Objectives and Purpose of Leadership and Management Development - Coursework Example

To Be Effective, Leadership and Management Development Must Be Aligned To Organisational Strategy Table of Contents Introduction 3 Definition, Objectives and Purpose of LMD 4 Effectiveness of LMD and Link to the Performance 5 LMD as a Strategic Process  7 Talent Management Inc Link to Management Development Cycle 8 Performance Measurement and Assessment including Competency Frameworks 10 Training and Development Activities as Part of LMD 12 Summary and Conclusion 13 References 15 Introduction Leadership is one of the major organizational processes, as this factor is identified to be associated with performance, organisational culture and productivity. The leaders of an organisation are needed to be skilled and talented for managing as well as coordinating business operations with the aim of accomplishing organisational goals. In addition, leadership is an important consideration for the development of an effective workplace culture owing to which employees are able to perform their activities efficiently (CCL. Org, 2015). In this context, Leadership and Management Development (LMD) must be aligned with organizational strategy, because effective leadership aids in developing an effective culture, so that the employees and leaders are able work in a collaborative manner to accomplish the organization goals. Through effective leadership and management of operations, complexities in an organisation can be mitigated and it is also possible to build a healthy relationship among the management and employees (Burgoyne & et. al., 2004). In this context, the coursework intends to explain about LMD along with the purposes and objectives of LMD. The effectiveness of LMD and its linkage to the performance as well as productivity of an organisation has been discussed. It also intends to explain about the association between talent management and management development cycle along with performance measurement as well as assessment. Explanation has also been made in relation to training and development activities, which are part of LMD. Definition, Objectives and Purpose of LMD Leadership can be defined as a motivation factor through which leaders are able to motivate the junior employees to perform their tasks effectively to attain the organizational goals. LMD can be defined as one of the major strategies, which is essential for the development of organisational as well as leadership culture along with effective management of operations. Leadership and management are identified to be similar in terms of motivating the junior employees and both required people to work together to accomplish organizational goals (Kotter, 2015). But in certain cases, leadership and management are recognised to be different owing to the fact that leadership have the ability to change the attitude of subordinates and on the other hand, management only can change the behaviour of employees. In this context, LMD is required for the development of an organisation in terms of economic growth and business sustainability in the long run. LMD is a vital concept for enhancing motivational skills, communication skills as well as problem-solving skills for the improvement of an organisation (Kotter, 2015). The objectives of LMD are to develop effective business strategy and business processes with the assistance of which profitability can be improved. Leadership quality of the management is needed to be enhanced, so that the employees can have the support related to their activities from the leaders. In addition, LMD is vital for improving organizational culture by handling employees or subordinates successfully. Clear instructions are important considerations for LMD with the aim of meeting the expectations of an organisation as well as coordinating the activities of the employees, so that operations are performed in alignment with organisational goals. The objective of LMD is to explain the responsibilities of leaders and managers for the development of an organization playing important role in terms of productivity as well as performance (Kotter, 2015). The purpose of LMD is to develop an idea and a concept to increase awareness amid employees regarding leadership and management. To build a good as well as healthy relationship among the leaders, managers and employees for, improvement of an organization can be one of the purposes of LMD. Another purpose of LMD is development of education, intelligence and skills of employees through which employees can become self-confident and do their tasks effectively. Develop new approaches for LMD such as skill development program and e-learning within an organization based on which employees are able to perform their operations in a competent and satisfied manner (Bolden, 2005). Effectiveness of LMD and Link to the Performance In the present day context, LMD is essential for the organizational development, as it helps in the improvement of the performance of an organization. Through leadership strategy, it is possible to develop a good team for attaining the organizational goals. Leadership and management are important to improve the skills and knowledge of the employees through which employees can perform their task successfully by having a better learning about organisational goals, purposes and operations (Thorpe & Mumford, 2010). In an organization, managers as well as leaders play a vital role in every aspect relating to operations, employee management and workplace development among others. In this context, LMD is important to identify the problems and accordingly, develop measures based on which the identified problems can be mitigated. In this respect, LMD is recognised to have an effective purpose based on which employees are able to conduct their operations as a team. An effective and strong LMD is also essential to increase the profitability along with expanding a business in different places (Thorpe & Mumford, 2010). LMD can be defined as skills, which can be required for the improvement of the performances of an organization and also developing a positive workforce. LMD is important for long-term growth as well as success of a business in different market segments. A good as well as strong LMD is also required for building an appropriate organizational structure, so that business operations are conducted in a systematic manner. LMD also assist in assessing the performance of the employees. Presently, LMD is identified to be an important process implemented by organisations with the aim of enhancing functional performance, organisational inheritance and developing an appropriate compensation structure. Correspondingly, an organisation operating on the basis of LMD framework is facilitated with the opportunity of building an effective business environment. Effective LMD is also related to performance owing to the fact that leaders and managers developing strategies in accordance with LMD are able to ensure that employees are able to perform their operations with enhanced job satisfaction and confidently (LMD, 2015). Leaders play a vital role in innovating ideas for systematically performing operations and managing the team members to attain competitive advantage. Effectiveness of LMD can be ascertained of the basis of certain factors that include productivity level, skills base, employers and economy as well as state policy. An organisation operating on the basis of the above mentioned factors are able to ascertain that operations are conducted in an appropriate manner with the aim of performing operations with better sustainability as well as stability. LMD is also essential for improving the interaction among the managers and team members, so that operations are performed in a coordinated way and in accordance with organisational objectives. The LMD framework is also determined to be vital for motivating employees with the provisions of compensation and effective workplace environment. LMD facilitates in obtaining required knowledge and learning about ethics as well as behaviour within an organization, which can be helpful for improving leadership strategies and managerial capabilities (LMD, 2015). LMD as a Strategic Process  Strategic process is essential for improving performance and development of an organization. LMD is also considered as a strategic process owing to the fact that the process aids leaders as well as managers to be effective in terms of developing competency and knowledge for managing and coordinating operations effectively. The processes associated with LMD include management education, management training and management learning. These three processes are important for ascertaining that managers and leaders are able to perform their activities competently. Management education is a process based on which knowledge as well as skills for improving organizational performance can be enhanced. In addition, leaders as well as managers are able to support reliability in the practices of management on the basis of strategies formulated. Learning management is a process based on which opportunities are offered to the workforce to enhance learning about organisational activities, organisational objectives and organisational structure among others. Management education is a process of developing a strategic way to have an understanding about organisational culture and workplace requirements, so that an effective organizational culture can be maintained with the aim of developing an appropriate organizational structure (New Found land Labrador, 2009). The strategic process involves several steps for attaining the organizational goals. Based on the LMD processes innovation as well as creativity along with decision making process can be maintained for the improvement of organizational performance. LMD focuses on the issues, which may affect an organization and the efforts of the employees. In this context, the processes are based on the strategy of building a healthy relationship with the employees, leaders and managers. A healthy relationship between employees, managers and leaders will facilitate in recognising as well as mitigating issues in a suitable manner (New Found land Labrador, 2009). Based on the strategic process or strategic planning, it is also essential to analyse the abilities as well as skills of the leaders and the managers for the development of an efficient management structure. Strategic processes as well as LMD strategy both are required for the improvement of business operations along with enhancing the learning capacity to attain competitive advantage. Strategic processes are important for the improvement of the business process by developing various steps and likewise, it is essential for building new skills for enhancing knowledge and self-confident amid employees for the success of a business. In this respect, LMD is identified as a combination of processes based on which business operations can be performed in an organised manner (Spackman, 2015). Talent Management Inc Link to Management Development Cycle Talent management is an important tool for the development of an organization and it is identified to be linked to management development cycle. Through talent management, leaders are able to enhance and maintain the abilities of employees properly. In addition, talent management is recognised to be an important consideration based on which leaders are able to utilise the competencies of employees with the intention of accomplishing organisational objectives competitively. Talent management also helps the managers and employees to obtain information regarding the importance of competencies required for performing different operations with the aim of achieving organizational goals and developing linkage between workforces as well as business goals (Oracle, 2012). By obtaining adequate information, managers and employees are able to develop an effective management through the talent management tool as well as process. Talent management also helps the employees to improve their knowledge as well as skills, so that they can utilize the skills in building leadership strategy for the development and improvement of a business. Talent management is also essential for increasing awareness of the employees related to their job roles and to gain knowledge about the uses and importance of technology. In the present day context, uses of advanced technology is essential for the improvement of the business process, because by using advanced technology managers and employees are able to provide better products and/or services as per the demands of the customers (Oracle, 2012). In this regard, it can be evaluated that talent management and management development cycle are associated with each other owing to the fact that succession of management development depends on the talent management tools. Through talent management tools, it is also possible to assess the skills and abilities of the employees to do their work within an organisation. Talent management is also linked to management development, because it helps the management to utilize the talent as well as skills of the employees for the improvement of the organisational performance along with the performance of employees (Birchall & et. al., 2008). It also helps the management to make the employees self-confident, so that they can perform their work effectively and independently based on organisational objectives. Talent management is also essential for the improvement of the professional life of the employees along with increasing the productivity of the business. The management development cycle involves business planning, human resource (HR) planning and team planning, which are required for the development of an appropriate business management. In this regard, team planning involves training and development activities based on which employees are trained, so that they are able to perform operations based on organisational objectives. Career planning is also essential for the development of talent of individual employees for ensuring that they develop a sustainable career based on their competency level (Birchall & et. al., 2008). Performance Measurement and Assessment including Competency Frameworks Leadership competency provides common as well as competent framework for management practices such as recruitment and selection, which is involves in hiring people based on experiences and knowledge. It also involves performance management, where the performance of employees can be evaluated and assessed on the basis of competencies. Professional development also involves development of capabilities to meet the requirements related to the job roles for effective development of leadership capabilities. Career planning is an essential framework, which facilitates in developing abilities of employees to meet the current as well as future requirements (Australian Catholic University, 2012). The competency framework in LMD is essential to support the team members regarding their job roles and job purposes, so that operations are performed on the basis of organisational goals. The role of managers is to select the leaders, who can lead the team effectively and manage the management practice properly to achieve the organizational goals. The role of leaders is to manage the team members properly and provide them training program, so that they can obtain the knowledge related to the job roles and improve skills accordingly. Competency framework is an important tool, which is essential to measure as well as assess the performance of the employees (Manchester Metropolitan University, 2014). Source: (Royal Pharmaceutical Society, 2015) From the above diagram, it can be evaluated that the competency framework comprises different elements that include career and succession planning, performance management, training and development, reward system, recruitment and selection along with culture changes. These are also essential for developing leadership and management competencies, as leaders also play a crucial role in building an effective management based on which managers are able to conduct their activities effectively. Leaders also play a vital role in measuring the performance of employees through their skills and capabilities to complete their designated activities successfully. Leaders are also able to manage team members properly and support them in their job activities to enhance their skills along with experience. It can also be evaluated that the reward system as well as training and development program is essential for assessing the performance of leaders along with the employees. The performance of leaders can be measured through the capability of the leaders to manage the team and providing them training program regarding the job purposes (Royal Pharmaceutical Society, 2015). Training and Development Activities as Part of LMD Training and development activities are the part of LMD, because training and development is an important tool, which is required for the improvement of the performance of individual employee and group members of an organization. In this regard, it can be evaluated that activities of training and development focus on the skills of employees. Training is provided to the new joining employees related to their job roles along with norms of an organisation, so that they can gain the required information based on which operations are to be performed. Training and development activities are also required for the improvement of leadership strategy and management (LMW, 2012). By improving leadership strategy, the leaders are able to develop good team through which they can perform their work successfully and achieve the organizational goals. Training and development activities have greater impact on the assessment of the performance of employees. In training program, employees are able to share their knowledge and ideas with other members and can acquire knowledge from other members through which group members are able to share their experiences and skills with others. In this regard, it can also be ascertained that with the help of training program, employees are able to increase their confidence level along with awareness (Mabey, 2007). It also helps to maintain a strong collaboration among team members as well as enhance team work. Training and development also helps to understand the roles and responsibilities of employees. In addition, training assist in managing employees properly for increasing the productivity of team members. Leaders should have a higher level of confidence to manage a team, because in a team, there are people representing different culture and competency level work together. The differences can be based on culture, education, knowledge and experiences. Therefore, it is difficult for leaders to manage a team properly and accordingly, leaders are required to develop strategies based on which team members are managed effectively. Hence, the training program is essential for the leaders to enhance the skills of employees and make them confident for the improvement of the performance of an organization. As a part of LMD, training and development activities are important for assessing performance along with improvement of business process (McBain, 2012). Summary and Conclusion From the above discussion, it can be comprehended that LMD is an important process and strategy, which is required for the improvement of leadership strategy and development of appropriate management practice. The purpose of LMD is to enhance the skills of employees and improve organisational performance. The purpose of LMD is to change the old concept and develop a new concept for the improvement of leadership strategy and organization effectiveness through strategic planning. With the help of LMD strategy, it is also possible to enhance the capabilities as well as abilities of the leaders, so that the leaders can develop a good as well as effective team for ensuring that operations are performed in a competitive manner. It has been also observed that LMD can be adopted as the strategic process for effective training as well as development of employees. In this regard, training and development activities are recognised to be essential part of LMD. Training and development activities are also important for the assessment of the performance of the employees, as through training employees are able to improve their skills and knowledge. It has been also recognised that LMD is an effective process for assessing as well as measuring the performance of employees, as it is also related to talent management. Talent management is an essential tool, which can be used to utilize the talents and skills of employees for attaining the organizational goals as well as competitive advantage. Leadership competency framework involves recruitment and selection, training and development, career as well as succession planning, which are related with performance measurement and career development along with leadership improvement. The performance of employees can be measured by observing the performance of employees. In this respect, leaders are identified to be developing an effective team, so that activities are performed in an aligned and time effective manner. In addition, performance can be measured based on the ability to complete a work within a specific time. The performance of leaders can be measured based on the ability power to manage team successfully and motivate the team members for their work. Improvement of leadership skill is essential for the development of managerial skills and for improving performance as well as productivity of an organisation. In this respect, it can be concluded that leadership and managerial development is an effective strategy, which is important for enhancing skills and talent of employees along with performance. References Australian Catholic University, 2012. Leadership Competency Framework. Human Resources Directorate. [Online] Available at: http://www.acu.edu.au/__data/assets/pdf_file/0010/485506/Leadership_Competency_Framework_Guide_for_Managers_230914.pdf [Accessed May 14, 2015]. Birchall, D. & et. al., 2008. Talent Management. A Henley HR Centre of Excellence Research Report, pp. 2-46. Burgoyne, J. & et. al., 2004. The Development of Management and Leadership Capability and Its Contribution to Performance: The Evidence, the Prospects and the Research Need. Education and Skills, pp. 1-83. Bolden, R., 2005. What is Leadership Development. Purpose & Practice, pp. 2-57. CCL. Org, 2015. Leadership Strategy. Organizational Leadership Discovery Services, pp. 1-7. Kotter, P. J., 2015. Leadership: What Is It. SAGE Publication, pp. 1-42. Thorpe, J. R. & Mumford, A., 2010. Leadership, Management and Organizational Development. University of Exeter, pp. 1-12. LMW, 2012. The Impact of Leadership and Management Development on Organisations. Impact. [Online] Available at: http://www.lmw.org.uk/wp-content/uploads/resources/ImpactofLMDonOrgs.pdf [Accessed May 14, 2015]. LMD, 2015. Performance Management & Development. LMD Learning Solutions Ltd. [Online] Available at: http://www.lmd.co.uk/expertise2.html [Accessed May 14, 2015]. Manchester Metropolitan University, 2014. MMU’s Leadership and Management Competency Framework. Human Resources. [Online] Available at: http://www2.mmu.ac.uk/media/mmuacuk/content/documents/human-resources/a-z/policies-schemes-and-terms--conditions/Leadership_Competency_Framework.pdf [Accessed May 14, 2015]. Mabey, C., 2007. Developing Effective Managers and Leaders. Edinburgh Business School, pp. 1-33. McBain, R., 2012. The Business Benefits of Management and Leadership Development. Chartered Management Institute, pp. 3-73. New Found land Labrador, 2009. A Guide to Leadership and Management Development. Centre for Learning and Development, pp. 1-13. Oracle, 2012. The Future of Talent Management: Four Stages of Evolution. An Oracle White Paper. [Online] Available at: http://www.oracle.com/us/media1/future-talent-mgmt-4-stages-1679534.pdf [Accessed May 14, 2015]. Royal Pharmaceutical Society, 2015. Leadership Competency Framework. Document. [Online] Available at: http://www.rpharms.com/pressreleases-pdfs/1445---rps-lcf-document---final.pdf [Accessed May 14, 2015]. Spackman, T., 2015. Gower Handbook of Leadership and Management Development. Crafting a Leadership and Management Development Strategy, pp. 58-81. Read More