Problem Solution Essay on Leadership Training Need Identified

Introduction

A leadership training program is very fundamental in enhancing organizational performance and how it relates with employees. It achieves this by increasing productivity, increasing the engagement of employees, implementing an effective style of leadership and nurturing future leaders. This in turn promotes peace and increase efficiency in the organization. It also makes the business environment healthier which necessitates business productivity. Leadership training programs also improves one's decision making process since such leaders work at positions that require much sobriety and proper decision making skills. Most employees who leave their jobs in most instances do not quit their jobs but they quit their employers. Most employees leave leaders that are ineffective. Hence, by investing in leadership training, a leader will retain their people and reduce the cost of recruiting new people.

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Problem

Most leaders normally have the problem of finding themselves so busy to carry out certain tasks that should be done in time. Most of these leaders fail to understand that the environment and its components are very integral to the business success. A business environment is composed of equipment, market, industry, and human resource capital. Most leaders find it challenging to accomplish everything they need to in time. In reality, it is not time that is the problem since time does not change. All leaders have the same time during the day but some leaders use more time and manage their resources effectively. Hence, leaders must have clear priorities in using time effectively.

Comaford identifies common challenges that several managers encounter in their daily operations and provides hints on how to avoid such pitfalls. These challenges are; failure to respond to emails from employees, being biased, failure to provide feedbacks, burning out employees, and failure to celebrate victories. Some of the challenges also identified by comfort are the challenge of managing relationships, image, and politics. This challenge entails gaining managerial support and managing up and getting buy-in from other departments. Leaders also encounter the challenge of developing employees, including mentoring and coaching. Managers also find it hard in leading a team and guiding for change. Team building, development, and management pose serious challenges to leaders. These challenges require a leader to instill pride in their teams and support them. Change in management is also another major impediment to leadership. It is the challenge of mobilizing, understanding, managing, and leading change. These challenges are anchored on human resource and their importance on an organization.

Recommendations and Outcomes

From these pitfalls, management can develop effective strategies for curbing dissatisfaction of employees and boosting their values in the organization. Some of the recommendations that managers should take note of based on the pitfalls highlighted in comfort are discussed below.

Employees burn out is when they have exhausted their physical or emotional strength. It normally occurs due to prolonged stress or frustration, majorly caused by the work environment. Burn out strikes employees who lack support and resources, work on stressful jobs and tight deadlines. There are different strategies that can be adopted by managers in dealing with employees' burn out. It is prudent for managers to understand the causes and signs of burn out among workers. A leader should also communicate with their employees by holding regular meetings with them, emphasizing positives and downplaying negatives, recognizing and acknowledging their work, and clarifying expectations and job requirements (Abdullah, 2011). The organization should also balance work hours for employees and give mandatory breaks when necessary in order to increase their productivity.

Favoritism is the act of treating other employees well while sidelining others who are subjected to harsh treatment. This is a very common behavior among managers and most employees who are affected negatively feel unappreciated. It results in resentment among employees. Workers normally resent the special employee, treating them unfairly. The employer also receives resentment from workers who are treated unfairly by them. Favoritism also lowers motivation and may result in litigation. Hence, organizations should refrain from showing favors to certain workers. This would foster equality and peace among workers and thus they would peacefully work together.

According to Comaford, getting paid for work is not always enough for doing a perfect work. An employee should be treated well, and that does not only end with good salary. They must feel appreciated. Actions such a manager buying coffee and bagels for their group could easily bring contentment. It gives one an extra motivation for the day. There different ways by which managers can show their appreciation. This can be through the provision of breakfast, early release, tension massage sessions and an afternoon snack. Such actions can easily change the mood of an employee even during a dull day. Hence, it is imperative that celebrations are conducted albeit simple. They create a sense of belonging to employees.

As stated by Comaford, acknowledgment of employees is very imperative in building their confidence and trust in leadership. However, it should not only be done when one makes a mistake since it makes them feel faulty and unwanted. Acknowledgment increases the productivity of an employee, their satisfaction, and enjoyment of work, and teamwork among employees is enhanced. Acknowledgment of employees also results into higher loyalty and scores of satisfaction from customers, lower negative effects such as stress and absenteeism and increase in retention of quality employees ("Impact of Motivation on Employees," 2016). According to Comaford, leaders should create a positive and personal connection with employees more often to let them know that they are important to the organization. As a result, employees will be motivated to meet set leadership targets and keep working hard.

Feedback is the cheapest, most powerful, yet the most underused tool used by some managers in an organization. It is very integral in getting employees back on track and serves as a guide to assist employees in knowing how their managers perceive their performance. Poor feedbacks or failing to provide feedbacks results into a feeling of dislocation, that heavily affects the overall sense of responsibility and productivity levels. It also results in resentment, originating from the perception that one is not respected or valued despite making an effort on a task. Poor feedbacks lower the self-esteem of employees, adversely affecting their motivation and weakens their focus on goals and how to achieve them. Employees value positive comments and feedback on areas where they need to improve. This helps them in identifying their areas of mistakes and how they can improve on them. Hence, managers should constantly provide positive feedback to employees.

A good manager should find time to respond to the emails of their employees. A disconnect in communication between a manager and their employees would result in employees feeling dislocated. It would also result in resentment that would grossly lower their productivity of workers. Hence, managers should take time to respond to the emails of employees in order to sustain the channels of communication.

References

Abdullah, Z. (2011). Strategic Leadership in Corporate Communication: The Importance of Executive Coaching. SSRN Electronic Journal. doi:10.2139/ssrn.1869439

Impact of Motivation on Employees. (2016). International Journal of Science and Research (IJSR), 5(2), 1836-1839. doi:10.21275/v5i2.nov161570