Reflective Writing: Leadership, Strategy, Innovation, and HRM

This reflective writing assignment explores two key areas: strategic thinking and innovation in leadership, using the Gibbs model for reflection. The first section analyzes a case study on digital recruitment strategies in HRM, evaluating its effectiveness and impact on cost reduction and process optimization. The second section reflects on an internship experience, focusing on a leader's participatory and collaborative leadership style and its influence on company culture and innovation. The author discusses the leader's use of positive reinforcement and feed-forward coaching, drawing conclusions about the benefits of such leadership approaches and their potential application in future professional settings. The assignment references relevant academic literature to support its analysis and conclusions.

Running head: REFLECTIVE WRITING
Reflective writing
Name of the Student:
Name of the University:
Author note:

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Table of Contents
Gibbs Model in strategic thinking...................................................................................................3
Gibb’s model in innovation in leadership........................................................................................6
Reference.........................................................................................................................................8

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Gibbs Model in strategic thinking
Description
The Gibbs a model describes the reflection of the learning experience of strategic
thinking. Here the topic of strategic thinking was learned by me, while reading a cases study in
human resource management. The strategy was to recruit through online media to reduce cost of
recruiting in the organisation. The Human resource managers were very enthusiastic about using
the online media. For example, in the department they have adapted LinkedIn, Facebook, Twitter
as well as the job portals, as a media to post jobs.
Feelings
I felt that, the strategy of recruiting through online media is brilliant and will be effective
in nature after implementing. The expenses of the organisation came down while using this
media. However, the screening process was efficient while recruiting, main objective was
achieved, to eliminate the extra cost of using different method of traditional recruiting. I also
think that this process will further ensure to generate as many leads as possible and smoothen the
process of candidate line in the organisation. As the organisation had good market visibility to
approach potential candidate online with their website notification, it was easier for HR
personals to implement this strategy.
Evaluation
Overall view of the case study dictated that, in this case the organisation made the better
bargain, losing the traditional approach. This will ensure the upgradation of the process of
company’s recruitment.

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Analysis
According the case study, the main idea was to digitize the recruitment process. As the
author, suggested Sims et al. (2015), the traditional approach of using third party or print media
are very hectic for the company while achieving the objective of recruitment. The optimisation
of the process was main goal of this company. Therefore, the company reduced the expense of
recruiting in annual basis. After analysing the critical steps of recruitment the performance of the
Human Resource Department, the functional efficiency also increased with the digitalisation
option.
Conclusion
Therefore, after reading the whole cases it can be concluded that, digitalisation has
increased opportunity for companies to. The social platforms can be used to gain advantage in
recruiting aspect. The internal performance of the recruitment process can further enhance the
usage of the online media platforms.
Action plan
This experience in studying the cases study in strategically thinking will further help in
future, if I saw a company is need of changing their recruitment process. In addition, when I will
work for a company in future I will help them in the process of implementation of the digitalised
recruitment process. I can ensure the effectiveness can be evident from the conclusion and
analysis I have drawn from this case.

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Gibb’s model in innovation in leadership
Description
While doing an internship for a consultancy firm, I met a person who was in leading
position in the company. He also was the owner of the organisation. I was inspired by his
leadership style that he has implemented in the company. His leadership was the combination of
both participatory and collaborative. The hierarchy and communication process was also based
on adopting the process. Flexibility in the hierarchies is also implemented in the company. The
person also was a thought leader in nature. He was also able to implement new technologies in
the company for more development and growth in his company.
Feelings
I, as well as all the employees had a positive reaction to the leader and his style of
leadership. As the positive reinforcements was his method of getting work done by people. As a
participatory leader, he always engaged himself in all level of work in the organization. The new
mindset of the leader helped the company immensely to improve their functions. In
development, his leading process also stimulated process of the company. The supportive nature
and development for masses helped also helped the organisation to grow further according my
assessment.
Evaluation
While working as an intern I also evaluated his method of adopting the collaborative and
participative leadership. As an organisation goes through a change, the leaders are the key factor
of supporting the change and implementing the change the mentioned leader also was a

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supporting factor for any kind of change in the company. He also maintained the feed forward
coaching for his employees. While evaluating the hierarchy of the company, the flexibility was
also seen in the department implemented by the owner.
Analysis
The process of innovation he adopted to be induced in his employees was efficient.
According to the concepts of the text Greenfield et al. (2015)he was also successful in using
positive reinforcements and feed forward coaching in his employees rather than using feedback
process and negative reinforcements. He also mobilized people in helping them in growth and
faces the difficult challenges.
Conclusion
Therefore, through the experience in my internship in the company I came across leader
who used the all of collective, participatory and collaborative leader’s traits to make a change in
the organisations functions and was successful in doing so. He also ensured that the performance
was amplified achieved while processes were improved. Thus, it will also be helpful to gaining
and using this experience further in the future. To make the staff of the company also became
more motivated and empowered for working in the organisation on applying the method.
Action Plan
The above-mentioned incident and experience will be helpful further in my work-life.
This experience will be helpful in my future, when I will work as a leader in the organisation. I
will apply his method for the company I will work on or will be able to suggest the leader to
apply the methods of the leadership for the development of the company.

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Reference
Greenfield, B.H., Jensen, G.M., Delany, C.M., Mostrom, E., Knab, M. and Jampel, A., 2015.
Power and promise of narrative for advancing physical therapist education and practice. Physical
therapy, 95(6), pp.924-933.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Sims, S., Hewitt, G. and Harris, R., 2015. Evidence of a shared purpose, critical reflection,
innovation and leadership in interprofessional healthcare teams: a realist synthesis. Journal of
Interprofessional Care, 29(3), pp.209-215.
Smith, A., 2012. Innovation-driven leadership. Strategic Direction, 28(8).