Leadership Development Report: Teamwork, Coaching, and Creativity

This report analyzes leadership development, focusing on Ashley's leadership challenges and strategies to boost teamwork. It examines expectancy theory, suggesting ways for Ashley to become a more effective team leader by delegating responsibilities, setting specific goals, and improving communication. The report also explores coaching strategies for high-performing employees and provides an example of creativity in business unrelated to product development. Furthermore, it discusses the value of mentoring programs and the importance of leaders monitoring their team's performance, emphasizing the need for organizations to retain top employees. The paper is structured in APA format and includes a bibliography of cited sources.

Running head- Leadership Development
Leadership Development
Name of the Student-
Name of the University-
Author’s note-

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Table of Contents
Discussions......................................................................................................................................2
Solution to part -1........................................................................................................................2
Solution in relation to Part-2............................................................................................................4
Solution to part-3.............................................................................................................................5
Coaching or mentoring leaders....................................................................................................5
Bibliography....................................................................................................................................6

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Discussions
Solution to part -1
According to (Lloyd & Mertens, 2018), expectancy theory in relation to Ashley
wants to boost teamwork defines that performance of employees depends on individual
factors such as, personality, skills, knowledge, experience and abilities. Effort of team
members, performance of team members boosts motivation of the team. Having
availability of right resources in the team and implementing the effectiveness of the
resource for generating best outcome needed. Right skills of the job needed to promote
betterment of the company.
1. Ashley have to delegate her responsibility more wisely, her responsibility to
complete assignments more effectively and managing to get things done in context to her
team. It helps to accomplish the task within time and it helps to create a solid foundation
within the team. Ashley needs to set goals more specifically. It ensures that employees
are working in direction to organization goals. She needs to monitor the progress of
employees about achieving their goals. She needs to communicate more with her
employees because some of them is getting confused about what sort of task they are
assorted. Communication barrier shall knock out from the team so that team members can
enjoy their work. Ashley needs to recognize achievements, when employees perform at
their level best they expect to recognize with proper benefits. Hence, it is needed for
Ashley to recognize the best performers in the organization.
2. Ashley has the following way to get her team more effective and interested in
functioning: To assort responsibility to the team more effectively and briefly, expectancy
of the employees are to understand their responsibility and deliver the solution (Cornwell,
Howard-Grenvill & Hampel, 2018). The team leader should allow the employees to
display their talents and thrive for working hard to reach the pinnacle. It is required to
understand the strength and weakness of the team members. After knowing his or her
abilities, Ashley shall segregate the task. This will reduce complications and will lead to
proper success in work structure. It is required to giving out incentives to employees, who
exceed their target. This creates competition to finish the work as early as possible and to
do extra task to earn incentives. Ashley shall groom herself to become a role model, by
whom other employees will follow her and other employees will set up a benchmark to
achieve the target.
3. Once Ashley became the team leader, she considered herself fortunate to
selecting her as the leader of newly formed team in insurance service business
(Mulyawan, 2018). She tried hard to involve new ideas and innovations in this sector, so
that her team will perform the most successful output. However, the company was
running in profit, they got criticism from the clients in the claims section. Ashley, in this
situation conducted personal meetings to resolute the problems organization facing. In

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order to improving efficiencies of the employees, she decided to persuade the most
popular concept in her team. Ashley has very positive intend to bring out new
conceptions in the team but she failed to communicate to her employees and didn’t
demonstrate her policies perfectly. She tried to convince her employees to perform extra
tasks, which are beyond their expertise. Ashley made a wrong decision in this situation,
where the employees are getting same amount of salary by doing three of the works.
Overall, Ashley has a strong intention to resolve the problems but not succeed, due to
communication barriers within organization.
Solution in relation to Part-2
1. It is required to help them progress for future aspirations as well. It will be
possible to give them chances in order to give them new position, higher role in the
office, as a manager it is always exciting to give them opportunity to reach the pinnacle
(IBM.org, 2019). People those who are performing best, can be given challenges to them
for operating as leaders in the organization. Suppose trainers, mentoring new employees
and leaders of team meetings (Nielsen & Marrone, 2018). To hold star performers of the
company to hold back and not letting them to relax more than needed. It is necessary to
monitor that they are crossing their benchmarks and are performing even better than
earlier result.
2. Creativity of a business, which does not relate to marketing or product
development, it is eco-friendly products (Shih, 2018). It refers to focusing on the
environment, so that mother earth can gift the nature with all her blessings. Eco-friendly
products do not harm environment, in return, they protect the environment with all cause.
3. It is logical to devote the time for implementing design in paperclip industry
and intend the use of paperclip. It is because; although the time is wasted then also it is
beneficial for the company to undergo new designs and technology, so that it attracts
more customers in the market and enforces other competitors to stay back from this
company. After surveying in the market, the company will understand all the needs and
demands of the customer and apply it in the market (Aguenza & Som, 2018).
4. Twitter is the most powerful development in the history of business because it
is the most effective innovation in technology background. The more people connect on
twitter, the more number of connection people gets increasingly. People gets back much
more than the amount of time they invest on twitter. 9% more people are using twitter on
daily basis, which is the maximum among any social app. It allows users to share their
emotions, experience, analysis and suggestions. It shares information, daily updates and
many more.

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Solution to part-3
Coaching or mentoring leaders
Schwartz, A. (2018). Why Leaders Need Coaches. The Journal of Character & Leadership
Development, 5(1), 5030.
Mentoring program is needful to train the employee to nurture their strengths and
abilities. Leaders are required to monitor because the organization expects them to
maintain their performance much higher (Schwartz, 2018). They want to hold on their
star performers and monitors carefully whether they are spending the same time or higher
than earlier. It is mandatory for the organization to engage and retain top employees,
when the competition of talent continues to emerge higher; the organization continues to
enlarge their growth.

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Bibliography
Aguenza, B. B., & Som, A. P. M. (2018). Motivational factors of employee retention and
engagement in organizations. IJAME.
Cornwell, T. B., Howard-Grenville, J., & Hampel, C. E. (2018). The company you keep: How an
organization’s horizontal partnerships affect employee organizational
identification. Academy of Management Review, 43(4), 772-791.
IBM.org. (2019). Ibm.org. Retrieved 24 July 2019, from www.ibm.org
Lloyd, R., & Mertens, D. (2018). Expecting more out of expectancy theory: History urges
inclusion of the social context. International Management Review, 14(1), 28-43.
Mulyawan, H. (2018). Function of financial services authority in supervision of auto insurance
companies. Asian Journals of Law and Jurisprudence, 1(1), 32-47.
Nielsen, R., & Marrone, J. A. (2018). Humility: Our current understanding of the construct and
its role in organizations. International Journal of Management Reviews, 20(4), 805-824.
Schwartz, A. (2018). Why Leaders Need Coaches. The Journal of Character & Leadership
Development, 5(1), 5030.
Shih, D. H., Lu, C. M., Lee, C. H., Cai, S. Y., Wu, K. J., & Tseng, M. L. (2018). Eco-innovation
in circular agri-business. Sustainability, 10(4), 1140.