Leadership and Management Development Nowadays - Essay Example

Leadership and Management Development Table of Contents Introduction 3 Discussion 3 Leaders aren’t born, they are made 3 Leadership Quality leads to improvement of performance 5 Analysis 5 Is coaching beneficial for developing the leaders of tomorrow or not? 5 The Challenges faced by the organization due to coaching programs 7 Findings 7 Conclusion 8 References 10 Introduction In today’s age of extreme economic downturn and competitiveness, the unwanted dream of every organization is employee engagement and employee retention. This is because; human resource acts as the pillars on which, the brand image and reputation of an organization rests. However, the most important pillar of the organization operates effectively only if the level of intelligence and involvement of the leaders is extremely high. This is because, it is the leader, who instantly presents varied types of decisions and ideas to its employees so as to handle or tackle difficult situations in an effective way. It is done in order to amplify the inner skills and confidence of the employees towards the assigned tasks that may improve their level of performance. By doing so, the level of productivity and profitability of the organization might get enhanced to a significant extent that may augment its position and ranking in the market among others. However, in order to maintain the operation of the organization in an efficient way, the leader needs to maintain good interpersonal relationship with its employees. By communicating with them, in terms of various issues, the level of participation might get enhanced that may improve the performance of the organization as a whole. Thus, it might be clearly the better the qualities of a leader the better might be the performance of an organization (Ulrich, 1997, pp. 223-234). This article mainly highlights the benefits and challenges faced by the organization implementing coaching sessions in improving their talents and skills and organizational performance. Discussion Leaders aren’t born, they are made According to Northouse (2010), leadership is an art or skill that is attained by the individual through vigorous communication and interactions with a wide range of individual or employees. By doing so, varied types of ideas and suggestions are presented in front of wide range of individual, who might also participate in the decision-making process. As a result, the level of confidence and thinking power of the individual also gets enhanced to a significant extent as compared to others. Moreover, due to strategic thinking process, the creativity and innovativeness of the leader to present varied types of ideas related to improvement of the organizational performance and position in the market might get amplified (Northhouse, 2010, pp. 110-123). In addition to this, through coaching and development learning programs, the self assessment and team-building skills of the individual might get enhanced. Such type of skills might also amplify the problem solving nature of the individual that may reduce the conflicts and clashes among the employees. By doing so, the level of interpersonal relationship among the management and employees might get amplified that may also improve their retention ratio of the organizations (Swart & et. al. 2012, pp. 678-689). Not only this, through varied types of coaching and training sessions, the leader might inspire the employees to offer high dedication and commitment towards their jobs so as to improve their quality of work (Schneier, 1994, pp. 123-134). By doing so, the inner strengths and brand image of the organization in the market among other rival players. Furthermore, coaching and developmental sessions also help to improve the team building or bonding skills (Wong, 2000, pp. 178-189). Such type of skills also helps the level of coordination and harmonization among the employees resulting in enhancement of the work performance and productivity of the organization. Thus, such type of coordination helps the junior employees or future leaders to amplify their inner skills and talents resulting in amplification of the quality of work (Snell & Bohlander, 2010, pp. 567-578). Thus, it might be clearly depicted that, through varied types of learning and coaching programs help to improve the competencies of the leaders or general individual needed to accomplish the objectives ad goals of the organizations. Leadership Quality leads to improvement of performance As per the Sims (1998), leadership qualities such as confidence, communication, courage, ethical decision making, tactical decision making, trust, loyalty, passion etc improve mainly through coaching and learning sessions. All these qualities are extremely essential for a leader in this age, in order to resolve varied types of problems that may increase the reputation in the market among others (Sims, 1998, pp. 145-167). For example: the CEO of Tesco Plc, Philip Clarke, with tactical thinking skills decided to implement varied types of performance related pay systems such as bonuses, coupons, medi-claim policies etc in order to improve their dedication power and commitment to amplify the position and sustainability of the organization in the market among other rival players. From this, it might be clearly depicted that, such type of tactical decision making strategies are attained mainly through coaching sessions that increases the performance of the employees and the organization as well (Russell, 1971, pp. 556-567). Other than this, through extensive coaching and learning programs, the CEO of Apple Inc, Mr. Steve Jobs and its employees understand the upcoming risks and so introduced varied types of inventive products such as Mac, I-phone, Ipod etc. This proved extremely effective for the organization of Apple Inc thereby amplifying its reputation and customer base in the market as compared to many others. Thus, it is through training or coaching session, such type of risk overcoming attitude might be accomplished. Hence, improvement of the inner skills of leaders helps to improve the competitive position and reliability in the market among other rival players (Peters & et. al. 2011, pp. 104-109). Analysis Is coaching beneficial for developing the leaders of tomorrow or not? The benefits of coaching are presented below: Improvement of the inner skills: coaching helps in improvement of the inner skills and talents of the employees or leaders that may assist him in analysing the upcoming risks. By doing so, the leaders might easily analyse the solutions to tackle such risks resulting in amplification of the productivity and profitability of the organization in the market among others (Mintzberg, 2011, pp. 445-456). Improvement of communication power: communication is the most essential weapon for an employee or a leader in this age of competitiveness. This is because, by communicating with one- another, any sort of conflicts might get resolved. Along with this, by communication, varied types of ideas and suggestions might be attained that may help in designing effective management strategies. Thus, it is through coaching that enhances the courage of the leaders to communicate with others so as to attain their suggestions and to act accordingly (Long, 2012, pp. 423-435). Improvement of creative and advanced product lines and technologies: coaching programs helps in enhancement of creativeness that leads to development varied types of inventive product lines and technologies. By doing so, the profitability and productivity of the organization and the reliability of the customers might also get increased (Davidson & et. al. 2011, pp. 331-345). Improvement of ethical judgement power: coaching presents the ways to take accurate and ethical decisions. Along with this, it also presents the positive effects of ethical decision making for an organization. For example: presentation of equal remunerations to all its employees helps in enhancement of their motivation towards work and responsibilities (Beck, 2003, pp. 267-278). Moreover, such types of ethical decision making in regard to remuneration, helps in enhancement of the retention power of the employees thereby increasing the brand image and loyalty of the organization in the market. Thus, from the above mentioned facts, it might be clearly stated that, it is the concept of coaching that enhances the creativeness, inner skills and talent of the leader to analyse the present scenario and the future opportunities and risks. The Challenges faced by the organization due to coaching programs The session of coaching also presents varied types of negative impacts over the organizational portfolio. These are presented below: High attrition rates: due to improvement of the knowledge and inner skills, the level of expectation of the employees increases. As a result, it becomes almost impossible to fulfil the expectation of the employees that reduces their motivation or stimulus for work. Due to which, their level of performance reduces and attrition rate increases. Moreover, due to high level of attrition, the brand value and market share of the organization also reduces in the market to a significant extent among others (Beatty & Schneier, 1997, pp. 210-234). Reduction of quality of work: as management fails to implement the type of coaching or learning session required by the employees or leaders, their quality of work reduces. As a result, the efficiency and consistency of the organization reduces in the market that may hinder its growth to a considerable extent (Brown, 2007, pp. 223-245). Thus, from the above mentioned facts, it might be clearly revealed that coaching also leads to varied types of negative impacts over the productivity of the organization. Findings After analysing and evaluating the above mentioned points, it might be clearly stated that, coaching comprises of both positive as well as negative impacts. Just as coaching helps in improvement of the inner knowledge and skills of the leaders and employees, similarly it also leads to enhancement of the level of expectation of the employees. Due to which the employees desires for high remunerations as well as fridge benefits that may not be fulfilled by the management of the organization and thereby lads to attritions. However, due to improvement of the decision making power, the leader might effective tackle the opportunities and risks of the organization thereby amplifying its inner strengths and image in the market. Thus, it is the concept of coaching that helps the leaders to take strategic decisions so as to improve the prosperity and sustainability of the organization in the market (Adair, 2010, pp. 156-167). Therefore, it might be stated that coaching helps to improve creative that assists the employees to develop varied types of innovative product lines so as to attract a wide range of customers. This might improve the total sale and profitability of the organization in this age of aggressiveness. Hence, coaching acts as the catalyst that enhances the leaders or employees to improve their dedication power to achieve the output or results. Conclusion Conclusively, it might be stated that coaching is extremely essential for the leaders and the employees of an organization so as to improve its position in future. However, in order improve the position of the organization, the leaders need to analyse the opportunities and act as per the requirements. For example: in order to penetrate the new markets, the organization of Zara presented varied types of modern and fashionable apparels. This fascinated the customers of varying income groups and cultures that amplified the total sale and profitability of the organization in the market among many rival players. Thus, it is through coaching that encourages the leaders to develop varied types of new products so as increase its market share and dependency. In addition, it is the concept of coaching that helps to judge the target groups of customers for the apparels of the organization of Zara among others. By doing so, it might improve its loyalty and trust within the minds of the customers. Hence, such type of judgmental power is attained through coaching and learning sessions. References Adair, J. 2010. Effective Motivation: How to Get the Best Results From Everyone. New York: Cengage Learning. Brown, L, V. 2007. Psychology of Motivation. London: Springer. Beck, R, C. 2003. Motivation: Theories And Principles, 4/e. New York: Cengage Learning. Beatty, R. W., & Schneier, C. E. 1997. New human resource roles to impact organizational performance: From "partners" to "players.". Boston: Harvard Business School Press. Davidson, J, P. & et. al. 2011. Motivation. London: Sage. Long, R. 2012. Motivation. London: Springer. Mintzberg, H. 2011. Looking forward to development, Vol 65, No 2, pp50-55. Northouse, P. G. 2010. Leadership: Theory and Practice. 5th edition. LA: Sage. Peters, l. & et. al. 2011. Creating Roi in leadership development. Organizational Dynamics. Vol 40, No 2, pp.104-109. Russell, I, L. 1971. Motivation. London: Sage. Snell, A. S. & Bohlander, W. G. 2010. Managing Human Resources, 16th Edition. New York: Cengage Learning. Schneier, C. E. 1994. The Training and Development Sourcebook. New York: Springer. Swart, J. & et. al. 2012. Human Resource Development - Page 79. New York: Cengage Learning. Sims, R. R. 1998. Reinventing Training and Development. New York: Springer. Ulrich, D. 1997. Human resource champions: the next agenda for adding value and delivering results. Boston: Harvard Business School Press. Wong, R. 2000. Motivation: A Biobehavioural Approach. New York: Cengage Learning. Read More