Organizations are experiencing a rapid transformation in the environment, which has caused them to reevaluate how they do business. Economic changes, globalization, and expansions in technology have warranted the need to adapt quickly to changes in the environment (Schneider, 2002). Organizational leadership has three general components: setting the direction for the organization, organizational performance, and change management (Johnson, 2011). It is critical for organizations to position themselves in this competitive market for success.
To maintain a competitive advantage an organization has to study the fluctuations within the environment and make the necessary changes. Assessing organizational strengths and weaknesses continuously allows them to take strategic steps that lead to optimal outcomes. Organizational performance management is important in ensuring the right people are in the right jobs at the right time. Weak points must be identified and strengthened so that the organization’s leadership can adapt to a continually changing environment (Johnson, 2011). In this paper I will discuss some organizational leadership principals and my beliefs, assumptions, and understanding of organizational leadership.
Organizational Leadership Principals
“Leaders come in every size, shape, and disposition-short, tall, neat, sloppy, young, old, male, and female” (Bennis, 2009, p. 33). Unlike Johnson (2011), Bennis (2009) proposes additional components to leadership. First, there must be a vision. A leader has to have a well-defined direction and purpose. They must understand not only the direction they will take, but also the steps to achieve the stated objectives. The vision must be articulated to those that follow. According to Adamchik, “understanding the mission and vision of the organization and aligning work practices with that mission are other important principles of organizational leadership” (as cited in Webster, n.d., p. 1). True leaders recognize their role is to support the organization in reaching its objectives and fulfill its visions (Webster, n.d.). It is recommended that organizations should evaluate the results of the leadership team as it applies to the organizational objectives (“Leaders”, 2012). To measure the effectiveness of a vision and leadership within the organization, the following questions around direction, competence, and implementation should be addressed:
1. Does your organization have a viable plan that will enable it to thrive?
2. Do the critical stakeholders embrace the plan?
3. Are leaders working as a collaborative team to achieve the plan?
4. Do leaders have the skills required to achieve the shared vision?
5. Has your organization developed the necessary skilled behaviors that lead to success?
6. Do all employees have the skills required to accomplish leadership work?
7. Has your organization built a culture capable of accepting and achieving the new...