This article discusses the development of a leadership development plan and the behaviors expected from an emerging leader. It explores different methods for developing leadership skills and introduces the leadership development framework.
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Leadership Development framework0 Leadership Development Framework Student’s Name 4/10/2019
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Leadership Development framework1 Introduction Boutique Build is a residential construction company specializing in architectural renovations, additions and new homes in and around the North Shore of Sydney.The company focuses on delivering value to its customers by employing best trade people and providing a personalized experience to its customers. The objective of the report is to develop the leadership development plan and cover the behaviors which are expected from the emerging leader. Based upon the leadership framework the current behavior of the managers will be analyzed and will be provided training according to their level (Boutique Build, 2019). A leadership development plan provides the opportunity to advance the career by developing the skills that help in attaining higher leadership roles or senior management positions. It helps in achieving overall satisfaction. It provides higher opportunities as well as challenges. To develop the leadership qualities and skills the company must focus on adopting different leadership development methods. To lead a team a leader must have the ability to manage the resistance towards the change, effective communication skills, the leader must be a good listener and must be a problem solver. The leader must have the ability to develop a team and effectively manages the conflict in the company (Uhl-Bien & Arena, 2018). The methods for developing leadership include: Workplace developmental assignments- This method is considered as the most effective method because in these methods the managers are given on the job assignments that will help them to face the challenges and
Leadership Development framework2 learn the skills which are required in an emerging leader. The task is assigned to the senior team members to analyze emerging leaders (Megheirkouni, 2016). Formal training courses The formal training courses are effective for disseminating knowledge and motivating the group of people. It provides the opportunity to get qualification when completed and develop the skills. The training must be updated with the challenges faced by the workforce and helps in applying professional capacity to the organization (Johnson, 2018). Coaching from the current manager and outsiders To develop the leaders the company focuses on providing training through the current manager or the professionals from outside. It will help in guiding the employees and developing the qualities of a leader (Megheirkouni, 2016). Leadership Development framework The leadership development framework is based on two principles learning through experience and the art of followership. Learning through experience includes traits such as managing the perceptions, mimicking mentor, make impacting decisions and developing the leadership style through trial and error. The art of followership includes developing positive metal models, value, cohesion, encouraging environment, positive self-conception (Northouse, 2018). The behavior that is expected from a leader is to effectively handle the conflicts and create an inspiring environment. It must effectively design roles to avoid the confusion and develop an effective employee-manager relationship. The manager must have the ability to effectively implement change and develop a team. The manager must be a problem solver
Leadership Development framework3 and effectively communicate with its team members and subordinates (Komives, & Wagner, 2016). Leadership Development Plan SkillsCurrent StageTarget AbilityTime Frame Criteria to Judge Success Change Management Currently, the leader of the organization is not able to effectively apply the tactics and creating an environment where the employees accept the change. The leader must tactfully discuss with the employees and must offer rewards and recognition for accepting change. The leader must focus on providing rewards and recognition. (Cameron & Green, 2015). The leader must have the skill of managing the difference in perceptions of employees 3-4 monthsThe criteria for judging success is the environment of the organization and the satisfaction derived by the employees in accepting the change. Communication strategies The leader of the organization does not actively listen and is not transparent with the employees. The leader does not understand the emotions of its employees and rules its employees. The target of the organization is to develop a leader who effectively communicates with the employees and is an active listener (Karanges et al, 2015). They don’t rule but teach the employees. The leader must be transparent and understand the 2-3 months The criteria for judging success is the involvement of more employees in crucial decisions. The loyalty of the employees towards the task and the relationship of employees with its managers.
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Leadership Development framework4 emotions of the employees. Team development Currently, it is observed that the employees do not consider themselves as a team and prioritize personal goals over the company goals. This creates interpersonal conflicts and lack of efficacy in achieving group goals. The target of the organization is to develop a leader who has the ability to identify the roles of the members and creating the environment that focuses on achieving the group goals of the company, the leader must persuade the employees to act in accordance to the goals of the company considering their personal advancement. 2-3 monthsThe criteria for judging the success is that the employees are focused towards the goals and there is an increase in the production of the company. The roles are well defined which avoids confusion and delay in decision making. Solving problems Currently, the main obstacle suffered by the company is the conflicts among the members and problems suffered by them. The company is facing a problem is solving the issues and problems suffered by customers and reduction in delivering satisfaction to the customers. The target of the company is to select the leader who develops innovative solutions for solving the problems of the employees as well as the customers. (Gerasimov & Gerasimov, 2015). The leader must have the ability to apply positive mental models and provide satisfaction to the employees and the customers. The leader must inspire the employees to strive towards positive development. 3-4 monthsThe criteria for judging the success of the organization is that the employees work efficiently and the interest of the stakeholders is protected which is analyzed by an increase in the sales of the company. The degree of satisfaction among employees and customer will help in judging the efficiency of a leader. .
Leadership Development framework5 Considering the leadership development plan mentioned above “A leader is the one who brings the positive change and develops the innovative solutions to solve the obstacles faced by the company”. The behavior of the manager describes the expectations of a leader. To manage the conflicts and the changing trends at the workplace Boutique Build Australia is focussing on developing an organization development plan that highlights the leadership development framework to bring the emerging leader at the workplace. The leadership development framework will describe the behavior that is expected from the emerging leader and will describe the ability to bring the change in the workplace (Thorpe, 2016). Change management It refers to the development of the strategies that help in effective implementation of change and brings efficiency in the current operations. The emerging leader will be expected to effectively manage the changing perceptions and shifting the burden on the employees. It must develop recognition and rewards for the employees to motivate them for accepting the change in the organization (Cameron & Green, 2015). The coercion strategy is effective but creates dissatisfaction among the employees. However, the leader must make the employees understand the need for implementing change and the positive impact the change will leave on the organization (Storey, 2016). Communication strategies To resolve the conflicts in the organization the emerging leader must have the skill to effectively communicate with its team members and the entire hierarchy. It is important that the leader must be a good listener so that the employees do not resist having participative communications. The leader must be transparent by sharing the actual information with the
Leadership Development framework6 employees, customers and the stakeholders. It must have the ability to understand the emotions of the members and develop a positive environment in the organization (Karanges et al, 2015). Team development The emerging leader must have the ability to identify the roles in the organization. The leader must have the ability to convince the employees to work as a team and must describe the benefits of working as a team. It must guide the direction of the employees towards achieving group goals. It must shift the personal goals of the employees towards the achievement of the group goals. Development of an effective team will help in enhancing the productivity of the organization and solving the interpersonal conflicts (Smither, Houston & McIntire, 2016). Solving Problems This is considered as the major requirement the leader must possess. The leader must have the ability to design creative solutions for the problems faced by the employees and the customers. It must apply a positive model to solve the problems and designing creative ideas to improve the operational efficiency which will help in reducing the complaints and delivering a valuable experience to its customers (Gerasimov & Gerasimov, 2015). Conclusion From the above discussion is crucial to note that the development of the leadership framework will help the company to analyze the expectations from the emerging leader and drive the change in the organization. Change management will allow the company to achieve its goals and deliver a valuable experience to the customers. For achieving the mission of the
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Leadership Development framework7 organization it is crucial to create a positive working environment and maintain the interest of all the stakeholders.
Leadership Development framework8 References Boutique Build. (2019). About Us. Retrieved from:https://www.boutiquebuild.com.au/ Cameron, E., & Green, M. (2015).Making sense of change management: A complete guide to the models, tools, and techniques of organizational change. London:Kogan Page Publishers Gerasimov, B. N., & Gerasimov, K. B. (2015). Modeling the development of organization management system.Asian Social Science,11(20), 82 Johnson, P.C. (2018) Leadership Development Method: A literature review of leadership development strategy and tactics. Retrieved from: http://thesportjournal.org/article/leadership-development-method-a-literature-review- of-leadership-development-strategy-and-tactics/ Karanges, E., Johnston, K., Beatson, A., & Lings, I. (2015). The influence of internal communication on employee engagement: A pilot study.Public Relations Review,41(1), 129-131 Komives, S. R., & Wagner, W. (2016).Leadership for a better world: Understanding the social change model of leadership development. United States: John Wiley & Sons Megheirkouni, M. (2016). Leadership development methods and activities: content, purposes, and implementation.Journal of Management Development,35(2), 237-260 Northouse, P. G. (2018).Leadership: Theory and practice. London: Sage publications Smither, R., Houston, J., & McIntire, S. (2016).Organization development: Strategies for changing environments. London: Routledge
Leadership Development framework9 Storey, J. (2016). Changing theories of leadership and leadership development. InLeadership in Organizations, 33-58 Thorpe, R. (2016).Gower handbook of leadership and management development. United States: CRC Press Uhl-Bien, M., & Arena, M. (2018). Leadership for organizational adaptability: A theoretical synthesis and integrative framework.The Leadership Quarterly,29(1), 89-104.