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How Leaders Create A Quality Action Plan?

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Although, many seek positions of leadership, far fewer, actually become meaningful, relevant, effective leaders. Obviously, an individual’s reasons for wanting to lead, including whether he possesses a true, genuine, can – do, positive attitude, as well as a willingness to effectively learn, and developing the necessary aptitude, skill – set, focus, ideology, etc, his personal reasons, perspective, perceptions, ethics, and genuine integrity, as well as being ready, willing and able to listen, far more than he speaks, and learn from every conversation and experience, in order to be able to proceed with the utmost degree of true empathy, are required, as well. However, eventually, whether one is a true leader, or a wannabe, will be measured, by the quality, relevance, and effectiveness of his action plan. With that in mind, this article will attempt to briefly show a process, to conceive and perceive of what’s needed, know the goals, priorities and objectives, and create and implement a relevant, sustainable, viable, action plan.

  1. Perceive and conceive:
  2. A leader must take the time, and make the effort, to perceive of, what is needed and necessary, and conceive, what path of action, might be indicated. This must come from effectively listening, and learning, so as to proceed, with genuine empathy.

  3. Understand heritage/ history, mission, constituents:
  4. Every organization has certain unique characteristics, including its heritage and history, and its essential reason, for existing. Before considering how to proceed, one must closely examine and consider the mission of the group, and see if it remains relevant, or needs some tweaking, etc. Know what your constituents want, perceive, conceive, and consider priorities, so your planning, is focused.

  5. Weigh the options and alternatives:
  6. Fully consider all viable options and alternatives, as well as the best way, to position the group, to serve constituents and stakeholders, and maximize the organization’s potential, etc. Otherwise, you will not be creating an action plan, but rather, busy – work!

  7. Needs, table of organization duties and responsibilities, and timeline:
  8. Always begin by prioritizing needs and objectives, but do so in a pragmatic, and idealistic way! Know the budget limitations, options and alternatives, and determine, your so – called, Plan A, as well as contingency plans. Who will you select, to help you in the quest, and what characteristics, skills and abilities, are you looking for? Don’t rush your action plan, but take baby steps! Begin with creating and developing your team, and clearly indicate responsibilities. A leader must oversee, and assume personal responsibility.

Next, a step – by – step procedure, including waits to check progress, and make adjustments, if needed, is needed. Every step must be done in a specific order, and checked, every step, along the way. Always consider, whether the action plan, remains relevant and sustainable, and creates a way, to achieve quality, necessary objectives, in a logical way. Many say, they believe in action plans, but few, actually, do anything about it. Are you ready, willing and able, to get it done?

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