My Internship at DHL Express: Learning Logistics & Tracking Systems - Essay Sample

Introduction

During my internship at DHL Express, I had a tough time understanding the logistics and tracking systems that the organization used to provide efficient delivery services. For example, nurturing the required tracking and monitoring skills to enable me to provide an accurate real-time update on the client's luggage proved strenuous. Most of the time, the updates I posted on the user-friendly web-page that provided the client's tracking number was incorrect. However, my supervisor recognized the challenges I was experiencing at the Express Mail Delivery sub-division. The supervisor decided to share with me his exceptional skills that boosted my confidence and professional growth in the workplace. Within a week, I could confidently track parcels and provide precise motoring data on the customers' feedback interface. I realized that excellent leadership is a trademark of most leading companies; however, intentional leadership is an integral aspect that is in short supply in most firms. Grooming potential leaders, betting on every employee, and delegating tasks are the significant ways of fostering intentional leadership in a corporation.

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Cultivating internal leaders is usually challenging though it has several advantages. Managers should acknowledge the value of developing leadership potential in each employee. Unfortunately, there is a disconnection in how most managers nurture intentional leadership in their firms. Most companies tout intentional leadership as a perk when recruiting new employees (The University of Texas, 2019). Most managers do not presume that displaying remarkable ethics and managerial deeds are imperative strategies to promote intentional leadership development. Establishing a sustainable workforce requires a supervisor who incorporates a constant investment scheme in their company's human resources. Intentional leadership is an essential consideration that is essential to managers and staff for their future prosperity. All competent managers are virtual leader developers. Therefore, executives should analyze their leadership styles to determine whether they are instilling leadership skills and ethics that will guarantee their corporation's future leaders.

My internship experience gave me an insight into how DHL Express managers developed and engaged their future supervisors. Firstly, corporations should groom their prospective supervisors before they diversify their skills. Executives should endorse an institutional talent development process characterized by an intentional leadership approach. The staff members should foster a personal leadership mentality that discourages them from allowing things to happen merely. As a result, DHL Express is exploiting a straightforward strategy that has enabled them to develop y a predetermined aftermath. The intentional leadership lens would integrate fundamental institutional norms in the staff (Mullane, 2009). Hence, employees will be promoted to executive roles since they have exhibited functional and non-management traits. Intentional leadership should equip the workers with critical managerial skills that empower them to fulfill the high leadership expectations. DHL Express acknowledges that grooming their future managers while they are executing their non-management duties is an ideal leadership development approach. It groups its workers into teams that have minimal formal authority, but they are expected to collaborate in executing their duties (The University of Texas, 2019). Occasionally, the company creates leadership tasks that a non-manager from the group is appointed to perform such roles. The approach seems risky, but it is effective in stimulating the transition of future leaders with rational expectations to succeeding their managers.

Secondly, the organization has to bet on every employee. However, since DHL Express has limited resources, they opt to identify specific persons to invest in to ensure that their code of conduct will be maintained. Therefore, the strategy is effective in fostering trustworthiness among employees given the firm has invested in them. The executives might be compelled to select particular persons who will participate in their formal leadership program. However, DHL Express does not neglect other workers since it exposes them to informal training sessions, offers emerging on-the-job experiences, and nurtures cordial relations to inspire leadership development. The organization assigns employees varying routine duties to stretch their intuitive skills and enhance their experiential base (The University of Texas, 2019). Assigning junior employees an oversight role that is usually designated to experts accelerates their intentional leadership growth. Betting on every staff cultivates leadership within the firm, and it helps in retaining talented workers.

Lastly, DHL Express has empowered its employees to make critical operational decisions. Corporations are likely to benefit from incorporating in leadership development programs, but they should realize when to delegate vital organizational tasks. If an organization plays an exceedingly active duty in the intentional leadership development, personnel might get accustomed to their executives dictating their next decisions to guarantee their professional progress. Overly administrative interference might lead to undesirable organizational situations. For instance, an employee might be appointed to a supervisory role before they have acquired the required skills, or one might be compelled to wait for a prolonged period before being granted to a particular promotion (Mullane, 2009). Delegating corporate tasks ensures that potential leaders have fostered essential skills linked to the true mastery of their managerial duties.

Grooming prospective leaders, betting on every personnel, and delegating roles are primary means of nurturing intentional leadership in a company. Nurturing in-house leaders is usually challenging, although it has numerous benefits. Managers should examine their leadership techniques to ascertain if they are imparting management skills and ethics that will mentor their company's future leaders. Corporations should coach their future directors before they diversify their skills. Nonetheless, an organization should bet on every employee as an effective strategy in fostering trustworthiness among employees. Investing in every staff cultivates leadership within a firm, and it helps in retaining talented workers. Companies are likely to benefit from nurturing leadership development programs, but they should delegate essential managerial tasks to enhance intentional leadership.

References

Mullane, S. (2009). Ethics and leadership.

The University of Texas. (2019, October 8). Concepts Unwrapped: Ethical Fading. [Video file]. Retrieved from https://www.youtube.com/watch?v=UdU4VZqRIO0&feature=youtu.be

The University of Texas. (2019, October 8). Concepts unwrapped: Moral myopia. [Video file]. Retrieved from https://www.youtube.com/watch?v=sTbZ-3DS0Jo&feature=youtu.be