Improving Employee Performance Through Positive Leadership Skills

This presentation explores the concept of positive leadership and its practical application in improving employee performance and engagement. The presentation begins by defining positive leadership, highlighting its affirmative bias, focus on facilitating the best human condition, and emphasis on virtuousness, supported by research from various authors. It then outlines the benefits of positive leadership, such as cultivating relationships, fostering innovation, and reducing employee grievances, followed by actionable ways to implement these principles, including kindness, integrity, and objectivity. The presentation also details methods to improve employee performance, such as providing feedback, encouraging open communication, and rewarding risk-taking. A key component is a skill development activity involving team-based challenges to enhance leadership skills. The presentation concludes by summarizing the benefits to both employees and the organization, including increased productivity, innovation, and profitability. References to supporting research are included.

POSITIVE LEADERSHIP SKILLS TO IMPROVE EMPLOYEE
PERFORMANCE AND ENGAGEMENT
Submitted By:

Positive leadership
• Positive leadership has an affirmative bias.
• Positive Leadership enables positively defiant performance.
• It is based on eudemonic assumption.
• Focuses on facilitating best human condition.
• It focuses on virtuousness.
• As stated by Hoenle (2016) implements scientifically and theoretically
grounded principles.

Benefits of Positive Leadership
• As stated by Geiman (2016) cultivation of relationships regardless of
performance.
• Ideal environment to experiment with new ideas.
• Creates a win-win atmosphere in organizations.
• Increases the comfort level of employees.
• Helps in reducing the employee grievances.
• Increases productivity and performance of employees.

Ways to implement positive leadership
• Remaining kind with the employees.
• Practicing integrity in the organization.
• As stated by Mishra and Jha (2017) displaying objectivity in every
task performed.
• Taking initiative rather than waiting.
• Delegating tasks in an effective manner.
• As stated by Walker (2016) showing forgiveness in times of failure.

Ways to improve employee performance and
engagement
• Providing feedback to the employees.
• Encouraging feedback from the employees.
• Maintaining and open door policy.
• According to Li (2016) rewarding the employees for taking risks.
• Adopting a flexible communication strategy.
• As opined by Pollock (2015) llistening and addressing the employee
concerns

Skill development activity to improve employee
performance
On the Job training- It is one of the most
effective skill development activity which can
help in increasing the performance of the
employees of organizations.

The leadership task: activity
• From among a group of 6-8 employees, short-list a few by means of debate or essay competition.
• Make short-listed candidates group leaders
• Make them choose other players from group to be part of their team.
• Once groups are formed with individual team leaders, assign task.
• Can pick any task – such as setting up a lemonade booth, and check which group manages to sell
most number of lemonades.

Benefits of improved employee performance and
engagement
• Helps in achieving organizational goals.
• Helps in improving productivity of employees.
• Helps in fostering innovation in organizations.
• As stated by Kang, Gun and Lee (2016)helps in reducing employee turnover
rate.
• Helps in retention of productive employees.
• Helps in attraction of top talents.

Benefits to the organization
• No extra costs involved in implementing.
• Improved company reputation in the market.
• Highly motivated and productive employees.
• Greater productivity in the organization.
• As stated by Antony (2018) development of innovative products and
services.
• Increases the profitability of the company.

References
• Antony, M. R. (2018). PARADIGM SHIFT IN EMPLOYEE ENGAGEMENT – A CRITICAL ANALYSIS ON THE DRIVERS OF EMPLOYEE
ENGAGEMENT. International Journal of Information, Business and Management, [Online]10(2), 32-46. Available at
https://search.proquest.com/docview/2063288901?accountid=30552 Accessed as on 16/01/2019
• Geiman, M. M. (2016). A multiple case study of the influence of positive organizational behavior on human resources. Business
Premium Collection [Online]. Available athttps://search.proquest.com/docview/1799966378?accountid=30552 Accessed as on
16/01/2019
• Hoenle, S. (2016, The power of positive leadership. Global Focus, [Online]10, 15-18. Available at
https://search.proquest.com/docview/1761060527?accountid=30552 Accessed as on 16/01/2019
• Kang, D. U., Gun, J. Y., and Lee, S. (2016). Disentangling the effects of the employee benefits on employee productivity. Journal of
Applied Business Research, [Online] 32(5), 1447-1458. Available atdoi:http://dx.doi.org/10.19030/jabr.v32i5.9771 Accessed as on
16/01/2019
• Li, Y. (2016). The impact of leadership behavior on employee engagement. Business Premium Collection [Online]. Available at
https://search.proquest.com/docview/1777347117?accountid=30552 Accessed as on 16/01/2019
• Mishra, R., and Jha, S. (2017). A conceptual framework on positive leadership style with competency based models. International
Journal on Leadership, [Online]5(1), 22-30. Available athttps://search.proquest.com/docview/2024117432?accountid=30552 Accessed
as on 16/01/2019
• Pollock, P. W. (2015). Learning to be engaged: Leader goal orientation, employee goal orientation and the mediating role of employee
learning on employee engagement and performance. Business Premium Collection [Online]. Available at
https://search.proquest.com/docview/1734885343?accountid=30552 Accessed as on 16/01/2019
• Walker, T. A. (2016). Strategies for increasing employee engagement in the service industry . Business Premium Collection [Online].
Available athttps://search.proquest.com/docview/1830466704?accountid=30552 Accessed as on 16/01/2019