Strategic Leadership in a Changing World Essay Example | Topics and Well Written Essays - 2000 words

Strategic Leadership in a Changing World - Essay Example Existing cultures and prevailing organization cultures to be precise plays an important role in ensuring success. As discussed by Becker and Baloff (1969), the need to place cultures on a psychological platform will distinguish the procedural and declarative knowledge. The culture of an organization displays on the economic performance and the company’s continuity. For instance, an organization with a dedicated and strong team built through visionary leaders end up with more financial successful years on a long-term basis. Organizations structure also facilitates the success of new products and process innovation and change. Culture management is a relevant process in the growth of an organization and its extent is felt on the two articles above. Becker and Baloff (1969) explain that managing organization culture is the ultimate goal for an organization to realize the length of its potential. Fairfield-Sonn (2001), however, states that culture just gives direction to the staff on what they believe and how things should be run (Kapferer, 2008). Business platforms require both leaders and managers. Though taken by many individuals to mean the same, the two aspects of business are different. A good manager and leader offer success of the organization in different levels (Northhouse, 2009, p. 23). Corporate culture is a strategic investment that ensures well driven business activities. The needs to create success in the economy that come with corporate change are extensive. Approaching a change requires putting into consideration the important cultural themes that ensure expression in and organization, without any neglect. The cultural web is a tool designed to help managers with the challenge that comes with cultural change. Originated by Gerry Johnson (2002), the tool is applied by many companies including, KPMG, Shell and Castrol. The web is designed to compare to a spider’s web where the centre is the paradigm or main idea for the organization, ac ting as a centrifugal force aimed at weaving cultural themes together. The cultural web brings out the concept of change, most employees feel comfortable with the normal happenings (Charles &Jones, 2009). Expressions can be considered cultural to an organization after cultural artifacts have been made active. Selecting a process includes incorporating the aspects that require change. It is important to facilitate a clear understanding of the analytical process with which members of the organization can relate to, once the culture has been incorporated. The cultural web is a device that ensures a practical aspect of the themes with aspects placed on anthropology. The Characteristics of a Good Manager A good manager should be able to manage time properly as supervisory positions can be tasking if the manager lacks proper time management skills to adhere to deadlines. Proper time management skills translate to generation of revenue and proper budgeting skills adopted by the company (Sc hein, 2004, p. 12). Possession of proper communication skills is an essential for a manager. Management of business and project teams depends highly on communication to succeed. A manager should be able to communicate clearly to other managers, other businesses, employees, and most of all to customers. Proper communication comes with the personality and confidence growth with the knowledge of the running of the business (Bax,2002). Conflict resolution abilities

Provide a critical discussion of the growing trend to practice Essay - 1

Provide a critical discussion of the growing trend to practice coaching in the workplace - Essay Example In the connection of workplace coaching, leadership is characterized as: the interpersonal techniques included when the one individual (differently alluded to as a director, group leader or line supervisor) enrolls the backing of their work gathering to attain imparted objectives (Mccartney and Campbell, 2006). Backers of managerial coaching highlight its potential to empower line-chiefs to fulfill their leadership work through creating and outfitting the aptitudes, learning and capacities of colleagues to convey propelled and powerful execution (Harney and Jordan, 2008). In spite of the interest in the role of a manager as a coach in both the leadership and HRD rules, very less consideration has been paid to its suggestions for non specific leadership hypothesis (Hagen and Aguilar, 2012). Likewise, despite the fact that it is sanctioned by line chiefs, the writing identifying with managerial coaching is grounded in the knowledge of master and official mentors; there is meager research about the degree to which the same models and behaviours are fitting for both specialised mentors and for line supervisors (Sue-Chan, et al 2010) and little is thought about the individual or expert attributes that may influence the inclination for an administrator to embrace workplace coaching (Hawkins and Smith, 2006). In this setting the paper makes two central commitments. To begin with, it recognizes the behaviours cohorted by line chiefs with workplace coaching and evaluates figures that may influence administrators affinity to embrace coaching. Second, it survey s the meanings of managerial coaching for bland leadership hypothesis. The destinations of the paper are to: Coaching is presently an unmistakable segment of broad methodologies to HRD. Official and management level coaching are progressively pervasive and numerous associations additionally advertise the thought of the supervisor as mentor (CIPD, 2011). Models of coaching in the expert