COURSE NAME: DIPLOMA IN STRATEGIC MANAGEMENT AND

LEADERSHIP
MODULE TITLE: Development as a Strategic Manager
MODULE NUMBER: 724
STUDENT NAME AND ID: SALIM AHMED NASSER AL SALMI 1285
WORD COUNT: 1300
 TABLE OF CONTENTS
S no. Contents Page
no.
1 Task 1 3

2 Task 2 4

3 Task 3 5

4 Task 4 6

5 References 7
Task 1: Critical Evaluation of Strategic Objectives (400 words)
1.1: Critically evaluate the vision and strategic objectives of your organization
 Begin by analyzing how well the organization’s vision aligns with its current market
environment. Is the vision clearly articulated, and is it realistic given market
conditions, competition, and resources?
 Evaluate specific strategic objectives. For instance, if the organization aims to
increase market share, explore whether the current strategies (e.g., product
innovation, customer acquisition) effectively support this goal. Consider factors like
competitive pressures, technological disruptions, or market trends.
 Example: If focusing on a company like Apple, you could evaluate its vision of
“creating the best products on earth” and strategic objectives related to innovation,
customer loyalty, and expansion into emerging markets like India or AR technology.
1.2: Critically evaluate the managerial and leadership competencies required to deliver the
strategic ambition over the period of the plan
 Identify the core competencies needed at both managerial and leadership levels to
drive these objectives. For example, strategic decision-making, market awareness,
and the ability to manage change might be crucial.
 Discuss leadership styles that might support these goals, such as transformational
leadership, which encourages innovation, or transactional leadership, which focuses
on meeting specific targets.
 Example: For Apple, leadership competencies might include innovation
management, global market insights, and the ability to foster cross-functional
collaboration.
1.3: Use one or more attributed skills analysis models from management theory
 Apply a skills analysis model to evaluate competencies. Katz’s model, for instance,
identifies three critical skills for managers: technical, human, and conceptual. Use
this to analyze the skills needed for senior leadership in the company.
 Alternatively, use Mintzberg’s Managerial Roles, which classifies managerial
behavior into interpersonal, informational, and decisional roles. Map these roles to
the leadership within your organization and analyze their importance for strategic
delivery.
1.4: Identify four significant skills for the next year and three new skills for the next 3-5 years
 Identify four skills the organization needs to strengthen in the next year. These could
be leadership competencies, technical skills, or soft skills like communication and
adaptability.
 Additionally, forecast three skills that will become crucial in the next 3-5 years.
These might include digital literacy, AI integration, or sustainability expertise.
 Discuss the implications of not addressing these skill gaps, such as falling behind in
technological innovation, losing market share, or failing to maintain employee
engagement.
Task 2: Leadership Development and Personal Skills (350 words)
2.1: Research and critically discuss environmental conditions
 Discuss both internal and external environmental factors that could influence
leadership development. Internal factors include organizational culture and resource
availability, while external factors could involve economic conditions, regulatory
changes, and technological advancements.
 Highlight opportunities created by these conditions, such as fostering leadership
development through digital transformation or succession planning. Also, point out
potential challenges like a competitive labor market or ambiguous regulations.
 Example: In a tech-driven company, leadership development could be supported by
opportunities for digital innovation, but adverse conditions like cybersecurity risks
might need addressing through leadership training in crisis management.
2.2: Assess your own leadership skills using analysis frameworks
 Use a personal leadership analysis model such as a SWOT analysis (Strengths,
Weaknesses, Opportunities, Threats) or the Johari Window to evaluate your
leadership strengths and areas for development.
 Compare your leadership capabilities to those required by the organization. Highlight
key areas that need improvement, like strategic vision or communication, and
connect these gaps to the organization’s future needs.
 Example: If the organization is aiming for global expansion, you might need to
enhance your cross-cultural leadership skills.
2.3: Personal Development Plan (PDP) with SMART objectives
 Create a detailed PDP outlining how you plan to develop leadership skills over the
next three years. Set SMART objectives (Specific, Measurable, Achievable,
Relevant, Time-bound) for each development goal.
 Consider methods like coaching, mentoring, formal education, or experiential
learning. Link each method to your personal learning style, which could be identified
through models like Honey and Mumford’s Learning Styles (Activist, Theorist,
Pragmatist, Reflector).
 Include details on actions already taken in the last six months, such as enrolling in a
leadership course or taking on a new leadership role. Analyze the progress and
outcomes of these actions.

Task 3: Contribution to Performance and Leadership Style (350 words)

3.1: Analyze your leadership development’s contribution to the organization
  Evaluate how your leadership development has improved your function’s
performance and contributed to the strategic objectives of the wider organization.
Relate your actions to key HR objectives, such as talent development, employee
engagement, or innovation.
 Example: If your PDP helped you enhance communication skills, explain how this
has led to better team collaboration, resulting in improved productivity or faster
project completion.
3.2: Evaluate the impact of leadership style on HR objectives
 Discuss how your leadership style has either supported or created challenges for
achieving HR objectives. If you follow a transformational leadership style, it might
foster employee motivation and innovation.
 Alternatively, identify situations where your leadership style could have created
friction, such as too much focus on innovation causing delays in achieving routine
tasks.
3.3: Review variances in contribution and how they can be avoided
 Where has your development exceeded expectations, and where has it fallen short?
Provide concrete examples and analyze the reasons behind these variances.
 Propose how to avoid such variances in the future, and discuss how the knowledge
and skills you’ve gained could be shared across the organization. Consider cascading
your learning through mentoring or leading internal development programs.

Task 4: Staff Welfare and Strategic Objectives (400 words)

4.1: Critically evaluate the influence of staff welfare on achieving strategic objectives
 Examine how a focus on employee welfare supports or hinders the organization’s
strategic goals. Welfare initiatives like mental health programs or flexible working
hours can boost employee engagement, retention, and productivity, which align with
organizational objectives.
  Reference relevant legal obligations and duties, such as workplace safety laws,
health regulations, and employment laws, which require the company to maintain
specific welfare standards.
4.2: Discuss your organization’s welfare culture
 Provide practical examples of how your organization commits to staff welfare. This
might include offering wellness programs, childcare benefits, or opportunities for
professional growth.
 Identify any gaps in the welfare culture, such as a lack of mental health support or
insufficient flexibility, and suggest improvements that could align with the
company’s strategic HR goals.
4.3: Determine the impact of welfare on strategic objectives and organizational values
 Analyze how a commitment to staff welfare influences morale and motivation. High
morale generally leads to greater innovation, loyalty, and efficiency, helping the
organization meet its strategic objectives.
 Also, discuss how welfare initiatives reflect and reinforce the company’s values, such
as respect for individuals, inclusivity, or social responsibility.

References
Cameron, E. and Green, M. (2020) Making Sense of Change Management: A Complete Guide to
the Models, Tools and Techniques of Organizational Change. 5th edn. London: Kogan Page.
Kotter, J.P. (2012) Leading Change. Boston, MA: Harvard Business Review Press.
Northouse, P.G. (2021) Leadership: Theory and Practice. 9th edn. London: Sage.
Alvesson, M. and Kärreman, D. (2016) ‘Intellectual failure and ideological success in organization
studies: The case of transformational leadership’, Journal of Management Studies, 53(7), pp. 1228-
1253.
Yukl, G. (2010) ‘Leadership in organizations: The importance of context’, Organizational
Dynamics, 39(1), pp. 5-13.
Ulrich, D. and Smallwood, N. (2012) ‘What is leadership?’, Leader to Leader, 2012(63), pp. 39-45.
CIPD (2023) ‘Leadership: An overview’, Chartered Institute of Personnel and Development.
Available at: [Link] (Accessed: 10
September 2024).
Gallup (2021) ‘How to improve employee engagement in the workplace’, Gallup Workplace
Insights. Available at: [Link]
[Link] (Accessed: 11 September 2024).
Apple Inc. (2023) Annual Report 2023. Available at:
[Link] (Accessed: 11 September 2024).
Google (2023) Sustainability Report 2023. Available at: [Link]
(Accessed: 12 September 2024).