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Module 3:2 – Milestone One

Johnathon Blake Davis

MBA 530

Professor Quinn

October 29th, 2021

Milestone One

The leadership behavior that I ranked lowest is “inspire a shared vision”. Ranking this leadership behavior as the lowest in the category means that I consider it least important among the five practices of exemplary leadership. While leaders have to envision the future and establish an ideal image of what an organization can become, leaders cannot accomplish this without other stakeholders. Other stakeholders such as shareholders, employees, and the government have to be involved in the organization's vision since they have a critical role to play. While leaders can use their persuasion and magnetism to enlist employees, shareholders have the final decision since they necessitate the required resources needed to actualize the vision (Ling, Guo & Chen, 2018). The government also plays a key role in the organization's vision since it dictates the organization's parameters. For instance, the organizational leaders may have a vision of venturing into a different product line, which is considered sensitive, and given the environment in which the parent company operates, the government may end up denying the company the license to operate in the industry.

Despite being ranked lowest in the category, this leadership behavior is essential for any leader who wishes to impact the organization. As a leader, it is important to envision the future of the organization in order to create a successful journey. By envisioning the future, one is able to create a unique and ideal strategy that will act as the path to success. It is important to develop this area as a leader because having a clear vision will inspire the employees to work even harder and smarter to achieve the shared vision. Visionary leaders inspire and energize employees to work towards what the future holds. According to (Chaturvedi, Rizvi & Pasipanodya (2019), “leaders with vision breathe life into their dreams and get people to see the exciting possibilities for the future”.

The leadership behavior that I ranked highest is “challenge the process”. I ranked this leadership behavior highest because I believe leaders have a significant role to play in improving the organization. Leaders play an essential role in directing the organization's resources and employees for improved efficiency. Leaders help maximize efficiency by necessitating clarity of purpose, motivating employees, and guiding the organization to realize its mission. For leaders, "challenge the process" is all about finding innovative ideas to improve the organization. Although challenging the process may involve taking risks, leaders must understand that taking risks involves failures and mistakes, and they must accept any inevitable disappointments that come their way as learning opportunities.

Motivating employees, good communication, delegating responsibilities, being respectful, and problem-solving are some of the skills of an effective leader, and "challenge the process" is one area that can significantly support these skills. According to Stein (2020), "challenge the process" is all about venturing out and taking a new risk that will help the company succeed. This leadership behavior helps motivate employees as it gradually attracts those who want to take risks with their leaders. By venturing into potential businesses, this leadership behavior allows leaders to delegate responsibilities, solve problems that arise along the way, and maintain good communication with different stakeholders.

Adaptive leadership toolkit

Based on the Employee Satisfaction Survey, it is evident that employees are not happy with the organization’s reward and recognition system. Reward systems are central aspects of any human resource management division. The reward and recognition system refers to programs set up by the organization to motivate employees and reward good performance. In this case, there is one leadership behavior that the organization can focus on to improve its reward and recognition system; Encourage the heart. For any organization that is in operation, accomplishing certain things requires hard work and determination. To keep determination and hope alive, organizational leaders must regularly recognize the contributions of their employees.

One way in which this can be achieved is through a reward system, which recognizes and appreciates employees who have performed exceptionally in the organization. In this case, leaders can recognize and reward the employees' efforts through monetary and non-monetary rewards. Monetary rewards may include gifts and an increase in salaries. On the other hand, non-monetary rewards may include promotions, recognition, or paid vacation. This particular leadership behavior will also help the organization improve areas that the employees believe have been neglected; social intelligence, interpersonal skills, and emotional intelligence. A good reward system will also help the organization improve job satisfaction, job performance, retention, improving interpersonal skills, and employee commitment to the organization.

“Inspire a Shared Vision” and “Challenge the Process” are the two leadership behaviors that the organization’s leadership is currently successful in. Based on the Employee Satisfaction Survey, most employees expressed their satisfaction with how the organization was serving customers/clients and the company’s overall strategy. These achievements are directly aligned with innovation and a clear leadership vision. By challenging the process, the leaders have created innovative strategies that dictate how organizational processes should be carried out in a strategic manner (Thomas et al., 2020). Most of these strategies are aimed at ensuring that customers are offered the best services. By having a shared vision, the organization, through its leaders, has been able to create an ideal image and a roadmap to success.

While the organization has been successful in various sectors, thanks to the two leadership behaviors, maintaining the two areas is fundamental in managing the relationship between leaders and their direct reports. Maintaining the “challenge the process” leadership behavior will enable leaders to find ways to improve the organization. It will also motivate employees to improve their performance so that the organization’s vision can be realized. As an organizational leader, having a vision is important as it inspires hard work and commitment among the employees, which leads to better achievements and organizational success. Therefore, “Inspire a Shared Vision” is a critical leadership behavior for the organization as it will provide meaning and orientation between leaders and their direct reports.

References

Chaturvedi, S., Rizvi, I. A., & Pasipanodya, E. T. (2019). How can leaders make their followers to commit to the organization? The importance of influence tactics. Global Business Review, 20(6), 1462-1474.

Ling, B., Guo, Y., & Chen, D. (2018). Change leadership and employees’ commitment to change. Journal of Personnel Psychology.

Stein, M. (2020). Exemplary Youth Leadership Series: Challenge the Process. EDIS, 2020(2).

Thomas, R. A., Pentareddy, S., Suganthi, L., Joy, G. V., & Anbuudayasankar, S. P. (2018). Road to employee commitment: the role of empowerment, leadership and culture. International Journal of Business Innovation and Research, 16(4), 486-506.