Most people associate leadership with influence or authority over other people in a group. A leader is usually given a formal position of power or exerted informally. Some of the competencies associated with effective leadership include clarification of roles and objectives, supportive guidance, planning and problem solving, monitoring of operations and the environment, participative leadership, inspirational leadership, and networking (Howell, 2012). On the other hand, the three primary skills that are relevant to leadership include conceptual skills, technical skills, and interpersonal skills, and the most important skill varies from one organization to another. Leadership competencies can be improved through learning experiences and training programs. Some of the ways of training leaders include through case studies, behavior role modeling, and large scale simulations.
The training technique of behavioral role modeling involves a group of trainees who observe someone demonstrate how to handle a specific problem then they act the role and are given feedback. The technique makes the trainees aspire to be in leadership positions within a company. Role models also assure minority groups, especially women that as they long they attain the needed requirements they can get to leadership positions (4 Developing Leaders | Enhancing Organizational Performance. (n.d.) The second technique involves the application of large simulations in the training of managers. Simulations are applicable in organizations with multiple divisions. In this case, the trainees are assigned to different positions in the organization and allowed to play the roles of executives for a specified number of days after which they are given feedback on their performance (Howell, 2012). The third technique involves the use of case studies in leadership training. The company uses situations and scenarios from different companies to test the decision –making skills of the trainees.
In training of leaders, the use of a behavioral role model technique seems to be more effective since the students learn by observing the character of a good leader. The trains get to observe how the role model handles different situations arising in the organization. They also learn how to conduct themselves and how to interact with various parties in the organization. Despite being one of the traditional techniques of training leaders, using case studies to teach is the least effective method.
The four sections in which leadership research is conducted include situation variables, power, behavior, and traits, and skills. Leaders decisions are influenced by many factors which occur from within and outside the organization. The factors entail policies, budget and labor laws, and standard procedures. Leaders have to act according to the severity of each situation. The characteristics of a good leader are evident in the setting of goals by the management to monitor both expected and expected changes. Good leaders have to locate tasks and find a way of solving the situation using the stipulated procedures or formulate new ways of handling the case on the spot. Leadership involves having some influence over different parties within the organization. The effectiveness of leadership is determined by the level of influence individual commands and the situation at hand. Moreover, leaders need cognitive traits and skills to perform their roles effectively. An individual’s beliefs, culture, values, and attitude play a significant role in determining the effectiveness of a leader. In general, the success of leadership is predetermined by the leadership traits. On the other hand, the leadership traits influence the behaviors of a leader, and the behaviors of a leader impact on the level of influence or power that a leader commands over a group or an organization. A leader with good ethics is likely to be adored by many and thus will have more influence on the people as compared to a less popular leader.
The company’s willingness to nurture leaders among its employees. The company is willing to give the employees opportunities to practice new skills.
The company also gives priority to those who have trained during management promotions.
The company involves its employees in the planning of the development program and even offers financial assistance to anyone willing to train.
The company does retain all those who have trained to have management skills. Some of the trainees transfer to other institutions immediately after acquiring the skills.
Lack of collaboration- some employees do not agree with the criteria for selecting employees who join the training program
There is a lack of organization since managers belonging to the same company undergo different management programs.
The organization should develop an organized strategy of training its management trainees.
The management should incorporate employees in the management program decision-making
The organization should formulate ways of retaining managers who have undergone training successfully
The organization should help the trainees to develop a healthy relationship with the organization
The CEO should help to inspire other employees to have a good relationship with the organization. By raising the people’s morale, the company will be able to develop a good pool of managers.
The CEO should help clear the confusion on who is eligible for the management trainee programs to eliminate the disagreements which hinder collaboration.
Leadership is the art of getting subordinates to do something with confidence voluntarily. Leadership functions can be discussed easily by looking at activities that make a good leader. The following are the functions of leadership:
1. Solving problems
A leader gives direction, sets priorities and provides a marker to show they have completed their target, hence problem solved.
2. Motivation and inspiration
The subordinates need to be motivated so that they can continue working towards their target, and excellent leadership skills help a lot in this case. The leader inspires the workers, and they, therefore, see their goals are attainable.
Leadership helps in managing the people under the leader in the right direction (Scouller, 2011). This is where leaders make sure subordinates are playing their part as per the requirement towards their collective vision.
4. Coaching and building a team
With leadership skills, a leader can understand their team’s, therefore, develops individuals or the team in general. A leader then ensures that the available members have different skills needed to achieve their goal.
A leader assigns roles to appropriate individuals with abilities to tackle it, individuals are given directions and shown their place of work to apply skills.
6. Linking management and subordinates
Leadership helps one to interpret the programs and policies of the administration to workers and also how to represent the interests’ of subordinates to management.
7. Setting goals
A leader uses his skills to lay out the goals in a creative manner to persuade the workers to work with zeal and confidence.
8. Obtaining necessary recourses
Through proper leadership, the management can identify the resources needed by the subordinates so as work to run smoothly ( Howell. Jon P.2012). A leader can provide resources at the appropriate time to make sure there is a constant flow of work.
A leader makes policies that are followed by workers for the smooth running of work. This helps to define the course of action to adopt for useful contribution and delivery by workers.
10. Controlling rewards and penalties
Leadership helps one to regulate punishments and rewards awarded to subordinates. The rewards are for motivation, while penalties are for restraining workers from irresponsible behaviors.
The above functions were the only one selected because they are the most critical functions, they show importance of having leadership qualities.
4 Developing Leaders | Enhancing Organizational Performance. (n.d.). Retrieved from https://www.nap.edu/read/5128/chapter/6#115
Donald Markwell, “Instincts to Lead”: On Leadership, Peace, and Education, Connor Court: Australia, 2013. ISBN 9781922168702 “Archived copy”. Archived from the original on 2017-02-22. Retrieved 2016-12-22.
Howell, Jon P. (2012). Snapshots of Great Leadership. London, GBR: Taylor and Francis. pp. 16–17. ISBN 9780203103210. Scouller, J. (2011). The Three Levels of Leadership: How to Develop Your Leadership Presence, Knowhow and Skill. Cirencester: Management Books 2000., ISBN9781852526818
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