This document discusses leadership development in the 21st century. It argues that people can be developed into great leaders through certain programs and guidelines. There will be a shortage of qualified leaders in the future due to retiring baby boomers. Organizations need to budget for and implement strategic leadership development programs to train future leaders from within. Developing self-awareness, trust, and experience through volunteerism are key aspects of an effective leadership development program.
The Boomer Leader Legacy (BLL) process is for HR experts and leaders who are succession planning for leadership continuity - as the boomers exit the workforce.
Leadership is one of the driving factors that determine organizational effectiveness and progression. In the VUCA world, the required leadership competencies have become
more comprehensive than ever before. Therefore, leadership development transcends the traditional concept of development of just an individual; it’s much more that today
The Boomer Leader Legacy (BLL) process is for HR experts and leaders who are succession planning for leadership continuity - as the boomers exit the workforce.
Leadership is one of the driving factors that determine organizational effectiveness and progression. In the VUCA world, the required leadership competencies have become
more comprehensive than ever before. Therefore, leadership development transcends the traditional concept of development of just an individual; it’s much more that today
Why Attracting and Retaining Diverse Talent is a Strategic PriorityCenterfor HCI
To tackle longstanding workplace discrimination, many future-focused organizations are adding diversity officers to their leadership teams. If organizations want the best talent, they need to address any issues that are keeping diverse talent out of their ranks and out of their boardrooms.
Women of Influence - White Paper on Solutions to Women’s AdvancementStephen Wills
In 2012, Thomson Reuters, the world’s leading source of
intelligent information for businesses and professionals,
established our Women’s Advisory Task Force. The Task
Force was given the overarching brief to ensure female
leadership development and the advancement of women
to senior positions in our company.
Visit - www.ProcurementCentral.com
Interview with: Mark Bocianski, Global Head of Talent Management & Learning, Western Union. Mark Bocianski is the Chairperson at the marcus evans Corporate Learning & Talent Development Summit 2018, taking place April 29 - May 1.
WIA is proud to announce their 2018 program calendar. Visit our website at www.womeninaerospace.org or follow us on facebook (@WomeninAerospace) and twitter (@womeninaero) to learn more and to register for these events.
The American Society for Human Resources Management (SHRM) has identified employee engagement – inspiring and motivating people to excel at work – as the biggest challenge faced by its individual and company members. The traditional response of most organization leaders has been to throw money at the problem. In this executive brief, the author draws from his own wealth of leadership experience, and from the findings of numerous specialists in the field of leadership development and employee engagement, to offer a more compelling and effective alternative.
White paper 2018 - 2019 LEE HECHT HARRISON ( LHH ) Elevating women in leader...Michal Hatina
Organizations need to pull several levers at the individual, cultural and organizational levels to make meaningful change. Women need to believe that leadership is a possible career path for them and engage in deliberate ongoing planning. Leaders need to actively champion female talent and create opportunities for women to grow and advance. Organizations must continue to support women in their development, offer meaningful formal practices and hold leaders accountable for creating an inclusive environment. When these initiatives are implemented effectively, movement will occur.
Leadership Formulation
Formulating Leadership
In today's workforce, there are several ways in which organizations can pursue individual or group talent to represent all it stands for and how it would like to be presented to the workforce. Successfully recruiting people should start with the organization realizing what its purpose is and how it plans to remain relevant along with many other organizations doing the same things. Once recruited and trained, it is important organizations find a means of retaining these individuals who excel in all areas and portray the characteristics of one who can eventually lead the staff in their charge as well as ensure new talent is brought in to keep the organization growing.
Leadership Development
Leadership development is a critical focus area for any organization that needs to be successful. In such a constantly changing business world leadership trends and practices need to keep evolving to adapt to the shifts in the environment (Snyder, 2013). One of the rapidly increasing trends in leadership development is the increased hiring and development of millennial workers into leadership positions. Leadership needs a lot of skills and experience, and as much as an organization may want to put millennial workers into leadership positions, they need to make sure that they are ready. Best practices for increasing the number of millennial leaders in an organization include:
Leadership Training
Organizations need to ensure that they engage their millennial workforce in both internal and external leadership training sessions. Leadership training is necessary for developing leadership skills and competencies in millennial leaders. This works as a mentorship program to enable experienced leaders to pass knowledge and expertise in leadership, they have gained with experience to the millennial. This is helpful since it allows them to gain leadership expertise which positions them to be viable for leadership positions in the organization.
Delegation of Responsibilities
This is a role that is very difficult for most managers in an organization since they fear incompetence. A delegation of roles and responsibilities is, however, crucial in developing millennial leaders since it gives the millennial workers and individuals the chance to show what they can do and a learning opportunity on how to carry out various leader roles. They can learn through feedback and thus gives then the opportunity to develop more skilled and empowered leaders.
Giving the Millennial a Voice inside the Organization
This is a form of engagement whereby they are encouraged to raise their opinions on various issues affecting the organization and in the decision-making process. Giving them a voice helps to develop more value for the employees and it also helps the administration to identify individuals among the millennial employees with the potential of being leaders. This also contributes to expand their skills in communication and ...
Essay about Leadership
Essay on The Leadership Challenge
What is Leadership? Essay
Importance of Leadership Essay
Effective Leadership Essay
Servant Leadership Essay
Motivation and Leadership Essay
Essay about Leadership
Essay about Leadership and Motivation
What Makes a Leader? Essay
A Great Leader. Essay
Why Attracting and Retaining Diverse Talent is a Strategic PriorityCenterfor HCI
To tackle longstanding workplace discrimination, many future-focused organizations are adding diversity officers to their leadership teams. If organizations want the best talent, they need to address any issues that are keeping diverse talent out of their ranks and out of their boardrooms.
Women of Influence - White Paper on Solutions to Women’s AdvancementStephen Wills
In 2012, Thomson Reuters, the world’s leading source of
intelligent information for businesses and professionals,
established our Women’s Advisory Task Force. The Task
Force was given the overarching brief to ensure female
leadership development and the advancement of women
to senior positions in our company.
Visit - www.ProcurementCentral.com
Interview with: Mark Bocianski, Global Head of Talent Management & Learning, Western Union. Mark Bocianski is the Chairperson at the marcus evans Corporate Learning & Talent Development Summit 2018, taking place April 29 - May 1.
WIA is proud to announce their 2018 program calendar. Visit our website at www.womeninaerospace.org or follow us on facebook (@WomeninAerospace) and twitter (@womeninaero) to learn more and to register for these events.
The American Society for Human Resources Management (SHRM) has identified employee engagement – inspiring and motivating people to excel at work – as the biggest challenge faced by its individual and company members. The traditional response of most organization leaders has been to throw money at the problem. In this executive brief, the author draws from his own wealth of leadership experience, and from the findings of numerous specialists in the field of leadership development and employee engagement, to offer a more compelling and effective alternative.
White paper 2018 - 2019 LEE HECHT HARRISON ( LHH ) Elevating women in leader...Michal Hatina
Organizations need to pull several levers at the individual, cultural and organizational levels to make meaningful change. Women need to believe that leadership is a possible career path for them and engage in deliberate ongoing planning. Leaders need to actively champion female talent and create opportunities for women to grow and advance. Organizations must continue to support women in their development, offer meaningful formal practices and hold leaders accountable for creating an inclusive environment. When these initiatives are implemented effectively, movement will occur.
Leadership Formulation
Formulating Leadership
In today's workforce, there are several ways in which organizations can pursue individual or group talent to represent all it stands for and how it would like to be presented to the workforce. Successfully recruiting people should start with the organization realizing what its purpose is and how it plans to remain relevant along with many other organizations doing the same things. Once recruited and trained, it is important organizations find a means of retaining these individuals who excel in all areas and portray the characteristics of one who can eventually lead the staff in their charge as well as ensure new talent is brought in to keep the organization growing.
Leadership Development
Leadership development is a critical focus area for any organization that needs to be successful. In such a constantly changing business world leadership trends and practices need to keep evolving to adapt to the shifts in the environment (Snyder, 2013). One of the rapidly increasing trends in leadership development is the increased hiring and development of millennial workers into leadership positions. Leadership needs a lot of skills and experience, and as much as an organization may want to put millennial workers into leadership positions, they need to make sure that they are ready. Best practices for increasing the number of millennial leaders in an organization include:
Leadership Training
Organizations need to ensure that they engage their millennial workforce in both internal and external leadership training sessions. Leadership training is necessary for developing leadership skills and competencies in millennial leaders. This works as a mentorship program to enable experienced leaders to pass knowledge and expertise in leadership, they have gained with experience to the millennial. This is helpful since it allows them to gain leadership expertise which positions them to be viable for leadership positions in the organization.
Delegation of Responsibilities
This is a role that is very difficult for most managers in an organization since they fear incompetence. A delegation of roles and responsibilities is, however, crucial in developing millennial leaders since it gives the millennial workers and individuals the chance to show what they can do and a learning opportunity on how to carry out various leader roles. They can learn through feedback and thus gives then the opportunity to develop more skilled and empowered leaders.
Giving the Millennial a Voice inside the Organization
This is a form of engagement whereby they are encouraged to raise their opinions on various issues affecting the organization and in the decision-making process. Giving them a voice helps to develop more value for the employees and it also helps the administration to identify individuals among the millennial employees with the potential of being leaders. This also contributes to expand their skills in communication and ...
Essay about Leadership
Essay on The Leadership Challenge
What is Leadership? Essay
Importance of Leadership Essay
Effective Leadership Essay
Servant Leadership Essay
Motivation and Leadership Essay
Essay about Leadership
Essay about Leadership and Motivation
What Makes a Leader? Essay
A Great Leader. Essay
Essay on The Leadership Challenge
Essay on Presidential Leadership
Effective Leadership Essay
Essay on Effective Team Leadership
Essay about Great Leaders
Business Leadership Essay
The Role Of A Leader Essay
Leaders And Managers Essay
Essay on Leaders vs Managers
Motivation and Leadership Essay
Collaborative Leadership Essays
What Makes A Good Leader? Essay
Compare and Contrast Two Leaders
The Qualities And Traits Of Leaders Essay
A Great Leader Essay
The Role Of A Leader Essay
What Makes A Leader?
What Leadership Means to Me Essay
Leaders Intellect
Qualities Of A Great Leader Essay
Effective Leadership Essay
What Is A Leader? Essay
Leadership and Change Essay
The Art of Leadership Essay
Developing Leaders Essay
Being a Good Leader Essay
Importance of Leadership Essay
What is Leadership? Essay
What Makes a Leader? Essay
Personal Leadership Training plan AttributesColumbia South.docxSusanaFurman449
Personal Leadership Training plan : Attributes
Columbia Southern University
Dr. Mark Friske
Current Issues in Leadership
LDR 6302-22.01.00
10/14/2022
Introduction
Personal leadership style
personal leadership style attributes
Characteristics of a democratic leader
Charismatic leadership style
Charismatic leader
Transformational leadership style
Transformational leader
Charismatic vs. transformational
Impacts of transformational leadership
Reflection
Personal leadership style
Democratic leadership style
Embraces diversity and open dialogue as core values.
The leader's role is to provide direction and exercise authority.
Commands respect and admiration from those who follow you.
Moral principles and personal beliefs underpin all choices.
Seek out a wide range of perspectives (Cherry, 2020).
Behaviorist theory is the one that fits my style of leadership the best.
Being the change you wish to see in the world is crucial, in my opinion. According to Johann Wolfgang von Goethe, "Behavior is the mirror in which everyone exhibits their picture." My main priorities are the well-being of the team members and developing effective solutions via cooperative effort.
personal leadership style attributes
Active participant
Each person is given a fair chance to speak their mind, and there is no pressure to conform to any one viewpoint.
Values other standpoints
I find it fascinating to hear the perspectives of others. To me, it's crucial that everyone in the team pitches in to find the most effective answer. To me, it's important to give everyone a voice on the team since they all have something unique to offer.
Characteristics of democratic leader
Attribute:
Talk About It
Subcontract Work
Get Other People's Opinions
Friendly
Approachable
Trustworthy
Participative
Motivate Originality
Regard for Others
Build Confidence
Life example
Working as a Management Analyst in the realm of government spending, I am frequently required to communicate with the Program Management Team of a third party firm. No collimated staff members prevent me from personally performing some of the work necessary to maintain an accurate external organization ledger. As a result, I need to be approachable, polite, and nice to my coworkers so that they would feel comfortable confiding in me and trusting me with their ideas. By consistently soliciting feedback from staff and management, I want to foster a culture of collaboration. This fosters innovation on the team and opens minds to new points of view.
Charismatic leadership style
They have excellent communication skills.
Passionate in furthering Their Cause.
Professionals have a lot of experience in their field.
Act with a level head (Siangchokyoo, et al. 2020).
Leadership traits and behavior are under scrutiny.
Win Over Huge Crowds.
Possible drawbacks
Frustratingly Diminished Clarity
Not Enough People to Make It Happen
Charismatic leader
Charismatic leader example:
pr.
Running LEADERSHIP DEVELOPMENT PLAN 1LEADERSHIP DEVELOP.docxanhlodge
Running: LEADERSHIP DEVELOPMENT PLAN 1
LEADERSHIP DEVELOPMENT PLAN 16
Leadership Development Plan
MBA6026
The Global Leader
Shermanda Green
Leadership Development Plan
Introduction
In order to develop an ideal global leadership development plan, one has to conceptualize what it will look like in their mind. The global development leadership competence curriculum that has to be developed must be one which is unique to my needs as an individual (Abbasiyannejad & Silong, 2015). It must be one that indicates my vision and mission in leadership and my main competencies in leadership. It is not easy for one to determine his/her competency in leadership without having a great technique to do so. There are some people who have relied upon computerized programs to come up with a description of their competencies, this might not be the best method yet. In this paper, I have made use of Gardner’s five minds to determine my areas of strength and weakness.
After development of the Gardner’s five minds, the paper has proceeded to create the personal leadership development plan based on the leadership concern of the future. The main concerns for leadership in future include the following main areas; human resources management, social media, ecommerce and technology. These are important areas that have been aligned to my vision of leadership that is based upon management of diversity and change in an organization. This paper contends that it may not be easy for a leader to operate well without having a mastery of how best the above four areas can be managed.
The concerns that the global arena of leaders have at the moment is transformational leadership which is aimed at no only improving the relational type of management but ascertaining the future of organizations. Therefore, in the current world leadership has just stood as an entity that people possessing leadership characteristics are selected randomly and put in a position of leadership without a proper understanding of who they really are and what they can promise. There are failures that are brought about by the failure of the leadership characteristics that organizations have put so much hope because of the kind of leaders that they place in top positions. Leadership is not based on the amount of time someone can use to complete a task but how far can a person go deep in desiring to rid errors while in the process of executing the directive of a task which will give them a true shape of how decision making and implementation of projects shall be done in the future.
Global Leadership Concern for the Future
The current global trends that are driving the global leadership agenda is heavily based on the areas of human resources management, technological application in organizations, e-commerce and social media. It will not be easy for one to operate as a global leader without incorporating these trends into their leadership agenda.
In relation to human resources management.
Unit V PowerPoint PresentationInstructionsPersonal Leadership .docxjolleybendicty
Unit V PowerPoint Presentation
Instructions
Personal Leadership Training Plan: Skills
In Unit II, you started your Personal Leadership Training Plan and focused on attributes; in Unit IV, you focused on knowledge. In this unit, you will add skills to your plan.
Within your presentation, respond to the following points:
· What skills do you have that you can apply to the Hersey-Blanchard Situational Leadership Model (SLM) and the Vroom-Yetton Normative Decision Model?
· What skills would be needed to implement the SLM and the normative decision model?
· How could you explain the differences between the SLM and the normative decision model?
Your completed PowerPoint presentation must be a minimum of 10 slides in length, not counting the title and reference slides. Additionally, a minimum of three peer-reviewed or academic resources must be used. Keep the text on the slides concise, and use the notes section to fully explain your ideas. All sources used must be cited and referenced according to APA style.
Resources
The following resource(s) may help you with this assignment.
·
Citation Guide
·
Submit Writing Center Request
Personal Leadership Training plan : Attributes
Columbia Southern University
Dr. Mark Friske
Current Issues in Leadership
LDR 6302-22.01.00
10/14/2022
Introduction
Personal leadership style
personal leadership style attributes
Characteristics of a democratic leader
Charismatic leadership style
Charismatic leader
Transformational leadership style
Transformational leader
Charismatic vs. transformational
Impacts of transformational leadership
Reflection
Personal leadership style
Democratic leadership style
Embraces diversity and open dialogue as core values.
The leader's role is to provide direction and exercise authority.
Commands respect and admiration from those who follow you.
Moral principles and personal beliefs underpin all choices.
Seek out a wide range of perspectives (Cherry, 2020).
Behaviorist theory is the one that fits my style of leadership the best.
Being the change you wish to see in the world is crucial, in my opinion. According to Johann Wolfgang von Goethe, "Behavior is the mirror in which everyone exhibits their picture." My main priorities are the well-being of the team members and developing effective solutions via cooperative effort.
personal leadership style attributes
Active participant
Each person is given a fair chance to speak their mind, and there is no pressure to conform to any one viewpoint.
Values other standpoints
I find it fascinating to hear the perspectives of others. To me, it's crucial that everyone in the team pitches in to find the most effective answer. To me, it's important to give everyone a voice on the team since they all have something unique to offer.
Characteristics of democratic leader
Attribute:
Talk About It
Subcontract Work
Get Other People's Opinions
Friendly
Approachable
Trustworthy
Participative
Motivate Origin.
Essay about Leadership
Essay about Leadership
Essay about Women in Leadership Roles
Personal Leadership Statement Essay
Leadership Development Plan Essay
Essay about Persuasive Forms of Leadership
Motivation and Leadership Essay
Leadership and Change Essay
What Leadership Means to Me Essay
Reflective Essay On Leadership
Servant Leadership Essay
Essay on Management and Leadership
What is Leadership? Essay
Business Leadership Essay
Definition Essay Leadership
Effective Leadership Essay
Essay about Leadership in Early Childhood
Essay about The Importance of Leadership
Definition Essay On Leadership
Essay about Leadership in Todays Business World
Learning Objective: Discuss methods for increasing team productivity
Research has shown that there are a lot of reasons why employees leave a company, including burnout, boredom, less recognition, conflicts in the workplace, etc. Employee retention can save a company thousands of dollars and improve company morale. Working with your team on tasks such as brainstorming can show creativity, ranking their attributes can help you complement their strengths, and discussing employee career goals can add a lot of value to the project as it allows the team to flourish and meet company goals. This leads to employee satisfaction and feeling rewarded in their work and, most of all, appreciated. Making work fun and identifying accomplishments cures disengagement in the workplace.
At the end of this seminar, participants will be able to:
a. Identify factors that lead to employee disengagement.
b. Devise methods to engage employees and increase creativity and productivity.
c. Classify employee strengths to complement task assignments and discuss career goals.
d. Share methods for keeping employees engaged and feeling appreciated.
1. Leadership in the 21st Century 1
Leadership in the 21st Century
Ron McGary
Lewis University
Master of Arts in Organizational Leadership
Dr. Sheila Boysen-Rotelli
2. Leadership in the 21st Century 2
Do you think it is possible to develop people to be great leaders?
Traits and Behaviors of Leaders
Yes, it is possible to develop people to be great leaders. Leaders are not born: they are made
(Nahavandi, pg. 310). Since leaders are made then it is true that people can be developed into
leaders. The many questions arise when this subject matter is discussed in many organizations. If
leaders are made, “Then who can be developed into a leader?” A leader possesses many traits
such as being able to drive theories into practice through high levels of motivation, the desire to
lead, being honest and have integrity, maintain self-confidence, have emotional stability,
demonstrate cognitive ability and possess the knowledge of the business (Williams, pg. 295).
From experience, people who do not have a selfish attitude usually are the givers to society.
Givers or servant leadership is needed to be an effective leader in an organization. For example,
the director of east coast bottling operations of a beverage plant decided that one day he would
deliver all the bonuses to each employee and thank them for their service during that year. This
one example of being able to convey “Thanks” to each employee implies that he is willing to
serve them. Individuals like this have an aptitude to practice organizational leadership and
possesses a learning capacity, he is aware of the need for change, he is able to use developmental
experiences, and encourage the development of self-efficacy. With an attitude of serving others,
having a capacity to learn, and possess a sense of motivation and drive to enable individuals and
others to become a leader as well (Nahavandi, pg. 311).
The Leadership Gap
Individuals with the “right stuff” can be developed in an effective leader given certain
guidelines. The leader of an organization must be able to see the value of each individual within
their company. Do they have the right people in place? Are they effectively leading and
3. Leadership in the 21st Century 3
managing the department as they have predicted? If so, then the leader has chosen wisely. But if
not, what can they do to develop the individual into an effective leader?
In a leadership survey conducted in 2001 by Development Dimensions International (DDI), a
leading human resource organization, clearly indicates there will be a shortage of leaders in the
future. In most companies the Human Resource executives are not satisfied with the current
technology or the programs to fulfill a leadership development program. In some organizations,
they were asked to rate their organizational development programs and the executives rated them
with only fifty-percent moderately satisfied and others gave a rather significant lower rating. In
terms of budgeting, most organizations give approximately seven percent to the leadership
development programs. Leadership alignment is not particularly allied with the organizations
mission and goals, which are directly linked to the performance planning and business strategies.
In another key element of developing business leaders is that they will take the training, but with
the mindset of leaving the company that trained them to the next level of leadership. Seventy-
five percent of leaders that participate in leadership development programs have admitted that it
will enhance their marketability for future employment in the age of mergers and downsizing.
Organizations use an estimated forty-seven percent of their own candidates to fill the internal
upper management positions. This also is a key indicator that companies are not growing their
own leaders from within. It might be the case that companies just cannot find good effective
leaders. Eighty percent of Human Resource professionals surveyed it was very strenuous to find
qualified personnel to fill leadership positions (Darcy, 2001).
In more recent surveys the trend has not changed. Forty percent of the United States
workforce will soon retire between 2009 and 2020. This is because of the baby boomer era,
which are individuals born between 1946 and 1964. This age group will retire with the leadership
4. Leadership in the 21st Century 4
skills and talents that are needed to carry on leadership within organizations (Palmer, 2014).
Since organizations have not developed effective programs, not budgeted annually for leadership
development, and ultimately has not propagated effective leadership and there will be a huge gap
in our society without fully trained leaders. In fact, organizations are finding it harder to train the
younger workforce for the future that reflects the values of the company and stakeholders
(Palmer, 2014). To combat this monumental task, organizations need to review their budgets and
include strategic planning for future development of future organizational leadership.
Developing People into Leaders
So with this deficit of leadership coupled with this new generation of adults in becoming
potential leaders, what is the next step to train and groom them to be effective leaders? People in
most organizations have had the opportunity to volunteer for something, either inside the
company or outside of the company. In shifting the paradigms for this new era of leadership
development would encompass a new age of volunteering. It has been proven that volunteerism
will increase the sense of self to improve self-awareness. Self-awareness is the key in building
trust and developing the authentic leader within an organization (Palmer, 2014).Once the self-
awareness has matured in the process then a trust relationship will be established. Trust is the
cornerstone of leadership (Williams, pg. 294).
Mistrust is not always betraying others, but it could also be used in a way to have others look
bad by not doing what you said you would do when you said you would do it (Williams, pg.16).
In developing trust within a department or organization the leader must always follow through
and let the employees affected know if what they had asked will or will not come to fruition.
Failures in building trust are when the leader does not follow through with the affected employee
(Williams, pg.16). Once the erosion starts to weaken the stem of the leadership within the
5. Leadership in the 21st Century 5
organization will soon crumble like a house of cards. Once the volunteerism, trust, and the
overall relationship have been established with the new leader then they can progress with their
new talents into developmental experiences.
Outside of the company employees can volunteer some of their time to help mentor upcoming
young adults in programs such as STEM (Science, Technology, Engineering, and Mathematics).
STEM is an ongoing coaching and mentoring program to reach the potential young workforce in
maintaining their interest in science, engineering, technology, and mathematics through building
of robots in most cases (Wikipedia, 2014). In 2010 according to the Subcommittee on
Commerce, Justice, Science, and Related Agencies Appropriations including the Senate,
legislation was heard in Congress to help facilitate this mentoring program. This has helped
thousands of young adults get more involved with the community. This will develop trust,
volunteerism, and will promote the leading effort in helping these individuals become leaders in
their community. This will provide hope of carrying these leadership values into the workplace
within their organizations as they develop their experiences.
Large U.S. companies spent over $125 billion on employee learning and development in 2009
(Nahavandi, pg. 310). This is a good sign that internal leaders know and are self-aware that
leadership is needed across America. From experience, while working for a Japanese company
located in Georgia, the Japanese leaders took leadership very seriously. We had meetings and
cross functional meetings, which meant that the leader of a department would conduct meetings
out of their department. These meetings consisted of suggestions from others that did work in
that department to make the environment better; it was a workplace improvement session so that
everyone got the idea that no one department was being treated unfairly than the other. This was
6. Leadership in the 21st Century 6
a morale booster for the entire company. Previously the company split into two different
companies in the past and the morale was very low.
In developing people into leaders takes time and effort. But first we must recognize the need
for it and that has to come from the existing leaders. The current leaders must first be self-aware
that change is needed. Recruiting volunteers within the company that have a trust relationship
established can absorb others into the program and thus develop those people as leaders. By
working inside and outside of the company will dramatically increase the self-worth of
individuals and portray the self-image that top management is human and is willing to work with
others. By being involved with the community will also create the image and brand of someone
and the company. It is not difficult to find government programs that promote leadership in local
communities.
Key Components of a Leadership Development Program
With all the money spent on leadership development programs throughout America, it would
be beneficial to everyone to begin with the fundamentals of developing leaders first before
allocating millions or even billions of dollars to a certain program. It does not cost anything to
ask volunteers in the first phase of creating a program within an organization. In most programs
a leader should begin with the end in mind (Covey, pg. 59). What are they going to do exactly?
The program development must be clear and have clarity for everyone and not just the leaders
themselves. Prioritize the development of the program. According to Stephen R. Covey, put first
things first. This clearly indicates to make a list of really important items down to the least
important items. In using these practices for individual improvement it certainly has an impact in
organizations and groups as well, especially in leadership roles.
7. Leadership in the 21st Century 7
In being a leader one must think that in developing new leaders we must think the overall
program must be a win/win application (Covey, pg. 53). If it is one-sided the employees or
others will soon figure it out and the trust relationship will fail. This is one of the mistakes
leaders make (Williams, pg. 16). This not only involves everyone, but it goes without saying that
everyone is important to the program. Everyone’s contribution is equally as important as the next
person. Everyone should understand the program with clarity and alignment, have goals with the
end in mind, and ensures the entire team will win; then it will be time for the execution of the
program. Execution is the greatest unaddressed issue in most organizations today (Covey, 2004,
pg. 274). According to Covey, the execution gaps are clarity, commitment, translation, enabling,
and synergy (Covey, 2004, pg. 275). These main components are essential in creating a
leadership program with organizations and in smaller departments.
Key Collaborators for Leadership Development Program
Not everyone should be involved in developing a program in the beginning. The initial
thoughts and conception should be sought out by the leader who has the self-awareness that
change is needed. Once the significance of the leadership program is established then the leader
can educate others and gain their approval for the program. However, everyone should be
involved after the conception of the program to promote the changes as it is being developed.
Leaving anyone out of the program development will increase the risk of not being trustworthy
and the relationship will fail not only with the group, but with the entire company. If there are
many departments within an organization, then leads can be brought in to help facilitate the
departmental views providing they get the same training as the top leaders did to get the program
moving in the right direction. In essence all the leaders should have the same vision and mission
8. Leadership in the 21st Century 8
in the creativity and development of an effective leadership program to ensure a productive
execution.
Describe an organizational change that you have recently encountered.
Recent Organizational Change
Organizational change is not easy. There are people who almost always resist the change and
they will spread gossip about the leader making the change. From experience, this has happened
in recent events when changing a department for the better. The change is not necessarily
meaning that the old program was not working, but it was not working as effectively as it should
have been. When everyone gets settled in a program or job they have a tendency to get
comfortable. Leaders and managers who rely too much on their strengths become hammers that
see everyday problems as their nails. This leads the employees becoming patsies and
overwhelmed by their bosses. As the employees rise to higher levels of management they forget
to practice their skills at that level. In addition, these same people expect to get promoted to the
next level of management just by being there in the organization. They soon forget to sharpen the
saw according to Covey. (Covey, 1989, pg. 287). Also when it comes time for the decision
making process dithering and paralysis takes its toll on the organization (Schumpeter72, 2013).
In a recent organizational change in a technical college this is exactly what happened,
complacency had taken its toll. When the previous leader left the company a new leader stepped
in with 21st century thinking. The current employees stayed in their positions up until recently.
They have been released because they have settled into their job very comfortably and when
asked to do something they resisted, but eventually they did it in their own time, not the new
leader’s time. When one of the employees was asked to clean the workshop, all they did was
water the plants. Later in the day was the only time they went and cleaned the shop. The new
9. Leadership in the 21st Century 9
leader did explain why it did need to be cleaned, but the employees dismiss the request from
their leader and went about their business.
In leading change in any organization, no matter what size it is, an assessment must be taken
to give the new leader an overview of what the current mindset is. If the employees would have
asked the new leader what is expected of them then the outcomes may have been a little
different. They still could have their jobs. They got in a rut and stayed there, not making a
difference in the department and literally took things for granted. All employees should have the
same enthusiasm as when they first walked through the door on the first day of joining the team.
Factors Driving Change in Recent Organizational Change
In a technical college the learning process is not in a constant change. But the change that
does happen is the evolutionary change (Nahavandi, pg. 281). The change must happen
incrementally for a couple of reasons; budgetary and course curriculums. But for the sake of
implanting small change, for example like cleaning and making it safer to perform laboratory
experiments this change does not have a cost associated with it nor does it require an upper
management decision. Not only did the class room need reorganizing the program needed to
recruit new students. This promotion of the program could not happen without cleaning and
reorganizing the department. Once the reorganizing was done the current students morale
boosted and they showed more enthusiasm to get the assignments completed on time. By the end
of the semester students were very thankful for the change and even made positive public
opinions about the program.
Factors driving change such as promoting a certain program, safety, and overall cleanliness
are important aspects in improving the morale and productivity. With the new leader being self-
aware and a change advocate new students would not have to look at other colleges for their
10. Leadership in the 21st Century 10
technical training. This not only increased the morale but also the enrollment for the next school
year.
The necessary steps in getting the job done was to clearly communicate with the new
employees the importance and significance of the project. This did ensure the alignment of the
school and the inner department’s vision. Once the vision and alignment were complete the
students eagerly cleaned and got the work done.
Attributes of the 21st Century Leader
According to Robert Crandall, Chairman and President of American Airlines, “I think the
ideal leader for the 21st Century will be the one who creates an environment that encourages
everyone in the organization to stretch their capabilities and achieve a shared vision, who gives
people the confidence to run farther and faster than they ever have before, and who establishes
the conditions for people to be more productive, more innovative, more creative and feel more in
charge of their own lives than they ever dreamed possible (Wren, pg.456).” This could not be
more in agreement than at any other time. The 21st Century will require new leadership, because
of the baby boomer retirements and with the loss of leadership in our society currently (Palmer,
2014). What it takes is educating, encouraging, and empowering others to take helm and lead. In
this crucial time we cannot be complacent or stagnant with our leadership abilities.
What worked many years ago will not work in the new workforce today. This is a very strong
statement to make because the stern leaders of today will make an argument of “Well this is how
I did it.” That mentality for sure will not embrace the new students or the Generation Y folks or
sometimes called the millennial generation. With so many of the Gen Y group it will be difficult
to reach them in a single phase of leadership training (Lamb, pg. 49). Knowing the values of the
millennials will form a well-planned strategy to train the new workforce of tomorrow. For
11. Leadership in the 21st Century 11
example, the millennials are very inquisitive according to researchers (Lamb, pg. 50). The Gen Y
group wants to know why things happen, how things work, and what they can do next. But their
curiosity and comprehending are two different items. Most of the millennials learn from the
social networks and by computer technology. This group pays special attention to self-
personalization and enhancements. So they learn by what is called “Unboxing”,
This is popular with videos and online articles in reviewing new products (Lamb, pg.132).
By knowing what to do in a marketing situation the chances of selling something is very high,
if the customer’s habits and characteristics are known. This is how to reach the new workforce is
through their eyes. For example, learning how to use YouTube videos for leadership training is a
huge addition in reaching them. Coupled with 3D animation for engineering and mathematics is
another attribute to learn and use to show the application of numbers and how things really work.
By using current technology the new workforce will be able to comprehend what their leaders
are trying to teach them. After all these new leaders will have to work on a global environment in
comparison to the baby boomers of working locally or on a national basis for the most part. So
the 21st Century leader will need technology to be creative with it so it is effective for the
millennials.
It is now a requirement for the 21st Century leader to be passionate about leading this new
generation. They must be willing to learn themselves and to renew their leadership skills (Wren,
pg.457). Their passion must come from within and be easily conveyed to the new workforce. In
renewing their skills and talents in technology they must also consider what new type of leader
they are so there are no communication barriers in the process.
12. Leadership in the 21st Century 12
References
Covey, S. (1989). The 7 Habits of Highly Effective People. Powerful Lessons in Personal
Change. Simon & Schuster. New York, NY.
Covey, S. (2004). The 8th Habit. From Effectiveness to Greatness. Free Press. New York, NY.
Darcy, N. (2001, Mar 26). Developing future leaders. Malay Mail Retrieved from
http://ezproxy.lewisu.edu/login?url=http://search.proquest.com/docview/326186856?acco
untid=12073
Lamb, C., Hair, F., McDaniel, C., (2013). MKTG. Mason, Ohio. South-Western.
Nahavandi, A. (2015). The art and science of leadership (7th ed.). Upper Saddle River, NJ:
Pearson Education.
Palmer, J. Q. (2014). A quasi-experimental study of changes in self-awareness and authentic
leadership after participation in a volunteer event (Order No. 3637768). Available from
ProQuest Dissertations & Theses Full Text. (1618234389). Retrieved from
http://ezproxy.lewisu.edu/login?url=http://search.proquest.com/docview/1618234389?acc
ountid=12073
Schumpeter72. (2013, Jun 08). Too much of a good thing; The Economist, 407, 72-n/a. Retrieved
from
http://ezproxy.lewisu.edu/login?url=http://search.proquest.com/docview/1366042373?acc
ountid=12073
Subcommittee on Commerce, Justice, Science, and Related Agencies Appropriations; Committee
on Appropriations. Senate. (2010). Hearing before the Subcom on Commerce,
Justice, Science, and Related Agencies Appropriations to
examine science, technology, engineering and math (STEM) education. Senate Approps
Committee pre-publication hearing materials, 111th Congress.111 -2. Hearing ID. S18-
20100204-01. Retrieved from
HTTP://congressional.proquest.com.ezproxy.lewisu.edu/congressional/docview/t29.d30.s
18-20100204-01?accountid=12073
Wikipedia, The Free Encyclopedia. (2014, December 9). STEM fields. In. Retrieved 14:40,
December 13, 2014,
from http://en.wikipedia.org/w/index.php?title=STEM_fields&oldid=637381961
Williams, C. (2013). MGMT: Principles of Management. Mason, Ohio: South-Western.
Wren, J. Thomas (1995). The Leader’s Companion: Insights on Leadership Through the Ages.
New York, NY: The Free Press.