Leadership Presentation

This presentation outlines the factors responsible for creating and affecting high-performance organizational culture and their importance for a business. It includes critical analysis of quotations, assessment of the value of high-performance work culture, significant features of high-performance work culture, role of leadership, effective performance management process, accountability, expectations, empowerment and authority and their impact on creation of high-performance culture, techniques and theories of coaching and mentoring, culture barriers to coaching and mentoring, and conclusion.

LEADERSHIPTASK- HIGH PERFORMANCE CULTURE

TABLE OF CONTENTS
 INTRODUCTION
 Critical analysis of quotations and their relevance to the concepts of high-performance work culture
 Assess the value of high-performance work culture to organizations
 Significant features of high-performance work culture and its impact on business operations and practice
 Role of leadership, effective performance management process, accountability, expectations,
empowerment and authority and their impact on creation of high-performance culture
 Design appropriate techniques and theories of coaching and mentoring which can be used to develop
staff
 Define culture barriers to coaching and mentoring
 CONCLUSION
 REFERENCES

INTRODUCTION
Leadership is the skill and ability of an individual to manipulate and guide members of organization. It is
the act of motivation people and guiding them right direction which will be helpful in meeting desired
organizational objectives.
This PPT will outline various factors which are responsible for creating and affecting high performance
organizational culture. The PPT will also outline their importance and significance for a business and its
influence on business operations and practice.

CRITICAL ANALYSIS OF QUOTATIONS AND THEIR RELEVANCE TO THE
CONCEPTS OF HIGH-PERFORMANCE WORK CULTURE
 Quotation 1: “You have to look at leadership through the eyes of the followers and you have to
live the message. What I have learned is that people become motivated when you guide them to
the source of their own power and when you make heroes out of employees who personify what
you want to see in the organization.” Anita Roddick
Analysis- According to Anita Roddick, it can be seen that through motivating employees, they can
understand their source of power and this will be helpful in bringing heroes out of them through
which leaders can maintain high performance work culture in the business and increase overall
organizational efficiency.
 Quotation 2: “My job is not to be easy on people. My job is to take these great people we have
and to push them and make them even better.” Steve Jobs
Analysis- From this quotation, it can be understood that the idea of Steve Jobs for his human
capital or asset of the organization is to push and encourage employees to perform effectively and
encourage them to willingly work in the organization to achieve the desired objective. Over here,
leadership skills of motivating and influencing people to do great work and enhance the level of
their performance can be seen in the attitude of Steve Jobs.

CONTD.
Quotation 3: “Shifting the culture of any organization takes time, effort, and commitment.
But it begins with clear, visible changes in behavior, especially by the leaders of that
organization” McKinsey, Management Consultants
Analysis- From this statement, it can be concluded that to bring change in an
organizational culture, this can take time, commitment and effort of all individuals in the
business through which positive organizational change can be driven. With effective
leadership skills, business leaders can encourage employees to accept change and work
towards the development through which they can enhance their performance and create a
synergy by their high performing work culture.

ASSESS THE VALUE OF HIGH-PERFORMANCE WORK CULTURE TO
ORGANIZATIONS
High performance work culture is an outcome of continually balancing investment in people, process,
physical environment and technology to enhance the ability of workers to learn, discover, innovate and
lead to achieve efficiency and financial benefits. The value of high-performance work culture for Apple has
been discussed below:
 To encourage idea generation- . In context of Apple, with the help of highly motivated employees they
can bring innovative ideas to the organization and which will be helpful in making effective use of
resources, enhancing team function and making organization more effective.
 To reduce employee turnover- By offering required training for development of skills and knowledge,
this will support employees in performing the assigned job roles effectively by which they can maintain
positive organizational culture and all organizational objectives. In relation to Apple, by maintaining
high performance work culture with the help of training and development of skills, competencies and
knowledge of employees will create an opportunity for development where employees will willingly
participate in operations of business and share the innovative ideas which will be helpful in enhancing
business performance and in meeting organizational objective.
 Encourages higher employee engagement- This will make employees feel engaged and aligned with
corporate values and will be helpful in establishing trust and effective coordination among all team
members. The company will also create a sense of trust where employees can feel valued and share their
ideas which will be used for meeting objectives and this will lead to higher employee engagement.

SIGNIFICANT FEATURES OF HIGH-PERFORMANCE WORK
CULTURE AND ITS IMPACT ON BUSINESS OPERATIONS AND
PRACTICE
High performance work culture places a strong emphasis on the importance and impact of company culture and is one of
the crucial factors which leads to outstanding employee retention and reduce employee turnover rate. High performance
work culture places a strong emphasis on the importance and impact of company culture and is one of the crucial factors
which leads to outstanding employee retention and reduce employee turnover rate.
 Strong leaders-Leadership is the fundamental base on which high performance is built. In high performance culture,
leaders provide direction to employees for managing strong team performance. For creating high performance culture,
leaders of Apple communicate their clear, measurable and action-oriented goals with their employees through which
they can participate in achieving them.
 Empowered and engaged employees- High performance culture involves employees which increases the ability to
form decisions through which they can meet the desired transitional objectives. With maintaining high performance
culture, tis will be helpful in generating ideas and encourage employees to take responsibility and authority of their
performance of their roles and encourage them in using effective judgments while making decisions.
 Acceptability to change- The ability to accept change is one the attribute of high-performance work culture where
employees at individual level can accept change which is required to perform the activities in appropriate manner and
meet the standards. The ability and motivation to accept change supports organization in facing challenges, meeting
desired change and enhance the competitive position of company in the industry.
 Continuous learning and employee development- This attribute of leadership supports management in understanding
the training requirements through which business can offer required training to their employees which will be helpful in
performing the assigned job roles and responsibilities effectively and maintain high performance work culture.

ROLE OF LEADERSHIP, EFFECTIVE PERFORMANCE MANAGEMENT
PROCESS, ACCOUNTABILITY, EXPECTATIONS, EMPOWERMENT AND
AUTHORITY AND THEIR IMPACT ON CREATION OF HIGH-PERFORMANCE
CULTURE
An organization can create and maintain high performance work culture with the help of various attributes which can encourage all employees
to effectively engage in managerial activities through which they can share their ideas and make business more successful. These factors and
their impact in business performance culture in terms of Apple are discussed below:
 Reinforce positive behavior- It is the role of a leader to foster positive and resourceful attitude in team members which is the key to
enhance their performance and reward them for their valuable contribution in the achievement of organizational objectives. The positive
behaviours are enforced by leaders where they motivate employees to work more productively which helps in maintaining positive high
performance work culture.
Empower employees- By encouraging and empowering employees, this leads to more engaged and better performing employees where they
use their skills and competencies for meeting organizational goals and bring innovative ideas to the table which creates a positive impact on the
high-performance working culture in the company.
Encourage open communication- By motivating employees to communicate effectively by engaging in active listening and understanding
opinions of others, this will be helpful in maintaining effective two-way communication which will be helpful in sharing all important
information through which organizational goals can be met on time.
Accountability- The level of accountability, responsibility and empowerment are the traits of a high performing worker where employees take
responsibility and ownership of their work and focus on continuous development through which they can enhance their performance.
Effective performance management process- In relation to Apple, the company defines their objectives and standards clearly which gives a
sense of direction to employees and develop transparency through which all employees can make progress towards achievement of shared
objectives.

DESIGN APPROPRIATE TECHNIQUES AND THEORIES OF COACHING AND
MENTORING WHICH CAN BE USED TO DEVELOP STAFF
There are various techniques and theories which can be adopted by Apple for the development of their staff. Some
of the techniques and theories of coaching and mentoring which can be implemented by the company are outlined
below:
 Behavior based approach- This theory of coaching acknowledges the complexity of human being and their
working scenario. Therefore, this approach of coaching and mentoring will focus on facilitating practical
changes over psychological adjustments through which skills of employees can be developed.
 Cognitive coaching- This approach of coaching creates a fundamental base for understanding the view of
feeling and opinions of individual. Therefore, this involves the ability to understand persons perceptions,
attitudes and beliefs.
 Job enrichment and rotation- By providing opportunity for team to move and rotate through more positions is
a great strategy for employee development as this will also enhance their ownership and responsibility taking
abilities. By offering them job enrichment opportunities, employees can work in cross-functional team through
which they can develop their skills and competences.
 Rewards and promotions- The employees must be rewarded and promoted for their valuable contribution in
the achievement of organizational objective. In terms of Apple, the company must offer them development
opportunities through which they can deliver excellent performance and execute the right plan by which they
can meet desired organizational targets.

DEFINE CULTURE BARRIERS TO COACHING
AND MENTORING
There are various barriers which can be faced by Apple in relation to coaching and mentoring, these barriers
are discussed below:
 Lack of leadership from the top- Due to lack of leadership from the top management, this affects the
continuity of the operations and efficiency of the business, as employees will not be able to effectively
perform their assigned job roles efficiently which will create poor working scenario. In context of Apple,
the top management of the company lacks leadership skills which affects the ability to analyze the
importance and need of coaching and mentoring in business and thus this creates an impact on business
functions and operations.
 Lack of understanding of the value of coaching in workplace- This involves low level of coaching
skills, inability to manage resources and limited understanding of value of coaching in the business. In
context of Apple, the company have faced such barriers where management lacks knowledge and
understanding regarding the benefits and advantages which can be gained through coaching and mentoring
in workplace and this further affected the performance of their employees and overall organization.
 Lack of time and resources- This has been a barrier which ahs been faced by Apple, as the company
lacked resources and time which is helpful in delivering effective and efficient coaching and mentoring
opportunities for their employees. By facing lack of resources and time, this has been one of the barriers
for development of staff and affected performance of employees and overall organization and competitive
position of business within the industry.

CONCLUSION
The purpose of this PPT was to determine the impact of high performing work culture which can be helpful
in meeting all desired targets and maximize business success. With the help of an effective leadership skills,
a business leader can increase employee engagement and drive innovation in the business where all
employees work collaboratively and share innovative ideas for meeting desired targets and performance
standards. There are various management development strategies for theories of mentoring and coaching
followed by an organization in order to develop the performance of their employees and reinforce positive
organizational culture. Such theories and techniques are helpful in developing performance and efficiency
of business whereas there are several barriers which can be faced while they are delivering such techniques.

REFERENCES
 Gandolfi, F. and Stone, S., 2018. Leadership, leadership styles, and servant leadership. Journal of Management Research. 18(4). pp.261-269.
 Bednar, J. and Page, S. E., 2018. When order affects performance: culture, behavioral spillovers, and institutional path dependence. American Political Science
Review. 112(1). pp.82-98.
 Cochrane, B. S., 2017, September. Leaders go first: creating and sustaining a culture of high performance. In Healthcare management forum (Vol. 30, No. 5, pp.
229-232). Sage CA: Los Angeles, CA: SAGE Publications.
 de Waal, A. and Chipeta, K., 2015. Influence of culture on priority-setting of high performance activities. Journal of Strategy and Management.
 Destler, K. N., 2016. Creating a performance culture: Incentives, climate, and organizational change. The American Review of Public Administration. 46(2).
pp.201-225.
 Fareed, M., Mohd Isa, M.F. and Wan Mohd Noor, W. S., 2016. HR professionals’ effectiveness through human capital development, organizational culture and
high performance work system: A proposed framework. International Business Management. 10(9). pp.1720-1720.
 Henriksen, K., 2015. Developing a high-performance culture: A sport psychology intervention from an ecological perspective in elite orienteering. Journal of
Sport Psychology in Action. 6(3). pp.141-153.
 Penney, D. and McMahon, J., 2016. High-performance sport, learning and culture: new horizons for sport pedagogues?. Physical Education and Sport
Pedagogy. 21(1). pp.81-88.
 Zhong, L., Wayne, S. J. and Liden, R. C., 2016. Job engagement, perceived organizational support, high‐performance human resource practices, and cultural
value orientations: A cross‐level investigation. Journal of Organizational Behavior. 37(6). pp.823-844.