Leadership Team Coaching For Developing Collective

Identify and discuss the assumptions and limitations

Discuss about the Leadership Team Coaching for Developing Collective.

Managers are critical for the organization in order to perform efficiently. They are called as the fabric of the organization. Bad managers are injurious for an organization and causes low productivity. As stated by many people good managers seem to be a rare phenomenon. One of the major problems that need to be addressed in current scenario is poor working managers. The article provides an insight on low productive managers. Accordingly good managers are a potential source of competitive advantage. The author has further argued that bas managers cost billion of dollar to the business and bring down the company drastically. The variation in productivity is caused due to input given by each manager (Colquitt,Lepine & Wesson,2011). The article further provides with the tools that can be used to motivate the employees. It was further concluded that the managers need to maximize the potential by putting the right person at right place. Most of the companies have wasted resources for a long time. Today it is necessary to address the problem by choosing the right person for managerial role. Hence it is evident to recruit the right person by analyzing the situation efficiently. It was further argued that one out of ten people in a team has the leading skills. Strangely the study says that it’s not the manager but the other team member who need to be discovered in order to attain high level productivity (Luthans & Youssef, 2007).

The level of employee engagement varies from organization to organization. It is basically based on the assumption that the culture in an organization varies and it depends upon the efforts undertaken by employees. The cause of performance variability depends upon the nature of the human itself. Gallup’s argue that one out ten has managerial skills. It only takes effective recognition tools. This is completely a subjective matter whether an organization can have an effective managerial skill. It is assumed that the managers throughout the world require same managerial skills. There is a necessity that the managers need to be recruited on the basis of the organizational needs. According to Gallup the managers already have both the talent and skills essential to apply Gallup’s key engagement influencers. Further, stated that the talent still need to developed and practiced in order to apply it (Newton, 2014).

The article has specifically pointed out on the research undertaken by Gallop that estimates that Managers account at least 70 percent of the difference in employee engagement scores. He indicated that 82 percent companies make a wrong choice in hiring decisions. The author has undertaken the facts and figures as stated by Gallup. It is an American research based performance management Consultancy Company. There major function include analytic and advice to the leaders and organization in order to find the most appropriate solution. Gallup poll is the division in the company that conduct public poll in order to make inference. For Survey Gallup conducts 500 interviews across the USA per day to understand the situation. The Author has used the facts as given by the company in his article. Gallup has made the study of organizations and made inferences regarding employee engagement.

Main ideas in this article relevant to the themes

As per the author, bad manager cost heavily to an organization. An inefficient manager can cause lot much harm to an organization. An efficient manager is a major source of income by adding competitive advantage. Engaged employees work hard in order to deliver effective results. A disengaged employees in the organization can cause negative rumors. This leads to dissatisfaction and unhappiness among those employees also who are engaged.  Good managers are rare and it is more difficult to recognize an efficient manage with a specific set of skills. The great manager can motivate all other employees as they are assertive, accountable and focus on building relationships. Their decision making power is more of goal oriented that helps in attaining productivity (Proctor, 2014).

As per Gallup only 10 percent of the population actually has set of core competencies. It was further recognized that 20 percent can learn to function efficiently through proper training programme. It is always not necessary that the person work hard will prove out be an efficient manager.

The article is focused on the role of an efficient manager in an organization. Most of the time people are confused related to the role of a manager. The employee engagement score is very low and remained so for more than a decade. Despite of innumerable efforts companies are making billion of loss due to poor engagement strategies. The managers’ accounts 70 percent of the variance on employee engagement score. The companies fail to hire right person at a right place. Most of the times they are failing to hire right manager which amounts 82 percent of the time (Block, 2016).

As per author employee engagement is poor in most of the organization. For the purpose there is a necessity to implement an effective motivation plan. This will help the organizations in attaining efficient results. There is a huge opportunity available for all the organizations to find out efficient managerial skills (Buckingham & Coffman, 2014).

Unfortunately only one person out of ten has efficient managerial skills. A manager contributes a huge amount to the productivity of an organization. In real world there is a lot of potential available within an organization that need appropriate training. This will help in quick decision making (Hawkins, 2014).

The managerial position in an organization is the most responsible in terms of delivering the duties. Most of the major decision related to the organizational progress is taken by the managers. As per the research conducted by Gallop it is clear that most of the manager hired does not possess managerial qualities.  Only one person out of ten has managerial qualities. In such a situation talent acquisition plays a major role. Training and development of employees needs to be effective enough in order to provide right solution to the problem. Efficient training programme needs to focus on developing the future leaders. This will help the organization in meeting the objectives efficiently and help in decision making.  It is necessary to lift the leadership culture and capabilities.  It is effective leadership skills in order to implement the effective culture at workplace. It is the role of a great manager to motivate every single employee to engage employees as per the mission and vision of the organization. They should be assertive and able to handle the adverse situation. The manager needs to develop effective programmes in order to attain trust of the employees (Blount, 2016).

It is evident to imply an efficient managerial programme in order to attain efficiencies. In real life situation it is difficult for an individual to manage the situation. Implementing the idea is more evident while finding the most effective manner.  The leadership attitude in relation with organization culture is important. Developing the employee capabilities is important for an individual to attain an effective culture. In a real world situation it is essential to develop a strong culture promoting individual interest. The employee engagement can be attained through employee effective leadership programmes. The cultural capacities can be developed in implementing the objectives.

Managers should utilize their skills more efficiently in order to attain organizational goals. Companies need to make long-term investment in providing training to the employees so that the productivity cam is attained. It is therefore the duty of an individual to put the right person at a right place. This has helped in managing the workforce more efficiently by developing training manuals. Future leaders in a company reside in the organization. It takes the right amount of efforts to synergize employees (Armstrong & Taylor, 2014). Employees tend to give better results if they are given important role. There should be proper recognition activities that help in retaining the employees. Employee’s engagement is important for an organization in attaining significant results.  Designating the correct role to a person in order to attain high level of productivity is necessary.  The mangers need to make decisions that are based on productivity not on politics. He should naturally engage the employees in productive results. This will significantly help the organization in attaining high productivity (Hunt & Weintraub, 2016).

Training program in an organization plays an important role in attaining significant result. It helps in attaining significant result while developing future leader.  It provides a vision to respond towards the manner in which the decisions in an organization are affected. The leadership role is important in delivering the effective result in today’s scenario. There is a necessity to create an awareness regarding the employee participation in delivering the duties.  This is necessary to recognize certain conditions that are necessary to develop environment.  The psychological needs should be recognized so that the employees can be retained for a longer time period (Baron  & Parent, 2014).

There is a constant necessity in an organization to develop supervisor behavior need to be indicated well enough to manage the organizational goals. These are known as the most effective indicator. There is a direct relationship in between leader behavior and employee outcome in order to attain specific results. It is the duty of the manager to develop low-skilled manager in order to attain efficiencies to retain long term desired goals. Social support provided by the leaders is important in managing the organization in managing tough tasks (Winkler, Clasen & Vowinkel, 2015).

References

Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Baron,L. & Parent,E.(2014). Developing Authentic Leadership within a Training Context. Journal of Leadership & Organizational Studies. Vol 22, Issue 1, 2015

Block, P. (2016). The empowered manager: Positive political skills at work. John Wiley & Sons.

Blount,S.(2016). The Real Reason Good Managers Are So Rare.(ONLINE).Retrieved from: https://fortune.com/2016/01/09/reason-good-managers-rare/ (Accessed on: 31 March 2017)

Buckingham, M., & Coffman, C. (2014). First, break all the rules: What the world’s greatest managers do differently. Simon and Schuster.

Colquitt, J., Lepine, J. A., & Wesson, M. J. (2011). Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Irwin.

Hawkins, P. (2014). Leadership team coaching: Developing collective transformational leadership. Kogan Page Publishers.

Hunt, J. M., & Weintraub, J. R. (2016). The coaching manager: Developing top talent in business. Sage Publications.

Luthans, F., & Youssef, C. M. (2007). Emerging positive organizational behavior. Journal of management, 33(3), 321-349.

Newton,P.(2014). Why Good Managers Are So Rare.(ONLINE).Retrieved from: https://www.intelligenthq.com/leadership/good-managers-rare/ (Accessed on: 31 March 2017)

Proctor, T. (2014). Creative problem solving for managers: developing skills for decision making and innovation. Routledge.

Winkler, E., Busch, C., Clasen, J., & Vowinkel, J. (2015). Changes in leadership behaviors predict changes in job satisfaction and well-being in low-skilled workers: A longitudinal investigation. Journal of Leadership & Organizational Studies, 22(1), 72-87.