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Effective Leadership
Creating a Competitive Advantage Research Paper
Effective leadership can be identified by looking at the elements in a leaders personal landscape. A leaders landscape identifies characteristics, practices, and behaviors that show confidence in position as well as their ability. Decisiveness, honesty, trust, and the ability to motivate others are traits of a leaders landscape. Proactivity, reliability, and intelligence are other traits of a leaders landscape. A leadership landscape can be composed of a plethora of practices and behaviors, but the innate and important element of a leadership landscape is knowing how and when to apply each trait.
Proactivity
Proactive leaders tend to champion company missions and achieve goals more often and with greater ease. Where reactive leaders deal with events as they come, proactive leaders anticipate events and plan accordingly. Being proactive simplifies leadership, increases positive results and encourages a more joyful workplace. This type of leader inspires other to rise to each occasion, embrace the company mission and to do what needs to be done and what is right. They give and expect honest appraisals and expect team members to be honest and full of integrity. By expecting the best from situations and employees, they tend to receive it. They tend to manage themselves appropriately as well as inspire others. Proactive leaders are compassionate, loyal, integrity-filled, straightforward, calm, direct, fair, polite, hopeful and thoughtful.
Reliability
Reliability is having the ability to create the mechanisms and infrastructure to provide ongoing support for your teams. Employees are much more likely to respond to direction from someone who is confident, cooperative, optimistic, and supportive. Leaders that have proven reliability can create a culture of trust within their teams, and consequently are able to gain the commitment of each team member to work toward common goals. These leaders listen to their employees’ ideas and concerns. They lead by example. They are grateful for their employees. They learn from their mistakes and they take responsibility for them.
Intelligence
To do an effective job for the organization, the tasks must be performed intelligently. Making good decisions starts with the ability to collect relevant data, analyze the data, and then taking the collected information to make an executive decision. Successfully having the skillset of intelligence stems from the collaboration of cognitive intelligence and emotional intelligence. Cognitive intelligence adds the ability to make good decisions and lead an organization while emotional intelligence adds the ability to connect on an emotional level. Putting the two components of cognitive and emotional intelligence together presents a critical skillset needed for an effective leader.
Effective Leadership Pipeline
Having policies and procedures in place is how most organizations and companies operate effectively and efficiently. Having coherent operations along with the processes and procedures also helps companies operate efficiently. But none of this is possible without the proper leadership. It is critical for organizations to select the right leaders. There are many benefits that can result from a powerful lead and culture. The power stems from a leader + follower relationship. This relationship becomes effective when the leader + follower relationship is developed, making a connection, guided by the behaviors, attributes, practices, of the leader. So how do organizations develop a pipeline of talent that will become the platform of success? This is done by recruiting excellent leadership. These are individuals that know who they are and what they believe in as leaders and for success. The organizational affluence can be obtained by having the right people in place. Who are the right people? The right people are identified by the skills and attributes that will bring the success results to the overall mission and goals of the organization. The performance of the organization depends on these employees. The organizations competitive advantage is determined by managing, developing, and maintaining talented individuals. Sounds easy right? Not always. Obtaining and maintaining the right talent can sometimes be a struggle for an organization if it is not made a priority. Prioritizing the type of leaders recruited determines the growth and prosperity of the organization. Building the right team strengthens the long-term goals which in turn strengthens the competitive advantage.
Creating a Competitive Advantage
How can a company create a competitive advantage? There are many ways this can happen but lets focus on a few more common approaches. The success of a company depends on the leadership and the overall talent. Making the commitment to build a bank of cultivating leaders can maintain enthusiasm, energy, and confidence throughout the entire organization. The leadership talent bank consists of individuals with a strong personal brand of leadership. The skills and traits needed are people that hone self-awareness; character, integrity, self-efficacy, and authenticity. These individuals also have ambition, boldness, visions, and resilience. Their persona speaks inspiration, selflessness, and courage. And they serve with appreciation, patience, composure, enthusiasm, and accountability. The listed characteristics are the ingredients for an exceptional leader that holds the talents, skills, and drive to effectively and efficiently sustain a competitive advantage.
The way the team is targeted, lead, managed, motivated, and influenced determines the level of success for the organization. Creating a strong, positive leadership pool and talent bank typically reflects an average of over 50% high-performers, more energetic employees, focused and trustworthy teammates, and a base of loyalty. Another way to create that competitive advantage is by developing talent. This responsibly falls heavily on leadership. Having an honest assessment and view of the strengths and weaknesses of the organization helps the leadership cultivate a workforce that has a strategic focus to be successful.
Examples of Ways to Developing Leaders:
Motivation
· Continuously motivate and encourage others to drive to develop.
Developmental Needs
· Asses your strengths and weaknesses and address areas that may need improvement. Help support the improvement of others.
Core Competencies
· Identity the competencies to be effective such as intelligence, character, empathy. Lead bby example.
Organizational change and effective management are other key players in the creation of a competitive advantage. Many organizations are being faced with the rapid evolution of change, therefore, it is imperative to adapt to changing demands and conditions accordingly. There will be the constant need to adjust to new trends and technologies, train and retrain, solve new problems, and be well versed to remain competitive. Talented leadership will help to cultivate and encourage a learning culture that will be prepared for changes as they arise. An organization can secure a competitive place by implementing leaders that support a learning culture, encourage consistency of exchanging new ideas, shared information, and benefit from shared knowledge and skillsets.
RUBRIC |
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Excellent Quality 95-100%
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Introduction
45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Literature Support 91-84 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met. |
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Average Score 50-85% |
40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided. |
83-76 points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration. |
52-49 points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met. |
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Poor Quality 0-45% |
37-1 points The background and/or significance are missing. No search history information is provided. |
75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration. |
48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met |
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Creating a Competitive Advantage Research Paper