1. Personal Leadership Training plan : Attributes
Columbia Southern University
Dr. Mark Friske
Current Issues in Leadership
LDR 6302-22.01.00
10/14/2022
Introduction
Personal leadership style
personal leadership style attributes
Characteristics of a democratic leader
Charismatic leadership style
Charismatic leader
Transformational leadership style
Transformational leader
Charismatic vs. transformational
Impacts of transformational leadership
Reflection

2. Personal leadership style
Democratic leadership style
Embraces diversity and open dialogue as core values.
The leader's role is to provide direction and exercise authority.
Commands respect and admiration from those who follow you.
Moral principles and personal beliefs underpin all choices.
Seek out a wide range of perspectives (Cherry, 2020).
Behaviorist theory is the one that fits my style of leadership the
best.
Being the change you wish to see in the world is crucial, in my
opinion. According to Johann Wolfgang von Goethe, "Behavior
is the mirror in which everyone exhibits their picture." My main
priorities are the well-being of the team members and
developing effective solutions via cooperative effort.
personal leadership style attributes
Active participant
Each person is given a fair chance to speak their mind, and
there is no pressure to conform to any one viewpoint.
Values other standpoints
I find it fascinating to hear the perspectives of others. To me,
it's crucial that everyone in the team pitches in to find the most
effective answer. To me, it's important to give everyone a voice
on the team since they all have something unique to offer.

3. Characteristics of democratic leader
Attribute:
Talk About It
Subcontract Work
Get Other People's Opinions
Friendly
Approachable
Trustworthy
Participative
Motivate Originality
Regard for Others
Build Confidence
Life example
Working as a Management Analyst in the realm of government
spending, I am frequently required to communicate with the
Program Management Team of a third party firm. No collimated
staff members prevent me from personally performing some of
the work necessary to maintain an accurate external
organization ledger. As a result, I need to be approachable,
polite, and nice to my coworkers so that they would feel
comfortable confiding in me and trusting me with their ideas.
By consistently soliciting feedback from staff and management,
I want to foster a culture of collaboration. This fosters
innovation on the team and opens minds to new points of view.
Charismatic leadership style
They have excellent communication skills.
Passionate in furthering Their Cause.
Professionals have a lot of experience in their field.

4. Act with a level head (Siangchokyoo, et al. 2020).
Leadership traits and behavior are under scrutiny.
Win Over Huge Crowds.
Possible drawbacks
Frustratingly Diminished Clarity
Not Enough People to Make It Happen
Charismatic leader
Charismatic leader example:
president Barack Obama
Charismatic leadership qualities:
Confident
Motivational
Visionary
Courageous and,
Inspirational
Why I chose the leader
Barack Obama is an outstanding leader, which is why I voted
for him. His optimistic resolve to effect change in the United
States motivated me to take action locally.
Transformational leadership style
aids in the development of one's devotees.
Acquire the wisdom and experience to become effective leaders.
Hope for the future.

5. Motivates and encourages others around them.
Mental Exercises.
Special Care Given to Each Person.
Dedication that inspires.
Influence of an Ideal
Possible drawbacks
A Risk of Power Misuse
Uniformity Failure
Transformational leader
Transformational leader example:
Steve jobs
Transformational leadership qualities:
Corporate Awareness
Proactive
Personal Honesty
Inspirational
Confident
Why I chose leader:
That's why I went for Steve Jobs: I think he really shook up the
industry with some really groundbreaking technological
advances that have now become standard fare throughout the
world. He rehabilitated Apple's reputation and helped it become
globally recognized. Spending much of his time cultivating
brand loyalty and a sense of community was a top priority for
him.

6. Charismatic vs. transformational
Charismatic
The abuse of power is motivated by self-interest.
Personality and charisma of the leader are much valued.
Indefatigable and willing to take chances to realize their goals.
Transformational
changes in accordance with its devotees.
Be exemplary citizens.
acts as a role model for others.
Impacts of transformational leadership
A transformational leader is not detrimental for the society or
organization because;
Promotes motivation- A key aspect of transformational
leadership is an emphasis on increasing the morale of workers,
which in turn may boost output and propel teams to new heights
of success. Leaders may inspire their teams either by appealing
to their intrinsic motivations or by giving external incentives
like bonuses and recognition (Al-Husseini, et al. 2018).
Maintains workplace integrity-Transformational leaders focus
people on present duties while working in the company's best
interest. Transformational leaders must be clear, unique, and
honest and ethical.
Encourages professional growth- Transformational leadership
inspires professional growth and project and company goals. It
motivates workers to learn new skills, try new things, and
improve their careers.

7. Reflection
As a result of this task, I was able to learn more about different
models of leadership. It gave me a chance to think about the
qualities of leaders I like and how my own leadership style
compares to theirs. Through this task, I was able to compare and
contrast the characteristics of charismatic and transformative
leaders. Understanding the importance of the leader's capacity
to inspire and influence subordinates has been greatly enhanced
by this task. The way their subordinates perceive them is the
fundamental dividing line between charismatic and
transformative leadership.
References
Cherry, K. (2020). The democratic style of
leadership. Retrieved April, 8, 2020.
Barack Obama | The White House. The White House. (2022).
Retrieved 13 October 2022, from
https://www.whitehouse.gov/about-the-white-
house/presidents/barack-obama/.
Siangchokyoo, N., Klinger, R. L., & Campion, E. D. (2020).
Follower transformation as the linchpin of transformational
leadership theory: A systematic review and future research
agenda. The Leadership Quarterly, 31(1), 101341.
Before you continue to Google Search. Google.com. (2022).

8. Retrieved 13 October 2022, from
https://www.google.com/search?gs_ssp=eJzj4tDP1TcwqzQuMm
D04iouSS1LVcjKTyoGAEhbBtw&q=steve+jobs&rlz=1C1CHBF
_enKE1024KE1024&oq=steve+&aqs=chrome.2.69i57j46i433i51
2l5j0i131i433i512j46i512j0i512j0i271.4254j0j15&sourceid=chr
ome&ie=UTF-8#imgrc=3DKmbPbIk7geLM.
Hu, J., & Dutta, T. (2022). What’s charisma got to do with it?
Three faces of charismatic leadership and corporate social
responsibility engagement. Frontiers in Psychology, 13, 829584.
Al-Husseini, S., & Elbeltagi, I. (2018). Evaluating the effect of
transformational leadership on knowledge sharing using
structural equation modelling: the case of Iraqi higher
education. International Journal of Leadership in
Education, 21(4), 506-517.
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PERSONAL LEADERSHIP TRAINING PLAN: EXPERIENCE
Robert Benders
Columbia Southern University
Dr. Mark Friske
Personal Leadership Training Plan: Experience
LDR 6302-22.01.00
11/16/2022

9. 1
In the Personal Leadership Training Plan on attributes,
knowledge, and skills, there are notable experience resonating
with workforce practices.
Experiences on Leadership, Teamwork, Time management ,
Group management , analytical, ethical decision-making,
problem-solving techniques and effective role management
within an organization is underpinning.
Thus, discussing experience and connection with learning
underpins the presentation .
INTRODUCTION
After an in-depth articulation on Training Plan and focused on
attributes, knowledge, and skills, there are notable experience
accommodating knowledge , leadership and experience for
effective applications.

10. 2
Diagnosis
Elasticity
Cooperating for Success
Collaboration
Discussion
Sympathetic
Leadership Implementation experience
3
Communication , Leadership, Teamwork, Time management ,
Group management , analytical, ethical decision-making,

11. problem-solving techniques and effective role management
within an organization is underpinning.
Leadership style and techniques such as transnational ,
transformational , and democratic will be necessary , offering a
framework for effective leadership
Experience on effective communication, development and
application, self awareness , exploration and efficiency , and
continuous improvement will be necessary for effective leader.
Experience on Performance
Leadership style is critical to the organization leadership and
management , ensuing there is motivation, guidance , direction
and support to employee, providing a positive area for
performance. Similarly, effective knowledge on Communication
, Leadership, Teamwork, Time management , Group
management , analytical, ethical decision-making, problem-
solving and leadership style will be underscoring in
Department Supervisor role, duties and responsibilities.
4
Personal leadership stales such as
Charismatic leadership style
Transformational leadership style
Democratic leadership styles
Noteworthy , attribute experiences such as active participation ,
valuing others’ viewpoints, and qualities such as Corporate
Awareness, Proactive, Personal Honesty, Inspirational and
Confident resonates with my underpinning personal leadership

12. skills and experience for effective performance and
deliverability.
Experiences on Attributes
A key aspect of transformational leadership is an emphasis on
increasing the morale of workers, which in turn may boost
output and propel teams to new heights of success. Leaders may
inspire their teams either by appealing to their intrinsic
motivations or by giving external incentives like bonuses and
recognition (Al-Husseini, et al. 2018). Thus, the developed
skills , attitude and experience will be essential in practice and
performance.
5
Organizational Change is one critical aspect that require
practical and strategic enablers for a successful change
management and implementation.
In my experience with employer, accommodating effective
environment for change management including organizational
preparation , crafting vision and managing change, and Embed
Changes Within Company Culture and Practices.
Particularly, My employer leadership style accommodated
fundamental transformational leadership style to effect
technology adaptation in an organization.

13. Experience with organizational change
Transformational leadership style accommodate qualities such
as changes in accordance with its devotees and acts as a role
model for others with specific features including Corporate
Awareness, Proactive, Personal Honesty, Inspirational and
Confident for effective change management.
6
Successful Change management strategies
In my experience , there were notable change management
strategies for a successful change management including:
Effective communication
Roadmap Establishment
Providing training and participation invitation
Monitoring and measuring performance
A robust leadership skills, experience and attitude.

14. 7
Organization change Motivation
According to the authors, conventional personal development
plans and vertical leadership development is critical in
managing complexity, uncertainty, and change management
(Coopersmith, 2022).
Similarly, creative a positive knowledge in employee motivation
and strategies will be critical.
Specifically , practices such as creating trust culture,
recognizing and appreciating employee efforts and performance,
fostering open communication , purpose- driven, and supporting
growth and opportunities will be underpinning in an
organization's employee motivation.
Furthermore, ensuring resource availability, delegation of work
and responsibility , and creating a culture of open to output and
innovation in as Department supervisor will be critical in
guiding , directing , influencing and supporting employees in an
organization.
In organization change , creating a supportive, interactive and
teamwork environment , recognizing employee contribution and
open communication will motivate employee , creating an arena
for personal , professional and organizational growth and
devolvement. Thus, my role as Department supervisor is not
only to direct but to motivate employees through trust culture,
recognizing and appreciating employee efforts and performance,
fostering open communication , purpose- driven, and supporting
growth and opportunities will be underpinning in an

15. organization's employee motivation.
8
PORTER’S 8 STEPS MODEL
Create Urgency.
Creating a collective team .
Develop Vision and Strategies.
Communicate the Change Vision.
Remove Obstacles.
Set Short-Term Goals.
Keep the Momentum.
Make Change Stick.
Fundamentally, the Porter eight steps including creating
urgency, creating team, developing vision , communicating
vision, removing obstacles , setting short-term goals, , keeping
momentum and making the change will resonate with my future
organization change management
9
Kotter's 8-Step Process for organizational change
Establishing urgency provide a platform for the change need.
Organizational require team with clear strategies and vision for
effective change management.
Removing obstacles and creating an effective arena for decision
and setting short-term goals
Finally , the organization will appreciate keeping momentum
and supporting and monitoring change implementing for

16. productive and effective performance
10
CONCLUSION
In conclusion In the Personal Leadership Training Plan on
attributes, knowledge, and skills, there are notable experience
resonating with workforce practices.
Experiences on Leadership, Teamwork, Time management ,
Group management , analytical, ethical decision-making,
problem-solving techniques and effective role management
within an organization is underpinning.
Finally, accommodating Kotter's 8-Step Process for
organizational change provide an effective framework for
effective change management process and adaption in an
organization setting.
11

17. Al-Husseini, S., & Elbeltagi, I. (2018). Evaluating the effect of
transformational leadership on knowledge sharing using
structural equation modelling: the case of Iraqi higher
education. International Journal of Leadership in
Education, 21(4), 506-517
Coopersmith, K. (2022). Personal Development Planning and
Vertical Leadership Development in a VUCA World. The
Journal of Values-Based Leadership, 15)1, DOI:
https://doi.org/10.22543/0733.151.1380
Kirchner, M., & Akdere, M. (2019). Leadership Development
Programs: An Integrated Review Of Literature. The Journal of
Knowledge Economy & Knowledge Management / Volume: IX
SPRING
References
12

18. PERSONAL LEADERSHIP TRAINING PLAN: SKILLS
Robert Benders
Columbia Southern University
Dr. Mark Friske
Current Issues in Leadership
LDR 6302-22.01.00
11/03/2022
This the topic slide, that represents the topic for this discussion.
1
Introduction
The Hersey-Blanchard Theory of Situational Leadership (SLM)
Applying a Situational Leadership Framework
Decision Modeling in a Normative Framework with Vroom and
Yetton
The Normative Decision Model in Action
Comparing the Normative Decision Model with the Simplified
Decision Model
Skill Requirements for Implementing These Models
My skills
Conclusion
References
The Hersey-Blanchard Theory of Situational Leadership (SLM
Managers' approaches to their subordinates' development and
personality type impact how they lead.
According to this notion, there are four distinct ways of leading.
Giving orders, or telling

19. Assisting in the sale (or coaching)
contributing to or taking part in
Delegating
The Hersey-Blanchard Theory of Situational Leadership
(SLM)..cont.…
Under this theory, there are 4 maturity phases.
S1- Educating is necessary
S2- Motivated but unable
S3- Capable yet uncertain
S4- Capable and self-assured
Applying a Situational Leadership Framework
There are just a few easy steps to take when putting the
Situational Leadership Method into practice.
Describe in broad strokes what has to be done.
Find out how old a person is in terms of maturity.
Pick a degree of leadership that corresponds to their own
Discuss the current situation with the subordinate
Maintain consistent communication with stakeholders all
through the project.
Test how well you think you did.
Decision Modeling in a Normative Framework with Vroom and
Yetton
Questions of decision-making authority are emphasized.
The five distinct decision-making styles represented in this
model are:
Type 1 autocratic (AI)

20. Sorted 2 Autocracy (AII)
Form 1 Consultation (CI)
Type 2 Consultation (CII)
Collective Form (GII)
The Normative Decision Model in Action
Comparing the Normative Decision Model with the Simplified
Decision Model
Situational Leadership Model
allows for variation; it may be adjusted to fit any person or
circumstance
Normative Decision Model
Incorporating extra steps into the process
Excellently rational strategy for deciding which style to employ
Skill Requirements for Implementing These Models
Diagnosis
Elasticity
Cooperating for Success
Collaboration
Discussion
Sympathetic
My skills

21. Using these techniques is something I feel confident doing
because I have most of the necessary talents, which I believe
include:
Diagnosis
Elasticity
Cooperating for Success
Collaboration
Discussion
Sympathetic
Conclusion
No method of leadership or method of making decisions is
foolproof. Time restrictions, the desired amount of engagement,
the followers participating and their abilities, and the quality of
the final choice are all vital to think about when deciding on a
method. There are advantages and disadvantages to both of
these models. Choosing a format that works for you is the first
and most crucial step.
The situational leadership paradigm is one that I find very
appealing. I think it's great for encouraging the growth of self-
confident followers, and I appreciate the way it adapts to each
person's changing needs. As I reflect on my own professional
development, I am able to realize how closely this blueprint
matches my own experiences.
References
Wuryani, E., Rodlib, A., Sutarsib, S., Dewib, N., & Arifb, D.
(2021). Analysis of decision support system on situational
leadership styles on work motivation and employee
performance. Management Science Letters, 11(2), 365-372.
Selvarajah, C., Meyer, D., Jayakody, J. A. S. K., & Sukunesan,
S. (2020). Managerial perceptions of leadership in Sri Lanka:

22. good management and leadership excellence as foundation for
sustainable leadership capacity building in post-civil war Sri
Lanka. Sustainability, 12(4), 1307.
Wuryani, E., Rodlib, A., Sutarsib, S., Dewib, N., & Arifb, D.
(2021). Analysis of decision support system on situational
leadership styles on work motivation and employee
performance. Management Science Letters, 11(2), 365-372.
Team, M. T. C. (2020). The Vroom-Yetton Decision Model:
Deciding how to decide. Mind Tools: https://www. mindtools.
com/pages/article/newTED_91. htm.
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PERSONAL LEADERSHIP TRAINING PLAN
Robert Benders
Columbia Southern University
Dr. Mark Friske
Current Issues in Leadership
LDR 6302-22.01.00
10/31/2022

23. 1
Leadership personal training and development programs have
been sporadic in multiple organizations (Kirchner & Akdere,
2019) .
Personal leadership training pan accommodate multiple
approaches including vertical leadership development and
personal leadership development techniques.
Admittedly , incorporating knowledge in personal leadership
management is critical to use notable sources and practices ,
supporting leadership effectiveness and performance as a future
Department Supervisor for an organization
INTRODUCTION
In this presentation , there is a an in-depth articulation on
effectiveness of personal leadership training plan,
accommodating knowledge as an underpin concept for effective
leadership. At personal leadership techniques, there is an
underpinning need to accommodate vertical leadership
development program that has a bidirectional relationship with
effective organizational leadership and performance.
2
Department Supervisor is a critical leadership position in any

24. organization that require practical and per formative knowledge
and skills.
The Primary durries and responsibilities of a Department
Supervisor includes assigning and delegating tasks to teams,
organizing schedules and providing performance reviews.
Supervisors may also provide mentoring and coaching to help
new and current employees develop their skills.
Fundamentally, knowledge including effective communication,
development and application, self awareness , exploration and
efficiency , and continuous improvement will be necessary for
effective leader (Liden et al. 2014).
Knowledge for Department Supervisor
In this case, there is a fundamental need to acknowledge
knowledge and competencies requirements for a Department

25. Supervisor , creating an effective area for personal ,
professional and organizational performance . Thus , the
Department Supervisor need to accommodate Fundamental
knowledge including effective communication, development and
application, self awareness , exploration and efficiency , and
continuous improvement will be necessary for effective leader.
3
Similarly, there are specific knowledge and obligations
concerning job performance, leadership and employee
relationship for the Department Supervisors.
Knowledge on Communication , Leadership, Teamwork, Time
management , Group management , analytical, ethical decision-
making, problem-solving techniques and effective role
management within an organization is underpinning.
Furthermore, knowledge on leadership style and techniques such
as transnational , transformational , and democratic will be
necessary , offering a framework for effective leadership
Knowledge for Department Supervisor Cont.
Leadership style is critical to the organization leadership and
management , ensuing there is motivation, guidance , direction
and support to employee, providing a positive area for
performance. Similarly, effective knowledge on Communication
, Leadership, Teamwork, Time management , Group
management , analytical, ethical decision-making, problem-
solving and leadership style will be underscoring in
Department Supervisor role, duties and responsibilities.
4

26. Currently, there are notable acquired knowledge including
effective communication, development and application, self
awareness , exploration and efficiency , and continuous
improvement will be necessary for effective leader.
Noteworthy, effective communication will provide a platform
for positive interaction and communication with employees for
a collaborative and cohesive task performance.
Furthermore, self awareness , exploration and efficiency , and
continuous improvement knowledge will provide a platform for
personal , professional and organizational growth and
performance in future.
Existing Knowledge for Future benefits
Knowledge on effective communication, development and
application, self awareness , exploration and efficiency , and
continuous improvement posit practical application in the
position of Department Supervisor , creating an effective area
for decision-making and performance. Specifically, my ability
to communicate , accommodate personal exploration, awareness
and efficiency will resonate with personal , professional and
organizational leadership knowledge and requirements, hence a
positive outcome.
5
Despite critical knowledge in Department Supervision role,
there is a significant need to accommodate additional and

27. critical knowledge of Group management , analytical, ethical
decision-making, problem-solving techniques and effective role
management within an organization is underpinning.
In the personal leadership plan , accommodating stepwise
procedure to achieve the require knowledge of group
management and analytical resonates with significant
organization leadership knowledge.
Required Knowledge
Importantly, I believe that the concepts of Group management ,
analytical, ethical decision-making, problem-solving techniques
and effective role management within an organization is
underpinning leadership and organizational management.
6
STEPS TO ACHIEVE KNOWLEDGE
Establishing analytical, ethical decision-making, problem-
solving techniques
Cultivating Leadership techniques for effective Department
Supervision
Discerning the personal , organizational and professional vision
Practices and plan implementation
Transitioning Out

28. Importantly, I believe that the concepts of Group management ,
analytical, ethical decision-making, problem-solving techniques
and effective role management within an organization is
underpinning leadership and organizational management.
7
Employee Motivation
According to the authors, conventional personal development
plans and vertical leadership development is critical in
managing complexity, uncertainty, and change (Coopersmith,
2022).
Similarly, creative a positive knowledge in employee motivation
and strategies will be critical.
Specifically , practices such as creating trust culture,
recognizing and appreciating employee efforts and performance,
fostering open communication , purpose- driven, and supporting
growth and opportunities will be underpinning in an
organization's employee motivation.
Furthermore, ensuring resource availability, delegation of work
and responsibility , and creating a culture of open to output and
innovation in as Department supervisor will be critical in
guiding , directing , influencing and supporting employees in an
organization.

29. As the Department Supervisor , creating a supportive,
interactive and teamwork environment , recognizing employee
contribution and open communication will motivate employee ,
creating an arena for personal , professional and organizational
growth and devolvement. Thus, my role as Department
supervisor is not only to direct but to motivate employees
through trust culture, recognizing and appreciating employee
efforts and performance, fostering open communication ,
purpose- driven, and supporting growth and opportunities will
be underpinning in an organization's employee motivation.
8
INCREASING EMPLOYEE MORALE
Boosting Employee morale is one fundamental practice in
leadership and organizational management that is beneficial to
an organization and employee.
As a leader there are notable strategies that foster effective
positive attitude, behavior And practice of employee.
Specifically, techniques such as promoting work-life balance
among employees, trust building , supporting employees-led
initiatives and acknowledge and recognizing employee
contribution, output and innovations are underpinning in an
organization environment.
Employee morale is the outlook, satisfaction, attitude, and
confidence that team members have in a workforce. As the
Departmental supervisors , creating effective knowledge on
employee morale improvement practices and implementations

30. posit a positive connection with productivity , employee ,
personal , organizational and professional growth and
devolvement.
9
INCREASING EMPLOYEE MORALE CONT.
The Following are additional strategies for increasing employee
morale in a workforce :
Employee retention
Work performance
Employee motivation
Communication
Employee Productivity acknowledgement
Collaboration
And Employee Engagement
Employee morale is the outlook, satisfaction, attitude, and
confidence that team members have in a workforce. As the
Departmental supervisors , creating effective knowledge on
employee morale improvement practices and implementations
posit a positive connection with productivity , employee ,
personal , organizational and professional growth and
devolvement.
10
CONCLUSION
In conclusion Leadership personal training and development
programs have been sporadic in multiple organizations

31. (Kirchner & Akdere, 2019) .
The discussion has accommodated notable presentation Personal
leadership training pan accommodate multiple approaches
including vertical leadership development and personal
leadership development techniques.
Admittedly , incorporating knowledge in personal leadership
management is critical to use notable sources and practices ,
supporting leadership effectiveness and performance as a future
Department Supervisor for an organization.
Therefore, embracing personal leadership plan and knowledge
have a positive relationship with organizational effective
leadership and performance.
11
Coopersmith, K. (2022). Personal Development Planning and
Vertical Leadership Development in a VUCA World. The
Journal of Values-Based Leadership, 15)1, DOI:
https://doi.org/10.22543/0733.151.1380
Kirchner, M., & Akdere, M. (2019). Leadership Development
Programs: An Integrated Review Of Literature. The Journal of
Knowledge Economy & Knowledge Management / Volume: IX
SPRING
Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014).
Servant leadership and serving culture: Influence on individual
and unit performance. Academy of Management Journal, 57(5),

32. 1434–1452.
References
12
Unit VIII Project
Instructions
Personal Leadership Training Plan: Final
In Units II, IV, V, and VI, you designed PowerPoint
presentations on different elements of your Personal Leadership
Training Plan. Now, you will put all of the sections together
into one PowerPoint presentation. Make revisions to your
previous sections based upon your feedback from your
instructor. Additionally, you will add a description of a
company or leader you admire and what you can learn from this
company or leader.
Start by reviewing your instructor's feedback from Units II, IV,
V, and VI, and then meet the following criteria:
· Combine all PowerPoints into one presentation, and make
revisions based on your instructor's feedback and new
knowledge.
· Add introduction and conclusion slides (two slides).

33. · Select either a leader or company you admire that experienced
a major change in organizational culture.
· Explain that change and the circumstances surrounding that
change (seven slides minimum).
· Explain how you can learn from this change (two slides
minimum).
You are required to use at least one outside source for this
assignment. All sources used must be cited and referenced
according to APA format. You are not required to add
additional slides to the portions submitted in previous units
(unless otherwise instructed by your professor).