Creating a Personalized Leadership System for Optimal Organization Success - Essay Sample

Introduction

I am planning to implement a custom leadership system to my organization that will be applicable formally and informally throughout the organization's activities. I have set some purposes and requirements that will help the organization to stay in line. They include; firstly, visions and values that I hope that will guide the organization. Secondly, I am planning to adhere to personal standards that will reflect my commitment to the organization's course. Thirdly, I am putting measures in place to ensure that the organization will operate in an ethical and legal environment. Fourthly, I want the organization to last for long; hence I am putting measures in place to enhance Its sustainability. Fourthly, I am planning on creating an environment where workers can improve on their performance; an opportunity for workers to come with strategic plans that can make them more innovative. Fifthly I want to ensure that my organization will provide opportunities for continuous learning and improvement. I intend to see my workers learn from their mistakes and respond positively. Finally, I want to create an environment where the employees can learn from me so that they can become successful leaders in future as well.

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The leadership system will help me improve my leadership at the organization in several ways. Firstly, I will be able to initiate positive change in the organization. The workers will focus more on achieving the goals and staying in line with the rules of the organization; this will help it improve immensely. Secondly, the works will understand the duties and roles they play; this will make them improve on their performance. Thirdly, having a system will remind the workers and me to stay in line with the set down approaches continually. Fourthly, a custom leadership system will assist me in developing leaders amongst the employees who can step up to lead the company in the future. Fifthly, the leadership system is more of results-focused; hence am assured that in the future, the company will reap some tremendous benefits. Sixthly custom leadership will promote innovation, and this is so crucial for the advancement of the company.

Nature of Leadership System

The physical type of leadership requires high levels of standardization and focus on control to ensure that workers stay on the same line to avoid variation and ensure that employees are safe. The system uses engineering and scientific research constraints to ensure that workers remain safe. The system uses a lot of precaution because most of the activities conducted are dangerous; hence they might have a significant influence on the workers and the public in general if they do not go well. The system requires several automation processes. The system applies in operations such as nuclear plants, aviation and space technology (Latham, 2012). The activities in this field are highly risky. The system does not apply to a leadership design.

Information nature of leadership relies on humans to make decisions. The system is designed in a way that it can engage the human mind as a crucial component in the execution of the system programs (Latham, 2012). However, some portions do not need rational decisions. For instance, loan and interest components do not rely on sound decisions; a loan only requires part of information transfer and not human choices. The system provides information and knowledge to the decision-makers using the least amount of costs and effort.

Creative nature of leadership system requires high levels of creativity and innovativeness to be effective. It works well when the levels of process specificity and standardization are low (Latham, 2012). Creative nature of leadership system allows structures to become more creative but up to a certain degree. If the structures exceed the set levels, the system is no longer applicable; creativity starts to drop. The leadership system can be appropriate in strategy developments to enhance better decision making.

Bespoke or Custom nature of leadership system requires high levels of creativity and innovation to be effective (Latham, 2012). Structures and standards alone can be useful in enhancing efficiency and effectiveness, but they cannot excessively constrain the variations required to improve customer satisfaction. The system design requires a needs assessment to stay in line with the organization's priorities. The system can be applied in fields such as custom products and services and tailored clothing businesses.

Theories and Concepts

Components of the Leadership System

There are nine components of a leadership system including; Stakeholder Value, Compelling Directive, Focused Strategy, E3 people, (Re)Design Systems, Scorecard, Organization Performance Review, Reinforce Behavior and Learn & Improve. To achieve success, leaders must adhere to these components.

The stakeholders' value focuses on transforming sustainable excellence to raise the value acquired by multiples stakeholders (Latham, 2012). The stakeholders include the communities, customers, investors, suppliers, partners and environments businesses are operating in. Excellently performing organizations focus on creating a workforce that can deliver quality products to the customers, and this increases the turnout levels; customers will be more willing to purchase and refer their friends as well. The leaders focus on understanding stakeholders' wants, needs and desires.

The compelling directive addresses stakeholder needs by creating a compelling directive. The compelling directive format differs from one organization to another, but it generally contains the purpose, mission, vision, value and crucial competencies. The compelling directive helps to bridge the gap between the stakeholders and the organization's strategy.

The focused strategy helps organizations to visualize on how they can achieve the desired reality contained in the compelling directive (Latham, 2012). Focused approach breaks down compelling directive into more specific goals, objectives and expectations. The primary purpose of this component is to attain small targets at a particular period of time. Most organizations need changes in achieving their goals focused strategy can help solve this. Focused approach always changes to take account of changing circumstances. The focused strategy helps organizations to enable, empower and engage workers.

Enable, empower and engage people component helps organizations to achieve their strategies (Latham, 2012). To come up with an engaged workforce organization need to acquire the right talents and place them in their proper places. Secondly, an organization should engage and involve workers at all possible levels. Thirdly organizations should address the whole issues of persons. Most of the organizations find it challenging to acquire and maintain the right talents. Most people work in organizations that they feel they are valued and enjoy what they do.

(Re) designing systems focuses on implementing plans or actions that help in achieving the organization's strategy. The system focuses on three levels; strategic leadership, execution excellence, and organizational learning and innovation (Latham, 2012). The application of the approach focuses on design or redesign and further concentrates on fixing one or several systems to achieve the organization's objective. The design system focuses on designing, developing and deploying new or redesign initiatives or systems in an organization. To ascertain that redesigns are improving organizations measure on performance.

Comprehensive scorecard system checks on the performance and progress of plans using a scorecard (Latham, 2012). The scorecard measures on the performance of stakeholders, strategies and systems of the organization. The scorecard takes note of both the current and continuous trends overtime. Measuring performance and carrying comparisons with high performing organizations helps companies to move out of their comfort zone and strive to perform better.

Organization performance review helps company leaders to review and analyze scorecards and take the appropriate actions to improve and perform following the goals (Latham, 2012). The system uses both single and double loop analysis and learning to make decisions. Through double loop, organizations are in a position to discover the underlying issues and take appropriate measures. This can help in dealing with the root causes of problems and prevent future reoccurrences.

Reinforcing behavior focuses on rewarding excellent performers. When individuals get rewards for their excellent work, they get motivated to perform better in the future (Latham, 2012). Behavior can get reinforced through awards, promotions, and recognition of competent performing individuals. When people get rewarded, they feel that their efforts to the organization are being valued; this gives them an incentive to perform better. They give it all to the success of the organization.

Learn and improve components suggests that leaders should be in a position to learn from their experience and use it to perform better (Latham, 2012). Organizations should not only learn from their successes but also their failures. Failing is one way of learning because victims do everything to avoid similar unwanted occurrences. Leaders get to learn and improve on performance to the advantage of their organizations. The nine components are crucial for my leadership design; I feel that if I can apply them effectively, I can be in a position to lead excellently.

In my leadership am planning to use transformative design. In transformational leadership, the leaders inspire and motivate employees to come up with innovative plans that can help in a move towards achieving the goals and strategies of the organization (Latham, 2012). Transformative leadership encourages employees to be more independent and own the vision and objectives of the company in their heart. I want to build a leadership system where employees are free and willing to do it all for the company. I want to work with a bunch of workforces which Is motivated to work to attain the company's goals. I want to coach and mentor my employees and encourage them to work as a team. I intend on building an organization where employees focus on improving their ethical standards and prioritize on the organizations' goals. I am confident if I combine some components of leadership design with the transformative system of leadership, I will be in a position to achieve my leadership goals.

Inspiring Leadership Example

To lead my organization effectively, I would opt for Clark- American leadership system. The systems encourage leaders to build a team that is guided by commitment and passion (Baldrige, 2017). As a leader, I would want my team to stay focused on the goals of the company. I would like a team that focuses on achieving the goals of the organization, no matter how difficult it is. Clark- American leadership system also encourages leaders to develop associates and teams (Baldrige, 2017). As a leader, I would like my employees to work as a team. Through teamwork, employees get to learn from each other and in the process, they improve on their performance. Clark- American leadership system advises leaders to recognize and reward employees (Baldrige, 2017). As a leader, I would work closely with employees to discover what they are giving in to benefit the organization. In return, I would award good performing employees. Rewards can be in the form of gifts, promotions, monetary and praises. Employees need to understand that the efforts they give to enhance the success of organizations get recognized. Clark- American leadership system model would be effective for my leadership pro...