Personal Leadership Portfolio
Matthew ‘Cody’ Selvester
MGT677 – Leading, Empowering, and Motivating Others
Summer 2018
Selvester – Page 2
A good personal leadership development plan starts with two questions that need to be
answered. What is my vision for my career? What are the steps I need to take to make that
vision a reality? In the below pages I will discuss my answers to these two questions, as
defining my goal and the necessary steps to successfully achieve it will empower me to stay
true to my career path and develop my full potential.
The first question is fairly simple for me to answer, from the self-assessments I have confirmed
that I have both High Leadership Potential (Appendix 1.1) and High Strategic Leadership
Potential (Appendix 11.1). Both of which will be useful as my overall goal is to climb the
corporate ladder all the way to the top and one hold an executive position as a leader of a
company. To me, being a leader means motivating and empowering others to develop and be
successful. A true leader is not put in place just to order around all of his/her employees but to
set the tone and be supportive of the team so that they can get their jobs done. During the
self-assessment of chapter two I was very much aligned with the “Theory Y” attitude (Appendix
2.5), which is very accurate as I believe that my employees do not need to be micro managed
and will be more productive they are in charge of their own assignments. This is proven
especially true as for the past ten years I have taken on managements roles of both projects
and people, the people working on my projects are subject matter experts and often far more
knowledgeable on certain topics than I am. Often times I rely on their participation and input
when it comes to the decision making. As we learned in the case study in chapter three of the
text not everyone is motivated my money and by allowing employees to have complete control
