Different forms of leadership integrated into management may bear in mind various aspects brought into the team by each staff member. The elements include skills, attitudes, attributes, strengths and faults. The mutual aspects amongst personnel within a corporation consists of the staff's membership within an organization and making their interests and objectives aligned with the company's mission and vision. The leadership program will be based on the managerial aspect of a company.
Types of Training and Leadership Styles
Based on the supervisory position in the company, the best leadership training would be founded on a supportive leadership style. The fundamental characteristics of this type of leadership involve making the leaders active team members to involve relevant individuals in the decision-making processes. Moreover, re-allocation of roles and duties whereby changes are required based on the proof in its support. A leader should exhibit concern for personnel and treat them with nobility and esteem. In turn, the employees feel appreciated and cared for. In instances of change, the personnel will trust the leader to assist them in managing uncertainty.
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The individual tasked with the mandate of supervising will gather feedback at each stage of the process. For individuals in executive positions and other higher management positions, the type of leadership style to be taught would entail a delegative leadership style. This approach to leadership necessitates a great deal of confidence. Leaders may need to feel self-assured that the group members retain the abilities, understanding, and follow through to complete a plan without interfering with ( Iqbal Anwar & Haider, 2015) . This type of leadership is most effective in circumstances where members of a group are more well-informed than the group leader.
At every level of employment, personnel need to be taught the essence of knowing each other by name. Personnel accustomed to each other are known to experience advanced levels of commitment ( Kumar & Pansari, 2015). They are known to be more contented, and they are extra industrious as they recognize each other very well. For individuals in higher leadership positions, understanding personnel plays a vital role in encouraging personnel to deliver their level best. It promotes company performance so that it aids in reducing grievances. By valuing the dignity of the employee, the supervisor can alter the worker's approaches. Therefore, it is important to teach leaders how to comprehend individual's reactions in certain circumstances, the type of skills and awareness they possess.
The impact of aspects beyond an individual’s immediate control or the abruptness of certain happenings would be acknowledged. Therefore, leaders will be urged to be flexible in acclimatizing and altering their style of leadership based on the requirements they evaluate as being persistent and other inessential aspects or contingencies. Lastly, it will be communicated in higher ranks within the company that leadership may be deemed needless or surplus in various circumstances. These types of situations include groups within the company that is tremendously interconnected with structure norms of operation. Members have equal power and status while also sharing the same level of capability, knowledge, training and experience.
Assessment of the leadership program will be evaluated through the integration of techniques such as survey feedback. At every stage of training, a questionnaire would be prepared and distributed to participants to gain feedback. The form of acquiring feedback solicits the participants’ level of satisfaction with the program, understanding and testing the implementation of the leadership style and values through requesting them to implement in various circumstances. This acts as performance feedback that plays a crucial role in personnel understanding leadership skills.
Specific well established and prescribed psychometric tools incorporated in Industrial-Organizational psychology, such as Occupational stress Indicators, would be administered to facilitate an understanding among the participants to comprehend the job atmosphere. For instance, amount of work, role uncertainty and style of supervision. Evaluating the level of stress amongst workers aids in streamlining organizational processes.
References
Kumar, V., & Pansari, A. (2015). Measuring the benefits of employee engagement. MIT Sloan Management Review , 56 (4), 67.
Iqbal, N., Anwar, S., & Haider, N. (2015). Effect of leadership style on employee performance. Arabian Journal of Business and Management Review , 5 (5), 1-6.
