Development as Strategic Manager

This document discusses the development of strategic managers, including the analysis of organizational strategic direction, evaluation of strategic skills required for leaders, and the assessment of existing and future skills to achieve strategic ambitions. It also explores opportunities for supporting leadership development, designing a personal development plan, and implementing the plan to realize changes in leadership styles. Additionally, it evaluates the achievement of results against original objectives and the impact of employee welfare on strategic organizational objectives.

Development as
Strategic Manager
1

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Critical analyse of organisational strategic direction.............................................................1
1.2 Critical evaluation of strategic skills required of leaders that operates in complex
environment for achieving personal along with organisational strategic ambitions...................2
1.3 Assessing relations among existing, required together with future skills in order to
accomplish strategic ambitions....................................................................................................3
TASK 2............................................................................................................................................3
2.1 Critical discussion related to opportunities for supporting leadership development.............3
2.2 Designing personal development plan...................................................................................4
2.3 Devising implementation process for underpinning success of development plan which can
realise changes in styles of leadership.........................................................................................6
TASK 3............................................................................................................................................7
3.1 Critical evaluation of achievement of results of the plan against original objectives...........7
3.2 Evaluation of impacts of leadership styles as well as achievement of objectives on strategic
ambitions within distinct organisational setting..........................................................................7
3.3 Review and updating of leadership development plan..........................................................7
TASK 4............................................................................................................................................9
4.1 Critical evaluation of impacts of corporate commitment of employee welfare on strategic
organisational objectives.............................................................................................................9
4.2 Discussion about the ways employee welfare environment can affect attainment of
strategic organisational objectives...............................................................................................9
4.3 Determining influences of corporate commitment of employee welfare on developing
organisational values which will realise strategic ambitions.....................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
Strategic manager is defined to upper level professional of the enterprise who has
responsibility for forming and implementing projects together with goals on behalf of the
business. It assist top leadership establish along with prioritising business objectives which align
the firm with opportunities as well as provide protection against unwanted risks (Baugus and
Diemer, 2016). To understand development as strategic manager, Orbis Coffee is considered
business unit which is one of medium sized enterprise in coffee industry of UAE. The head
office of the entity is located at Dubai, UAE since the year 2007.
The present report researched about strategic directions of the business, strategic skills
required of leaders, opportunities to support development of leadership, personal development
plan and implementation procedures for the development plan. Further, it highlights evaluation
of achievements of outcomes of the plan, updation of development plan for leadership, impacts
that commitment of employee welfare have on strategic organisational objectives and influences
of employee welfare commitment on realising strategic ambitions.
TASK 1
1.1 Critical analyse of organisational strategic direction
Orbis Coffee is the coffee company which was established in the year 2007 in Dubai,
UAE. The company offers best quality of coffee at fair prices. It has expertise and efficiency for
serving customers for ensuring that they meets satisfaction of each clients or guests. It is medium
sized enterprise which serves customers of United Arab Emirates as well as Oman with wealth of
knowledge together with experience in all areas connected with roasting fantastic coffee (Orbis
Coffee, 2019).
The mission of Orbis Coffee is to inspire as well as nurture human spirit with one cup,
one neighbourhood along with one person at a time. It also aims to become largest operator of
coffee houses within UAE. The vision of the business is to establish the company as premier
purveyor of finest coffee in entire UAE while maintaining uncompromising principles in the
expansion and growth. The long term objectives or ambitions of strategic manager of Orbis
Coffee are to expand in untapped market within global market. At same time, the manager has
also prepared strategies for growth, development and profitability of the entity.
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1.2 Critical evaluation of strategic skills required of leaders that operates in complex
environment for achieving personal along with organisational strategic ambitions
Strategic skills can be said to the acquired ability for automatically together with
unconsciously applying multiple strategies with the purpose of accomplishing objectives and
ambitions (Bjorklund and Causey, 2017). With strategic skills, managers and leaders of Orbis
Coffee promotes creativity and discipline within the business, understands drivers of success and
ways to personally contribute in organisational strategies for preparing employees for future.
Management theory includes certain strategic skills required among managers and leaders to
operate within dynamic and complex environment for accomplishing individual together with
business strategic ambitions are as evaluated:
Delegation skill: Organisational leaders have delegation skill with the help of which they
clearly assign responsibility for making decisions and completing tasks, monitoring process and
results as well as empowering the team to achieve strategic ambitions. In context to leaders of
Orbis Coffee, delegation skill benefits leaders in allocating and distributing team accountability
in equitable manner, supporting succession planning, performance management and working
towards achieving set ambitions promptly. In contrary, organisational leaders have limited trust
in employees and also do not delegate sufficient responsibility that creates issues in achieving set
ambitions of company.
Communication skill: To achieve strategic ambitions related to individual and company,
communication skill is required of leaders for leading larger teams (Clarke and Higgs, 2016).
With effective communication skills, leaders of Orbis Coffee are able to share or express what
needs to be performed, what are the end goals, strategies to attain them and so on. The strategic
skill benefits in achieving defined ambitions through increasing employee morale and loyalty,
engaging them in decision making and supporting their thoughts. In contrary, communication
skill leaves vulnerable situations where in various confusions may arise in achieving defined
ambitions.
As per the mentioned information, it is evaluated that communication and delegation
skills are important for leaders and managers of Orbis Coffee for achieving identified ambitions
at personal and organisational level. According to the viewpoints of Farmer, 2017, it is evaluated
that there are few significant skills such as financial knowledge skill, emotional intelligence skill,
problem solving skill and decision making skill that are required by the Orbis Coffee for
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enhancing attainment of strategic ambitions in coming years so to begin delivery of strategic
direction promptly.
1.3 Assessing relations among existing, required together with future skills in order to
accomplish strategic ambitions
Ambitions are devised with certain normal opinion as well as ideas that help in achieving
desired level (Freedman, 2017). In context to current strategic skills, managers of Orbis Coffee
have strategic skills such as time management and policy exploitation skill through which
managers are able to manage or prioritise timings in different activities that results in achieving
set strategic ambitions. At same time, policy exploitation skill helps managers to develop
effective policy in the dynamic business environment and enhance chances of attaining strategic
ambitions.
The required skill among leaders and managers of Orbis Coffee are delegation and effective
communication through which they prepares delegation of workings, accountability and
responsibility for staff members. At same time, communicating all the prepared actions assist
them in making contributions to achieve identified strategic ambitions of the company as per the
defined criteria.
As per the changes in the business environment, Orbis Coffee needs some new skills for
future durations so that they can acquire strategic ambitions. The new skills includes inter
cultural communication skill, conceptual creativity skill and technological skill. All these skill
will imply positively reducing gaps in the competences required as these will help in all paths for
attaining all strategic ambitions.
TASK 2
2.1 Critical discussion related to opportunities for supporting leadership development
The external business environment is full of competition and existence of technologies
(Habibi and Zaffagnini, 2019). This provides positive and negative conditions to particular
business in order to support development of leadership. For example, existence of technologies
results in favourable environmental conditions for leadership development in Orbis Coffee. The
executives through adopting the technologies such as mobile learning and online development
courses provide a medium to its leaders that support leadership development without any
constraints and ambiguities.
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When leaders makes focus towards applying and sustaining behaviours within business
environment of the entity then it acts as one of opportunity for them that supports leadership
development to fullest. It helps them in making efforts for acquiring, implementing and retaining
new knowledge addition to behaviours for different innovative styles and practices of leaders.
However, the fierce competition in the coffee industry causes adverse conditions for the
company in supporting leadership development (Hill, 2017). It is because the leaders have to
apply their existing skills in facing and overcoming the competition impacts on business that
hampers or gives less time to develop leadership. In this, various types on constraints including
time, resources, regulatory compliances and interest of top management acts as barriers in
supporting leadership development. At same time, risk of forgiveness, risk of vulnerability, risk
of integrity and risk of providing support are some risks that have good effect in supporting
leadership development at Orbis Coffee.
2.2 Designing personal development plan
Strategic managers of Orbis Coffee uses analysis framework for assessing current
leadership skills against those that are required in future. one of the model is skill gap analysis in
which it is identified that the leaders of the entity lacks in solving problems, managing time and
communication things effectively. In upcoming three years, the company needs to make
improvement in these areas of leadership so that it can make huge favourable attempts to develop
leadership. In this context, identified areas for which personal development plan for leaders is
design includes problem solving and time management skill. For this, personal development plan
in order to improve or develop leadership at Orbis Coffee is as follows:
Developme
nt area
Date to
achieve this
How it will be
achieved
What's
happenin
g now
Outcomes that
are
successfully
achieved
Growth
Problem
solving
28/11/21 Problem solving
competence will be
achieved through
focusing on specific
problem, performing
Taking
huge time
in solving
problem,
achieving
For knowing
success
attainment,
certain
sessions will
The growth
will be
determined
through
making
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research, looking
towards possible
solutions, putting
decision into action,
using mind maps for
visualising results and
using language which
creates possibilities.
failure
results
and
creating
complexit
ies (Hitt,
Ireland
and
Hoskisson
, 2016).
be attended,
discussion
with superiors
will be done
and problems
that are solved
are analysed.
emphasis on
the solved
problem by the
leader in
limited
duration and
its successful
outcome.
Time
manageme
nt
30/12/22 Competence of time
management will be
developed through
making schedule,
learning to prioritise
tasks and activities,
setting out
boundaries,
accounting good
distractions, staying
far from bad
distractions, taking
help of technologies
and never
procrastination
(Kerzner, 2019).
At present
leaders
are unable
to manage
time in
various
activities
and also
invest
time in
unproduct
ive
activities.
In become
aware about
success of the
skill, leaders
will analyse
that they are
able to manage
timings in
productive
activities and
handles all
workings
properly.
The growth
will be
analysed by
executives,
supervisors
and co-
workers of
Orbis Coffee.
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2.3 Devising implementation process for underpinning success of development plan which can
realise changes in styles of leadership
Implementation process involves series of steps that are undertaken by a person to put the
develop plan into action so to underpin success of the plan that can help in realising changes in
leadership styles or competences (Jones, 2017). In this context, implementation process for
personal development plan is as devised by managers of Orbis Coffee:
Reviewing goals: In this stage, all the goals and each point involved in the plan are
reviewed thoroughly by the managers. In context to executives of Orbis Coffee ensures that
goals are smart enough and follows suitable methodology.
Prioritising: Herein, priorities are set for the development plan. As manager is the sole
person that have responsibility to implement the plan at Orbis Coffee, in this situation, they
prioritise areas that are most important and in the order that can be tackle effectively.
Setting deadlines: Once development areas are prioritised then the next is to make progress
by setting deadlines for each goal (McMichael, 2016). The deadline set by managers of Orbis
Coffee is 3-5 years to achieve success in developing areas.
Taking actions: In this, various actions are taken by the leaders to develop their
improvement areas. For instance, to develop area of time management and problem solving,
leaders will take actions that are described in the plan. Moreover, various leadership models and
theories are also taken into action by leaders of Orbis Coffee so to develop leadership skills in
last six months.
Getting mentor: In this stage, a mentor is hired to analyse the development areas and the
ways actions are implemented as per defined criteria.
Monitoring progress: Herein, progresses are monitored by the mentor and manager by
scheduling periodic follow-ups. In accordance with the actions taken in last six months for
developing leadership styles and competences, it is found that the leaders have improved their
styles such as transformational leadership style in which they are able to initiate changes with
groups of company through motivating people to work with huge efficiency then their original
one.
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TASK 3
3.1 Critical evaluation of achievement of results of the plan against original objectives
It is necessary for business managers to appraise effectiveness of leadership development
plan (Morden, 2016). In context to Orbis Coffee, it is seen that the company has achieved
positive results from the development plan as it is now one of popular company in the
competitive coffee industry. it has been evaluated that the leaders have achieve success in
improving problem solving and managing time in various activities then they were against the
objectives. With the developed areas, the leaders are now able to position the company against
competition and maintaining position in dynamic market against complex and powerful
companies.
3.2 Evaluation of impacts of leadership styles as well as achievement of objectives on strategic
ambitions within distinct organisational setting
As per words of Rees and Smith, 2017, it has been evaluated that leadership styles are
impacted positively in attaining development areas at some level. It is seen that leaders of Orbis
Coffee are now able to solve complex problems through using leadership styles that impacts in
improving profitability and maintaining position in coffee industry. At same time, positive
impacts are evaluated on objective achievement related to strategic ambitions as compared with
other organisational settings. It is perceived that other companies have made limited steps to
achieve ambitions but Orbis Coffee has been able to make large steps for long term objectives.
This impacted on enhancement of its productivity, profitability and efficiency in the competitive
market.
3.3 Review and updating of leadership development plan
The managers of Orbis Coffee has reviewed the impacts and results of the personal
development plan and reached to the conclusion that certain needs are required to be changed in
area of time management and problem solving of leaders. In this context, the updated personal
development plan is underneath:
Developme
nt area
New Date to
achieve
New practices to
achieve the area
Current
state
Outcomes that
are
successfully
achieved
Progress
9

Problem
solving
28/4/22 The new ways to
improve problem
solving competence
are solving logic
puzzles and games,
working on some
problems, keeping
idea of journal, using
mind maps and
creating
psychological
distance (Tjemkes,
Vos and Burgers,
2017).
Taking
some time
to solve
complexit
ies and
poor
evaluation
of
alternative
.
The outcomes
that will show
successful
attainment of
the
competence
include proper
evaluation of
alternatives
and attaining
success.
Progress will
be seen as in
solving
problems in
limited time
and showing
greater results.
Time
manageme
nt
30/10/23 The new ways
through which time
management will be
acquired involves
deciding priorities,
preparing to do list,
delegating task,
learning to say no,
setting deadline,
staying on objective
track and taking
proper breaks.
Leaders
are able to
manage
time in
some
situations
and are
able to
achieving
working
on
deadline
but needs
more
The success
wil be seen in
delegating task
effectively and
meeting
deadlines
(Turner,
2016).
The progress
will be
monitored by
top
administrative
team and
human
resource
managers.
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improvem
ents.
TASK 4
4.1 Critical evaluation of impacts of corporate commitment of employee welfare on strategic
organisational objectives
All corporate have commitment towards employee welfare which impacts in many ways
on achieving organisational objectives. For example, managers of Orbis Coffee have
commitment of providing influencing, healthy and safe work environment for welfare of its
entire employee. Providing employee with welfare schemes makes employee happy and help
them in working effectively with cooperation and coordination of top management so that
defined plans are implemented on time that impacts positively on attaining organisational
objectives such as becoming leader in coffee industry and so on (Weigel and Ruecker, 2017).
Furthermore, it also impacts positively on improving morale, loyalty, efficiency and enthusiasm
of employees for working harder and imitating complex steps so that organisation gains all its set
objectives within specified duration. It also creates opportunities of learning, growth and work
appreciation of employees that influences productivity of the business. In contrary, it is also
evaluated that when companies become more liberal and make commitment for staff welfare
then some employees takes it in misuse manner and intentionally create uncertain situation that
become barriers or hurdles on strategic organisational objectives.
4.2 Discussion about the ways employee welfare environment can affect attainment of strategic
organisational objectives
Employee welfare environment is defined as organisation environment in which employees
are provided services, facilities, benefits and various programmes that provide comfort and
benefits while working with the enterprise (Freedman, 2017). In context to Orbis Coffee, the
company has welfare culture in form of safe working environment, offering competitive pay,
providing insurance benefits, having wellness program, employee assistance programs, paid time
off, fellowship opportunities, ongoing professional development and so on. Along with this,
employees are also provides flexible working hours, services, free meals and many more that
impact positively on attaining strategic objectives of entity. It is also seen that employee welfare
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environment can affect on productivity and motivation of manpower as when employees are not
provided suitable welfare environment then it may hamper workings of the company in drastic
manner that results negative impacts on organisational strategic goals.
4.3 Determining influences of corporate commitment of employee welfare on developing
organisational values which will realise strategic ambitions
All organisations makes certain promises for providing better staff welfare on developing
organisational values through which they can realise strategic ambitions. Orbis Coffee has shared
huge wealth for making employee welfare to develop values. The entity have also exceeding its
targets on manpower key performance measure such as satisfaction of employees, economic
value addition and many more (McMichael, 2016). The managers of the organisation are also
making attempts to target customer satisfaction also. It is also perceived that the business has no
hesitation to develop better off, happier and satisfied employees as well as have huge chances
related to considerable improvement scopes. Orbis Coffee have widely contributed in providing
large number of employee welfare that influences development of values in international market
and fierce competition. With this, manager are able to generate huge revenues as employees are
happy in working in the safe and healthy environment that can help in realising long term
strategic ambitions in upcoming duration.
CONCLUSION
As per the discussion, it is concluded that strategic manager plays important function in
achieving organisational directions and ambitions by devising suitable decisions as well as
implementing them to accomplish performances. Organisational strategic directions assist the
company to move towards particular path to attain success. The skills required within leaders for
achieving ambitions are delegation and communication skills. Personal development plan is
prepared for improving skills and competences so to contribute efforts in realising strategic
objectives. Leadership styles along with objective attainment impacts positively on strategic
ambitions as leaders with different styles stimulated manpower to complete tasks and generate
productivity within defined deadline.
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REFERENCES
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Farmer, L. S., 2017. Strategic Management from Within. In Encyclopedia of Strategic
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Freedman, L., 2017. The transformation of strategic affairs (No. 379). Routledge.
Habibi, S. and Zaffagnini, T., 2019. Strategic Sustainable and Smart Development Based on
User Behaviour. In Sustainable Building for a Cleaner Environment (pp. 199-207).
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Hill, T., 2017. Manufacturing strategy: the strategic management of the manufacturing function.
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Online:
Orbis Coffee. 2019. [Online]. Available through: < https://www.orbis.coffee/>
Jones, W. B., 2017. How to implement personal development plan. [Online]. Available through:
<https://leadershipdoneright.com/how-to-implement-your-personal-development-plan/>
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