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Developing My Professional Identity

Student ID

Student’s Name

Institutional Affiliation

Module Code

Assessment Title

Assessment Deadline
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Section B: Reflective Essay on Mock Application

Mock Application Letter Screenshot

Overview

Academics and instructional professionals have been interested in the importance of

reflection because of its positive effects on the learning process, self-examination and

acquisition of concepts or abilities (Helyer, 2015). The goal of self-examination is to help

students learn more effectively by allowing them to draw connections between what they

have learned and how they see the world (Chen et al., 2017). Students may improve their

academic performance and open up new avenues of thought and understanding via

introspection. During my formal education, I learned about the importance of good leadership

in driving an organisation towards its goals. Oviawe at al., (2017) note that in today's

corporate environment, lifelong learning is essential for professional growth and acquiring a

wide range of abilities.

Reasons for Choosing the Job

My pursuit of academic endeavours has significantly contributed to cultivating and

intensifying my enthusiasm for management and leadership. I obtained a Bachelor of Arts in

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Business Management from Westminster University, demonstrating strong academic

performance (Farrell, 2017). My coursework included strategic management, contemporary

topics in corporate management, and professional development, which provided me with a

robust theoretical basis in the management field. The prospect of employment at Westminster

Green Management Company Limited is highly attractive owing to the organization's notable

reputation for innovation, dedication to fostering employee development, and commendable

track record within the sector ‌(Agarwal, 2020). I am attracted to the demanding and

multifaceted aspects of the managerial position, which has the prospect of addressing

intricate issues, steering strategic initiatives, and generating substantial outcomes.

Skills Required

The Sales and Marketing Management at Westminster Green Management Company

Limited requires various talents and attributes to achieve exceptional performance (Geithner

& Menzel, 2016). Effective communication and interpersonal competencies are necessary for

individuals in this position since successful interactions and collaboration with

multidisciplinary groups are essential (Farrell, 2017). In light of the dynamic nature of the

contemporary corporate environment, the capacity to adapt is crucial for achieving success.

The sales and marketing oversight field requires individuals to possess analytical and

problem-solving abilities. The capacity to arrive at rational choices using data analysis is a

fundamental necessity (Agarwal, 2020). Like other managerial roles, marketing

administration requires proficient leadership to inspire people and steer them towards shared

objectives (Farrell, 2017). Strategic thinking is crucial in developing effective marketing

endeavours by establishing long-term objectives and formulating concrete strategies to attain

them.

Skills and Knowledge I have Developed Over the Last 2 Years

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During the preceding two-year period, I have proactively pursued many avenues to

augment my proficiency and understanding in the domains of financial operations within

organisations, global outlooks, organisational transformation, and data interpretation.

Regarding financial literacy, I have taken aggressive measures to enhance my comprehension

in this field, as I am aware of its importance in making well-informed budgeting choices and

formulating financial strategies (Farrell, 2017). The acquisition of knowledge about foreign

markets, the identification and appreciation of cultural subtleties, and the continuous

monitoring of worldwide economic patterns have constituted a central aspect of my personal

growth (Berkovich, 2016). I have furthermore allocated time to enhance my comprehension

of change management approaches and tactics, recognising the crucial need to navigate

organisational transitions adeptly (Geithner & Menzel, 2016). In light of the increasing

importance placed on data-founded decision-making, I have made concerted efforts to

improve my proficiency in data analysis. This endeavour aims to enable me to extract

valuable data knowledge, enhancing tactical decision-making courses effectively.

Competencies to Develop to Close Any Gaps in the Job

I recognise the necessity of enhancing specific capabilities to achieve excellence in the

sales and marketing supervisory role at Westminster Green Management Company Limited.

Although I have tried to improve my understanding of finance, I am committed to further

honing this ability to make well-informed financial choices and actively contribute to creating

money-management solutions. In the contemporary interlinked corporate landscape, it is

imperative to have a more comprehensive international perspective (Agarwal, 2020). I intend

to enhance my comprehension of foreign marketplaces, cultural intricacies, and worldwide

economic patterns. Considering the significance of excellent change management, I aspire to

enhance my proficiency in this domain to manoeuvre organisational transitions adeptly

(Farrell, 2017). I intend to develop further my proficiency in statistical analysis, specifically

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emphasising sophisticated methodologies and technologies for extracting significant

conclusions from raw data and facilitating informed strategic decision-making.

Inference

The candidature I have submitted for a sales and marketing managerial role at

Westminster Green Management Company Limited demonstrates a genuine curiosity in this

position, as it effectively combines my educational background, real-world expertise, and

steadfast dedication to continuous professional growth (Farrell, 2017). In the preceding two

years, I have aggressively cultivated the requisite competencies and expertise for achieving

exceptional performance in this position, specifically focusing on financial expertise, global

viewpoint, change management, and data science. I possess a strong desire to make a

meaningful contribution to the development of your organisation, and I am enthusiastic about

the prospect of engaging in a discussion to further elaborate on my expertise.

Section C: Reflective Essay on Lessons from Mentoring

Reflection on Mentoring and the Effect on Leadership or Future Professional Identity

Mentorship reflection, as far as I can tell, is a beneficial practice since it facilitates

analysis, decision-making, action planning, and reflection on the lessons learned.

Prosperous organisations today cannot function without strong leadership. But Frankel and

PGCMS (2019) argue that to succeed in life, someone must be an example to others. For

upcoming leaders to be successful, it is not enough to possess only appropriate leadership

abilities; they must also be taught a successful managerial approach. According to the lessons

learned, several leadership models establish an individual's competence as a manager of

others. Through personal development programmes, executives may acquire the skills to

stand out in the global labour market. Meola (2016) suggests that managers gain knowledge

from their current work setting via on-the-job experiential learning, shaping their capacity for

reflection. Conversely, leaders are eager to pass on their expertise. One of my long-term
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goals is to assume a leadership position in my business (Berkovich, 2016). Mastering and

creating a knowledge base will aid in the decision-making procedure of the company and

contribute to the organisation's growth as a whole, I realised, based on my prior education

and experience. Given the fuzziness of the terms "leader" and "leadership," those who can fix

problems using their expertise are leaders. Krasnoff (2015) argues that to be successful,

leaders need to have powerful communication abilities, the ability to negotiate, an innovative

mind, the capacity to make sound decisions, outstanding interpersonal abilities, and the

courage to take on unexpected obstacles (Agarwal, 2020). In my opinion, leaders might be

born with the ability to manage or acquire the skills to do so via experience and training

inside the organisation.

From my observation, an effective leader encourages and informs their team members

to better their collective talents. I believe conceptual understanding is not enough for leaders

to solve challenges; they also need relevant operational expertise. According to Daskal

(2016), a good leader motivates staff members and assistants to grow professionally and work

harder towards the organisational objectives (Geithner & Menzel, 2016). Through

introspection on my mentoring experience, I realised that developing into a good learner is a

prerequisite to adapting my actions and methods to meet my goals. Learning and governance

are linked and crucial to a company's success, as discovered by Stricker et al. (2018). The

ability to think critically about my experiences will help me become the kind of effective

leader I aspire to become. The organisation may inspire me, because there will be moments

when I, too, will need inspiration to assist others in their tasks (Farrell, 2017). Remarkable

world figures I have examined include Tim Cook and Warren Buffett, who have redefined

leadership to pave the way for new forms of success. These individuals are outstanding

because they always try to improve themselves and can help others do the same (Agarwal,

2020). They could assess their progress towards the targets and adjust based on their learning.
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Leaders may encourage action-based reflection by taking in the world and applying what they

have learned.

Activities to Reflect on Leadership

Leaders need to know their particular capabilities and limitations to successfully

supervise and lead, as Rubens et al. (2018) recommended. Since it has been claimed that

learners are not often taught about more advanced levels of professional conduct, I recognise

that it may take time to cultivate an attitude of reverence for myself and others collaborating

with me (Farrell, 2017). There are many helpful resources available, such as seminars and

programmes, but they will only be useful if the information is put to good use. The

truthfulness of an authority figure is what gives his words and actions their worth (Wan,

2017). My future self as an executive want to take on more accountability and build trust

among peers and reports so that they are willing to follow my example in working towards

organisational goals.

Potential leaders may benefit from adopting a reflective mentality to gain insight into

their behaviours and adapt accordingly (Geithner & Menzel, 2016). As part of my mentoring,

I participated in reflective exercises that will help me refine my leadership abilities and

improve my social skills in the future (Farrell, 2017). The instructor asked us some free-form

inquiries during one of the classes to gauge our understanding of administration and its

significance (Agarwal, 2020). I also encountered a task in which participants were asked to

define leadership in their own words (Ghasabeh et al., 2015). We also held several

brainstorming meetings. During the brainstorming workshops, I documented my thoughts,

feelings, and potential answers (Pierce and Newstrom, 2017). It was encouraged that every

learner read and comment on the work of their peers. As a result, everyone could express

their opinions and thoughts to one another without arguing during the subsequent activities.

Section D: Developing My Leadership Approach in Management

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Introduction

Leadership is sometimes simplified to rallying followers around a shared cause, but it

entails much more subtlety (Ghasabeh et al., 2015). There are several definitions of

leadership. A common description of leadership is using one's influence on other individuals

to inspire them, motivate them, and guide their actions in ways that benefit the organisation

as a whole (Agarwal, 2020). Furthermore, an executive is seen as a person who establishes a

course of action to persuade others to follow that course (Pierce and Newstrom, 2017). There

are many different perspectives on what it means to be a leader or how to lead a group

effectively (Farrell, 2017). Now that I have finished this programme and reviewed several

publications on leadership, I understand what it takes to be a successful leader in any setting.

A firm's bottom line may be significantly boosted by fostering excellent management

and leadership internally. Because of its importance to the advancement strategy for

Westminster Green Management Company Limited, this analysis includes my thoughts on

managerial and leadership qualities and the application of relevant ideas in these areas. This

task has helped me recognise my strengths and areas for growth as a leader. Leveraging

theories of leadership and management, I have assessed and evaluated myself and solicited

the opinions of executive-level peers. Furthermore, I have considered several managerial and

executive techniques to better the business and position myself as a flexible sales and

marketing head. This paper outlines the SMART steps to boost the business's advertising

endeavours.

Personal Preferred Leadership Model

According to my plans for the subsequent years of my professional life, effective

leadership and management within an organisation are critical to the success and expansion

of its daily activities (Pierce and Newstrom, 2017). All the business's operations are governed

and controlled by the leadership and management. Both are crucial to the state-of-the-art
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programmes for fostering organisational growth (Agarwal, 2020). A company's head should

be able to demonstrate leadership qualities while also guaranteeing that all employees are

treated fairly and that the business can adapt to meet the demands of its customers (Farrell,

2017). As a leader, it is my responsibility to devise a sound strategy for the company's future

and oversee its implementation so that it may better compete in the competitive marketplace

(Farrell, 2017). To be successful in this role, I will need to anticipate and adapt to problems

that arise from the next level of management, take action within my circle of influence, and

align my department's personnel, administration, and marketing plans with the organisation's

overall plan for growth and development.

As a result, I hope to one day embrace a transformative administrative model.

According the transformational leadership theory, leaders assume charge of events by

effectively communicating a well-defined vision of the collective objectives of the group

(Cherry and Gans, 2023). These leaders have a notable enthusiasm for their profession and

possess the skill to invigorate and revitalise the rest of the group. Transformational leaders

prioritise facilitating mutual support among group members, offering them the necessary

advice, support, and motivation to exert diligent effort, achieve high performance, and

maintain a steadfast commitment to the group (Ghasabeh et al., 2015). The principal

objectives of transformational leadership encompass the stimulation of personal and

collective development, the cultivation of allegiance, and the establishment of a sense of

assurance among group members (Cherry and Gans, 2023). This quality will enable me to

communicate my vision, inspire my team, and dedicate myself to raising the bar on our

accomplishments. As such, I take a firm stance when it comes to inspiring my team members

to do their best by setting goals within their reach that are commensurate with their skills and

experience (Geithner & Menzel, 2016). This is not easy, however, because, in many

situations, I may be more transactional than transformative. In addition, my goal as a leader is

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to be someone others look up to and respect to carry out their organisational duties. I strive to

be an approachable, knowledgeable, reputable, diligent, and helpful colleague (Pierce and

Newstrom, 2017). If my performance can meet these standards, it will be evident that I will

be an effective sales manager. As a result, this is the behaviour that a leader's subordinates

should imitate. This is because supporters mirror the skill sets of competent and secure

leaders in their organisational roles (Farrell, 2017). A leader with these qualities may cast

visions that motivate others to act in their footprints.

Self-Assessment and Leadership Qualities

Self-reflection and acquiring specialised knowledge are prerequisites for being an

efficient manager within an organisation. In this way, people may assess their talents,

preferences, and capacities across all growth areas, which helps them create more achievable

personal and professional objectives (Agarwal, 2020). Using a feedback evaluation tool,

including the Myers-Briggs type indicator, I discovered my management style per the various

organisations' managerial characteristics criteria. One of my reservations about the leadership

qualities framework is that it requires leaders to fill out a form with someone who can be both

constructively critical and supportive. Therefore, if this has not been done, the leadership

competency foundation should adjust the proportional scales, especially if the sample sizes of

the various groups are too small and provide undesirable results (Cherry and Gans, 2023). As

a result, most of my observations suggest that some terminology and queries are extremely

complicated to absorb, necessitating an understanding of political expertise and

understanding governance. This is because such a need is hard to meet precisely and

completely.

The philosopher John Dewey has significantly contributed to the contemporary

understanding of reflection in leadership learning since he is widely seen as one of its

primary originators (Göker and Bozkuş, 2017). The individual characterised it as a method of
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resolving issues. For the individual in question, the integration of action and thinking was or

ideally should be an indissoluble union. Cognitive processes encompass stages, including

issue identification, condition observation, formulation and logical development of a

proposed conclusion, and the implementation of active experimental testing. According to the

second phase, perspective, the act of reflection is a purposeful and cognitive undertaking that

is prompted by a condition of uncertainty, cognitive challenge, and indecision (Göker and

Bozkuş, 2017). The individual perceives reflection as a systematic undertaking including

study, clarification, and identifying optimal approaches to mitigate uncertainty and

challenges. The cognitive process of reflection is triggered in response to a problem, the

presence of unstructured thoughts, and complex situations to identify a solution.

In addition, I used an executive characteristic paradigm for my leadership ethos and

responsibilities, pinpointing the most important traits for success. As a leader, I am

enthusiastic, dedicated, focused, resolute, personable, articulate, and confident (Farrell,

2017). In addition, I am motivated to prioritise product and service creation as part of the

overall strategy for growth and enhancement. Therefore, most of these traits have mirrored

what it is like to be a transformative leader, an essential quality for any leader (Agarwal,

2020). It has been pointed out that I have some leadership requirements that do not include

dealing with disciplinary issues or spotting when moral guidelines are beginning to fall.

Organisational changes in this context are less certain and more transactional or task-

oriented.

In this framework, I was able to discover important characteristics and abilities, but I

also identified areas for improvement that would help me evolve into a more effective leader.

I have made plans to get this by focusing on three specific areas. My first goal is to

strengthen my time management skills to face challenges better and interact with my co-

workers independently (Korejan and Shahbazi, 2016). I have made plans of action to bring
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about these desired enhancements. I plan on drawing on prominent leaders' advice in private

development and organisational management (Cherry and Gans, 2023). One of my initial

courses of action is to develop more effective time-management abilities. A bad prognosis for

enterprises results from inadequate agency and time control. The leadership performance

concept claims that it promotes unfavourable norms across organisations. In addition,

postponing objectives to the last minute can lead to a frantic and badly calculated result,

which can immediately impact the best that can be achieved in the challenge (Pierce and

Newstrom, 2017). If other obligations force me to stray from the original initiative, I may fail

to complete it by the due date. I want to improve my future-focused, long-term strategies

(Farrell, 2017). Nonetheless, this is challenging since I am always attending to the important

responsibilities of the day. My capacity to establish relationships with others is a key factor in

my success in business (Geithner & Menzel, 2016). I like to keep my door open and try to be

friendly. The many distractions and side-tracks make it difficult for me to meet my deadlines.

Strategies to Improve My Leadership Prowess

The tactics to be employed are derived from the works of Stephen Covey and Brian

Tracy, which focus on enhancing personal effectiveness. Before commencing this job, I shall

endeavour to minimise the likelihood of pointless distractions and irrelevant discussions. As a

result, I still desire to maintain a flexible leadership style that encourages open

communication. The prevailing perception among employees is that power is a valuable

resource (Agarwal, 2020). However, by imposing restrictions on its usage, I may allocate

more time without interruptions to enhance my productivity and achieve long-term goals and

objectives more efficiently (Cherry and Gans, 2023). My initial action is to shut my door

physically at specific periods, signalling to others that I am presently unreachable.

Nevertheless, I will ensure that staff members comprehend the necessity of consulting with

me at a designated period.
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The third action involves improving understanding, a fundamental concept in personal

efficiency. Having clear goals and objectives may promote performance and mitigate the

tendency to procrastinate. Ideally, I would begin documenting my desired outcomes,

recognising that this practice will facilitate the visualisation of my goals. This step will

establish a suitable deadline to attain my objectives, imbuing the goal with a sense of

urgency. I will carefully outline and document the necessary tasks that need to be completed.

The subsequent phase will entail further developing my readability, acknowledged wants and

targets, and formulating a strategy based on a checklist (Pierce and Newstrom, 2017).

Engaging in a short period of pre-planning one's daily activities can result in time savings

over an extended period. Henceforth, I shall enumerate the many duties or objectives that

necessitate completion monthly, weekly, and daily. Additionally, I shall diligently strive to

accomplish these goals per my predetermined plan. The use of month-to-month and regular

checklists has been associated with improving performance and effectiveness, leading to

improved motivation and a sense of pressure (Ghasabeh et al., 2015). This is mostly

attributed to the ability of leaders to track and evaluate their accomplishments visually. The

feeling of achievement is what drives progress. This approach will serve as a useful

assessment tool, allowing me to measure my progress and accomplishments. This line of

action aligns with the "Quadrant II" notion, which entails achieving a satisfactory equilibrium

between addressing urgent and important issues in one's professional life. According to

Pierce and Newstrom (2017), four quadrants categorise tasks based on their importance and

urgency. These quadrants are as follows: (I) tasks that are both crucial and pressing, (II) tasks

that are crucial but not so urgent, (III) tasks that are not fundamental but still urgently

required and (IV) tasks that are no longer necessary and no longer urgently needed. Upon

examining my professional endeavours and the salient aspects emphasised in my leadership

scheme, it is evident that I currently find myself inside quadrant I. The aforementioned factor
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significantly impacts my motivation to strive for continuous development, which is of utmost

importance to the organisation's overall functioning to mitigate consumer dissatisfaction

(Pierce and Newstrom, 2017). According to Covey (2004), this phenomenon gives rise to

tension, burnout, and the need for crisis management, ultimately diminishing one's

effectiveness and efficiency. The objective is to make it to the second quadrant, where I

effectively handle non-urgent responsibilities (Agarwal, 2020). The acquisition of this

advantage would significantly impact effectively managing time-sensitive and critical

responsibilities, which now hinder my ability to engage in proactive planning and utilise it for

personal growth and development.

Effectively navigating conflicts when interacting with colleagues necessitates adopting

a more transparent and genuine approach (Geithner & Menzel, 2016). By employing an

organisational model and engaging in self-analysis, I will discern the presence of contrasting

professional experiences and potential peer antagonism among my immediate acquaintances.

Both sides' little issues and irritations could have been neglected, leading to ongoing irritation

(Pierce and Newstrom, 2017). Consequently, this culminates in heightened negative emotions

and hostility among all parties involved. There may exist varying levels of anticipation

among individuals with different levels of expertise (Azad et al., 2017). I have undertaken an

examination of many strategies aimed at effectively addressing workplace challenges through

the organisation of a series of meetings (Agarwal, 2020). The purpose of these conferences is

to facilitate mediation and resolution of existing or potential issues while also fostering a

more transparent and mutually beneficial working environment (Cherry and Gans, 2023). By

implementing these measures to tackle the present situation, I will effectively manage

conflicts and avoid the need to handle difficulties only due to external pressures and

circumstances.

Conclusion
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Upon comprehensive analysis of the entire investigation, it can be asserted that

management constitutes a crucial component of the corporate framework. Individuals must

assess all the attributes contributing to a leader's effectiveness. One illustrative instance of an

effective leader is David Morrison, whose effectiveness as a CEO may be attributed to his

inspirational qualities and encouraging demeanour. In addition, it may be inferred that

effective leaders maintain unwavering optimism in pursuing their aspirations. The person

aspired to achieve gender parity inside the Australian Army and, following a protracted time

spent pursuing various endeavours, ultimately emerged triumphant. Hence, including

motivational factors can effectively stimulate individuals to pursue their objectives with a

heightened sense of determination. It may be argued that significant challenges might impede

progress among leaders. However, implementing certain mitigation techniques can

effectively address and overcome these challenges. Hence, effective leaders must possess a

deep understanding and extensive awareness of their environment's diverse circumstances.

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