Leading Organizations in a Changing Global Context Report 2022

Running Head: LEADING ORGANIZATIONS IN A CHANGING GLOBAL CONTEXT
Leading organizations in a changing global context
Student’s Name
University Name
Author’s Note

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Part A
Analysis of self as a leader
Considering leadership skills and their importance for the future graduates
The leadership skills help the graduates to realise their sense of responsibility and also
understand that the responsibilities that they are going to undertaking the future would be
impacting wide range of stakeholders. It also helps them to develop their confidence it is
essential component of a leader. They need to understand that as a leader they have got to help a
person and also help their team members to accomplish their work goals since they along with
the other team members will be held accountable if the organizational goalsare not accomplished
(Clinton 2018). Leadership skills help them to learn the network development skills and this can
be achieved by interacting with everyone starting from fellow students to the campus
administrators. The last benefit of developing leadership skills is to acquire the talent of problem
solving. As leaders, the graduate would be facing endless challenges and they would be in
demanding state of courses where they would require personal obligations for dealing with their
effectively beyond the college it level (Byrne, Crossan and Seijts 2018). Nevertheless, for a good
leader he or she must be able to inspire others and this is another necessary skill that the
graduates need to learn along with sound management skills and negotiation skills.
Current leadership capabilities and evidence in favor
I believe leadership is not only about motivating people, rather I need to manage a group, over
see their operational procedures. I can device budgets and I have a good understanding of how to
take priority over tasks which is very crucial for a strong leader, I suppose. Why did budgeting

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and calculation incorporating my qualifications at the time of selecting the college of my choice,
I understood that I have developed management skills in my way to college which is a great way
to learn. People management is something which I learn at the time of the People management is
something which I learnt at the time of the group projects. I often led my team for critical
projects under real work life experience.
In the next place I believe that as a leader I have great presenting capability since I can
persuasively speak before various kinds of people and myself assuredness is also high which I
suppose will give me a good position as a leader in the postgraduate world. There are several
ways of developing communication skills as well as confidence like providing speeches at
schools, assisting the income in household, writing for organizations as demonstrative
organizational reports and management development essays and so on (Clapp-Smith et al. 2018).
I think I am a democratic leader. I always prefer to consult with my peers and the experienced
team members before undertaking final decision regarding my organisational goals. I also
personally Take interest in understanding the progress and advancements of my team. This is an
achievement as well as a realisation that I came across at the time of developing my first group
projectcomma which involved a Sample Survey which was a deliberate teamwork from the end
of our group. I have the capability to ensure the diligence and acceptance of my team members.
In fact, in college I was good at present in new and innovative ideas regarding presentation of
academic and affect my seniors as well as subordinates used to like them. However, I would like
to inform that although I believe that in the current organisational domain as well as the future
Corporate world, my negotiation, presentation and convincing skills as a democratic leader
would be of great help. Please can help in fostering servant leadership which is of exceptional
importance in the futuristic organizations (Passarelli 2015). Nevertheless there are disadvantages

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of this leadership style also. In the first place, I would like to highlight that strong autonomic
forces are needed in some departments as well as specific word groups. There is controversy in
acceptance of leadership. Empowerment should not be exercised after that standard where the
subordinates expect the leaders to exemplify laissez-faire style of leadership. This is why
automate leadership is helpful at times, however I feel that democratic leadership style is
supposed to be the most suited leadership style for global organisations in the future (Seidle,
Fernandez and Perry 2016).
Required leadership competencies for future
One of the basic competencies that I need to develop as a futuristic leader is confidence under
pressure and it accomplishing organisational tasks under peer pressure. I generally feel that I
need a level of freedom and execution in order to strategize. Nevertheless, understand it is not
possible to provided with absolute freedom regarding strategizing, when particularly specific
stakeholders, numbering more than one are present there. Under this condition I need to keep my
come and walk recently, remembering organisational goals. This, I believe that I need to be a
more authoritative person on instances. I always prefer taking feedback, which I believe is not
necessary on specific instances and rather it is more important to display personal authority.
Part B
It is important to face resilience in the path of becoming a graduate and developing important
skills to emerge as a critical leader. In the last six months I have faced resilience and also
observed that I have discovered strategies regarding how I can manage my strength and
weaknesses to emerge as the best possible dealer under several circumstances. I believe that I
have developed real people management skills, at home as well as my University. Since I am

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staying alone, I have to deal with a lot of aspects like management and maintenance of my
personal banking, my home loan as well as handling affairs related with my part time job along
with my peers, my subordinates and professors at University. Nevertheless in this regard I have
observed that in the last six months my approach with all these stakeholders have been more
convincing and amicable. There have been issues with my home loan at by housing which has
been resolved because of the more convincing approach that I have undertaken.
I feel that my desire to develop myself as a democratic leader and a better spokesperson in cases
of conflict resolution has helped me to bring about this change. Initially I suppose that it is my
argument with people that matters the most. I tried to discover ways that I can use to present by
argument and counter argue with the issues that people are having. Nevertheless during my
personal change I slowly got realise that is also necessary to listen carefully to what argument
people wants to present in the same context in which I have been talking with them. Understand
this help me to clearly analyse people’s argument and thereby make a presentation of my
argument that will make it more appealing and understanding (Coetzer, Bussin and Geldenhuys
2017). I believe that in modern organisations where the work processes are mostly segregated in
the form of verb groups, working towards accomplishment of several small organisational goals,
this form of negotiation and people management would be of great help. Hence, analysing the
course of my personal change, I can say that I’ve started to feel that in real life working
conditions I would be far more confident as well as acceptable as a leader in comparison to what
I have been in terms of my nature and acceptance before this change offered to me.
There is very integral relationship regarding personal relationship with this change. Not only in
my University, but also my home and other personal feels I got rejected by several people in
professional and personal contexts. This made me realise that there have been a personal

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relationship management gap with people of all domains. Evidence, I got to make my
subordinates make believe that I understand the issues with them in a peer project. While I used
to become frustrated with the data collection and analysis process that the juniors used to
undergo before, now I take much more time to make the individual members understand my
opinion as well as the way I am hoping the aspects to happen (Carver 2016). I personally believe
that it is a great advancement so far as my leadership qualities as well as job security proximity is
concerned (Duguay, Loughead and Munroe-Chandler 2018).
If I go on to analyse the way I have changed myself and the reception of my reaction in terms of
Change management, I would only comment that previously I would have been for and the
reception of my reaction in terms of Change management, I would only comment that previously
I would have been far more impulse in situations, panicking and wanting them to get resolved
easily, now I have measured enough and I understand that critical situations are actually the
pathway to learn (Seijts Crossan and Carleton 2017). In terms of my future employability it has
great relevance or Junior Executive leaders if I am able to demonstrate people negotiation skills
at its best.
In the first place I believe that is my behaviour which makes people rate me. I have got to make
people believe in my capabilities through a demonstration of my maturity, exemplary
presentation skills along with glimpses of my current learning (Simpson, Holberton and
McAndrew 2019). I believe that experience gathering has created great role in accomplishment
of the current leadership skills that I have been able to successfully acquire.
The personal development plan

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Personal Development Achievement Criteria Outcomes
Personal Growth, personal
power, improvement and
empowerment
Are you trying to grow your
skills in the workplace? The
highest paid, top individuals in
their field are the ones that
focus on growing their
personal skills.
These skills can be ones you
were born with as well as
skills gained through
deliberate practice.
Knowing what areas you excel
in and which need
development are very useful in
your personal and professional
life.
Personal growth is bettering
you, stepping out of your
comfort zone, focusing on
becoming a better version of
yourself.
Personal improvement stems
from good work habits and
having a positive mental
attitude. Thinking before you
act is critical to developing
good work habits.
Set priorities on a list and
consider the likely
consequences before
beginning. Maintaining a
positive mental attitude will
reduce the amount of time that
it takes you to achieve your
goal.
Promoting a positive image
and a creativity within your
daily life can speed up the
time it takes to achieve your
goals and increase your
personal empowerment.
Creativity thinking means

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Humans and the human mind
is constantly evolving and
never stops. Your job is to
always be a better version of
yourself than you were
yesterday.
continually looking for faster,
better, easier, and cheaper
ways to get the job done.
Personal Analysis Ambition goes to waste when
there are no clear goals in
sight. Developing short term
and long term goals are a
pivotal step.
Having a set plan will help
you to have a clear
understanding of which
strategies are necessary in
order to reach your desired
destination.
There are several aspects of
personal development
disciplines that will make
Planning and organizing at the
end of the day can help you
better prepare for the coming
day.
When you plan out your day,
putting it down on paper, you
can begin to visualize your
important tasks and make sure
you are working to complete
them throughout the day.
Most of the time, what you
think about is what you
become. Information, ideas,
impressions, all add up to a

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achieving success possible if
developed correctly.
A few of these disciplines
include – goal setting,
planning and organizing, and
concentrating on your high-
value activities.
sum total and feed into your
mind.
From the moment you wake
until the moment you close
your eyes at the end of the
day. Everything you
experience plays a factor,
however, some things make a
bigger impression than others.
Developing personal
development goals for work
can make the difference
between success and failure.
Some personal development
goals for work examples
include the Golden Hour and
the 21-Day Mental Diet.
Beginning your day early and
by investing your first hour in
yourself will make a
tremendous difference in the

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LEADING ORGANIZATIONS IN A CHANGING GLOBAL CONTEXT
way you feel and you will
begin to see positive results in
your day.
You will begin to see yourself
in a more positive light and
begin to improve on your
personal development.

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Reference List
Byrne, A., Crossan, M. and Seijts, G., 2018. The development of leader character through
crucible moments. Journal of Management Education, 42(2), pp.265-293.
Carver, C.L., 2016. Transforming identities: The transition from teacher to leader during teacher
leader preparation. Journal of Research on Leadership Education, 11(2), pp.158-180.
Clapp-Smith, R., Hammond, M.M., Lester, G.V. and Palanski, M., 2019. Promoting Identity
Development in Leadership Education: A Multidomain Approach to Developing the Whole
Leader. Journal of Management Education, 43(1), pp.10-34.
Clinton, R., 2018. The making of a leader: Recognizing the lessons and stages of leadership
development. Tyndale House Publishers, Inc..
Coetzer, M., Bussin, M. and Geldenhuys, M., 2017. The functions of a servant leader.
Administrative Sciences, 7(1), p.5.
Duguay, A.M., Loughead, T.M. and Munroe-Chandler, K.J., 2018. Investigating the Importance
of Athlete Leadership Behaviors and the Impact of Leader Tenure. Journal of Sport Behavior,
41(2).
Passarelli, A.M., 2015. Vision-based coaching: optimizing resources for leader development.
Frontiers in psychology, 6, p.412.
Seidle, B., Fernandez, S. and Perry, J.L., 2016. Do leadership training and development make a
difference in the public sector? A panel study. Public Administration Review, 76(4), pp.603-613.
Seijts, G., Crossan, M. and Carleton, E., 2017. Embedding leader character into HR practices to
achieve sustained excellence. Organizational Dynamics, 46(1), pp.30-39.

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Simpson, C., Holberton, D. and McAndrew, D., 2019. What Makes a Successful Risk Leader?.
Risk Management, 66(3), pp.44-50.