Provide leadership

Running Head: PROVIDE LEADERSHIP        1
PROVIDE LEADERSHIP         
PROVIDE LEADERSHIP    
Table of Contents
Written questions    3
Observation    7
Questions    10
Reference    13
Written questions
1. How you would communicate with stakeholders about the organisational mission and goals, objectives, plans and strategies?
The way to communicate with the stakeholders about the mission, vision, plans, strategies and objective is through a strategic communication plan[footnoteRef:2]. A strategic communication plan outlines the communication to your team to your organisation’s objectives. The plan is deliberate with objectives and it helps to engage stakeholders to give them a brief about the company and its components. [2: Koukku, I. (2019). Vision impossible? How B2B companies communicate their vision to stakeholders on social media channels.]
The communication plan has to be clear and direct. It should outline the strategies of the company. This plan will help the management understand what should be outlined and highlighted while informing the stakeholders. The stakeholders should be informed about the objectives from time to time[footnoteRef:3]. Monthly newsletters could help to keep stakeholders in the loop about the progress of the company. Stakeholders of varying degrees should receive various parts of information, employees need to know the plans but not the consumer. The investors should know objectives and goals but this may not be necessary to the suppliers. [3: Bosire, B. N. (2019). Role of Crisis Communication in Managing Stakeholders’ Perceptions in Corporate Organisations in Kenya: the Case of Kenya Tea Development Agency (Doctoral dissertation, University of Nairobi).
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2. How you would influence groups and individuals in the organisation?
Managers that want to influence groups and individuals can do in the following ways. The first way is to set a work ethic standard that commands the respect of the employees and inspires the teams to follow in the manager’s footsteps. The second way is to not be afraid and take risks. This commands respect and helps the teams to understand the manager is intuitive and will take the measures necessary in order to keep the organisation running. Along with this the manager shouldn’t be scared to admit a misstep, this shows humility and this makes the employees want to be influenced by and follow the manager[footnoteRef:4]. The most important step would be to make a presence within the workforce. Executive Presence encourages employees to be more active in the organisation’s workings. This encourages employees to critique processes, focus less on the hierarchy and give constructive ways to improve the company [4: Cheng, H. F., Wang, R., Zhang, Z., O'Connell, F., Gray, T., Harper, F. M., & Zhu, H. (2019, May). Explaining decision-making algorithms through UI: Strategies to help non-expert stakeholders. In Proceedings of the 2019 chi conference on human factors in computing systems (pp. 1-12).
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3. How would you build and support teams in the organisation?
The way to build a team should be first to be clear about the objectives of the team. This allows the team to be able to understand what roles every individual plays in the team in order to achieve the objectives. Once the team is formed, the manager should support the team by making sure they have the various physical resources for their objectives to be achieved. Managers can be supportive by encouraging communication and coordination within the team. They need to help foster an environment that encourages the team members to work in sync with each other to achieve the goals of the team. The manager should also be observant and try to quell any sign of confrontation before it occurs. They should be supportive and balance it with assertiveness while managing the team. The team should be able to lean on the manager while respecting them as a manager.
4. How would you decide upon an appropriate leadership style and how does your decision ensure that you are supporting the organisation’s mission, objectives and values
The appropriate leadership style should be a mix of assertiveness and friendliness. The manager should be able to balance an authoritative position while being open to the employee. They shouldn’t enforce the idea of a hierarchy yet they should be able to command respect in order to make sure that the employees still respect the manager. Their leadership style should make sure it is effective in context to how organsiation’s work and how the manager’s qualities are[footnoteRef:5]. For example, a democratic style of leadership won’t work for a manager who works in an organisation that is hierarchical in nature. It also won’t work if the manager is also the kind of person who is authoritative and dominating by nature and is better in a style where they can instruct employees instead of having to collaborate with the team to come up with solutions. [5: Brennan, N. M., & Merkl-Davies, D. M. (2018). Do firms effectively communicate with financial stakeholders? A conceptual model of corporate communication in a capital market context. Accounting and Business Research, 48(5), 553-577.
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5. How would you demonstrate personal and professional competence?
Managers need to prove their personal and professional competence. They need to do this in order to command the respect of the employees. The competence of a professional can be seen as the various tasks the manager is able to complete. The manager should show their competence as a profession through their expertise. They should be able to perform tasks and innovate ways in order to improve tasks and their own personal efficiency[footnoteRef:6]. Managers can show their own personal competence through the various qualities. From the way they communicate to their employees to when they have to handle confrontation. Their personal competence can also be seen in how they act in social situations and other contexts[footnoteRef:7]. Professional Competence and Personal Competence can be expressed both subtle and explicitly depending on the situation. There are overlapping qualities for both competencies so the context matters in order for employees to understand the competence of the manager. [6: Cheng, H. F., Wang, R., Zhang, Z., O'Connell, F., Gray, T., Harper, F. M., & Zhu, H. (2019, May). Explaining decision-making algorithms through UI: Strategies to help non-expert stakeholders. In Proceedings of the 2019 chi conference on human factors in computing systems (pp. 1-12).
] [7: Brunton, M., Eweje, G., & Taskin, N. (2017). Communicating corporate social responsibility to internal stakeholders: Walking the walk or just talking the talk?. Business Strategy and the Environment, 26(1), 31-48.
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6. How would you ensure leadership through compliance with legislative requirements?
The leadership should ensure they are up to date about the various legislative requirements. This means leaders should incorporate leadership styles that treat everyone the same despite any cultural, gender, religious differences. Their leadership style should ensure that the environment is safe and secure for their employees. None of the processes or tasks should cause any physical or psychological harm. The person should be treated with human decency and be given their rights according to various employment acts of the country. The leaders should know they will be held responsible for their actions in case of wrongful treatment of employees.
7. How you would support work teams through organisational change?
Organisational Change is...