BSBLDR801 assessment kit lead personal and strategic transformation 1 bsbldr801 LEARNER GUIDE XXXXXXXXXX18 assessment details Student Full Name Student Number Employer Name Assessment Location...

BSBLDR801

assessment kit
lead personal and strategic transformation
1
bsbldr801 LEARNER GUIDE 18
    
assessment details
    
Student Full Name
    
    
Student Number
    
    
Employer Name
    
    
Assessment Location
    
    
Assessor Name
    
    
Date
    
result
    Candidate has been assessed and is not yet competent (NYC)
    
    Candidate has been assessed and is competent (C)
    
    candidate declaration
I declare that the evidence I am submitting for this assessment is my own work. I have read the requirements of the unit of competency, and the assessment tasks and the evidence are a demonstration of my skills and knowledge of the unit requirements.
    
Student Signature
    
    
Employer/supervisor signature
    
    
Assessor Signature
    
unit of competency assessment requirements
    ELEMENT 
    PERFORMANCE CRITERIA 
    Elements describe the essential outcomes.
    Performance criteria describe the performance needed to demonstrate achievement of the element.
    1. Reflect on personal efficacy
    1.1 Identify and apply strategies to create a climate that encourages and allows for the receiving and giving of constructive feedback
1.2 Regularly review own performance in terms of personal efficacy, personal competence and attainment of professional competence outcomes and personal development objectives and priorities
1.3 Review own capacity as a role model in terms of ability to build trust, confidence and respect of diverse groups and relevant individuals
1.4 Evaluate personal effectiveness in building an effective organizational and workplace culture
1.5 Analyze and evaluate personal effectiveness in developing the competence required to achieve operational accountabilities and responsibilities
    2. Lead in a transformational manner
    2.1 Apply transformational and transactional leadership practices 
2.2 Demonstrate empathy in personal communication, relationships and day to day leadership role
2.3 Lead consistently in an inclusive manner that is respectful of individual differences
2.4 Monitor and regulate own potentially disruptive emotions and impulses
2.5 Manage work-based relationships effectively
2.6 Integrate own emotions with cognitions in personal leadership style
2.7 Evaluate personal leadership style and adjust for different contexts
    3. Model and cultivate collaborative thinking
    3.1 Apply judgement, intelligence and common sense when undertaking day to day leadership role
3.2 Analyze relevant legislation, information and intelligence sources when evaluating business opportunities
3.3 Draw upon personal expertise of self and relevant individuals to achieve strategic results
3.4 Seek and encourage contributions from relevant individuals
3.5 Model and encourage collaborative communication and learning approaches in the workplace
3.6 Cultivate existing and new collaborative and participative work relationships
    4. Provide strategic leadership during change processes
    4.1 Positively convey organizational direction and values to relevant individuals and relevant stakeholders
4.2 Analyze the impact and role of leadership during organizational change
4.3 Analyze and confirm capacity and competence of relevant individuals to contribute to change processes and plans
4.4 Develop learning and communication solutions to address problems and risks arising for individuals during organizational change
4.5 Identify leadership styles and develop approaches to best respond to the impact of change on people and processes
performance evidence
Evidence of the ability to:
· reflect on and improve own development, personal leadership style and self-management skills
· demonstrate the application of leadership styles and approaches appropriate to individuals involved, the outcomes being sought and the context
· model and encourage collaboration
· provide strategic leadership during a change process
· effectively manage workplace relationships
· analyse relevant legislation, information and intelligence sources.
knowledge evidence
To complete the unit requirements safely and effectively, the individual must:
· outline the relevant legislative and regulatory context of the organisation
· state the organisation’s mission, purpose and values
· outline organisation’s objectives, plans and strategies
· describe a range of leadership styles
· describe personal development planning methodologies
· outline data collection methods
· explain the process for external environment scanning relating to social, political, economic and technological developments
· explain emotional intelligence and its relationship to individual and team effectiveness
· explain organisational transformation and the management of the stages of change
· explain organisational design and building in responsiveness of operations to change in customer or market conditions.
assessment methods and tasks
    Assessment Task
    Assessment Method
    Due Date
    Task A
    Short answer questions
Demonstrates your sound knowledge of the underpinning theory of the unit requirements in your answers.
    
    Task B
    Role-play
Demonstrates the application of your skills and knowledge by performing a demonstration of a simulated scenario.
    
    Task C
    Case study
Demonstrates your skills and knowledge in applying them to a relevant project scenario.
    
You are required to complete all assessment tasks to demonstrate competency in this unit. The purpose of this assessment is to assess your ability to identify your own resource usage, show compliance and understanding of relevant regulations and work collaboratively to find new environmental efficiencies within the workplace.
resource requirements
Assessment must be conducted in a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the management and leadership field of work and include access to:
· legislation, regulations and codes of practice
· workplace plans, mission statements, policies and procedures
· case studies and, where possible, real situations
· interaction with others.
flexibility in assessment tasks
Trainers must ensure that students understand the assessment instructions, tasks and the expectations of the assessment. Our assessments allow for flexibility in that trainers can assess students verbally or offer written assessment to demonstrate skills and knowledge in some cases to allow for reasonable adjustment.
assessment task A: short answer questions
    Student Name:
    
    Completion Date:
    
    Student Instructions
· There are 12 questions, and all must be answered correctly to achieve a satisfactory result for this assessment.
· Read the questions carefully and provide short, written answers in the space provided.
· You can use any of your learning resources provided to you to answer the questions.
· If you are unsure, please ask your trainer for help.
    
    1. a. Identify four professional development activities and explain how they can assist leaders to improve their skills?
1. Opposition workshop: Dealing with obstruction from all points is perhaps the most troublesome difficulties in the work environment. At the point when laborers and clients can't help contradicting choices made by the executives, they set up genuine barriers. These workshops will help pioneers in sharpening their abilities in managing obstruction.
2. Reenactments of carrying out or presenting change: Change is unavoidable in any association and advances proficient turn of events. Recreations can help pioneers in appropriately getting ready for the progressions that their organization may confront.
3. Meeting and gathering reenactments: It will help pioneers in getting ready how to keep out of mischief at a gathering just as how to react to and manage analysis and criticism.
4. Representative rewards: A fruitful pioneer can perceive and compensate the qualities of associates and workers. This can be extreme, which is the reason taking a seminar on distinguishing others' abilities so you can compensate and recognize them adequately is a shrewd thought (Boamah et al., 2018). It will help pioneers improve their capacity to identify the abilities of their adherents/representatives.
b. Complete the table below to reflect on your personal leadership and management skills. List all key management and leadership skills. Identify your current level for each skill and state one improvement method to help you achieve competency for each skill you listed as average or poor.
    Skill/Knowledge
    Current Level
    Improvements
    
    Poor
    Average
    Good
    
    Communication
    
    
    yes
    
    problem solving
    
    
    yes
    
    Delegating
    
    yes
    
    Select concrete goals and execute them
    giving/receiving feedback
    
    yes
    
    Attending workshops on how to give and receive feedback positively
    Conflict resolution
    
    yes
    
    personal counselling by trained professional
    provide motivation
    
    
    yes
    
    planning
    
    
    yes
    
    Decision making
    
    
    yes
    
    2. In the table below, list two examples of leadership styles and provide two characteristics for each style.
    Leadership style
    Characteristics
    The method and approach to offering guidance, implementing goals, and inspiring others is referred to as a leader's style.
    A characteristic or attribute that is characteristic of a person, location, or item that serves to identify them.
    Transactional Leadership Style
    · Emphasizes advantage trade, arranging, and execution.
· Motivates people through remuneration and discipline, and draws in them by means of personal responsibility.
    Transformational Leadership Style
    · Uses appeal and fervor to persuade others and spotlights in group building, inspiration,
· Participation with workers at all levels of an organization to accomplish positive change.

    3. Explain how emotional intelligence can contribute to team effectiveness.
The emotional intelligence of colleagues is pivotal in characterizing the group's exhibition and usefulness, just as the nature of a definitive item being produced. Passionate insight capacities seem to help collaboration and correspondence capacities fundamental for debate goal and keeping the group zeroed in on creating the ideal item. Colleagues should have a blend of specialized information and all around created passionate insight, including mindfulness, sympathy, and social mindfulness, just as be profoundly energetic and ready to move and propel their partners, to advance positive, reformist, and compelling group working conditions (Farr-Wharton, 2017).
    4. Discuss the concept of organizational transformation.
When there is a change in the manner business is done, or when there is a re-designing or rebuilding activity, hierarchical change happens. Alongside primary changes, the disposition of staff, their perspectives, and the way of life of the firm change essentially. It is about totally overhauling an association. An organization should execute strategies to keep up its upper hand. To streamline change endeavors, notwithstanding, they should figure out how to interface initiative and all laborers with new strategies for working together to support the progress. Hierarchical change is a nonstop obligation to improving quality, client care, improvement, and commitment at all levels of the association. The significance of subtleties in making change a reality couldn't possibly be more significant. Everything comes down to assets, schedules, and financial plans (Blanchard, 2018). It is tied in with fostering a dream for the future that will give long haul results. Change exercises give imperativeness to the association by improving and renewing it. The initial move toward hierarchical change is to foster a compelling vision.
    5. Explain the purpose of using data collection methods such as surveys, interviews and observation to scan the external organizational environment.
Ecological examining is the gathering and utilization of data in regards to occasions, patterns, and connections in an association's outer climate that will help the board in deciding the association's future strategy. The objective of gathering information to filter the outside climate is to give us with measurements on late patterns, clients, rivals, promoting designs, and chronicled occasion investigation to assess future events. It permits an individual or association to address relevant inquiries, survey results, and gauge future likelihood and patterns (Fernandez & Rainey, 2017). Exact information gathering is basic for supporting exploration trustworthiness, settling on educated business choices, and guaranteeing quality confirmation and execution.
    6. Complete the table below by providing one suitable management strategy for each organizational stage of change.
    Stage of change
    Management strategy
    
Denial stage
    The denial stage might be taken care of with by giving clear data to laborers about the conditions that prompted the change, empowering association and discussion about the change, guaranteeing that all partners start working as per the settled upon methods, and anticipating the change.
    Commitment stage
    Remember your objective consistently. To work with the shift, authoritative frameworks should be changed. Give the individuals who show the altered conduct with acclaim and rewards (positive results). Pioneers and other change specialists should set clear assumptions for how changes will be carried out. Include whatever number staff as could be allowed in the execution of the change technique (Allafchi, 2017). Checking progress and clinging to a reliable system!
    Acceptance stage
    Direct a change review and dispatch impermanent, non-restricting preliminary drives to more readily survey the impacts of the change. Help investors in modifying their plans to oblige the change, and embrace the laborers' difference in...