Advanced Leadership and Decision Making

This article discusses advanced leadership and decision making, specifically intelligent leadership and modification of organizational systems without damaging the organization or losing good leaders. The article uses a metaphor of bikes and frogs to explain the difference between the two types of systems within an organization. It also discusses the importance of building trust, implementing organizational culture, encouraging learning, and teamwork for effective intelligent leadership. The article concludes by emphasizing the importance of effective leadership in implementing strategies for achieving the goals and objectives of the company.

Running head: ADVANCED LEADERSHIP AND DECISION MAKING
Advanced Leadership and Decision Making
Name of the Student:
Name of the University:
Author Note:

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Table of Contents
Introduction:...............................................................................................................................2
Intelligent Leadership.................................................................................................................2
Systems Modification without Damaging Organization or Losing Good Leaders....................3
Effective Intelligent Leadership and Modification of Organizational Systems.........................4
Conclusion:................................................................................................................................9
References:...............................................................................................................................11

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Introduction:
The article aims at providing an overview of advanced leadership and decision
making. Advanced leadership, also known as intelligent leadership ensures modifying system
within an organization without causing damage to the organizations or any loss to its
members. The article is based on a case study that explains intelligent leadership with the
help of a metaphor relating to bikes and frogs. Here the bikes and frogs represent different
types of capacity and system within an organization. Moreover, intelligent leaders are able to
understand complexity of organizational systems more like the frogs than the bikes.
Disassembling and reassembling a bicycle for cleaning and oiling all the parts is not only
easier but there is assurance that it will work like before. But if the parts from a frog are
removed then it will kill them instantly thereby dismantling the entire system. Uncertainty is
not only difficult but making decision under such condition is nerve wracking but it is the
intelligent determines the relevance of the unknowns and proceeds the way he considers best.
The article will thus put forward how a new strategy is implemented by such intelligent
leaders without disrupting the organization.
Intelligent Leadership
Leaders possess the responsibility of pointing the systems in the intelligent directions.
However for achieving this, it is necessary for the leader to point the systems in the
intelligent directions. However, for achieving the leader need to portray persuasive
characteristics. The essence of leadership depends on the capacity of changing and shifting
systems which also too some extent implies understanding of the systems. Bikes and Frogs
represent different kinds of capacity and system and for understanding the difference between

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them depends on the intelligence. The ways adopted in approaching the systems thinking are
purely whimsical ways of readdressing the old issue.
The fast growth in economic environment along with the emergence of internet
changed the business scenario of the organizations amongst the countries across the world
thereby leading to the increased competitiveness (Abou-Moghli, 2015). Thus, for keeping the
business afloat, organizations felt the need for modification of the existing system without
damaging either the organization or losing the good leaders. This involved, offering quality
products at low prices, employing strategies for adapting to the present business needs and
flexibility to keep up with the changing environment of the business. The changing scenario
of the business also demands the need for intelligent leadership in the organization for
sustaining the business in the face of the problems. This is because such leaders not only take
charge and control of the organizational operation but at the same time help in setting of the
goals which are optimistic and routing the company operations towards the determined goal
(Atkinson & Mackenzie 2015). In addition to this, intelligent leaders also influences the
staffs and ensure motivation by through support of positive culture of the organization
through providing various employee benefits. Further, intelligent leaders possess strong
leadership capabilities with characteristic like passion, trust, vision and consistency that helps
in building the trust amongst the employees.
Systems Modification without Damaging Organization or Losing Good Leaders
Modification of the systems without damaging the organization or losing the good
leaders can be referred as change. In the initial steps change considered an issue for the
organization since it is difficult to accept since it moves people away from the comfort zone
and forces them to bring about a change in their habit (Azzam, 2014). For instance, if an
employee performs a work in a particular sequence from A to Z can find it difficult with the

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change of the sequence from Z to A due to the modification of the systems. Therefore,
change management within an organization refers to the approach of dealing with the change
takes place in two areas which includes the organization and the individuals, both adapting to
the change process at their own style and pace (Gant & Manukonda, 2014). The existing
systems can also be modified through the process of change management that allows the
organization in getting hold of an opportunity for gaining competitive advantage provided the
organization is efficiently and effectively able to adapt to the changes. There are however,
three stages of the process of change management that includes adaptation to the change,
ensuring control of the change and influencing change. The initial stage refers to the
adaptation towards the change which determines the readiness of the individuals in adapting
to changes along with the willingness of commitment towards the change (Ionescu, 2014).
The second stage refers to the control of the change and its implementation in the daily life.
The last stage includes the sustenance of the change and getting used to it in a day to day life.
Therefore, it is the intelligent leaders who need to play a role in undertaking this change
management process and successfully implement it (Malloch & Melnyk, 2013).
The important difference between the frog and the bicycle lies in the relationship of
the parts to whole. One can completely dismantle a bicycle into pieces on the garage floor,
clean, oil and reassemble it knowing that the bike would work perfectly. The case of the frog
is different since removal of a single part can instantaneously worsen its condition. However,
if removal is done in bits then the frogs makes unpredictable and subtle adjustments for
survival. Similarly, a system also tends to survive at level beneath the consciousness and
continues for a length of time for achieving rough equilibrium.
Effective Intelligent Leadership and Modification of Organizational Systems

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In accordance with the principles of leadership, intelligent leaders are those who
possess the ability of influencing the values, attitudes, behaviour and belief of a particular
employee group (Park et al., 2014). These leaders possess stronger leadership skills which
can effectively influence and motivate the employees of the organization and implement the
effective changes. According to Shankman (2014), lack of intelligent leaders will lead to no
modification of the organizational system since there will be no one to motivates and lead the
employees of the organization while providing a clear direction of the organization.
Intelligent leaders believe that most of the complex systems are similar to the frogs than bikes
(Mant, 1999).Bicycles can be disassembled and again reassembled for perfectly working like
before but the case of the frog is different. The very moment a part is removed the entire
system gets effected instantly in unprecedented manner. Some of the management consultants
and binary leaders also think that organizational systems which are complex will respond
necessarily to bicycle treatment. They also believe that aggregation of the component parts
can provide a real picture of the entire system. However, these leaders can implement the
following steps while modifying a system within an organization without either losing good
leaders or damaging the organization.
Building of Trust:
Trust represents an essential factor for the leaders through gaining of the trust factor
of the group members or the employees for improving performance and bringing about a
change in the system (Williams, 2013). The trust of employees and the group members on
their leaders reflects their effectiveness. It is only the trust of the employees on their leaders
that allows a modification or change to be implemented as people only follows a person
they believe would guide them towards appropriate path and not follow someone who only
does talking without implementing actions for backing up the words. Moreover, the trust of
the employees on the leaders will not only help in binding them together but also help in

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improving their performance otherwise employee performance and commitment goes
downhill thereby causing a higher turnover rate of the employees within the organization.
Implementation of Organizational Culture:
Intelligent leaders can lead to the shaping of good culture. This is very necessary
when the systems within an organization are modified without the any damage to the
organization or losing of the good leaders (Laschinger et al., 2014). The belief amongst the
employees and the leaders of a particular organization shapes the culture of the organization..
Thus, the employees and the leaders within an organization must trust one another for
shaping a affirmative culture of the organization The intelligent leaders with stronger skills of
leadership possess the ability of shaping a optimistic culture within the organization (Ionescu,
2014), since they are able to gather the trust from the employees. Positivity in the
organizational culture leads to performance improvement along with improvement in the
attitude and behaviour of the employees towards a better organization with modified systems.
In addition, the staffs also get motivation and a sense of belonging towards the organization
that helps in enhancing the employee commitment and loyalty. A fine organizational culture
helps in the improvement of the performance, modification of the system, reduction of the
organizational turnover and also provides a solution to the internal issues within the
organization (Heckemann, Schols & Halfens, 2015). A better organizational culture does not
even discriminate based on the religion and the races thereby providing a work environment
with reduced conflicts and where cooperation and discussion is encouraged for dealing with
any employee issues. However, a better organizational culture not only encourages healthy
competition, employee motivation and system modification through innovation. Thus, an
organization with a strong culture has a better overall performance (Cameron & Green,
2015).

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Encouragement through Learning:
Effective intelligent leader encourages the employees within the organization in learning
through the specific kind of motivators that includes position and rewards (Huffman et al.
2014). This way modification of systems can take place without loss of good leaders. The
process of continuous learning represents one of the means for improving the overall
organizational performance. Thus, it is not just the employees who need improvement but it
involves all the segments of leadership level within an organization thereby setting an
example to bottom line for motivating them for learning. Besides modification of the
systems, Leaders must join training programs of leadership for strengthening their knowledge
and skills thereby ensuring more effectiveness in the execution of strategies. This also holds
true for the employees, since additional training will helps in improving the ability of the
employees in doing their jobs as well facilitates successful implementing of the necessary
changes (Hayes, 2014). This enables the organization in increasing the performance and
productivity of the employees. As there is no end to the process of learning, so the leaders
requires constant improvement of the knowledge and leadership skills for remaining
competitive in today’s business market. However, if a leader stops improving then will lead
to the deterioration of the company. In this context, let’s draw in example of Nokia, which
sold the best smart phone brands worldwide. However the company leaders neither improved
their skills nor made any modifications to the systems for adapting to the newer needs and
changes of the market. This led to the downfall of the company which now many people do
pay any heed to.
Implementation of Team Work
To implement modification of systems within organization without damaging it or
losing good leaders it is also necessary for the intelligent leaders to encourage employees to

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be not only cooperative but also innovative (Hailey, 2013). This is ensured through
communication and teamwork which represents the best possible ways for creating the
innovative ideas for producing the best organizational outcome. For achieving the kind of
rapport and teamwork necessary for innovative ideas, it is required for the intelligent leaders
in cultivating a positive culture where employees trust one another and can perform their
activities without much interference along with the necessary freedom for establishing a
dialogue with each other. Intelligent leaders who wish to implement modification and change
must encourage the employees for communicating and collaborating with each other. This
leads to the discovery and creation of newer ways of thinking that not only produces a better
outcome for an organization but also helps the employees in learning from the different
people the ways for improving themselves. Even the management of higher ranking can take
lesson from the strong point of the employees that they are themselves lacking.
Communication not only helps in knowing each other but also helps in creating better ideas
through the sharing of opinion with one another. This also represents the best possible means
of gaining trust and bonds amongst the employees. Effective management ensures aligning
itself with the natural process and the flows (Mant, 1999). .On the other hand, dogmatic
management tries in shoehorning the system into the shapes put forward by various
management theories thereby confusing and distorting things.
Intelligent leadership not only modifies the systems without causing damage to the
organization but also able to influence the employees within the organization thereby
providing clear direction to the employees based on the mission and vision. These leaders are
quite effective and hence they implement strategies for implementing the change while
targeting at achieving the target and objectives of the company (Sethuraman & Suresh, 2014).
Intelligent leaders understand the smaller details about bringing about a change and are able
to effectively monitor the direction of employees for guiding them towards the right path in

9ADVANCED LEADERSHIP AND DECISION MAKING
achieving the goals as per the strategies. Any modification in system without damaging the
older system and losing the good leaders is possible through effectiveness in leadership that
can inspire trust of the employees. This is because, employee expresses unwillingness in
following someone who do not possess any idea about their doings and wastes resources and
time on unnecessary things.
In this context, one can draw in the metaphor of the frog and the bicycle. This is
because most of the bigger organizational systems contain both the frogish and the bikish bits
where the bikish part can be reattached and hived off in a new manner without causing harm
to the entire system (Mant, 1999).The frogfish part on the other hand represents a part of the
key process. Thus, their removal might cause damage to the entire system.
Conclusion:
The article concludes by throwing a light on the fact that effective intelligent
leadership is vital for managing a change that represents the method for sustaining an
organization in present business environment. Usually, at the initial stage acceptance of
change is difficult for people and they sometimes deny any change and continue with the
existing system. Here comes the role of leadership which can act as a motivating factor that
encourages people for continuously making a change and also pushing them towards the
change for sustaining and adapting to the business environment thereby making sure that the
organization is not only be innovative but also moves along the path of improvement.
Moreover prevalence of positive organizational culture brings in benefits to the organization
where positive culture is able to motivate and encourage the employees within the
organization in learning, communicating and working with one another. This makes things
easier for the other portions of the business management which helps in shaping the
organizational culture.

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