Leadership Plan for Joan, Involving Her Father as Advisor - Case Study Example

Leadership Plan Introduction Leadership can be relevant if the vision of the company is in reality. As the incoming manager of the firm, much has to be done to ensure and maintain the high performance of the enterprise. Firstly, the manager should identify the strengths and weaknesses of the firm. In addition, the manager should always engage the employees in decision making to make the best and most practical decisions. In this case, Joan should identify the best position to put the outgoing manager Garret Salmon due to his experience. Identifying the best position will allow him contribute to the company in an efficient manner (Bolden, 2011). Leadership role Leadership is the most crucial position in any organization. As a leader, one should be able to identify vision and goals of the organization and establish clear ways of accomplishing the goals. While in a leadership role one influences decisions and shows his relevance in the group. The leader should also be creative enough to solve arising problems in the organization. Joan with the leadership role as a manager of the firm is expected to lead the company in establishing ways of going green as the community expects. The leadership role is faced with a variety of challenges, as Joan is new in the position. In addition, there is much pressure on the company from the decision of going green, and the responsibility of the manager is to enforce the move. For these reasons, the incumbent should give results to convince management and employees that she is competent to office. If one in a leadership role gives results, they will get support from both management and employees. Due to this, any decisions made by the leader will enjoy the support from employees, therefore, establishing a better working relationship (Ciampa, & Watkins, 1999). In doing all the above, one in a leadership role should be able to understand and interpret the environment in which the business operates. Developing winning strategies is also a critical factor and executing them in a brilliant manner. Lastly, leadership role involves measuring of the impact of policies established and adjusting them accordingly. It is also the mandate of individuals in leadership positions to develop organizational, departmental, team and personal capabilities. As a leader, Joan should be able to understand and interpret the environment by identifying opportunities that should be the target of action. In addition, she should be in a position to identify threats to the company before they materialize (Bolden, 2011). Leader as individual As an individual leader, the following are expected from her. Firstly, integrity and honesty is a core factor as it helps the organization in moving forward. Trust, on the other hand, is the engine of the body as it determines the support of the management and employees to the leader. Apart from possessing the above qualities, a leader needs to be knowledgeable about the job. Job knowledge will allow the manager make practical decisions regarding different departments in the organization. In addition, the leader should be in a position to know skills needed in various departments. The knowledge of the required skills in various fields will enable the manager identify the most qualified employees to work in those fields. As an individual leader, Joan needs to start a self-development process. The process will assist her in learning essential skills needed in the company. She should also spread the same to the subordinates by encouraging, supporting and assessing the self-development process. The leader should be able to maintain the standards set by the previous leader and improve the status of the company. The green side of the enterprise gives Joan the opportunity to be innovative and improve the situation of the enterprise. As she has not been an active employee in the organization and has not held a leadership position previously, the self-development process will allow her gain the best skills to lead the organization in the desired direction. As a leader, one has to be a good team player or team leader to implement organization goals and objectives. As a team player, the manager will be able to identify problems with the organization and conflicts among employees. Identification of these issues and conflicts will enable the manager solve them before they mature, therefore, allowing for healthy development of the organization. A team leader can win support from the employees and other leaders in the organization, which will contribute to enacting of new ideas. In respect to this, Joan should ensure that she exercises right leadership both as a team and as an individual. She should also develop the skills to help her move or lead an organization (Harari, 2002). Social architect A Social engineer is a person who designs a social site for interaction with a particular goal. As an extrovert, the outgoing manager has been able to develop networks among other organizations that have helped in the development of the organization. Learning the goals of the organization should be the first objective of the leader. Joan should also change the perception of employees in the organization from seeing her as a boss daughter but as the manager of the firm. Changing this can be possible by engaging herself in crucial activities in the organization such as making critical decisions of the firm. The activities will help her build networks within the organization. As the incumbent manager, she should work on improving the social networks developed by his father. Developing the systems will help in increasing sales of the organization products. Because of developing the social networks, it will be easier for implementing the green side of the body. Apart from making the green side of the company acceptable to the social networks, she will also earn respect and support from within the organization and outside. Since the father was an extrovert he interacted with many organizations and individuals, advice from him will be best suited for Joan. Due to this, he should be a senior advisor to the manager and the team. Being a consultant and advisor to the organization will help in gaining and benefiting from the experience of the outgoing director (Hender, & Henley Management College. 2003). Change agent A change agent is a person with the mandate of changing the structure of the organization or improving its activities. In this case, Joan is the change agent of Invitation Inc. As written in the Kent country newspaper, Invitation Inc is expected to get in touch with their green side. As a change agent, she has the responsibility of convincing the entire organization and the social networks of the relevance of the change. For this reason, she must come up with efficient methods of touching on their green side. In addition, the method to be used should be able to maintain the profits of the company or increase (Weiss, 2003). Father as a manager with short-term goal orientation The father as a previous manager has the required experience and expertise to serve the organization. In the short term, the organization can benefit from him in social networks created in last years. In addition, he can manage to give advice to the managers and employees of the organization as well as mentoring them in different fields. As the body will be changing their routine activities to their green side, his advice will be required to Joan, which will help in stabilizing the organization. His mentorship in the organization will also influence efficiency and effectiveness of the organizations processes. The organization efficiency and effectiveness will increase sales, therefore, increasing profits. With his experience in the industry, he will be in a better position to determine the best organizational structure, which will push the organization to a higher level. The social networks established in previous years will be linked to the current manager of the organization, which help in sales in the short will run (Rollin, 2012). Daughter of a leader with long-term goal orientation The daughter has not held any leadership or managerial position in the past. Due to this, her ideas will be fresh and unique to the company. Her obligation is to develop long-term organizational structure while maintaining goals of the organization. Being in a managerial position will help her influence the implementation of her unique ideas that may bring profits in the long run. As a long-term change agent of the organization, she needs to take keen observation on skills of her employees to identify effective and efficient employees. Establishing new social networks for a new product will also help in achieving long-term goals of the organization (Hender, & Henley Management College. 2003). Relationship builder To help in the development of the organization, she should be able to build new relationships within and outside the organization. Developing or building new relationships outside the group will mean new target markets, therefore, increase sales and profits. Apart from creating new target markets, the group will also be diversifying its risks to new markets. The diversified relationships will help in identifying favorable markets for the group (Segal, Gerdes, & Steiner, 2010). Conclusion/Summary Leadership is very crucial in the organization therefore Joan will need to concentrate on being a role model for employees and junior leaders. Being a team player will also help her make the right change as per the expectations. Involving her father as advisor and mentor to the organization will highly contribute to her leadership success. Joan and her father can use the concept of moral compass to give direction to the implementation of the vision and contribute to the success and sustainability of the company. The process can be possible through implementing on the green side of their business. Implementing it will convince the public that they are moral as the community expects. The action will highly contribute to the success of the enterprise (Rollin, 2012). References Bolden, R. (2011). Exploring leadership: Individual, organizational, and societal perspectives. Oxford: Oxford University Press. Ciampa, D., & Watkins, M. (1999). Right from the start. Boston, Mass: Harvard Business School Press. Harari, O. (2002). The leadership secrets of Colin Powell. New York: McGraw-Hill. Hender, J., & Henley Management College. (2003). Innovation leadership: Roles and key imperatives. London: Grist. Rollin, P. F. (2012). 42 rules for your new leadership role: The manual they did not hand you when you made VP, director, or manager. Cupertino, CA: Superstar Press. Segal, E. A., Gerdes, K. E., & Steiner, S. (2010). An introduction to the profession of social work: Becoming a change agent. Belmont, Calif: Brooks/Cole, Cengage Learning Weiss, A. (2003). Organizational consulting: How to be an effective internal change agent. Hoboken, N.J: Wiley. Read More