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Developing People & High Performance Organizations

   

Added on  2020-04-07

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Developing People and HighPerformance OrganizationsStudent Name

Leadership MentoringLeadership Mentoring For any employee working in an organization, it is vital to achieve job satisfaction in order to remain committed to his task. One of the ways to achieve this is by enhancing an employee’s knowledge base and making him eligible to lead in his organization. Leadership mentoring enables an individual to achieve greater heights in his career by motivating him to utilize his talents to the fullest and imbibe a sense of leadership responsibilities in due course of time. It involves the process of training, guidance, and providing opportunities to an employee in order to develop leadership qualities within himself and making him more involved in the organization.Leadership mentoring is a continuous process, which takes place within an organization while it seeks to hone its employee’s skills and grow with time[ CITATION Ale08 \l 1033 ]. According to the Great Man theory proposed by Thomas Carlyle, leaders are born, not made[CITATION Cha16 \l 1033 ]. When an employee receives field training or job orientation training, it is a definite and time bound process after which he is expected to have the ability to carry out his job activities without any issues. Mentoring a potential leader of the future starts after these initial days, when they are given small, incremental tasks outside of their comfort areas in order to test their abilities. In order for the mentoring program to be relevant, it is important for the employee to have the abilities to lead in his organization. Many different situations arise out of daily activities in an organization. These situations are the best practice ground for any employee to learn and improve his skills as a leader, troubleshooter or a mediator. While these experiences do help in the development of leadership skills, an employee needs a more coherent approach in order to develop skills that can help him become a future leader. In order to achieve this, he should seek a mentor who can guide him and help him realize his goal. While a mentor can be anyone from his peers to his seniors, ideally a person has gained experience is the best bet. It is also crucial for the Page 1

Leadership Mentoringmentor to have a like-minded protégé, in order to have a fruitful relationship. This relation can help work them in tandem with each other as well as provide opportunities for the menteeas well as the mentor to learn. The Trait theory of leadership states that leaders inhibit certain qualities in them, which makethem excel in leadership[ CITATION Jud02 \l 1033 ]. Employees with these qualities or traitsbenefit from their mentors and are likely to succeed. These traits that the employee needs to have are he should cooperative nature, ability to take decisions, ability to influence, self-confidence, goal oriented, responsible[ CITATION Lea16 \l 1033 ]. Employees also need to have skills and expertise in their scope of operations in order to be able to lead their organization. This theory is similar to the Great Man theory, the difference being that it is more detailed and specific in requirements of traits that a person should have. However, the theory can be irrelevant in some cases. When it is required by the theory to have inner traits like leadership personalities or self-confidence, these traits are developed over time and depend on the surrounding environment of an employee. Thus, it is not necessary for an employee to have the traits initially, and a mentor plays an important role in achieving the traits that make a true leader of an employee. Another principal that is followed is the Contingency Theory of leadership. The contingency theory takes into account the fact that different situations require leaders to respond differently. For example, renowned entrepreneur and innovator Elon Musk is known to be aggressive in achieving his goals and vision for future technologies. The relentless pursuit of next generation of travel has seen the company adopt a trial and error method of innovation. In case of the model S sedan, Musk himself admitted that the falcon wing technology was far ahead of its time and proved too costly to develop[CITATION SIL16 \l 1033 ]. While these kind of innovative leaders do wellin his sector, the same leaders may not succeed in other sectors which are less fast paced, likethe medical sector, or governmental departments, which require patience and co-operation. Page 2

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