Developing Leadership Skills Through Learning

The assignment discusses the significance of learning in developing leadership skills, with a focus on its application in a business context. It emphasizes the importance of continuous practice and strategic reflection in building work-based exposure, enabling individuals to develop their leadership qualities effectively.

Leadership and Learning
Organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
ANALYSIS......................................................................................................................................3
Reflective....................................................................................................................................3
Theories of learning organisation: .............................................................................................4
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Learning in organisation is necessary to enhance understanding of an employee or people
on greater or optimised stage. This is highly necessary to led development or bringing up of an
exposure at an optimised stage. In current era, role of learning has become highly responsive to
build working of a business entity at an optimised point (Harris, 2013). This report is based on
reflection over wisdom of leadership and challenges of learning in the business entity. Also,
report will also consists of theories of learning organisation and critical analysis of examples of
leaderships and led understanding of its scope for improvements or development. This is an
essay which is based on self-reflection.
ANALYSIS
Reflective
Leadership is majorly termed as necessary policies which is highly prominent to led
development of self or any common person with an aim to raise its own and self performance
period of time. In this response, leader is one who leads or manage team group from any front
initiatives. Leader's are mainly recognised as teacher's, inspirer's, designer's and motivator,
whose targets is majorly to develop motivation in every individual to enhance self performance
and also accomplishment of goals for self and group development (Cadario, 2014). Also, leader
is one who motivates other's in response to enrich their skills and development at an optimised
level. Along with this, learning is necessary to bring role of leadership with outcomes based
accomplishments for an effective period of time. In that context, it is proactive to enhance
leadership based results or outcomes in an effective to accomplish roles of leaderships.
The concept of leader's and leadership is inter-related to each-other. This involves
initiative which are majorly taken over by leader's to initiative performance of people on a
greater manner. If a leader is working with its right strategy, in that situation, it is important to
structure learning or knowledge based module to develop skills & competencies of a person on
greater proportion of time. Every leader is always comes up with regulation of learning based
regulation in their business entity to raise its performance for longer period of time. Both concept
of learning and leadership are highly respond to each-other and also which has led development
of learning on an optimised basis. With correct and productive learning, leader can play role of
designer, optimiser's and teacher, to teach more skills, competencies or traits with measures to

enhance performance of business entities at a productive ratio. Learning is an initiative which is
important to led development of information, development or skills to acquire given results in
minimum period of time. In context of business management, learning organisation is a company
that facilitates learning for its member's and also continuously transform itself. This concept was
coined with help of work and research of peter Senge and its colleagues (Coccia, 2017).
Critical analysis of this is prominent which says that learning in organisation is relatively
challenging to be undertaken. In very reflective manner, learning is led me face certain
challenges such as ineffective time management and its regulation, learning only limited to
organisation working, but inadequately not focusing on aspects such as strategic objective
accomplishment, objective raising and also led an initiative to accomplish business goals or
objective in given period of time. Learning to me favouring business benefits, but unnecessarily,
it is not focusing self development or growth to enhance goals acquisition for longer period of
time.
Also, I realised that both employee's and management have other issues that takes major
priorities over trying to led change in culture in business firm. Also, various previous changes
such as employee's enrolment, changing policies or rules to change business scenario and
alteration in learning policies to led development of learning very effectively and productively in
context of business performance (Santa, 2015). Me as a leader, it may be challenging for not to
consider one's own personal vision as a shared organisation vision. Usual challenges with many
organisation is a lack of concentration on personal development, while putting focus on
professional development, which is more likely having a direct level of contribution to the
organisational performance (Hairon, 2016). On an other side, personal development puts a level
of positive results over long run and less visibly. These given challenges needs a source of
reflective analysis, which is majorly responsible to led development of self-exposure for longer
period of time. It needs a major and critical reflection over building of learning in an effective or
reflective manner to generate learning for this context in an effective or productive manner.
In reflective manner, this is highly prominent to undertake theories of organisation based
learning in order to enhance my performance at an optimised or greater level. These theories are
majorly explained with efforts to led development of learning in an individuals. In my reflective
manner, theories for organisational learning is as follows:

Theories of learning organisation:
Theories of learning is necessary to enhance knowledge and information of an individual
to act into role of an effective leader's or developed personality to enhance work based exposure
in given point of time. The various and creative learning theories for organisation and self are as
follows:
System theory and learning organisation: Systemic thinking is a conceptual cornerstone.
It is a discipline that majorly integrates other's, fusing them into an coherent body of theories or
practices. System theory abilities is to comprehend and address the whole and also a major inter-
relationship between the parts provides (Liljenberg, 2015). In response, this holds possibility to
achieve a level of holistic level of understanding. With help of this, Senge argues that one key
problems which is written and in name of management is a simplistic frameworks. In personal
context, system view point is generally oriented towards its long term views or opinions. In my
reflective context, system theory is proactive to build my discipline towards my work or whether
in organisational, societal and personal context at a major point of context. This will assist me to
increase my level of discipline to enhance work based structure or performances.
Dialogue and learning organisation: Peter Senge also have places its major emphasises
on dialogue building for an individual, especially in regards to discipline of team based learning.
Dialogue has been argued as main process between two people, as like in my leadership context,
myself as leader's and other as like my team member's with suitability to develop common
source or source of dialogue to enhance suitability of learning for longer and optimised phases.
Here, the concern is not “Win argument”, but to understand human well being and behaviour to
led learning based development at results based outcomes or results (Dimmock, 2012). While,
implementing these theories, it is necessary for me to understand some issues or problems
associated with these theory to led its development at a productive level.
Issues and problems: These theory is used to be mainly focuses on various cultural level
of dimensions of organisation, in response, this theory doesn't focuses on self development or
improvement of the learning. In response, these theory needs to be focus exclusively on training
activities in order to foster learning. This is highly prominent to organisational, as also this is
important to develop collective learning processes at all level of both organisation & individuals.
Here, I would like to support my arguments with real life in which, I worked over brings
of leadership in real life work progress to enhance suitable results or outcomes in given point of

time. I applied leadership process in group or societal working to develop my skills or exposure
at an optimised stage. I applied leadership in societal working to develop activities for its major
completion with suitability to accomplish desired results in given point of time. These real life
examples of mine has helped me to get develop my own challenges or major barriers in process o
learning or work based exposure.

CONCLUSION
From this essay, it is majorly concluded that, learning is very necessary in process of
building leadership of business entities at a greater or optimised manner. Learning is role play
and also very effective way to develop leadership qualities or measurements of business entities
to led development of the exposure at regulative point of time. In this, continuous practice is
important in that context to built work based exposure at a given point of time. Lastly, it also
concluded that strategic reflection is highly necessary in that context to develops work based
exposure for given point of time.

REFERENCES
Books & Journals
Harris, A., 2013. Teacher leadership and school improvement. In Effective leadership for school
improvement (pp. 82-93). Routledge.
Hairon, S. and Dimmock, C., 2012. Singapore schools and professional learning communities:
Teacher professional development and school leadership in an Asian hierarchical system.
Educational Review. 64(4). pp.405-424.
Liljenberg, M., 2015. Distributing leadership to establish developing and learning school
organisations in the Swedish context. Educational Management Administration &
Leadership. 43(1). pp.152-170.
Santa, M., 2015. Learning organisation review–a “good” theory perspective. The Learning
Organization. 22(5). pp.242-270.
Coccia, M. and Cadario, E., 2014. Organisational (un) learning of public research labs in
turbulent context. Int. J. Innovation and Learning. 15(2). pp.115-129.
Kools, M. and Stoll, L., 2016. What makes a school a learning organisation?.
Bangs, J. and MacBeath, J., 2012. Collective leadership: the role of teacher unions in
encouraging teachers to take the lead in their own learning and in teacher policy.
Professional development in education. 38(2). pp.331-343.
Swanwick, T. and McKimm, J., 2012. Clinical leadership development requires system‐wide
interventions, not just courses. The clinical teacher. 9(2). pp.89-93.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
Stamopoulos, E., 2012. Reframing early childhood leadership. Australasian Journal of Early
Childhood. 37(2). pp.42-48.