Leadership Practices: A Catalyst for Organization Success

Leadership practice is the art of mobilizing others to want to struggle for shared aspirations (Kouzes & Posner 30). The success of an organization is fully determined by the practices they uphold in the management of the organization affairs. While in the past organizational management faced few threats and risks, today's management requires leaders to come up with different ways to control risks and increase productivity in the multi-dynamic environment. The only way is to have leadership practices that outshine their predecessors.

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Model the Way

This is a practice that mostly guides the relationship between the leader and the team under his leadership. Toni Lejano explained it like, "leadership is all about how you behave that makes the difference." Good leadership demands that the leaders show by example how they want follow participants to present themselves. On this case, leaders need to know who they are first before injecting their values to other. In a working environment, everyone has his or her guiding principles (71). Collectiveness of this values plays a bigger role on how each person behaves and share the leaders believes and goals regarding the organization.

Inspire a Shared Vision

Every company is guided by the vision it is built on. Vision is a force that creates the future (15). Leaders act as the cupbearers of the company vision, they imagine a great future and the spearheading possibilities of the company vision. Upon understanding the vision, the leaders embarks on making his team envision the vision in their hearts. This makes the team not to feel abridged but they end up feeling like part of the company. According to Ritzman Pharmacies, people want to be involved in coming up with the vision, such build a sense of ownership (15). People are therefore free to generate new ideas and challenge some of the ideologies in a better way.

Challenge the Process

Development comes as a result of challenging our current state. When you challenge the status quo, you get courage to overcome risks and embrace opportunities to develop, revolutionize and progress. According to Srinath Thurhahalli Nagaraj, "when things did not work as expected, we kept on experimenting and challenging one another's ideas."' A good explanation that, things will not always take a positive direction and bring positive results. Sometimes negativity strikes and as a leader you have to bring everyone on board and try to draft mechanisms that can help in overcoming the common challenges. Again, it is worth noting that, leaders learn from their failures and mistakes. Taking risks makes them develop to better leaders and focused community that can perform on their own.

Enable Others to Act

A collective organization goal cannot be realized by one person, a good practice entails involving others to act on the responsibilities that the leaders is not able to. On the case of Anna Blackburn, her appointment came when the company was shrinking due to staff not embracing the leadership offered by the previous regime (13). She conducted a survey to understand what people expected from her leadership. The expectation the people highlighted showed what was missing from the previous leadership. As the leader she then had to understand each person view concerning her and also understand the strengths within the people he was leading. Some people in the team always have experience that the leader may miss and making hem participate in various roles builds a good relationship and bring new techniques of solving problems.

The identification from individualistic nature to collective nature, is the (we) culture that brought people together and achieve a collective goal (Juana 47). The individualistic or collectiveness depend on the intensity of individual belief and actions are independent in regard to those of the group. The (we) culture bring community opinion and actions making people stay together. Individual goals are integrated with those of the collective. Individual culture of leadership, on the other hand stress on personal opinion. Collectiveness of people make them to feel encouraged and motivated to work together towards achieving a common goal.

Encourage the Heart

Organizational management is not always an easy work. People tend to lose focus and quit easily or get tempted to give up. People in the organization always want their leader to keep motivating them through gifts and organizing seminars. Leaders can invite experienced people to come and help in mental building of the people. Such activities builds confidence to the people that their managers believe in them and their abilities. Leaders appreciating their people always bring a sense of achievement and the people get to become a community and work extra harder which automatically produce better results for the organization (James & Barry 274). Certain mode of encouragement, generates a sense of moving forward even when the people or the managerial department makes mistakes.

Learn From the Past

Leadership demands the leader to learn and understand the past culture of their areas of leadership. This helps them to connect with the present. According to Sankofa, reflection of one's culture contributes a lot in understanding oneself (Juana 29). Learning of the past shares the great link on the present and dictates the decision made in the present and future. Upon learning from the past, people need to heal from the past. There are cases where people underwent hard experiences which can be affecting their integral relationship and work output. Therefore, healing from failures, disappointments or disapprovals helps people to forge together and move forward while sharing their past experiences in the management.

A Spirit of Generosity

Leadership encompasses generosity as an attribute that holds people together as a family. It also builds a sense of ownership to the people. Inspirations also comes as a result of generosity from the leadership and upholds the values of togetherness (60).

Conclusion

Leadership practices are two way traffic from those been lead and those in leadership. Such practices determine the state and relationship between the people and their leadership. Through effective following of such practices people develop a sense of ownership and collectively contribute to the development of the management.

Work Cited

Bordas, Juana. "Salsa, Soul, and Spirit: Leadership for a Multicultural Age, Second Edition". Second ed., Berret-Koehler, 2012.

Gelima, Haile, director. Sankofa: Tradition and Development. Washington Film Industry Corporation, 1993.

Kouzes, James M., and Barry Z. Posner. The Leadership Challenge. Sixth ed., Wiley, 2017.