Discuss about the Organizational Leadership for Cultural and Linguistic Competency.
Effective and potential leaders make the difference for their organization. The future success of any organization depends on upon the quality of their leadership. However, the development of effective leadership needs many times and tremendous efforts as compared to the other development in the entire career. Proven the talent of the leadership is most scarce and in their earlier career, the leader faced very complex challenges additionally (Clark & Morgan, 2001). Because of all these issues, the best interest of the organization is to develop the leaders at all levels of the organization. Most of the people think that the leadership development should align towards the strategy of the business that ensures the development of the leaders that are ready for effective leadership (Clark & Morgan, 2001). By viewing the development of leadership as the journey, the leaders have the opportunity to gain experience, insight, visibility, and tackle the challenges and help in the creation of a path that connects the growth of people to the need of organization.
A personal leadership development plan should find a way that creates a balance between the desire of the leaders for engagement and growth with the need of the organization to drive the strategy for the business and its result. The effective leadership development plan supports to build the capacity both at the individual level and at the organizational level by following the below mentioned four things.
Skill and competence improvement: the leadership skills that are required for effective leadership are people, self, thoughts and result. The skill of People leadership supports the development of other employees. The skill of self-leadership determines the self-management (Krishnan, 2012). Thought leadership skill supports in problem anticipating and solving. The skill of result leadership focused on the planning and execution abilities.
Increased individual engagement: Whatever the individual is the manager or not, or he or she want to lead or not. The choice for the leading comes from the individual’s a deep sense of engagement with the organization and with the peoples of the organization (Krishnan, 2012). The development of a leader occurs when he or she recognize their purposes and values. With support and training, the individuals have knowledge that how the leadership quality will help them to act upon their own unique values.
Creation of a path that leads to success: leadership development program helps the leaders to stretch their abilities and skills to grow for better and higher job profile. The leadership development program ensured that the leader is ready to take a step up and taking the responsibility for the broader range as required by the organization (Krishnan, 2012).
Supports the organization engagement and networking:
The development of leadership plan supports to develop strong and long-lasting social relations that revolve around the shared purpose and vision. This helps the leaders talk about qualities, strategies and to develop leadership skills in the others (Krishnan, 2012).
The goal and objective of the personal leadership strategy are to support the groups, organization, and individuals to improve the abilities and skills of the individual to work in a team productively.
For the development of a personal leadership plan, the following strategy can be used.
Self-assessment
First, all the individual has to think about his own assessment that is an assessment of his qualities that reflect the qualities, skills, traits, abilities, competencies and experiences of an efficient leader. Some of the skills, traits, abilities, competencies should be according to your business environment (Manion & Cherion, 2009). For this, the individual has to do the following three thinks
Sort out the toughest jobs in the organization and take the full responsibility of that work
Try to tackle the problems and find the new way to overcome
Try to forecast the change and its management that development of the techniques to overcome the resistance to change
For the analysis of the skills, qualities, abilities follow the SWOT analysis that is an analysis of strength, weakness, opportunity and threats. This analysis supports the individual to have the better self-assessment (Hammersley-Fletcher, 2006). The SWOT analysis is to know the strengths of the individual that supports the leadership behavior and weaknesses that should improve to behave as an effective leader. This analysis also helps to know the opportunity that will enhance the leadership behavior of individual in future and threats that can diminish his leadership behavior. In each of the above responsibilities, the individual should find its one of his strength and one of his weaknesses that one has to improve.
After the assessment of the own strengths and weaknesses, the individual has to give ranging to his behavior against the SPARK acronym
S for sharing information
P for play to strengths
A for asking induction and appreciation of different ideas
R for recognition and responsiveness to the needs of the individual
K for keeping the commitments
In the personal leadership development plan of the individual reveals that how the individual use the SPARK (Manion & Cherion, 2009). For example, in the context of the environment of the organization, there is a combination of a team whose members are virtually and physically present. In information sharing, how the information technology of the organization helps the leader to bring all the members of the team together that is no one left without information. In the plan, the leader should consider that is their need of regular meetings, weekly meeting or monthly meeting according to the work of the organization.
The process of leadership involves SPARK behavior in the daily management of his team as they aim for the same goal. In the leadership behavior, the individual should add the ten critical indicators of the success that are mentioned below
Work accomplishment: Is the work completed on its standard time
Increased quality: Is the quality of work improves
Teamwork improvement: Is the teamwork improves in a stronger direction
Improved morale: Is there development of a sense of pride in the team
Increased delegation: Is the individual and his team both delegated to work more and more
Empowerment: Is the individual sharing the powers with the team member that is ready to assume them
Stabilized system: Is the individual going to create the routines and system for all the processes and functions that are major.
Strategic preparation and planning: Is the individual doing the long term preparation and planning
Continuous learning: is the team continuously learning new things
Recognition and rewards: have the team members got recognition and rewards of the contribution
In the leadership development plan, the individual should discover more about his personality and predispositions through the testing with MBTI- Myers-Briggs Type Indicator. This type of test supports to enhance the self-awareness (Nadler, 2004). In this testing, the individual can gain additional insights in own personal style such as body language. The individual’s gesture, posture and vocal characteristics are the important parts of non-verbal communication that supports the individual in establishing himself as an efficient leader. So, in the personal leadership development, the measures should mention improving this. Do commitment to
Sit and stand straight to look tall and avoid slouching
Take measured and deliberate steps and move only for a purpose
Move with direction, focus, and energy
Development of power and influence
The emerging forces that lead the project to move forward and ensure the work completed are power and influence. In the personal development plan, there is provision to ascertain the progress of power and influence development (Ellen, 2014). In the personal leadership development plan, the individual should challenge himself to improve in the areas that are; have the clarity about strategy, goals, and objectives before presenting his ideas; grasp the people’s priority that the individual wants to influence; help the team in visualizing the success
Once the strategy for the personal leadership development plan is developed, it does not mean that the individual has completed his task, he or she has to review the whole plan repeatedly to ensure its effectiveness (Ellen, 2014). The self-assessment step should review critically to have the better understanding of strength and weakness in respect to the leadership skills and make the leadership plan accordingly.
Conclusion
The personal leadership development strategy made to enhance the leadership behavior of the individual so that it can work as an efficient leader in the organization and with his team. The personal leadership plan supports the individual to have the better relation with the team members and with the organization (Benavente, 2004). The personal leadership strategy includes the self-assessment, identification of the behavior of a leader with the SPARK acronym, development measures of the success, enhancement of power and influence and leverages the personal style. All these development steps should critically analysis with the specific strategy. If the individual does not analyze his strengths and weaknesses accurately that the effectiveness of the personal leadership development plan is not assured. So all the points of the personal leadership development strategy should critically analyze and implemented to have the better analyzed (Nadler, 2004). If the strategy of the plan is highly analyzed, but not properly implemented, the personal leadership development plan will not work properly and the individual does not gets the success and growth as expected from the leadership strategy.
References
Benavente, V. (2004). Cultural and linguistic competency assessment. Nurse Leader, 2(6), 24-30.
Clark, R. & Morgan, B. (2001). How is your work life/personal life balance?. Strategy & Leadership,29(5).
Ellen, B. (2014). Considering the positive possibilities of leader political behavior. Journal Of Organizational Behavior, 35(6), 892-896.
Hammersley-Fletcher, L. (2006). Book Review: Educational Leadership: Personal Growth for Professional Development. Educational Management Administration & Leadership, 34(1), 143-144.
Hammersley-Fletcher, L. (2006). Book Review: Educational Leadership: Personal Growth for Professional Development. Educational Management Administration & Leadership, 34(1), 143-144.
Krishnan, V. (2012). Transformational leadership and personal outcomes: empowerment as mediator.Leadership & Organization Development Journal, 33(6), 550-563. https://dx.doi.org/10.1108/01437731211253019
Krishnan, V. (2012). Transformational leadership and personal outcomes: empowerment as mediator.Leadership & Organization Development Journal, 33(6), 550-563.
Manion, M. & Cherion, J. (2009). Impact of Strategic Type on Success Measures for Product Development Projects *. Journal Of Product Innovation Management, 26(1), 71-85.
Nadler, D. (2004). What’s the board’s role in strategy development?: Engaging the board in corporate strategy. Strategy & Leadership, 32(5), 25-33.
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