Leadership Development Initiatives

Martin

2 years ago

Leadership Development Initiatives

The systematic development of good leaders is critical for long-term organizational success. Leadership development presents opportunities for firms to seize a competitive advantage in their industries. Engaging stakeholders and participants is a common goal in leadership programs and is necessary when implementing the initiative. For these reasons, identifying and approaching leadership development programs is a recipe for organizational effectiveness. Campbell Soup Company exemplifies the success of the growing use of self-managed development. This brief recommends peer-supported leadership development initiatives and delivery methods based on Campbell Soup Company’s approaches.

Recommend Leadership Development Initiatives

Singaporean software solutions providers should adopt peer-supported development. This program entails supplying employees with resources and a framework to learn from executives of their leadership team (SHRM, 2016). As a continued collaboration and learning process, peer-supported development leads to increased motivation, enhanced career development, decreased job stress, and improved performance (SHRM, 2016). The favourable climate enhances employee engagement while leveraging leaders’ essential qualities to create more exceptional performance and innovation (Narayanan et al., 2018). In addition, the initiative enables employees to develop and maintain their capacities as effective workers and be retained by companies in the long run (Narayanan et al., 2018). A case in point is Campbell Soup Company, where assistive peer coaching is a natural source of developing employees at all levels (MBA 687 Campbell Soup Company: Case Study, n.d.). This approach helps the company’s employees get appropriate feedback about their leadership capabilities and learn new ideas while suggesting new ways to improve their skills. As a result, the company strives to retain the necessary skilled workforce to secure its competitive advantage.

Determine Manager Competencies

Implementing the new leadership development initiative requires strategic thinking and emotional intelligence. Studies show that leaders are central in leading companies to innovate and improve continuously (SHRM, 2016). Strategic thinking makes managers better positioned to make decisions that render their companies more successful and competitive (Douglass, 2017). Similarly, emotionally intelligent leaders can effectively facilitate change by managing the emotions involved in the change process (Issah, 2018). For instance, emotion-related skills are the force behind Campbell Soup’s positive work environment. The company puts emotional intelligence at the heart of its management philosophy, thanks to its role in effectiveness and productivity. Therefore, strategic thinkers and emotionally intelligent mentors influence change acceptance while leading and motivating employees in the right direction to achieve ongoing change and innovation.

Recommend Delivery Methods

A blend of formal and informal can serve as an effective delivery method for self-managed leadership development initiatives. In the first case, the company can embrace small group coaching sessions to create opportunities for participants to discuss their leadership challenges and brainstorm solutions. The formal learning approach must focus on core business goals and priorities (Douglass, 2017). In terms of formal approaches, the firm could institute self-directed learning to teach themselves new skills by identifying resources, choosing areas of development, and selecting learning avenues. Coaching could also go a long way in delivering the leadership development program. Tian et al. (2020) posit that coaching enhances the effectiveness of leaders, teams, and the organization. In Campbell Soup, a Pay It Forward belief system is a formal training approach where senior leaders actively engage in course instruction to motivate junior leaders, enhance the adoption of model behaviours, and use action plans to select areas of development (MBA 687 Campbell Soup Company: Case Study, n.d.). Therefore, a synergy of informal and formal training methods will be instrumental in fostering a one-on-one relationship between members and imparting critical lessons through support, assessment, and challenge.

Justification for Recommendations

The recommendation for peer-supported development is based on its effectiveness in influencing organizational development. The initiative significantly impacts individual performance and motivates leaders to steer the organization per its strategic alignment to gain and retain a competitive advantage. Therefore, adopting peer-supported development programs will help the company equip its leaders with leadership, talent, or professional development for good performance.

References

Douglass, A. (2017). Redefining leadership: Lessons from an early education leadership development initiative. Early Childhood Education Journal, 46(4), 387-396. https://doi.org/10.1007/s10643-017-0871-9

Issah, M. (2018). Change leadership: The role of emotional intelligence. SAGE Open, 8(3), 215824401880091. https://doi.org/10.1177/2158244018800910

MBA 687 Campbell Soup Company: Case Study (p. 1).

Narayanan, A., Rajithakumar, S., & Menon, M. (2018). Talent management and employee retention: An integrative research framework. Human Resource Development Review, 18(2), 228-247. https://doi.org/10.1177/1534484318812159

Society for Human Resource Management (SHRM). (2016). Leadership development: The path to greater effectiveness (pp. 2-78). Network of Corporate Academies. Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/documents/leadership-development-the-path-to-greater-effectiveness.pdf

Tian, H., Iqbal, S., Akhtar, S., Qalati, S., Anwar, F., & Khan, M. (2020). The impact of transformational leadership on employee retention: Mediation and moderation through organizational citizenship behaviour and communication. Frontiers in Psychology, 11. https://doi.org/10.3389/fpsyg.2020.00314

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Question

As an HR consultant, you are exceeding the expectations of the leadership team of the U.S. branch. Along with the change management plan, your memo emphasizing the need for leaders to coach, mentor, and inspire the workforce to participate in the change process was well received by the U.S. branch’s VP and leadership team.

Leadership Development Initiatives

Now, you decide to preempt questions regarding leadership development initiatives that can be deployed at the U.S. branch to improve employee engagement or reduce attrition. To highlight how leadership development initiatives inﬂuence employee engagement, you decide to share the case study of a successful company. Apart from the case study, you will also submit your analysis on how these initiatives can develop “change leaders” at the U.S. branch of the Singaporean software solutions provider. You will also suggest delivery methods for these leadership development initiatives.

Prompt

Write a brief to document your analysis of the leadership development initiatives of the Campbell Soup Company. This paper should inform the U.S. branch’s VP and leadership about initiatives you recommend for deployment at the U.S. branch of the Singaporean software solutions provider to develop change leaders.

Speciﬁcally, it would be best if you addressed the following criteria:

I recommend leadership development initiatives from the Campbell Soup Company Case Study that can be deployed at the S. branch of the Singaporean software solutions provider.

Why do leadership development initiatives inﬂuence employee engagement? How do leadership development initiatives impact the retention of leaders?

Refer to the Employee Engagement Surveys and Exit Interviews to ensure relevant company data is considered.

Determine manager competencies (knowledge, skill, and ability) that will effectively manage change. How does? A coach or mentor inﬂuence change acceptance?

Refer to the Leaders’ Self Evaluations and Exit Interviews to ensure relevant company data is considered.

Recommend delivery methods for leadership development

When selecting, consider a blend of formal and informal training and classroom and online training methods. Consider relevant organization data from the Exit Interviews.

Justify recommendations for leadership development.

How will leadership development initiatives prepare employees for change? How does leadership inﬂuence the success of an organization?