Leaders: Developing High Performance Culture through Effective Leadership

This presentation explores the concept of high performance culture and how effective leadership contributes to its development. It also discusses the impact of coaching and mentoring on organizational performance. The presentation includes examples from Tesco Plc and provides insights into creating a high performance work culture.

LEADERS

 Introduction
 Concept of high performance
 Leadership contribute in development of high performance culture
 Coaching and mentoring enhance organisation performance
 How development programmes affect organisational culture
 Conclusion
 References
TABLE OF CONTENT

A leader is a individual who sets clear vision for enterprise
which have responsibility to motivate and guide employees
by work process and also builds morale in them. They have
multidimensional trait in them which makes them
effectiveness and appeals in them (Scholtes, 2018).
Leadership is define as actions which leads individual in
company for achieving goals in effective manner.
INTRODUCTION

 Work culture is define as set of behaviours which determine how actions or task are done in company.
It reflects how and why things are done in organisation. When culture of work leads to high
performance they have impact on all departments or corners of firm. The results of high performance
in work culture is increase in productivity, retention and engagement (Craig, 2019).
 Role of leader in high performance of work culture: Leader play crucial in designing, sustaining
and creating high performance organisation. They plays vital role in building dynamic and
multifaceted which leads to high performance.
CONCEPT OF HIGH PERFORMANCE

Importance of high performance work culture
 Performance culture offers competitive advantage: It is considered as high performance as heart of
competitive advantage.
 Strategies of business are easy to copy: As organisation are easy to copy the followers or industries
which helps for attaining success of their company.
CONTINUE….

Characteristics of High performance work culture: High Performance culture of company helps in
achieving high levels of performance which have outcome consistently over time. There are four
characteristics of high performance work culture in terms of Tesco Plc, which is described below:
 Strong leaders
 Engaged and empowered employees
 Employee Development and continuous learning
 Openness to change
CONTINUE….

Effective Leadership generally focuses on team building and team by providing inspiration, guidance and
direction which exhibits passion, courage, commitment which makes efficiencies and effectively in work
performance of company. In terms of Tesco Plc, there are several ways which leads for effective
leadership by contribution of development and sustenance of high performance culture which are
discussed below:
There are several ways which leads effective leadership which contribute sustenance:
 Sharing of Vision
 Demonstrate Integrity
LEADERSHIP CONTRIBUTE IN DEVELOPMENT OF HIGH
PERFORMANCE CULTURE

 Lead by Example
 Effectively Communicate
 Make Hard decisions
CONTINUE…

Ways for creating high performance culture:
 Clarification of values and have communication with their employees
 Reinforcement of positive behaviour
 Encourage open communications
 Empowerment of employees
 Collection of feedback
 Generally focus on what matters:
CONTINUE…

Analyse how coaching and mentoring (management development programmes) in their frameworks which enhances
organisational performances.
Coaching and mentoring are refers as the interchangeable approaches that and similar in terms of their design to improve
performance but actually differ in some ways for instance good coach may not be always called as good mentor. Thus impact of
both in rising organisational performance are considered below separate:
 Coaching: It is defined as the form of developing within which a person who holds experience called as coach guide and
support other in achievement of specific personal and professional goals through providing them effective training and
guidance.
COACHING AND MENTORING ENHANCE ORGANISATION
PERFORMANCE

 Developing easy to understand: Coaching plays significant role in rising firm's position in effective
and efficient manner through making it easy for employees about what to do to and how to do it.
 Helps to reach higher potential: Another important influence of coaching used by different managers
within a firm is associated with reaching higher capabilities of employees towards their work
performance.
CONTINUE….

 Mentoring: There are several tools and techniques used by managers and leaders of respective
organisation in order to enhance employees performance that has prominent impact over firm's
performance . For this purpose it uses feedback, rewards, celebration of good work impacts employees
performance in significant ways that leads to effectiveness in employees performance.
CONTINUE…

Effective coaching and mentoring model for Tesco plc: In context of developing effective coaching and
mentoring within organisation so as to enhance organisational performance Tesco plc uses effective model
of coaching and mentoring development. As per respective organisation based con broader scale GROW
coaching model is suitable for firm explained as follows:
 Goal
 Reality
 Options
HOW DEVELOPMENT PROGRAMMES AFFECT
ORGANISATIONAL CULTURE

 Wrap up: Last phase of Grow coaching model is about closing the session. Once coaches explored
different options for moving forward they are in better position in order to select the most appropriate
and commit to specific actions. As a coach leaders of respective organisation helping employees to
clarify commitments of coachee to their actions.
CONTINUE…

As per above report it is concluded that leaders perform different roles in enhancing organisational
performance in effective and efficient manner that has prominent impact over firm's position. Furthermore
several ways are considered within organisation in terms of leading effective leadership that contributes to
sustainable growth of firm.
CONCLUSION

 Baldoni, J., 2019. Great motivation secrets of great leaders.
 Craig, S.C., 2019. The malevolent leaders: Popular discontent in America. Routledge.
 Håkansson Lindqvist, M., 2019. School leaders’ practices for innovative use of digital technologies in
schools. British Journal of Educational Technology. 50(3). pp.1226-1240.
REFERENCES

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