Leadership Development Program Essay: Addressing CHL Company Issues

This essay provides a comprehensive analysis of leadership and management within the context of the CHL Company. It begins by outlining the roles of leaders and managers and identifies key issues such as poor employee motivation, high turnover, and ineffective team dynamics. The essay then explores various leadership development strategies, including self-driven development, mentoring and coaching, motivation techniques, and formal training programs. It discusses how these strategies can be implemented to address CHL's specific challenges and improve leadership effectiveness. Furthermore, the essay examines different approaches to fitting leadership strategies, such as power and role cultures, and the adoption of a democratic leadership style. Finally, it emphasizes the importance of ethical considerations in leadership development, including health and safety, fair working hours, and appropriate salary and reward benefits. This analysis offers valuable insights into fostering a positive and productive work environment within the CHL Company.

Running Head: Leadership Development Program (LDP)
Leadership Development Program
Essay
System04104
4/23/2019

Leadership Development Program (LDP)
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1. Introduction
Leadership and management both play a key role in organisational development and
growth and both determine the success of an organisation. Leaders play an important role as
they are helpful in motivating and inspiring employees while on other side managers are
helpful in preparing plans and coordinating organisational activities in such a way that helps
the organisation to achieve the goals and objectives (Feser, Nielsen, & Rennie, 2017).
Managers are responsible for selection and recruitment of talented people in the organisation
while a leader helps in developing qualities such as self-confidence, effective communication
skills, flexibility, and motivating employees, which further helps the organisation to achieve
its objective and goals. The present report mainly focuses on the leadership development
program, which is based on a case scenario of CHL Company. Further, this report includes
the issues of leadership and management in the company and discusses various leadership
strategies that can be appropriate for CHL. This report also considers the ethical and
professional aspects of leadership development planning approaches. Moreover, it covers all
the issues around choosing certain leadership development programs and in the end select the
best method that is appropriate and fulfil the needs of CHL organisation.
2. Role of Leaders and Managers
Leadership is an art of getting things done from others just because they want to do it
(Fiaz, Su, & Saqib, 2017). In other words, leadership is an art that inspires and motivate
people to give their best in the organisation thus organisational goal can be achieved. A
leader can be generally in two ways: first are those individuals who born as a leader and the
second one are those individuals who learn to be a leader. It has been seen the company
spend too much money on hiring a leader or manager. There are different kinds of leaders
having different skills for leading and motivating people. Every leader has their own style of
decision making in order to achieve desired goals and objective.
On the other hand, management can be defined as a process of controlling or dealing
with people or things in order to complete a task or project. To achieve the organisational
goal a manager set objectives, organize, motivates people, and set a target that is achievable
and motivate individuals to reach that target. Managers help the organisation to set its
mission, vision, and objectives and give a direction to employees to work in order to achieve

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the organisational goals. In simple words, managers set up strategies for the organisation that
would help to grow and develop every day (Phillips, Ray, & Phillips, 2016).
3. Major Issues in CHL
In the CHL organisation, it has been seen that employees acing poor motivation,
negative attitudes, low staff morale, high absenteeism, high staff turnover, poor team
dynamics and high level of conflict incidents. These issues in the CHL show the failure of
both leadership and management department. The leaders are not as effective as it used to be
in an organisation. The organisation faces serious leadership and managerial problems as it
affects organisational performance. Although, CHL is a reputed company its leadership and
management failure can create a large number of problems that demotivate employees and
adversely affect the growth of the company.
4. Leadership Development Strategies for CHL
Organisations depend on capable leadership and management strategies that guide the
organisation about the unpredictable changes or about future risks through proper planning
and unprecedented changes. Employers need a leadership development plan when they
discover a strong leadership change or searching for leadership candidates. There are three
main reasons behind any leadership development program: to enhance the current leadership
pool in the organisation, to reduce the gap in their current leadership members’ skills, and
develop new leaders in a quick time (Komives & Wagner, 2016). The present case of CHL
needs strategies that eliminate the issues of the organisation, which are mostly related to
employees’ performance and their self-confidence. These are the following leadership
strategies that can be adopted by the CHL to improve its leadership quality and its
effectiveness in the organisation.
4.1 Self-Driven Development
A successful leadership development program begins with existing leaders in the
organisation. CHL should work on to improve the personal confidence of leader and train
them that how they can best utilise the available human resource and motivates them towards
the organisational goals. People in the organisation are facing low self-confidence and that
resulting in personal conflicts. The personal assessment and development plans help
employees and employers to gain mutual trust and help other employees to give their best in

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their employees (Amanchukwu, Stanley, & Ololube, 2015). The self-driven development
strategies help the employees to enhance their capability and skills that are needed to
advanced leadership roles in future. The leader of the organisation should evaluate their inner
capabilities and work on to improve their own skills that further helps them to motivate
others in the organisation. Career development plans are the best options that facilitating for
self-development plans and assessment that helps to motivate and encourage the employees
of the organisation. The self-driven approach also contributes to increasing employee
engagement and reduce the employees' turnover in the organisation. If the CHL Company
focuses on this leadership development plan, then it enhances the capability and skills of
present leaders in the organisation and through this, the leader can improve the employee
performance, encourage, and motivate them, and it also helps in reducing employee’s
absenteeism and high employee turnover in the organisation (Thorpe, 2016).
4.2. Mentoring and Coaching for Leadership
Having well-developed mentoring programs help the current employees of the
organisation to improve their talents and experience in the organisation. Employee retention
is a crucial part of leadership development plan and strategies. The top leaders of the
organisation needs to keep retain the employees for a long time of period which helps to learn
and understand the organisational culture and process. Therefore, CHFL should provide
adequate mentoring and coaching facilities to its organisational people that help them to
develop effective leadership skills and they became aware that how they can train and
motivate other organisational employees. When mentors provide feedback about the progress
of their mentees, employers gain sufficient insight into the development and leadership
potential of their talent (Ardichvili, Natt och Dag, & Manderscheid, 2016). The integrated
mentoring and coaching facility of CHL Company enables its employers to identify, select,
and develop high potential and skilful employees as a suitable candidate for leadership
succession. Career development, coaching, and mentoring all help to improve the experience
and talent of employees in order to become a good leader that eliminate the present issues of
CHL. However, proper coaching helps to become exactly the kind of leaders CHL needs.
4.3. Motivation
CHL can motivate existing leaders by giving them rewards and benefits that
encourage them to do the work as their own responsibility. The company can spend some
time on the employees, thus the top leaders of the company can understand the problem of

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employers. Understanding of employee’s problems can only be possible if the company can
take the feedback of every employee and ask them about their problems. Motivation is the
best way to enhance the leadership capability among people and it is more effective than any
other leadership development programs (Grimard & Pellerin, 2018). The motivation of
employees is necessary when they do not perform in the organisation. The motivation of
employees also helps in gaining a competitive advantage over other market players and it also
helps to reduce the low self-confidence of employees, high employee absenteeism problem,
and high-level of employee's turnover. If these problems are solved then other problem
automatically will be reduced (Bârgău, 2015).
The CHL can adopt the Maslow hierarchy of needs theory in order to motivate their
employees and developing a healthy environment in the organisation. The Maslow hierarchy
of needs theory covers all areas through which employees can be motivated. Although the
important areas where employees can satisfied are a psychological need, safety needs, social
needs, self-esteem needs etc.
4.4. Formal Training
CHL can organise formal training for the leaders that helps them to adopt the modern
style of leadership. The traditional style of leadership may or may not effective in certain
situation. Therefore, the modern strategies and styles of leadership can help leaders to face
the adverse situation in the organisation and motivate employees for achieving the
organisational goals (Shamir & Eilam-Shamir, 2018).
5. Ways to fit leadership Approaches to LDP Strategy
To ensure the success of these leadership development strategies, CHL should create a
unifying culture for the organisational people. In order to establish a unifying culture in the
organisation, CHL can adopt two type of culture during leadership development program:
power culture and role culture. According to the power culture, the leader should focus on
providing an appropriate job for very employees in the organisation and support them to
achieve the target within the specific time-duration. The leader also motivates the employees
thus they can work effectively and efficiently in order to achieve the organisational goals and
objective. Moreover, the role culture focuses on roles and responsibility given to them. The
role culture helps to understand the role and responsibility of each person clearly and it also
helps in setting up objective and goals and focuses on planning how it can be achieved.

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There are various leadership styles that can be implemented by CHL to in leadership
development strategies in the organisation. Various leadership styles help in motivating
employees and encourage them towards organisational goals. However, the best leadership
style that CHL can adopt to execute these strategies in the organisation is ‘Democratic
leadership style'. According to the democratic leadership style, employees of the firm can be
involved in decision-making and they can raise the issues as well that they face in managing
their works. The democratic style is one of the popular leadership styles that give feeling to
the employees that they are important for the organisation (Solomon, Costea, & Nita, 2016).
The organisational structure is also essential to implement leadership development plans
in the organisation. CHL can adopt a functional organisational structure. The functional
organisational structure divides the employees into small groups to facilitate fast
communication. Each group is headed by a leader and each group assigned the different task,
which they have to accomplish with the given time.
6. Ethical approach in leadership development program proposal
There are various ethical approaches has been considered during the leadership
development program proposal. Following are the few ethical and professional considerations
in the above leadership development plan that facilitates leaders to effectively motivate and
encourage employees towards the organisational goals:
Health and Safety: CHL should provide a safe and healthy environment to its
employees where they can perform effectively and efficiently and guide their subordinates.
Employers should provide all safety measures to their leaders and employees as well during
training and job time. Perfect safety measures can help the employees to work freely. This
approach should be adopted by all the leader and manager of the organisation as well during
guiding and regulating the work in the organisation (Cunningham, Salomone, & Wielgus,
2015).
Fair Working Hours: The leaders of CHL should focus on providing appropriate
working hours to the workers and give them a proper break in between the works. It will help
to increase the interest of employee and it also provides relaxation so they will not feel work
as a burden. Therefore, they employee should be provided proper breaks and refreshment
during working hours (Bolden, 2016).

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Salary and Reward Benefits: The organisation should provide proper salary/wages
to every employee so they can be motivated. It has been seen that people feel hopeless and
unsatisfied when they receive a poor salary in turn of their work. Therefore, a good salary and
reward package in terms of bonus and incentives can motivate other employees of the
organisation and they give their best (McKeown & Carey, 2015).
Discrimination: The Company should care about the discrimination factor because it
has been seen that people from different cultures are working together and they may have
different issues or problem in the organisation. Therefore, CHL should focus on equal
treatment with each and every people in the organisation. CHL should not discriminate its
leader in terms of gender, age, and disabilities etc. and they all should be equally treated
(Bush, Bell, & Middlewood, 2019).
Appraisal: The employers of CHL should focus on transparent appraisal system that
is increasing the efficiency of people and enhancing their skills in their performance.
7. Issues in choosing certain leadership development program
There are various methods discussed in the leadership development program. One of
the major problems is selecting the appropriate method, which is fit on all the future leaders.
It has been seen that people in the organisation fear to adopt technological changes and they
are not ready to accept it. CHL should train and motivate its leader in such a way that they
can adopt the changes as an opportunity and skill development opportunities. Apart from this,
the relationship between employees and leaders are also a crucial problem for the
organisation. It has been seen that training and coaching are not effective everywhere until an
individual applies the knowledge in practical life. Although self-determinant and learning
theory is also impossible for those people who are unable to self-assessment and evaluation
(Donate & de Pablo, 2015).
8. Most appropriate Leadership development strategy
According to the above analysis, it can be said that motivating current employees in
the organisation is the best method for leadership development program. CHL can motivate
the employees by providing them appropriate reward and benefits, which in turn give them a
morale boost in employees to accomplish the organisational goal and objectives. Promotion
of talented and developed individuals within the organisation also motivates other employees

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and it further improves the performance of other employees as well. The current employees
of the organisation best fulfil the leadership roles if they motivated by the CHL and provide
appropriate training and learning programs to them. Motivation is the key to the success of
leadership development program. It is common that hiring new managers and leaders for the
organisation is a costly strategy (Ilie, Cardoza, Beechler, & Hugas, 2017). Therefore, the
organisation should look to motivate its own employees and provide them with training and
mentoring to adopt the culture of the organisation and guide other people in the organisation.
The organisation can also provide all the basic facilities to the top performer, thus other
people in the organisation can be motivated. If CHL provides mentoring and training to the
current organisational employees, they turned out to be a good leader in future.
9. Conclusion
From this ‘leadership development program proposal', it can be articulated that
leadership plays an important role in the success of any organisation by working with
employees. Therefore, CHL should focus on providing adequate training to its current
employees and train them as a future leader. The organisation should motivate them to work
in order to achieve organisational goals. CHL should train and mentoring the current leaders
of the organisation but the main focus should be on other employees of the organisation and
create a future pool of effective leaders. The strategy of mentoring and coaching can be
effective for the current leaders, but if CHL wants to grow and develop in future, it should
work on creating a pool of future leaders.

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