According to the article titled “ Mental models and transformative learning: The key to leadership development,” by Johnson (2008), l eaders are the most looked up to individuals in an organization. Therefore, they should act as a role model to people in junior positions. Leadership, on the other hand, entails organizing or bringing together a group of people with the view of achieving a common goal. Whatever the outcome of the set objectives, the leader will be held accountable for the performance of that particular group. Therefore there is need for the leader of the group to find the best course of action in order to bring out the best in each and every individual. To achieve this, a leader has to have a particular set of skills to help in motivating those under him. Among the few in discussion are as follows.
Johnson points out that t he first quality a leader should possess is Recognition. Each and every individual feels appreciated whenever their work, initiative or effort is acknowledged. In leadership, recognition is important as it greatly impacts on the overall achievement of objectives. Communication is one of the most important aspect in the development and achievement of set out objectives. In order to be effective, the leader should encourage the personnel under him to ask questions on what is not clear as this will allow him in deciding if the points put across have been understood to the latter (2008).
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Another aspect to communication is to lead by example as it is said that actions speak louder than words. The way a leader conducts himself both in public and private will determine how effectively his personnel will follow his principles. Therefore it is very important that the leader is true in both his talk and act ( Nguyen & Umemoto, 2009).
Self-assessment of strengths and weaknesses within and outside the organization are very important in today's economic and social environment. In analyzing both weakness and strengths the development of strategies becomes more efficient and effective. Due to so many social factors such as religion, political affiliation, cultural upbringing and so forth, a leader should be in a position to integrate all this factors such that no one will feel neglected or marginalized. It also helps in the development of strategies, the case of product development and distribution which is usually the main objective when it comes to the business world.
Effective development involves the exchange of information for achievement of organization goals, (Harteis, 2012). A leader has to encourage cooperation among the personnel and in this way will help in achieving given objectives. Such cooperation is achieved through allowing personnel to contribute their ideas on how best the working either sales can be achieved or bonding within the group can be maximized.
Being available for advice encourages cooperation and therefore can increase overall productivity (Johnson, 2008). With the current business and social setup within the globe nowadays it is very important to note the difference in cultures within a particular group of people. In promoting development, a leader should be able to promote respect within the group so as to be effective in tackling set out objectives. Respect determines the bonding of personnel.
Lastly, the article concludes that the whole process of development is quite extensive and in order to achieve the desired results, both the leader and subordinates need to be fully open to putting in the extra effort as it will minimize conflicts and will eventually help the organization achieve the set out objectives (Johnson, 2008).
References
Harteis, C. (2012). When workplace learning fails: Individual and organizational limitations? Exemplarily demonstrated by the issue of responsibility in work life. International Journal of Human Resources Development and Management, 12 (1), 92-107. doi: 10.1504/IJHRDM.2012.044202.
Johnson, H. H. (2008). Mental models and transformative learning: The key to leadership development. Human Resource Development Quarterly, 19 (1), 85-89. doi: 10.1002/hrdq.1227
Nguyen, N. T. B., & Umemoto, K. (2009). Understanding leadership for cross-cultural knowledge management. Journal of Leadership Studies, 2 (4), 23-35. doi:10.1002/jls.20078
