Leadership motivates workers of a high level of production through the leaders’ well-built human relations. I did an interview project of shadowing a leader, and it was an effective, informative, and eye-opening project. The project gave me an overall understanding of the organization's leaders' roles and responsibilities in their daily activities. I interviewed Indra Nooyi, who was the PepsiCo CEO from 2006 to 2018. She greatly improved the company’s performance since she was appointed the CEO. In the interview with Indra, I understood the leadership philosophies that she uses, how she sets the organization’s goals and vision, how she manages to cope with the conflicts that arise within the organization, and techniques she uses to initiate and develop trust with her colleagues and other stakeholders. Through the Indra interview, I understood how a successful leader empowers their employees and motivates them on their work. The interview was effective and helped understand the leader’s quality skills that helped improve their performance.
Leadership Philosophy
A person's leadership philosophy is their trusts, principles, and the viewpoints that they apply while leading their organization. To be an appealing leader, the leaders should determine their genuine and meaningful leadership philosophies that enable their employees to understand their leaders' expectations, values, and how they will act. When I asked Indra about her leadership philosophy, she responded that she first identifies her values and sets clear goals for the workers. She identifies herself as the leader she aspires to be, how she wants her relationship with her workers, and wants to get things done. An individual’s managerial beliefs should inscribe the leader’s desired outcomes they are trying to achieve as a leader (Benson, 2018) . She sets the goals she wants to accomplish with her employees to keep them working and moving forward. Her philosophy is based upon guidance and practical affairs that give her a sense of commitment towards the right conduct. These principles act as her mental model in guiding her about her values. Her philosophy enables her to make proper decisions, give the appropriate retaliation, and give the right directions towards an opportunity, problem, or issue.
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Visions and Goals of the Organization
Organization leadership with effective leadership unites the employees in an organization in which all have similar encouraging viewpoints. An organization's goal and vision are important as they incorporate its current and future potential and values. When I asked Indra about her organization's goals and visions, she responded that she sets a clear vision. She communicates the organization's vision with clarity and passion to her employees to keep them motivated and inspire them to actualize it. According to her, a leader has the duty of implementing an organization vision that will engage both the employee's energies and imagination. The vision should be linked to the way an organization understands and supports (Fuller & Green, 2005). She identified herself as a passionate leader who communicates her vision to her workers with passion and purpose to ensure they all work towards a common objective. She engages all the workers with a tangible and convincing vision.
Conflict Management Techniques
Leaders in an organization should have the ability to identify and resolve the conflicts that arise in the organization fairly and efficiently. The leaders should ensure that they have regular communications with their employees and articulate the organization’s vision. Indra said that conflicts are the main issues that are prevalent in any organization. She said that she had developed strategies to ensure that the conflicts do not distract her employees' effectiveness or slow down their performance. She manages conflicts by collaborating with the employees to ensure solutions are met. She emphasized that collaboration is crucial in managing conflicts as it results in positive outcomes and strengthening the team’s innovativeness and structure. She also knows the boundaries and limitations of her employees. By identifying her employee’s boundaries, she can identify their behavioral proclivities that might provoke their attitudes. A good leader should identify and help other people maintain boundaries (NDC, 2018). By developing learning and coaching sessions, she can deal with much fewer conflicts.
Establishing and Building trust
Every leader in an organization has the responsibility of building trust within her employees. Leaders should have strategies to build trust in their workers. Healthy trusts build job satisfaction, workers' engagements and high standard working life (Tomaževič & Aristovnik, 2019). Indra had developed several techniques that she uses to acquire and develop trust within her employees. She first creates a positive relationship with all her workers. Achieving this, she helps them in cooperating towards the organization agendas, helps them to resolve conflicts between them, and ensuring that she gives them honest responses towards organization performance. She also makes sure that she addresses the concerns of her employees to create a conducive environment for them. She is able to demonstrate judgement and expertise skills. Indra has experience and know-how in making good decisions concerning employees' performance, which builds more trust in them. She is also consistent in her actions as she ensures that she meets what she has promised her colleagues she would do through her commitments.
Methods for Empowering Others
Empowering workers means giving them the permission to make decisions and take action in an organization. Empowering is very crucial in ensuring that an organization has enduring business processes. Indra is a great leader who has embraced the culture of empowering her employees. She uses various techniques to keep her employees empowered. She clearly states the organization's goals and vision. Being clear in her roles and goals helps the employees develop frameworks that are important in guiding them on making empowered decisions and keeping the customers happy. Empowering leadership is a norm that motivates followers to attain high-performance levels (Cai et al., 2018). She also teaches her employees that it is normal to make mistakes and learn from them. She has also developed a working environment that embraces both success and failures. She celebrates not just the successful workers but even those who risked but did not obtain intended results. Developing an environment that empowers the workers helps in increasing customer satisfaction and improving the employee’s morale.
Conclusion
The interview with Indra has shown that she is an effective leader. Through her high-quality leadership skills, PepsiCo has managed to be a productive company. She has managed to strategically organize her organization by setting its goals, vision, and objectives. She has also developed ways to motivate and empower her workers to ensure they work towards their goals. The positive relationship Indra has developed with her employees has enabled them to work towards a common objective, which has enabled organizational development.
References
Benson, D. (2018). How to Determine Your Personal Leadership Philosophy . American Association of Physician Leadership. https://www.physicianleaders.org/news/how-determine-your-personal-leadership-philosophy
Cai, d., Cai, Y., Sun, Y., & Ma, J. (2018). Linking Empowering Leadership and Employee Work Engagement: The Effects of Person-Job Fit, Person-Group Fit, and Proactive Personality. Frontiers in Psychology, 9 (1304). https://dx.doi.org/10.3389%2Ffpsyg.2018.01304
Fuller, J. N., & Green, J. C. (2005). The Leader’s Role in Strategy. A Peer-Reviewed Journal Advancing Business Article, 8 (2). https://gbr.pepperdine.edu/2010/08/the-leaders-role-in-strategy/
National Diversity Council (NDC). (2018). How Leaders Effectively Manage Conflict . https://ndcnews.org/2018/06/27/how-leaders-effectively-manage-conflict/#:~:text=Conflict%20management%20is%20an%20ongoing,and%20organizational%20goals%20are%20prioritized.
Tomaževič, N., & Aristovnik, A. (2019). Factors of Trust in Immediate Leaders: An Empirical Study in Police Service Environment. Int J Environ Res Public Health, 16 (14), 2525. https://dx.doi.org/10.3390%2Fijerph16142525
