Introduction
Leadership is all about influencing the employees within an organization and achieving the organization’s set objectives through such employees. Organization achievements are substantially attributed to its leadership. Those organizations which have good leadership training and offer them to their employees in a well-designed manner usually have an upper hand in the business environments. This is much different from the organization which has mediocrity leadership. The impotence of leadership in the current business world cannot be underestimated. This is the reason why leadership training among the employees is currently being preached worldwide. However, it should be noted that for the developments of good leadership in the organization among the employees, we need a super training which will ensure that the employees benefit from this training and become leaders who can give the organization direction. Leadership training has failed in many organizations despite a lot of resources which has been pump into such kind of project. It is unfortunates that in my perception the current leadership training we are offering to our staff is not good enough to match the demand outside and the level of our organization ( Duygulu & Kublay, 2011). Like in any other organization which has not put well strategies for leadership training, our current system is failing, and there is an urgent need to save the situation. It is due to this reason which I have decided to come up with a very comprehensive report which will give us a solution for this purpose. The report documents reasons why the current system is not working well and has come up with a recommendation which can strengthen the organization leadership training for the employees.
Why the current situation not effective
For quite some time, the organization has have underperformed in many departments. Many strategies in all most all units have been put in place to ensure a better performance; however, most of these programs have not achieved the expectations. What is now evident in the organization is lack of direction and leadership among the employees. This is a matter which has been given little attention, and as visible, it has cost the organization its performance and reputation. Currently, strategies are underway to help in solving this matter. The organization has plans and is now being implemented to help train the employees in leadership skills to assist in giving the organization direction in their respective departments. However, the current system in this organization has not achieved and may not meet the expectation. The current system which is in place to train our employees to become better leaders to give this organization direction has failed. In this case, there are five good reasons why this system has failed.
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The first reason is that the leadership training program in this company is poorly designed. First, our current plans are created by the private individuals who are not schooled in the leadership field and thus have no skills in the matters concerning leadership. This is a matter of concern; leaders are only trained by better leaders who have skills and experience in training leaders. On the other hand, our lairdship training method or approach has entirely relied on a single leadership model which has failed to work for many years. There is need to change this plan so that we may have better leadership training within the organization. It is worth noting in this case that “A successful leadership development program should be created by an expert in leadership development who has experience leading others. Determining the credibility of any leadership development model, and whether it is research supported, is also crucial.” Moreover, it is worth noting that “the leadership training program and its content should be customized to the needs of the organization. Off-the-shelf programs rarely work in developing leaders” ( Franke & Felfe, 2011).
The second reason why this current system has failed is that the high potential employees who are capable of becoming one of the best leaders in this corporate are not given what it takes to be the great leaders of their capability. It is worth noting that" Leadership development has historically been focused on classroom learning, which while essential to the process, cannot adequately prepare leaders by itself". In this organization, we seem to have relied so much on the performance from the classroom to judge leaders and thus, the high potential leaders are not well trained. In this organization, there is less on the job experience and training for the leaders. This has let us down for many years, and if not properly corrected, we may waste many of our potential leaders in the organization. The next reasons why the current system has failed flat is the there is “absence of pre-screening to measure the compatibility of the trainee to the training or the training to the culture”. In our organization, all employees are just rained to be leaders randomly. There is no approach where only those who are potential leaders are trained. Moreover, there is no any pre-screening to help in ensuring that the employees before training are matched with they are about to be educated (Tohidi, 2011). The result is that we have made good leaders be mediocre leaders and this risk costing the organization adversely. The last reasons why our leadership training has failed is that there is lack of the management support for the leadership training. The entire organization should own leadership training among the employees. It should be supported by other leaders and the management. Lack of the support renders this training useless. This has been happening in this organization and its need an urgent change for the success of the program.
Why we need change
Leadership is a necessity within the organization. It is very challenging to run an organization where the employees have poor leadership skills. The current business environment where we as a company operate is very dynamic, and challenges arise every time. It is therefore very paramount to have employees with leadership oriented minds to give the entire organization a direction to help it achieve its goals. Lack of such kind of employees has the adverse effect in the organization that may lead to its downfall. Poor leadership in the organization is misleading and brings about the visionless organization. "Without a direction, employees are aimless. They don't know what the goals are of the company and they don't know why they are working with specific processes. They will accomplish only mechanically, not with any intelligent direction towards a common goal." this letter manifest among the employees as frustration and lack of moral which will have an adverse impact on the employee's productivity. Moreover, poor leadership leads to a huge gap between what are strategies to be done in the organization and its implementation process. "Most of the managers with poor leadership skills cause a huge gap in the strategy making, the process of the work; the communications between departments, and the capabilities to execute strategy." This makes many projects or strategies which could have brought fortune to the company falls flat. This, therefore, is a huge disadvantage on the company's side. It also should be noted that one of the reasons or main factors behind the culture mediocrity within the company is the poor leadership. Culture in an organization is very critical. It dictates the behavior of the employees in the organization. A Culture which drives positive result in the organization ought to be the one which enhances self-drive among the employees. However, “Poor leadership effects on the improvement of the employees within the group, where the employee will remain with same performance till an action is taken by the management to solve the leadership issues.” The employees emulate some poor leadership skills from their leader and “this goes on and flows down the chain of command, eventually becoming a culture in the organization, breeding contempt and mediocrity...where costs are higher, quality is low, customer complaints are high.” Lastly, poor leadership impact negatively on the general business operation and directions. It causes misunderstanding and confusion in the organization. Furthermore, it enhances a culture where staffs within the organization cannot come up with a specific goal and work towards achieving it. It also erodes culture and causes low morale among the employees ( Certo, 2015). Poor leadership training in the organization also leads to erosion of integrity, professional values within the company. Lastly, it is the sole cause of the unpredictable business performance and the low employee's engagement within the organization.
Recommendation
The organization leadership training programs need to be adjusted to ensure that proper training is given to the employees to enhance their leadership skills. With the kind of gap in our leadership training programs and the kind of effect effects the organization is experiencing as a result of this in mind, I came up with proper recommendations to help in improving the existing programs to ensure that our leadership training programs for the employees are good enough to help us achieve our goals.
The first recommendation is that we need to teach the employees networking skills to enhance their association and connection with others within the organization and outside. Networking is one of the best leadership skills which the company may need form the employees. The company needs to be connected with people and other businesses outside. For this treason, the employees need to be agents of the company and connect with others outside the company to bring in lucrative deals which will help in boosting the company stability. This training needs to start by exposing the employees to the inner environment first; "then, as they grow more comfortable, you can include them community- and industry-wide events—and eventually, even send them in your place to represent your company. When they progress into leadership roles, they'll already have valuable contacts, plus the people skills needed to succeed".
The second recommendations that the employees need to be given the right experience to become leaders in the organization. Most of the people rely on the classroom training for the leadership. This is good but is not the best ways which can be given significant attention. "High potentials need many different on-the-job experiences to help prepare them for leadership, including working on real organizational issues and challenges individually, with peers, and on teams". It should be noted that " Emerging leaders also need chances and assignments to apply the things they learn; mechanisms to help them sustain what they learn; and the ability to experience hardships, mistakes, and failures, and work through these with the support and guidance of other more experienced leaders.” The best experiences for the leader also come from the existing leader. This, therefore, means that training should involve the existing leaders within the organization. In case there is no trustable leader in the organization, the company is obliged to outsource one from other strong organization to help in developing our employees to become great leaders. “As a general best practice, the principle of 70/20/10 should be applied to leadership development, in which 70% of learning comes from experience, 20% comes from coaching and mentoring, and 10% comes from formal learning activities such as workshops and seminars” (Dhar, 2015).
The next recommendation, in this case, is that the leadership training program in place should involve a model which trains the employees on how to have an own mind for the organization. This is very paramount in this case. What it means is this fact is that the leadership training model in place should allow the employees to be trusted with critical matters in the organization. They should be allowed to handle essential matters of leadership under guidance to enhance their trust in their leadership skills. This is very important since it will create a sense of ownership among the employees. The last recommendation is that we need a leadership mentor in the organization. Leadership training throve where there are people who can set an example in leadership field. When the employees are exposed to such kind of people, they see the importance of being a leader in a particular environment. This should be done in case we need to progress in this area.
Conclusion
In conclusion, our current leadership training system for the employees is not achieving the expectations. There are some reasons why this is not being met. However, due to the impotence of leadership skills among the employees, this proposal has explained some strategies which can be put place to ensure that proper leadership training is achieved.
References
Certo, S. (2015). Supervision: Concepts and skill-building . McGraw-Hill Higher Education.
Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management , 46 , 419-430.
Duygulu, S., & Kublay, G. (2011). Transformational leadership training programme for charge nurses. Journal of advanced nursing , 67 (3), 633-642.
Franke, F., & Felfe, J. (2011). How does transformational leadership impact employees’ psychological strain? Examining differentiated effects and the moderating role of affective organizational commitment. Leadership , 7 (3), 295-316.
Tohidi, H. (2011). Teamwork productivity & effectiveness in an organization base on rewards, leadership, training, goals, wage, size, motivation, measurement and information technology. Procedia Computer Science , 3 , 1137-1146.
