: Dominance, Interactive, Steadiness, and Cautious. Our behavior reveals our characteristics at work, under stress, how we respond to conflict, and it offers strategies for increasing each of our effectiveness. While there is no best’ style, each style has its unique strengths and opportunities for continuing improvement and growth.

The development plan will address the characteristics of each individual, determine the needs of the team, and focus on the strengths, weakness, opportunities, and threats of each leadership style.

Team Characteristics
Christine and Jason are cautious and Michael and I are steadiness. Below is a description of each style.
The Steadiness Styles are warm, supportive, and nurturing individuals. They are the most people-oriented of the four styles. They are excellent listeners, devoted friends, and loyal employees. Their relaxed disposition makes them approachable and warm. They develop strong networks of people who are willing to be mutually supportive and reliable.
They are excellent team players. The Steadiness Styles are risk-averse. In fact, they may tolerate unpleasant environments rather than risk change. They like the status quo and become distressed when disruptions are severe. When the Steadiness Styles are faced with change, they need to think it through, plan, and accept it into their world. The Steadiness Styles, more than the other behavioral types, strive to maintain personal composure, stability, and balance.
In the office, the Steadiness Styles are courteous, friendly, and willing to share responsibilities. They are good planners, persistent workers, and good with follow-through. Steadiness Styles go along with others even when they do not agree because they do not want to rock the boat.
The Steadiness Styles are slow decision-makers because of their need for security, their need to avoid risk, and their desire to include others in the decision-making process.

The Cautious Styles are analytical, persistent, systematic people who enjoy problem solving. They are detail-oriented, which makes them more concerned with content than style.
The C Styles are task-oriented people who enjoy perfecting processes and working toward tangible results. They are almost always in control of their emotions and may become uncomfortable around people who are very out-going such as the Interactive Styles.
In the office, the Cautious Styles work at a slow pace, allowing them to double-check their work. They tend to see the serious, complex side of situations, but their intelligence and ability to see different points of view endow them with quick and unique senses of humor.
The Cautious Styles have high expectations of themselves and others, which can make them overcritical. Their tendency toward perfectionism – taken to an extreme – can cause “paralysis by overanalysis.” They are slow and deliberate decision-makers. They do research, make comparisons, determine risks, calculate margins of error, and then take action. The Cautious Styles become irritated by surprises and glitches, hence their cautious decision-making.
They are also skeptical, so they like to see promises in writing. The Cautious Styles’ strengths include an eye for detail and accuracy, dependability, independence, persistence, follow-through, and organization. They are good listeners and ask a lot of questions; however, they run the risk of missing the forest for the trees.

SWOT
As a team, we have our

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