Leadership Development Strategies for Baker Hughes

The provided report highlights the significance of leadership in organizational success, particularly in companies like Baker Hughes. It emphasizes the need for leaders to identify skills gaps within their teams and provide training and development opportunities to bridge those gaps. The report discusses various methods of training employees, including theoretical and practical approaches, and suggests that a combination of different approaches can be effective. It also touches on the importance of employee engagement and motivation in achieving organizational success.

Leadership & Management
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Critical review of various leadership and management programs in successful organisation1
How can these practices be adapted by organisational..........................................................4
LMD programme evaluation..................................................................................................4
Various factors which can maximise the success...................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
.........................................................................................................................................................9

INTRODUCTION
Leadership and management program is a perpetual process of inculcating required skills
and capabilities in the individual or group of people so that they can attain competitive advantage
by giving high quality of performance (Thorpe, 2016). For this report, Baker Hughes a GE
company is taken for consideration which deals in oilfield products and services. Different
programs will be discussed which has been used by other companies and then critical evaluation
will be done on that. Ways through which favourable practices would be implemented in the
organisation will also elaborated. At last, evaluation of the LMD program will be summarise and
how it could become more effective for company will also discuss. In previous part, Business
diagnosis model program has been recommended to the company which will be implemented in
this part.
TASK 1
Critical review of various leadership and management programs in successful organisation
Implementation of Business diagnosis model in LMD program
Business diagnosis model refers to the framework which is used by the organisations for
for identifying, analysing and interpreting the data for determining the possible needs of the
business functions and employees. Bakers Hughes can use this model in their LMD program for
determining the specific needs of their employees and leaders in order to satisfy them for the
future development of their career. This model is recommended to the firm for satisfying the
needs of their leaders and managers so that they can perform their work properly. For
implementing this business diagnosis model, Bakers Hughes needs to first determine the
preferences and needs of their leaders and managers. After that, the firm needs to evaluate these
needs whether they are profitable for the company as well as leaders and managers. After the
evaluation, the firm needs to take suitable decisions for implementing the measures to satisfy
these needs. This program is beneficial for the company in enhancing the morale and motivation
of their leaders and managers which will also bring favourable results to the organisation.
However The organisation needs to consider several aspects before implementing the programs
in order to bring the change at workplace effectively. These aspects are as follows:
Financial constraints: This is essential to be consider for the management as for
implementing this model, company has to invest heavily in the training and development
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program which can be proved costly for the company. So in order to avoid any issues related
with the investment amount, company has to determine the proper amount of funds which are
required for implementing this program in order to enhance the leadership and management
development among the leaders and managers.
Method of delivery: This is also essential to be considered by the management as
effective medium is required for delivering the knowledge to the managers and leaders so that
they can easily grasp and understand the information conveyed to them.
Social factors: These factors must be considered by the management in order to
understand the needs and requirements of their managers and leaders for which they desires to
develop the leadership and management. Through this, the management can fulfil their needs in
an effective manner.
Main role behind organising leadership and management programs is to train them
according to the situations so that they can perform and manage employees according to the
mission and vision of it (Noe and et. al., 2017). There are few aspects which should be present in
the program to become more effective in nature i.e.,
 Small groups so that proper Q&A session would be conducted.
 Tutor must have years of experience as then only they can inculcate new skills into them.
 Different methods should be opting by tutor to teach employees as then only full
information will be absorbed by them.
 Milestones and objective of the development program should be clear as then only
activities which should be there in the development program would be decided.
 Methods through which employees would be selected for the program should be
transparent and free from biases and favouritism (6 elements of a successful leadership
development program, 2019)
Different programs which is organised by companies to train their employees are
explained below with their critical evaluation of it,
Microsoft corporation is one of the largest multinational change and have to manage
thousands of employees on a regular basis with the aim of attaining maximum utilisation of
resources. Bluepoint development program of the company is one of the best and rigours
programs as it runs for two days and teach various skills and capabilities which must be within
leader and management while handling business for larger scale. However, when the business
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diagnosis model is implemented in the bluepoint development program, the company can
provide the training for enhancing the capabilities and skills of their employees as their needs are
identified by management through the business diagnosis model. Different lectures are given to
the upcoming leaders so that market and business insights would be inculcating within them.
More than 2000 managers have been trained by Microsoft over the years out of 14000 workforce
managers. Different case studies are given to the employees so that their perceptions of receiving
unexpected market scenario would be open (Leadership and management development, 2019).
There are few strengths and weakness of this program like it would be hard for any tutor to teach
2000 managers at the same time. But on the other side, case studies and training from
experienced professional would help employees to learn various new skills which would enhance
their productivity while working. At last, it is of the two days training due to which motivation of
employees remains high which ends up in absorbing high knowledge and capabilities. Main
focus of Microsoft is to developed personal as well as interpersonal skills of the managers so that
they can work according to Microsoft mission and vision.
Seattle genetics is a biotechnology company with the main focus on treating the cancer
from their roots so that it would be eradicate from the world. They provide on the job training in
which unique and unexpected work is given to the managers to find out the productivity of
employee in unannounced situations. Apart from this, off the job training is also given by the
company through appointing world known scientist so that more knowledge would be provided
to the managers. It is beneficial for managers as they would clear all their doubts related to
cancer or other disease which will end up at reducing job ambiguity and knowledge of workers
(companies with awesome training and development programs, 2019). When the business
diagnosis model is used by Seattle genetics, then they provide the job training to employees in an
effective manner so as to improve their productivity for the future time or for their future career.
So after mentioning all the information, it can be said that Microsoft development
program is more favourable for future development of employees as well as companies as they
make the development according to their mission and vision. Their main focus is to align the
activities done by employees with external environment so that they would become capable of
handling unique circumstances without hampering their productivity and efficiency.
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How can these practices be adapted by organisational
It is essential for every company to identify best development practices in the market
according to their capabilities and then implement it in the business operations as it assist them to
performance better in the market thus gaining competitive advantage over others. For instance,
Staples company is one of the leading giant in office supplies industry and the reason they
become the market leader. They continuously provide development programs to their leaders so
that they can learn new skills and competencies according to the external environment and then
implement it on real scenario with the aim of getting favourable result. Staple company annual
turnover has reduced to one third due to new leadership insights (Top Leadership Development
Programs, 2019). From the above information there are various practices which should be used
by Baker Hughes a GE company which is explained below with functional example of it,
 Organisation should try to make different combination of approaches for training their
employees as it must be important to inculcate all the skills which is required in the
future.
 LMD program of Baker Hughes should be short in days as if company tries to stretch the
program then employees won’t be interested in focusing on it thus no favourable impact
will be created after LMD.
 Baker Hughes should make their aim and objectives in the starting of the program by
identifying the needs which company requires in the future. Then make the arrangements
accordingly and precise so that less money and time would be consumed.
 Proper on the job as well as off the job should be implement in the organisation by
modifying the environment accordingly so that leaders and managers would learn the
way through which knowledge is implemented in the real scenario.
 The management of the Baker Hughes also needs to use the business diagnosis model in
their various training programs in order to improve the effectiveness of these various
training by determining the needs of their employees.
LMD programme evaluation
Developing the evaluation plan after the development program assist companies to
identify various flaws which could not be ignored at the first time but tries to remove in the
future (Donate and de Pablo, 2015). There are many points which must be considered by Baker
Hughes while making evaluation program is given below,
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 What will be the aim of the evaluation program
 What resources is required to accomplished it like which data to be collected, which
techniques would be useful etc.
 Time taken by the company to complete the project
 Criteria to judge the LMD program
After determining it, evaluation program of Baker Hughes is given below,
 Step 1: Conduct reaction of the managers who comes from the LMD program through
the business diagnosis model. Various survey or questionnaire would be filled by the
company so that every individual can write their own experiences clearly and
authentically so that the management can determine the needs of these individuals.
Different questions which would be asked from the managers is, what did they learn in
the program, does it assist them to enhance their knowledge and information, how it
could be improved in the future, does employees aim of going to LMD achieved or not
etc. All these questions would help Baker Hughes to identify their uncommitted flaws or
strengths of the program.
 Step 2: There are high chances in which employees does understand the information
provided in the seminars but could not be able to implement those knowledge in the real
scenario. So Baker Hughes work is to provide scenario to their managers and then
analyse and monitor their performance and find out various changes which they feel after
getting LMD. For instance, if LMD is focused to increase sales of baker Hughes in the
next year then company should assigned increase in the target of the manager as compare
to their past and then analyse their performance. If manager is able to outperform their
previous performance then LMD has successfully helped the organisation. If managers
could not then reason behind it should be find out (Evaluating Leadership Development
Programs, 2017)
 Step 3: This is the last stage in which reason of failure in the above stage would be find
out by the organisation. For instance, if sales manager could not perform well due to
pressure handling issues, then Baker Hughes should equipped pressure handling sessions
in the next LMD so that if would be removed in the future. On the other hand, if manager
is able to succeed the target then Baker Hughes should try to identify ways through which
more potential would be gained in the future.
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Evaluation of LMD spells out various advantages and disadvantages of approaches used in the
program and helps Baker Hughes to strengthen their workforce in the future.
Various factors which can maximise the success
It should be important for Baker Hughes to avoid any factors which could hamper the
quality of development program in a negative way as lots of money and time is invested by the
company itself (Storey, 2016). Few points which should be taken care by company is given
below,
Aim of the program: This is the earliest stage which company should themselves i.e.,
what is this program for. For instance, if they want to train sales manager with the aim of
increasing revenue in the next year then their focus should be to bring high quality of material
and tutor so that proper utilisation would be achieved. As it is of no use to call Finance experts in
to the program. Another example is of Asian Engineering construction company whose plan is
to run the projects which worth more than 1 billion dollar. So they have the aim due to which
they constantly trained 1000 managers for 3 years and make them capable of accomplishing the
goals of it. So it should be important for Baker Hughes to decided their aim before planning for
any LMD program (Why leadership-development programs fail, 2019)
Question and Answer session: If doubts of the managers coming to an event is not
solved or unresolved then it is of no use for the company to invest huge amount of money as all
the money is going in vain. According to a survey, adults only retain 10% of the information
which they learn in the classrooms and retains 2/3 part when doing by them. So responsibility of
the tutor as well as management is to resolve the problem they are facing by conducting Q&A
sessions. It will assist Baker Hughes to clear doubts of their employees so that while
implementing it, they wont have any unresolved questions thus chances of positive performance
is high (Hopkins, 2015).
Different methods: If different approaches are used by company to train their employees
then proper knowledge is transfer in the mind of them. For instance, if Baker Hughes needs to
train their manager about brand management then theoretical as well as practical approach
should be used by them so that more information would be reside within employees. Thus taking
maximum benefits of the resources and capabilities of company (Leadership Development
Secrets of Top Companies, 2019).
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CONCLUSION
As from the above mentioned report it can be concluded that leadership is an essential
part in the success of organisation as they motivate and navigate their employees to work
according to their mission and vision. Their role is to identify skills gap within the organisation
so that it would be filled by providing training and development to them. But while planning the
training program, current skills or requirements should be identified and then matches with the
future on and the gap remains would be satisfied by providing training to them.
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REFERENCES
Books and Journals
Donate, M. J. and de Pablo, J.D. S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research. 68(2).
pp.360-370.
Hopkins, D., 2015. Improving the quality of education for all: A handbook of staff development
activities. Routledge.
Noe and et. al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Storey, J., 2016. Changing theories of leadership and leadership development. In Leadership in
Organizations (pp. 33-58). Routledge.
Thorpe, R., 2016. Gower handbook of leadership and management development. CRC Press.
Online
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Leadership and management development. 2019. [Online]. Available Through:
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Top Leadership Development Programs. 2019. [Online]. Available Through:
<https://www.protoly.com/top-leadership-development-programs-of-2018/>
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programs-fail>
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