As stated by Goldstein (1993 p. 181) and Saddler-Smith (2006 p.375), evaluation involves the systematic gathering of judgemental and descriptive data. Such information enables human resource managers in effective decision making processes relating to adoption, selection, modification and value of the diversified instructional activities. Decisions made are fundamental since they support the development of the most fundamental and valuable asset of an organization, the human resource. The asset requires frequent and efficient development processes to enable individuals to function effectively. According to Piazza and Engen (2005, p. 5), strategic and successful HR development programs are vital in preparing individuals to perform higher level tasks. Such programs involve preparing learning plans within a specified period to facilitate performance changes. HR developments focus upon the competences of an organization in the initial stages, training, and development of workers.
Leadership Learning and Development Models
Today’s business world is therefore initiating more aggressive ways of developing the workforce to optimize their capabilities and enhance the efficiency of their businesses. Leadership development and learning has been a fundamental aspect of an organization. Sussman et al (2001, p. 335) stated that learning is a necessary and basic attribute for effective leadership. Full and customized experiences in leadership development contribute greatly in developing an effective team, individual skills, and organizational performance. Developing leadership helps in organizational growth, renewal, and change.
Great leaders do not take chances in developing their natural talents. Such individuals take time in learning ...
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... direction of the business and the working environment for employees. Such individuals are important in regulating and directing the corporate strategy. Besides developing the individual skills and talents, groups also develop to maximize on their capabilities. Various theories and models apply in expounding how leaders develop and how the learning process should take place. Learning is fundamental in ensuring effective successful performance. However, the steps recommended by various theories or models have not been subject to keen following in practice, particularly in the ELT. As stated by ELC (2009, p. 1), organizations need to invest more on the leadership development if the business is to secure competitive advantages. Increased performance will improve the competitiveness of the company, facilitating the ability to survive in today’s very competitive market.
A person’s title within the organization does not make them a leader. The driving factor which determines if someone is in a leader position is their behavior. This person who is a leader will guide those in the organization by influencing, guiding, giving direction, and opinions (Marquis & Huston, 2012). The culture as well as the climate of an organization begins with the leadership (Azaare & Gross, 2011). Each individual person has their own leadership style. Knowing one’s own leadership style will help them understand themselves and be able to grow as a leader. The purpose of this paper is to look at my own leadership style, including my strengths for leading others. A description of a potential challenge that I foresee due to my leadership style and a plan for my personal leadership development will be discussed.
I chose this particular concept due to the need for effective leadership in today’s workforce as it pertains to employee development. In most cases, many businesses have ineffective leadership development programs that are designed to tear down employees rather than build them up. I have experienced such a lack of leadership through past employment experiences, however, those experiences have afforded me the ability to recognize and prevent those issues from occurring today. I have noticed a lack of focus on behalf of organizations where employee turnaround is the highest. There is nothing more stressful than an organization that is continually trying to see you fail added in with the daily problems of an adult life. The importance of leadership development is found in the constant need for strong and intuitive leadership throughout today’s modern organizations (Rowland, 2016). Organizations of the modern setting will need to explore alternative and innovative avenues to implement effective leadership skills as it pertains to specific industry cultures and or competition. I personally believe that the diversification of today’s workforce has promoted a positive change in how employees are treated and how organizations operate competitively in today’s business
The leadership is a result of a combination of traits, with special emphasis on the personal qualities of the leader, which he should possess certain personality traits that would be special facilitators in leadership performance. This theory shows that leaders are born as such, there is no likelihood of 'making' them later with personal development techniques.
The most effective leaders know better than to try to be someone they are not. They should always be searching for opportunities to reinvest in their strengths. Leaders need to stay true to who they are and make sure they have the right people around them. The book says those who surround themselves with similar personalities are at a disadvantage to those who are secure enough to be surrounded by people who strengths will compliment theirs.
Hall, Peter, & Norris, Peter. (1993). Learning for leadership. Leadership & Organization Development Journal, 14(7), 35. Retrieved August 25, 2011, from ABI/INFORM Global. (Document ID: 81758).
To become a truly effective leader, one must encapsulate the various behaviors related to the aforementioned course learnings in his/her persona and demonstrate such behaviors daily. This course has allowed me to identify four behaviors that all leaders must portray to be effective. The first of which is that a leader must be inspirational. To do so, a leader must set the appropriate vision and direction for the organization and provide a path to achieving defined goals. Additionally, a leader must induce the proper levels of motivation so that each employee has sufficient incentive to work towards the organization’s goals. As discussed in the class, motivation can be accomplished by factors such as rewarding hard work and providing the correct opportunities to employees. While these are motivating in that employees desire to be fairly compensated and to be doing work they deem valuable, inspiration comes more from organizational culture. A leader will be inspirational by setting a tone that appreciates each employee’s contribution, no matter how small in scale it is. Further, employees are inspired when they work collaboratively in a group setting and can capitalize on individual strengths to drive organizational goals.
The leadership is a privilege and it is such a privilege and an honor which will carry the tremendous responsibility which will inspire others to direct them to accomplish goals and vision of the organization. Leadership is about influencing the people, by producing direction, purpose and motivating in order to accomplish the mission, vision and improving the organization. The leadership philosophy is evolved based on the experiences, both positive and negative, in most of the initiatives and activities that we undertake. It is also one among the collaboration and teamwork within which the team members can utilize each other’s strengths to counter the weaknesses of the individuals. By observing, introspecting and experimenting we can developed a leadership paradigm which is inclusive, collaborative and proactive. We can develop the ability to recognize which will approach in order to reach the productive conclusion. The great leaders know their limitations and are capable at utilize their strengths and also the strengths of others to compensate.
Great leadership is not achieved over night, and it is not something that one achieves and stops. Great leaders spend entire lives building and growing their leadership skills. It is not likely that a leader will one day wake up with all of the vision, influence, knowledge, respect, and momentum necessary to be great; these take time to develop. “It is the capacity to develop and improve their skills that distinguishes leaders from their followers.”
Leaders are considered as an important part to any successful organization because the leader is not just being a successful leader but also to bring achievement to the organization and its employees. “Leadership is the ability to influence a group toward the achievement of goals.” (Robins, page 221). Leaders insist employees on entering training courses to improve the productivity, and to expand their knowledge.
When considering the term management, there has always been a common miss conception that this automatically makes an individual a leader. Leadership is only a single element of the management role. Many times managers are more comfortable utilizing a particular leadership style. While this may work well the majority of the time, certain employees or situations may require a different approach. Good leadership requires that the individual recognize the need for change to motivate their employees to accomplish the task at hand or to reach common goals. Understanding the importance of leadership is essential. However, the key element to focus on is what steps can be taken to improve one’s leadership capabilities. For many individuals this may be a difficult question to answer and may only be possible through self-assessment and reflection.
As a growing debate, the question at hand is whether great leaders are born with specific leadership traits, or if one can be taught certain traits over time. According to (Wikipedia.com) the approach of listing leadership qualities, often termed "trait theory of leadership", assumes certain traits or characteristics will tend to lead to effective leadership. I believe that leadership traits such as honest, competent, initiative, inspiring, hardworking, intelligent, and the ability to lead the masses, are some of the leadership traits one should possess. Within this paper, I will examine the overall concept of leadership traits, while observing the traits that were, or can be associated with successful leaders.
Leadership is one of the most important facets in organizations. In most cases, leaders act with respect to organizational culture as well as the codes of conduct that determine the manner in which leaders relate with subordinates. Leadership entails the use of effective communication skills to get activities done in the workplace and to ensure that employees shelve their individual interests for the sake of their organizations’ shared targets. It is the role of leaders to ensure that consumers attain high quality products and services by making certain that members of their firms’ workforce are fully motivated to work effectively and utilize resources in an efficient manner (Bass, 22). With the increasingly sophisticated nature of the corporate world, leadership should not be based solely on the desire to control and coordinate affairs within the workplace, but leaders should also exhibit positive examples and continually monitor the changing trends in corporate governance to initiate the most relevant guidelines. Competitiveness can only be attained when leaders are in a position to set the right standards in their firms and coordinate affairs appropriately by understanding consumer and employee needs.
Every good leader has successful skills to accomplish a common goal within an organization. Although the term leader is often intertwined with the manager; a leader’s characteristics are rarely the same in responsibilities. Leaders are developed by the type of organizational cultured that they are derived in. Thus, bringing the skills to designed changes rather than only promote changes as often may be seen in managers. Leadership is then the support of employees by offering a clear concise understanding of an organization needs and therefore brings balance to the task and the relationship of the employees. So what is the purpose of the leadership? To serve others while transforming the company’s mission into actually obtainable goals while all the while overcoming situational
As I teach leadership development skills within my organization, the topic of personal and employee development naturally arises. When asked leaders often admit how little time is spent on their own development or that of their employees. The most frequent reason for why this is a reality is the lack of time. The problem with this mindset is that leaders often feel that they cannot send employees to a training or development activity, because they do not have anyone who can fill in for the employee while they are gone. In other words, the leader cannot develop their people, because the leader has not spent time developing their people. The habitual assessment and development of oneself and others represents a “deliberate practice” (Fullan, 2011, p.25), that must be adopted if the organization will be able to meet the changing demands of its environment and markets.
Human Resource Development (HRD) can be defined as any activity that contributes to the development of people working for an organisation. HRD is the framework for employees to develop their personal and organisational skills, knowledge and abilities. Development can be formal learning process such as in classroom training, a learning course, or a planned organisational change process; Or informal self-development orientation to engage in flexible, high performance organisations. Such processes include: