Leadership Skills and Best Practices

This assignment focuses on organizational behavior, leadership skills, and best practices. It covers various aspects of leadership development, including core capabilities, paradoxes in managing new product development, responsible global leadership, leader self-development as an organizational strategy, emotional intelligence, dynamic decision-making, and effective global talent management. The resources provided include a range of academic articles, books, and online materials that offer insights into these topics. Students are expected to analyze the concepts, skills, and practices discussed in the resources and apply them to real-world scenarios or case studies.

DEVELOPING STRATEGIC
MANAGEMENT &
LEADERSHIP SKILLS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Explain the link between strategic management and leadership...........................................1
1.2 Impact of management leadership styles on strategic decisions...........................................2
1.3 Adaptation of leadership style in different situations...........................................................3
TASK 2............................................................................................................................................4
2.1 Review the impact that selected theories of management and leadership have on
organisational strategy................................................................................................................4
2.2 Leadership theory for Tesco..................................................................................................5
TASK 3............................................................................................................................................6
3.1 Methods that review current leadership requirement............................................................6
3.2 Plan for future development requiring leadership.................................................................8
TASK 4............................................................................................................................................8
4.1 Planning development of leadership skills............................................................................8
4.2 Analysis of the methods undertaken to develop leadership skills.........................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Strategic management is defined to be managing resources of the company in such a
manner that organisational goals are attained. It aims to plan and monitor the activities of
business in order to fulfil its objectives (Daley, 2012). In this competitive market it is essential to
manage the resources of a business in an with strategic approach as they are scarce in nature. The
quality and style of leadership plays a crucial role in strategic management as he is responsible
for conducting assessment of operating environment of business and formulate action plan
considering the same. Therefore it can be ascertained that leadership and strategic management
go hand in hand are very important when it comes to sustainability of a business. The assignment
undertakes leadership and strategic management policies of TESCO. It is a renowned retail chain
operating in the United Kingdom. This organisation cater approximately 30% of the market
through its distribution network of 7000 stores worldwide. The profitability of this organisation
accounted at 1.28 billion euros. This assignment intents to explore the relation shared between
strategic management and leadership. The application of management and leadership will be
carried out as well. Leadership requirement are assessed and suitable plan is developed for the
same.
TASK 1
1.1 Explain the link between strategic management and leadership
An organisation is formed with a purpose to cater the needs and expectation of consumer
in the most desired manner. Therefore a business opts for a consumer centric approach in
carrying out their tasks that means activities and products of company are analysed from
consumer point of view as well. To some extent the company is able to achieve the same and
emerged as a leading retailer in the United kingdom. The needs of strategic management is felt if
a business keeps on fulfilling requirements of people in the manner desired by customers. It
helps in formulating of actions plans for the business which are constructed by thoroughly
analysing market conditions of the economy (Day and et. al., 2014). It is important to understand
factors in the external and internal environment of the company so that a better understanding
can be developed which will further lead to goal attainment (Dries and Pepermans, 2012).
Resources which are possessed by the company are organised and directed towards the target
achieved by business. In layman terms, it provides a roadmap which is to followed by business
so that goals are determined.
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Whereas on the other hand, a leader is the one who leads people towards the target. He
possess the ability to bring various resources of the business together and to work for the same.
He employs his tools of persuasion and communicating to inform its followers about the task
they have to carry-out. The major tasks in a retail organisation are business development, supply
chain, store operations and personnel management. All these mentioned tasks requires suitable
leadership and management skills to make sure that they are achieved in the defined manner.
However there lies a strong interconnection amongst the two. The efforts of leader and
tactics by strategic management both are aimed to achieve organisational objectives. The
resources which are organised by strategic management are utilised in optimum manner by the
leadership with this help of his skills and capabilities (Ely, Ibarra and Kolb, 2011). The task of
influencing and motivating employees to follow the roadmap is carried out by a leader. They
emphasis on creating a workforce that helps in achieving targets which are laid down by the
management. A leader will use tools provided by the management such as benchmarks and
timeline to complete the task on time. The dynamic nature of the environment is another factors
which identifies needs for interconnection between leadership and management. The plans are
required to be altered on regular basis which can be facilitated by the leader by communicating
to the management. Therefore it can be said that planning alone is not enough it requires
interconnection with the leader for implementation of the same and achieving desired results.
1.2 Impact of management leadership styles on strategic decisions
The management is defined to be planning, organising, delegating and controlling
activities of a business so that activities are carried out as planned. To carry out the same
management of a company formulates variety of decision which are for betterment of a business.
The concept of strategic decision making can make sure that organisations are transformed into
industries. It is seen that leaders are mostly future oriented. The style of management impacts the
process of decision making as well. The decision which are taken in an organisation are based on
the nature, beliefs and values of a leader (Gentry and et. al., 2011). Through their decision they
try to depict their understanding with the vision of the company. Here listing some of the factors
which is an amalgamation of leadership and management styles in context of the company.
Decentralised structure: this management structure ensures that employees are provided
with a chance to formulate decision. Therefore the leaders and managers in the company are
responsible for formulation of decision which relies on their vision, experience and nature. The
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inputs from various sources are considered before formulating a final decision. In context of the
company it totally relies on the faith that they have in their leaders and manager that they possess
them with a opportunities to take decision.
Empowerment: it refers to a management structure and a leadership approach which
empowers employee with a opportunity to construct decision itself. The managers of a company
are confident and are able to serve customers in best possible manner. They are able to achieve
the targets set by management when empowered to take decisions. It carries a direct impact on
the motivational level of employees.
Knowledge skills: To form strategic decision it is essential to have a thorough
understanding of the operating environment. The interaction with environment and co-workers
will lead to construction of effective decision when compared with the management (Huy, 2011).
Faster changes: when a participative approach facilitated by the management it leads to
rapid changes in the organisational working when compared to autocratic approach. When
provided with an opportunity employees formulate quick decision which will assist in countering
challenges which are being faced by the company.
1.3 Adaptation of leadership style in different situations
There are variety of leadership approaches which exist but it totally relies on the
circumstances of business to opt for most suitable one to achieve the targets. Mentioning some of
the preferred leadership approaches by the company.
Autocratic Approach: this is referred to as I tell- you will do as I say approach which
means that leader tells its followers what to do and manner in which operations are carried out.
This is a centralised approach in which a leader himself formulates crucial decision for business.
They equip employees with a direction which is to be followed by them. This approach is
preferred by business when there is a sudden crisis in the operations or something which
demands promptness in decision making (Kinicki and Kreitner, 2012). For instance there are
targets which are to be accomplished by business very soon therefore under such circumstances
an autocratic leader have to take charge and ensure work are completed with time specified. In
context of cited organisation, Stephan who is store manager looks after 20 departmental
administrators opts to take decision itself in time of crises as it requires promptness which may
avoid further damages to the company.
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Democratic Approach: this leadership style provides employees with certain degree of
freedom. This approach is adopted when management is looking to improve participation of
employees in the decision making process. This freedom will help a business identify new ways
of carrying out an activity which will further improve the business. The leader when not sure
about a decision consults its followers to ask for their views and opinion on the same (Leonard,
2011). This leadership style carries a positive impact on the motivational level of individuals.
Team performance is encouraged and by considering their feelings and opinions. Referring to the
case study, Berian is a leader who manages a team of 17 people working for In-store bakery at a
company. Berian believes in providing certain degree of freedom to employees so that they are
able to carry out their tasks in their own manner. This further helped him addressing major
problems with the help of employees. The idea of split break times is given by employees and
turned out beneficial for the company.
Laissez-faire: this leadership style provides employees with the highest degree of
freedom. The team under a leader is trusted enough to formulate decisions themselves and are
not interfered. This situation carries less relevance to this organisation as it is only applicable
when a leader perceives it followers to be totally loyal and committed to the organisation. For
instance, Martin adopts this approach and trusts its subordinates to take decision as they possess
ideal knowledge of business and understands needs of the department.
TASK 2
2.1 Review the impact that selected theories of management and leadership have on
organisational strategy
The theories which helps a in reviewing impact on organisational strategy will be carried
out with the help of transactional and transformational leadership practices which are as follows:
Transactional Leadership: this leadership theory also known by the name of Managerial
leadership. The behaviour of employees is resurrected and promoted with the help of
punishments and rewards (Nahavandi, 2016). The efforts of a leader are aimed to continue
operations of a business in a steady manner. The tools of incentives are employed to uplift the
performance of employees while carrying out operations. Relating to Tesco, a leader makes sure
that efforts of employees are directed towards serving the customers in best possible manner.
The employee reward programme adopted by the company helps in maintaining a stable
operations level with ideal motivational level. The major reward tactics which are employed by
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the company are holiday discounts, pension scheme, free healthcare facilities and memberships.
The transactional leader for Tesco aims to attain its strategy for enhancing customer experience
with the company so that profitable results are ascertained.
Transformational leadership: As the name suggests, it is the disruptive forms of
leadership. The efforts of a leader under this leadership theory is aimed at uplifting an individual
on grounds of values and motivations (Pless, Maak and Stahl, 2011). The results which can be
ascertained when this practice is adopted will result in elevation of employees. A leader is
determined to full its followers with loyalty so that they work as per strategy established by the
organisation. In context of company, it directs the efforts of employees to work as per the action
plan established by the company and secures acceptance of the same. It can be ascertained from
application of this leadership theory in Tesco will definitely assist in increasing efficiency of
employees along with formulating of better coordination among member of a team.
Contingency leadership: this is the third and most important leadership theories which
can be adopted by an organisation. This theory states that effectiveness and suitability of
leadership depends upon the circumstances of business. The ideal leadership practice can be
determined considering various factors such as nature of task, leader, circumstances and needs of
the hour (Reichard and Johnson, 2011). Referring to the case study, Most suitable approach in
context of Tesco is a right mixture of democratic and autocratic approaches. Sometimes a leader
when explaining a viewpoint of dealing with the crisis can opt for 'I' approach. This organisation
encourages behaviours which is best suitable to circumstances of business. Stephen's approach is
ideal leadership practice by an leader. He prefers to know the viewpoint of its followers before
taking a decision but when it comes to dealing with critical business situations he may exercise
his authority to take actions.
2.2 Leadership theory for Tesco
A leadership approaches which carries highest degree of relevance to this case study is a
right combination of autocratic and democratic approaches of leadership. However they are
several other factors which are to be considered so that suitable theory is to be adopted which are
efficiency, innovation, reliability, and human resources. Emphasis on such factors is essential as
they lead to forming of right leadership theory for the company. The company have introduced
some critical success factors for the firm which are linked with all level of operations. The
special emphasis of the company is own its customer oriented practices as “Every little Helps”.
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There are also some results based criteria established by the company along with development of
the employees. It is essential for a business to consider all the major criteria for selecting a
leadership approach otherwise it may lead to downfall of business (Sadri, 2012). People at Tesco
are awarded their distinct authority and responsibility depending upon which they have to select
ideal style of carrying out a task. Employees are provided with tasks which may involve
interaction with the customer or given the task which is behind the scenes.
The preferred approach is consultative and authoritative approach. It is important for
employees who are involved in interaction with customers should be facilitated with consultative
approach they should be provided with the opportunity to express their views on the subject
matter. This will help this organisation identify manner in which customers can be served in an
improved manner. They may not always relied upon as it leads to slower decision making and it
is time consuming as well. A business is exposed to certain risks on an regular basis such
circumstances which requires promptness which is not provided by participative approach
(Smith and et. al., 2012). Under such circumstances need for autocratic approach is felt. It is vital
for a leader to exercise authority so that employees are provided with a sense of direction. The
promptness of this style of leadership is very useful in situation of crisis. This results oriented
approach ensures that goals are achieved with specified time. The traditional style of leadership
must be replaced by this association of autocratic and democratic approaches so that a business
can compete in the market. This is done so that innovation and creativity can be inculcated into
the organisation along with timely attainment of established targets.
TASK 3
3.1 Methods that review current leadership requirement
Dubai have been chosen as an ideal destination and venue for organising Expo 20-20.
therefore it is essential to match the standards in terms of quality and infrastructure to make sure
that the event is successful. It is necessary to plan for the event as per the guideline provided by
the association. It is difficult to achieve this desired goal without proper leadership. To
systemically plan improvement for current leadership it is essential to first review them so that
major shortcoming can be ascertained (Stahl and et. al., 2012). Some of the approaches are
mentioned below;
360 degree feedback: this approach aims to evaluate leadership of the country from all
the aspects. It is a assessment tools which assess performance of leader from a panoramic view.
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It is a process in which a management of the commission will analyse leader's performance. This
assessment will identify a leader with the grounds where he does not carry a strong holds
chances of improvement. Improvement in leadership capabilities of an individual will directly
impact on the quality of event which about to take place in Dubai. The results of this assessment
are provided in the form of gap analysis which depicts the difference between desired and
present performance (Teece, 2012).
Self-assessment: this is another approach which helps in reviewing performance of a
leader. The leader himself is provided with a opportunity to assess his leadership skills so that
areas which carries scope for improvement are addressed. The areas which are emphasized in
this assessment tools are necessary traits, strengths and weaknesses. A person understands
himself the best therefore self appraisal is best way of examination of one's strengths and
weaknesses. This tool is helpful in making an individual more confident and motivated to pursue
the event with best of his potential.
Pyramid of leadership: This is another way through which leaders are reviewed for the
country. This pyramid of leadership lays down three major set of competencies which desired in
a leader (Warrick, 2011). The segmentation of the ability are carried out on grounds of core,
leadership and professional competencies. Core competencies consist of factors which makes an
individual ideal employee. The abilities undertaken in this segment are communication, team
work, problem-solving skills and flexibility. After assessing the basic abilities a professional is
evaluated on ground of leadership competencies which are leading teams, visioning,
management and conflict management. Lastly there are some of professional competencies
which are desired in a leader such as design, consulting, instruction and learning.
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(Source: Pyramid of leadership, 2015)
3.2 Plan for future development requiring leadership
In order to plan and host the Expo 20-20 in memorable manner it is essential to develop
a plan to improve leadership skills of responsible individual and authorities. Leadership is
essence of an event and ideal leadership will lead to unprecedented event in the country. To plan
for future situations requiring leadership it is essential to considers focus areas which are as
follows:
Flexibility and operations globally: it is essential for a leader to be exposed to distinct
circumstances so that he is able to get out of that in an successful manner. The ability to manage
workforce will also be enhanced. Working and managing people from diverse background will
nourish communication skills of a person and he will be able to employ all major tools which
caters interaction between two people such as Virtual tools of connection.
Working with diverse workforce: this is another situation which will require proficient
level of leadership tactics. To hold an event as big as Expo 20-20 it is essential that a leaders
carry an experience of working with people with distinct culture and values. A leader should be
able to lead diverse group of people giving due consideration to views and opinion of team
members (Xue, Bradley and Liang, 2011). This particular situation will require leadership in
most refined manner as amateur will not be able to handle such circumstances.
Knowledge: this is another aspect which arises the need for leadership in respect to a
country. The hosting of such an event is not an easy task therefore a leader is entitled to follow
procedures and guideline at the same time adhering norms and legislation of the government.
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Illustration 1: Pyramid of leadership

This particular instance arises the need for a leader to well updated and possess right amount of
knowledge on every front.
TASK 4
4.1 Planning development of leadership skills
Leadership is beneficial in every sectors as it ensures that goals established are achieved
in an manner desired by the department. Travel and tourism sector in the country is one of
significant areas which is to be considered. The data recorded stated that contribution of travel
and tourism sector in GDP of the country stands at 5.2%. the concerned department is now
looking to enhance the contribution by making a nation more tourist friendly. Under such
circumstances a need for a competent leader is felt who can lead the contribution of tourism
sector onto new heights. Here listing some of ways which will definitely improve leadership
skills in an individual.
Get Inspired: a leader is provided with a task to motivate people in a team to carry out
the same it is essential that a leader himself is inspired. A leader must identify areas which
inspires him which is further helpful in motivating his team.
Understanding strength and utilising them: It is not possible that an individual is
capable in handling all the tasks which are assigned to him. It is essential for a leader to conduct
self analysis so that he is familiar with this strengths and weaknesses. The analysis is carried out
so that a leader is acquainted with his strengths and further use them to complete the task
provided.
Problem-solving capabilities: the travel and tourism sector is not confined to beaches and
hotels as it also includes sightseeing, restaurant and destination management. It involves variety
of people with people with different approaches and expectations. Therefore it is necessary that a
competent leader is possessed with problem-solving skills. There can be a situation of conflict
between visitors and staff which requires prompt action to prevent it from damaging further. It is
very essential for a leader to maintain interest of all the people and carry out events as desired
and that will only be possible if he possess desired problem-solving tactics.
Communication skills: the communication skills of a leader will always tested time and
again and he is to prove that he is possessed with the same. It involves interacting and listening
to people belonging from distinct background. A leader have numerous followers which may be
from different culture and beliefs therefore it is important that all those people trust their leaders
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with the decision which he have undertaken (Yukl, 2012). Therefore it can be said that a leader
have to continuously work on his communication tactics so that he is able to fulfil his duties and
obligation in the best possible manner.
4.2 Analysis of the methods undertaken to develop leadership skills
When the above mentioned factors are improved upon they tend to create a leader who is
nurtured and capable of handling major tasks which are provided by the management.
According to Hashem, S., (2017), Communication is most important skills which is to be
possessed by a leader. To be a successful leader he have to focus on three crucial areas which
are essential to leadership function which is mission, people and teamwork. A leader can
describe his expectation from a follower by allocation of task from the same. When the
expectation are communicated it persuades an employee to perform better. The tool of
motivation can only be accessed with the right communication tactics. It will help a leader to
develop a team which is productive and sustainable and will result in goal attainment.
According to Pillay, H., (2014), it is important for a person to be familiar with his own strengths
and weaknesses and compare it with other leaders. Every individual is possessed with distinct
strengths and weaknesses and it is vital to be familiar with them. A leader can easily leverage
on his strengths whereas he should make efforts to improve areas which comes under weakness
section. Such factors can be easily ascertained from the routine tasks and activities which are
carried by an individual. The facilitation of better understanding of self helps in accomplishing
tasks provided in an improved manner and an individual can make efforts to overcome his
shortcomings as well.
Wantanabe, k., (2011) states the importance of problem-solving skills for an individual.
An individual is exposed to numerous problem on a regular basis therefore it is essential that he
is able to overcome the same in best possible manner. Therefore a leader can employ straight
and powerful tools which can help resolving major disputes in the concerned sector.
CONCLUSION
It can be concluded from the above report that strategic management and leadership are
interlinked in context of a company. Both of this segments are aimed to achieve organisational
objectives. Strategic management equips a business with action plan to achieve the results which
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are anticipated and leader depending on the suitability adopts an approach which ensures goals
are met. The leadership style can be divided majorly on three segments which are autocratic,
democratic and laissez-faire. This corporation have depending on their culture and business
circumstances have opted for a balanced approach between autocratic and democratic leadership
styles. To organise a event as big as Expo 20-20 it is necessary to review current leadership as it
is crucial segment which will ensure that events is organised as planned. Communication,
problem-solving approaches and self-assessment are the practices which ensure that leadership
skills of a person is developed and results in conduct of tasks in an improved manner. The
leaders are provided with tasks to be visionary and at the same time develop teams which are
productive and efficient. This organisation encourages all its managers and leaders to lead by
example so that the cumulative performance of individual are achieved.
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REFERENCES
Books and Journals
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pp.120-125.
Day, D. V. and et. al., 2014. Advances in leader and leadership development: A review of
25years of research and theory. The Leadership Quarterly. 25(1). pp.63-82.
Dries, N. and Pepermans, R., 2012. How to identify leadership potential: Development and
testing of a consensus model. Human Resource Management. 51(3). pp.361-385.
Ely, R. J., Ibarra, H. and Kolb, D. M., 2011. Taking gender into account: Theory and design for
women's leadership development programs. Academy of Management Learning &
Education. 10(3). pp.474-493.
Gentry, W. A. and et. al., 2011. A comparison of generational differences in endorsement of
leadership practices with actual leadership skill level. Consulting Psychology Journal:
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Huy, Q. N., 2011. How middle managers' group‐focus emotions and social identities influence
strategy implementation. Strategic Management Journal. 32(13). pp.1387-1410.
Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills & best
practices. McGraw-Hill Irwin.
Leonard, D. A., 2011. Core capabilities and core rigidities: A paradox in managing new product
development. In Managing Knowledge Assets, Creativity And Innovation. (pp. 11-27).
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
Pless, N. M., Maak, T. and Stahl, G. K., 2011. Developing responsible global leaders through
international service-learning programs: The Ulysses experience. Academy of
Management Learning & Education. 10(2). pp.237-260.
Reichard, R. J. and Johnson, S. K., 2011. Leader self-development as organizational strategy.
The Leadership Quarterly. 22(1). pp.33-42.
Sadri, G., 2012. Emotional intelligence and leadership development. Public Personnel
Management. 41(3). pp.535-548.
Smith, W. K. and et. al., 2012. A paradoxical leadership model for social entrepreneurs:
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demands. Academy of Management Learning & Education. 11(3). pp.463-478.
Smith, W. K., 2014. Dynamic decision making: A model of senior leaders managing strategic
paradoxes. Academy of Management Journal. 57(6). pp.1592-1623.
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Stahl, G. and et. al., 2012. Six principles of effective global talent management. Sloan
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Teece, D. J., 2012. Dynamic capabilities: Routines versus entrepreneurial action. Journal of
Management Studies. 49(8). pp.1395-1401.
Warrick, D. D., 2011. The urgent need for skilled transformational leaders: Integrating
transformational leadership and organization development. Journal of leadership,
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Xue, Y., Bradley, J. and Liang, H., 2011. Team climate, empowering leadership, and knowledge
sharing. Journal of knowledge management. 15(2). pp.299-312.
Yukl, G., 2012. Effective leadership behavior: What we know and what questions need more
attention. The Academy of Management Perspectives. 26(4). pp.66-85.
Online
Pillay, H., 2014. Why It’s Important To Know Your Strengths And Weaknesses. [Online].
Available through: <https://leaderonomics.com/personal/why-its-important-to-know-
your-strengths-and-weaknesses>.
Wantanabe, k., 2011. The Importance of Problem-Solving. [Online]. Available through:
<https://www.huffingtonpost.com/ken-watanabe/the-importance-of-
problem_b_190514.html>.
Hashem, S., 2017.
COMMUNICATION: THE MOST IMPORTANT KEY TO LEADERSHIP SUCCESS.
[Online]. Available through:
<https://www.thayerleaderdevelopment.com/blog/2016/communication-the-most-
important-key-to-leadership-success>.
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