Leadership control, uniformity, competition, self centeredness, the 21st

Leadership role in the organisation
Leaders play a pivotal role in the organisation as social architects by creating vision and strategic direction, building relationships, shaping culture and values and leading change. Leaders are found at line, middle and senior levels of the organisation. Leadership is a process whereby an individual influences others to attain the organisational objectives and goals. Leadership is a two way relationship, the leader influences the followers and the followers exert influence over the leader. Leadership therefore involves a reciprocal relationship and leaders can be followers. Leadership is vast within a organisation team leader, task team leader, group team leader chairperson and shop steward resulting in informal leaders inspiring others to attain the goals of the organisation. The leadership within the organisation has revolved over the last couple of years and instead of stability control, uniformity, competition, self centeredness, the 21st century leader embraces a new paradigm of change and crisis management, empowerment, collaboration and diversity. Leadership development should be throughout the organisation
Leadership is a very important pillar of the EVP and HR has to ensure that we maintain continuous focus and improvement in this area. It is easy for HR to forget the role we play in building leadership capability. Our role is to build the leadership capability where gaps exist; further enhancing strengths to ensure that they remain relevant, ensuring leaders are good people developers. Enabling them to “sharpen the sword continuously”. Hr play a huge role in ensuring that leadership remains inspirational.
Some suggest interventions as part of the leadership pillar of the EVP cold include the following:
• Leadership company representation: HR must ensure that they assist in creating the visibility and marketplace presence of leaders and build their capability to do this. Placing training interventions in place to ensure that leaders have the professional skills to represent a company at universities, print media or on television. Build this for all leaders and not just one or two.
• Leadership faculty for training interventions: HR must build leaders to be well positioned to be faculty for in house training sessions eg. Induction, promotion mile stone school/ future leader programmes.
• Diversity initiatives: train leaders to become proficient and excel at managing diversity. Include in the programme the kind of leadership skills to manage:
? The generalisation layers of a workforce
? The diverse race group
? The different genders
? Leading cultural thinking and approaches
? Leading diverse workforce
? Leading across nationalities
? Leading the various professional background


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