Recommendations for Leadership Development Initiatives

Recommendations for Leadership Development Initiatives

Executive Summary

Campbell Soup Company has made various initiatives to develop leadership. These initiatives can be used as a benchmark for leadership development at the LLS U.S branch. This paper discusses the leadership development initiatives that the U.S. company should consider based on their effectiveness in Campbell Soup and the management abilities, skills, and knowledge that will support the company’s change management plan.

Recommended Leadership Development Initiatives

One of the leadership development initiatives that Campbell Soup Company has implemented is supplying employees with the framework and resources to learn from their leaders. The second initiative is the active participation of leaders in instructing employees on what they should do. The third initiative is mobilizing leaders to share their journey in leadership to enhance leadership commitment. The U.S branch can implement the active participation of leaders in instruction and provision of a framework and resources to learn initiatives to improve leadership effectiveness.

Impact of Leadership Development on Employee Engagement

Leadership development initiatives will increase leadership effectiveness, thus increasing employee engagement. According to Wiley (2010), leadership effectiveness is characterized by the ability to deal with challenges, the ability to give employees direction, the ability to instill confidence among employees, the belief that employees are important to the success of the organization, and a genuine commitment to offering high-quality product and services to customers. The active participation of leaders in instruction will give employees a sense of direction, thus increasing engagement because they will know what is expected of them. Providing a framework and resources to learn initiatives to improve leadership effectiveness will increase employee engagement by encouraging the exchange of ideas on leadership development.

Impact of Leadership Development on Leadership Retention

The leadership development initiatives will increase leadership retention by making leaders feel valued in the organization. Leaders will also develop a need to continue leading so that they can benefit from access to a framework and resources to learn initiatives to improve leadership effectiveness. The active participation of leaders in instruction will also increase leadership retention by creating a sense of belonging among leaders due to the responsibility of setting the direction for employees to meet the organization’s goals. Active participation of leaders in instruction will also facilitate the exchange of information between leaders and employees, thus increasing leader retention by creating a good relationship between the leaders and employees. Conflicts between leaders and employees may cause turnover among employees in leadership positions. Therefore, preventing conflict creates a conducive environment for the leader, thus reducing their intention to quit.

Manager Competencies for Supporting Change

Problem-solving is one of the management competencies that will effectively support the change management plan. According to Hughes (2018), resistance to change is one of the main factors that create change failure. Therefore, a manager needs problem-solving skills to address problems that could lead to resistance to change. The second competency is decision-making skills. The change management process requires making decisions to ensure the change’s goal is achieved. Therefore, decision-making skills are needed to make the right decisions. Another important competency is good communication skills. Effective change management requires constant communication to ensure that everyone in the change understands what is going on. Communication skills are also important in reporting the impact of the change and the measures being taken to prevent or mitigate negative impact.

Coach’s Influence on Change Acceptance

The coach plays a vital role in mentoring change acceptance. Coaches influence employee attitudes toward change and their behavior in the change implementation process. For example, they may influence the development of positive or negative attitudes toward change by communicating the negative and positive impacts of the change to either motivate acceptance or resistance to a proposed change. Coaches may also influence change acceptance by encouraging employees to share their ideas about the change and ensuring that the ideas are incorporated into the change process (London, 2013). Including employee feedback and ideas in change and implementing them encourages acceptance because employees feel involved and appreciated. Coaches also remove obstacles that could cause resistance, thus enhancing acceptance. For instance, they may remove barriers such as limited access to information about the change and its impact, thereby enabling employees to understand it.

Recommended Delivery Methods

One of the most effective delivery methods for leadership development initiatives is training leaders to familiarize them with the initiative and how it should be implemented to achieve the desired leadership development outcome. The second method uses a blended learning approach that combines different learning methods such as in-job training, workshops, e-learning, and mobile learning. A blended approach will enable all leaders in the organization to access the information needed to implement the development initiatives, thus enhancing the effectiveness of leadership changes.

Justification

The recommended leadership development initiatives play a vital role in facilitating the collaboration between leaders and employees at the U.S branch; therefore, they will reduce turnover and increase the company’s overall performance. For example, the active participation of leaders in giving instructions to employees will allow the employees to give feedback, thus facilitating engagement and creating a sense of belonging. In addition, the provision of a framework and resources to learn initiatives to improve leadership effectiveness will enable the leaders at the U.S branch to develop leadership initiatives that can effectively address the leadership issues in the company.

Preparing Employees for Change

The leadership development initiatives will prepare employees for change by promoting collaboration between the employees and leaders in planning for change and change implementation. The initiatives will also facilitate communication between leaders and employees, thus guaranteeing employees access to information about change before the change is initiated.

Leadership Connections to Organizational Success

Leadership connections will contribute to organizational success by promoting the exchange of ideas between leaders and employees. The ideas can be implemented to achieve the organization’s goals, thus enhancing organizational success. Leadership connections also influence the success of an organization by facilitating access to the resources needed to meet organizational goals.

Conclusion

Leadership plays a vital role in realizing an organization’s mission and vision by setting employees’ expectations and providing the resources needed to meet an organization’s goals and objectives. The LLC U.S branch can develop its leadership by initiating the active participation of leaders in instruction and providing a framework and resources to learn initiatives to improve leadership effectiveness.

References

Hughes, M. (2018). Resistance and organizational change readiness. Managing and Leading Organizational Change, 219-236. https://doi.org/10.4324/9781351265966-13

London, M. (2013). Coaching and feedback for leadership development and organizational change. Management. https://doi.org/10.1093/obo/9780199846740-0056

Wiley, J. W. (2010). The impact of effective leadership on employee engagement. Employment Relations Today, 37(2), 47-52. https://doi.org/10.1002/ert.20297

ORDER A PLAGIARISM-FREE PAPER HERE

We’ll write everything from scratch

Please use the attached template.

Recommendations for Leadership Development Initiatives

Switch from academic writing to business writing. Can use tables and graphics. Keep the audience in mind, which is executives.