Leadership Identity and Its Impact

Introduction

According to Yahaya and Ebrahim, (2016), one thing for sure is that ‘great leaders usually standout’. Leadership qualities in a person is identifiable, and it is not even about whom you are, but headship is about the behaviours that people can easily see in a person. In the real world, people have no way of seeing beneath the surface, and they only rely on the signals that you give to form an impression about you. Today, being a leader is all about deciding on your leadership identity. The people you lead need to be sure, and that is why it is important to for a leader to be consistent to provide people with certainty. Leadership means that you are not attempting to "guess" but it means behaving and acting with confidence. To develop a great leadership identity, it is imperative for an individual to be self-aware and be great at self-management to deliver a positive result in the business. Self-awareness is essential when it comes to leadership, and it is important for every person to understand how humans behave and respond as well as understanding individual and collective strengths, passions, and weakness is and making of crucial decisions. All these aspects are crucial because they allow people to understand when self-identity is threatened or recognize the habitual behaviours that emerge to comprise leadership values. “Great leaders provide certainty, and provide predictable responses regardless of their emotions, fears or circumstances” (Western, 2019).”

Leadership Identity

Every individual has a personal leadership identity that has the potential of influencing and motivating others (Western, 2019). Focusing on individual uniqueness, collectively people can be able to achieve results and drive others to achieving common goals. The exceptional combination of the qualities and talents, which make people be unique and distinct can be drawn naturally to become an effective leader is what makes up the personal leadership identity. It is essential to understand the personal leadership identity because it may help in terms of creating a vision and plan for our own lives. Actually, "a leader is synonymous with becoming yourself," and therefore, authentic leadership comes from within. In reality, giving an individual best leads towards right vision (Yahaya and Ebrahim, 2016). By identifying values, skills, and strengths, one can be able to develop competencies that are necessary to become great leaders. When individuals understand how to harness their leadership identity, they become more powerful and influential ultimately achieving big goals and things that seem unattainable. Ideally, these are a foundation of leaders and leadership. Modern society is driven by need for not only heroes and effective leaders but also significant in influencing change. It is because great leaders attract many people and hold them together to bring positive changes for sustainability. Komives et al. (2006) held the assertion that leadership is something that can be taught arguing that leadership is something that develops throughout the lifespan of an individual. The Leadership Development Theory is a model that has been discussed extensively by Komives et al. (2006), with insight into concept of leadership hence fundamental in understanding the personal leadership identity over a long period.

The Leadership Development Theory has at least three perspectives to leadership, which include (a) leadership education, (b) leadership training, and (c) leadership development. Leadership development is all about engaging with learning opportunities that are available in our environment over time to build values that are needed to make a great leader. The development stage moves from simple levels to multiple steps, which are considered as dimensions of growth. According to the model, leadership is a continuous process gained from environmental and social attributes through learning process and it can be grouped in four categories which include (a) early childhood and adolescent development, (b) the role of formal education, (c) adult and on-the-job experiences, and (d) specialized leadership education. All these four categories elaborate on the different roles of our parents, teachers, and employers to help people to acquire leadership skills. The good thing about leadership education is that it extends further than of experience does. The leadership education can be achieved through courses, seminars, and workshops among others. Komives et al. (2006) says that the different education programs have not been examined thoroughly, but the authors have demonstrated that leadership skills can be learned and taught. There is a need for educators to understand the best interventions that they can create an education plan that makes a difference across the lifespan of leadership development.

My experience as a leader

I believe that the Leadership Development Theory is applicable in real life because it is a practical model that reflects life daily. In the developing self and group influences I remember spending a lot of time in middle school having to stick up for my Brother in the playground, and the degree to which this was applauded and reinforced behavior by my Mother would have attributed to my awareness of responsibility for others and the effects my acts can have on others. I also commenced Table Tennis at eight years old, which has had a profound and remarkable impact, along with all of my other sporting commitments, on my leadership development journey. I was the only girl in a group of 20 boys playing at my table tennis club. It was here that I began interacting with a group in an elite sporting environment. I was forced to continuously step out of my comfort zone by being the least experienced and therefore, the worst player in the group and the only female. The Coaches within the club were mindful of the need to include me and to ensure I was engaged. Therefore, I feel I was put in leadership positions quite often, perhaps more often than I may otherwise have been in another environment. For example, I would be asked to take the warm-up where everyone had to follow what I was doing, and I would be a team captain and responsible for picking my team each training session, I was made team manager and captain of my league teams. All of these positions of responsibility enabled me to develop my awareness of leadership from about 8-10 years old. It was undoubtedly adult affirmations of what I did and the opportunities I was provided with which enabled me to become aware. My Mother always used to say Kelly you are going to take over the world. Ideally, effective leaders ought to continually reflect on their leadership behaviours to understand how it affects the acts of others. According to Komives et al. (2006), "true leadership skills cannot be carbon copied from a formula or a recipe. They must be honed through a mixture of experience and careful reflection” (Rawat, Rawat, Sheikh, and Kotwal, 2019). Sharing my work experience as the head of the table tennis team can provide invaluable insights into traits that create a strong leader. By applying the leadership development model, I can trace the path that I passed to grow the leadership skills from scratch to become a strong leader. By using the leadership development model, I can be able to expand the capacity to perform leadership roles in different settings (Frankel and PGCMS, 2019). When I started being part of the team, I did not have any experience or skills needed to become a team leader. However, with time I gained unique styles and abilities to become an effective team leader.

I have also been a team leader in the class discussions, and I had a privilege, to sum up, the journey that I began to become a passionate education leader finally. I can confidently link the Leadership Development Model to my growth as a leader. According to Komives et al. (2006), leadership is something that can be taught and learned. I believe I have gained leadership skills by using education leadership and work experience. When I was working as the table tennis team leader, I gained leadership skills through work experience and education from my peers. In the class discussion, when I was the team leader, I honed my leadership skills through education leadership by learning the values and skills of leaders.

The creative and transformative dynamics of leadership

Leadership is a process of influencing the activities of a person or a group of people to help them reach the target goals. Several leadership styles provide direction, implement plans, and motivate people to work efficiently (Drath et al., 2008; Crevani et al., 2010). According to Early and Davenport (2010), good leaders can employ any of the different methods of leadership depending on the situation to bring change in an organization. These styles reflect the dynamics of leadership in the workplace today. There are many leadership styles, which vary from autocratic / authoritative, participative / democratic, and delegation/ laissez-fair (free rein) among others (Ginnett, 2019). The authoritarian or dictatorship model of leadership has leaders who define the goals of the team, and they determine how these goals are to be achieved (Iqbal et al., 2015; Schuh et al., 2013). On the other hand, as point out by Bhatti et al. (2012) and Nanjundeswaraswamy & Swamy (2014), the democratic leadership provides an opportunity for all players to collaborate in defining the goals and they consult each other as they progress towards achieving the set goals. The delegation leadership has little influence over the goals that the team members make. In this style, the leaders expect the team to determine the purposes and choose the method they want to use to achieve the set goals (Ojokuku, et al., 2012; Nanjundeswaraswamy, & Swamy, 2014). Good leaders may use the three dynamics of leadership but will tend to use one of the styles dominantly. However, bad leaders may tend to stick with one form of leadership. Participative leadership works appropriately when done in a consultative manner will all stakeholders.

The dynamics of leadership provide an opportunity for people to define and implement their vision, and goals of the team in an organization. As argued by Adair (2010), bringing people into a room do not guarantee that the meeting will happen but with effective leadership approach will ultimately have a productive outcome. There are dynamics of leadership that can be applied in an organization, which will create more space for people to work correctly and effectively. Utilizing the creative dynamics of leadership can be a solution to decrease stress and give the management new ways of fostering communication build network, enhance better personal performance, and bridge differences for better organization performance. By employing creative and transformative dynamics of leadership, it is possible to have a fundamental understanding of your capabilities. Use of dynamics of leadership will create an effective action plan, which can help move people around you towards achieving future goals effectively.

Applying the dynamics of leadership today

It is imperative to have a leader or a supervisor who can be responsive to employees’ needs and modify his leadership style so that he/ she can motivate his team to work efficiently. In the workplace, if there is a case that is stressful, unengaging, or risky, such as firefighting and so on, the leader must adopt a new approach of considering the needs of his/ her team. It is essential for the team leader to discuss the needs of the followers, show concern for their wellbeing, and create a friendly work environment because this will bolster the self-esteem of the employees and create a new motivation to work efficiently (Adair, 2009; Sarin, & O'Connor, 2009). The leaders must be dynamic and flexible so that they can be able to organize and motivate their followers to work efficiently depending on the situation (Frankel and PGCMS, 2019). For instance, the use of directive leadership style is not that "bad" although some people may deem it a reliable method. When the directive leadership is used in the corrective situation, it creates change positively. It is crucial for leaders to employ the best strategy in the workplace to ensure they bring change and motivate their employees properly. Although people assume that participative leadership is the best, it may not be the best strategy at all times. This style is based on the notion of "let's work together to solve the issues present." Sometimes, a leader is forced to include one or two employees in the decision-making process, which helps in determining what to do and how to do it. We do not expect a leader to know everything and that is why it is vital to work with knowledgeable and skilled people. When leaders use this style of leadership, it is not a sign of weakness; instead, it is a sign of strength, which will be appreciated by the followers. This style is for the mutual benefit because it provides room for the employees to be part of the team.

Dynamics of leadership has specific goals and objectives. To start with, it is important to understand personal leadership style so that one can choose a style that will fit his/ her profile. In addition to this, it is also important for a leader to understand the interpersonal skills and understand how to use them effectively. Most importantly, a good leader should be able to understand how to be a good example to others. As a leader, the way we interact with others affect their behaviour and affects them in the workplace. A good manager, for instance will be a good examples to all employees so that they can emulate and follow the same path in the work place. This is a crucial step because leadership is the process of influencing activities of others/ followers so that they can work towards achieving same goals. It is very is very important to remember that a good leader influence employees and the influence flows from both ends. The ultimate goal is for a leader working hard to move all people closer to achieving goals of the organisation. Managing people and resources is not a simple task because people and resources have to be maximised in order to achieve the set goals (Hillson and Murray-Webster, 2017). Dynamics of leadership require communication and strategy. It is crucial to get information from the leaders mind to the mind of the entire team.

Evolving Cultural and Institutional Context for Leadership

Leadership is changing every day and the values we considered a few years ago in regard to leaders keep changing because of dynamics such as work conditions and new technology among others. Without doubt, “there is a potential of evolution to serve as unifying factors in understanding of leadership” (Hillson and Murray-Webster, 2017). In order to understand the concept of leadership and evolution, it is important to examine the dynamics that exist in the work environment. It is also critical to understand the role of the followers and the pressure they face in their work place.

Evolving Cultural and Institutional Context for Leadership

Leaders across the world are being forced to revolutionize their leadership skills. This is because of changing policies, cultural values and increasing competition between nations and within across the world. These factors have brought a change in the expectations from the subjects of the kind of leadership they deserve. For example, school leaders have been forced to be creative and develop leadership skills that are up to the expectations of the current world. The school is an important organ of the society that brings about social development of people. The current market opportunities have changed with employers looking for competent graduates with both technical skills and generic skills. They desire an employee with a diverse set of skills in addition to the scientific knowledge that one holds. This is because the changes in the world have come with a new set of challenges that require a different approach. The cultural values of people have also changed. The society has changed in many aspects including dressing mode, communication methods and feeding habits. These changes require new innovations and technology to be able to meet the needs of the society.

Implications of the development model on staff management

The leadership development model has various implications in managing workers. The new values and demands on the staff of many organizations in an effort by the management to meet the new expectations have been negative understood in many instances. This means that leaders have had a difficult time in managing the staff members. To address the challenge of negative attitudes which results in bad relations between employees, organizations have invested in training of staff on life skills. The life skills are meant to create a good environment where employees exist together thereby enhancing performance. This also means that the organizations have to incur more expenses in the training continuously to empower their staff. Seminars and training conferences have become common in many organizations. The efforts have benefited many organizations where the training has been conducted by trained professionals, and where the training needs of the employees have been clearly established through the use of collect methods of research.

Link between development of leadership identity and perspectives on critical reflective practice

There are different views on critical reflective practice. Many people when they are told to embrace practice or behavior that reflects the values held by the organizations often take the advice as a sign of authoritative leaders (Rawat, Rawat, Sheikh, and Kotwal, 2019). The management in many instances is meet with strong opposition from the employees who feel like they are been over commanded. This class of employees is hard to train and will require intensive investment in their handlers to achieve the desired results. On the other hand, there are those employees who are open to changes in the work place and have no opposition to any amendments that come their way. This group of employees is easy to train and does not require much investment in time and effort during the training period. The level of development of leadership identity in an organization is an important feature of organizations in terms of success and accountability. Organizations that have poorly developed leadership identity have often been seen to perform poorly in other areas such as adoption of new innovations, accountability and building links and partnerships with other key stakeholders in their respective fields.

Leadership Development Plan: Part II

Use of the Globally Responsible Leadership (Grid)

My vision is to become a global leader and I have to do everything possible to become a good leader in the future. I do believe that leadership is all about personal sacrifice and interpersonal skills. I believe for one to become a good leader, it is important to have strong communication skills, have passion and commitment, have a positive attitude, be innovative, and collaborative. I want to horn these qualities so that I can be the leader of the future. In order to gain these core leadership values, I will attend training and seminars because leadership is something that we all can learn. I will take classes, which will help me learn the essential leadership skills. I will also find a good mentor to guide me in the leadership journey. We all need people to guide us to be the future leaders.

As a global leader of the future, I must develop a positive organization culture so that I can promote development and growth. I have several organization cultures that I feel are essential in the future. Firstly, I want an organization culture that values communication in a company because I believe it is important for all stakeholders to have a good network of communication so that all employees and employers can contribute to growth of the company. Secondly, I want to invest in a culture of creativity and collaboration in the workplace. I believe that as global leaders, we must create a platform for all employees to work collectively and be creative in their line of duties. This opportunity will promote new talents and provide a platform for growth of all stakeholders. Thirdly, I want to promote a culture of new and exciting challenges. As a leader, I want to challenge my followers every day. I will create a culture that will encourage employees to take part in challenges so that they go growth and develop new skills. Fourthly, I want to promote a culture of individuality because as a leader, I believe that everyone has positive values that can help to bring a positive change. I want to promote individuality so that we can have new talents and encourage personal growth. That is a the organization culture that I believe will change lives. As a future leader, I want to have a community of employees that share same passion, promotes change, and a community that is passionate to bring change. For an organization to grow, it is important to encourage work team, togetherness, and partnership. As a future leader, I will promote a culture of unity and collaboration because I believe in teamwork. I will promote a culture of employees sharing positive values and working collectively to reach the organization goals. I believe that only when people work together, they can have a collective goal that will promote growth of a company.

As a leader, I want to promote sustainable environment and promote a culture of save the environment for growth. I want to encourage my followers to take care of the environment because our future depends on how we take care of the environment. I will attend seminars and education programs so that I can gain more knowledge on positive leadership skills related to environmental development. I will also take part in environmental campaigns so that I can encourage my followers to take part in such forums. Globalization an environmental pollution has been a major topic of concern today. Deforestation, cutting of trees and plastic waste has become prevalent. As a global leader, I want to focus in positive values that will promote environmental sustainability. Firstly, I want to encourage employees to recycle plastics and other wastes. I will also create a small garden at the work place so that employees can understand how to grow their own food and promote vegetation cover. I will also encourage a culture of waste management. At the workplace, I will encourage employees to dispose waste in the right way and avoid excessive packaging. I will encourage a culture of planting trees. I want to my employees to plant more trees so that they can be a good example. I will encourage employees to practice values of sustainability and taking care of the environment. From time to time, I will encourage employees to plant trees, clean environment, and participate in community outreach programs that help in taking good care of our environment. I will develop a curriculum that will teach employees good environmental practices so that we all can take part in creating a sustainable environment. In order to achieve all these goals, I will do extensive research, take part in training seminars, and have mentors in all areas. Good leaders are creative and they encourage others to be positive. As a future leader, I will take time to sharpen the positive leadership skills so that I can leader by example.

Good leadership initiative focuses on three main areas; how we live and earn our livelihoods, how we learn and how we lead (Bird and Mendenhall, 2016). My concern is how to improve people lives and promote a sustainable environment. My goal is to promote an inclusive society and instill good inter personal relations among people to ensure safe and conducive relations. The initiative is also concerned with the way people learn trying to make the learning process as a way of life. This is through instilling the relevant life skills that allow people to take every situation as an opportunity to learn different things. One such skill is been observant and keen to details such that every experience in a person’s life brings new knowledge. The initiative also focuses on ensuring people live in harmony with their natural environment which supports life, acts a source of raw materials, provides social amenities and acts as a receptacle for waste from production and consumption process. The leadership encourages partnership between different actors in the society to ensure updated and coordinated human capacity to address the modern day challenges which ranges from climate change, pollution to communal conflicts leading to violation of human rights (Bird and Mendenhall, 2016). The leadership plan of many organizations across the world favours responsible leadership strategies to ensure peaceful coexistence of different classes of people. My plan is to ensure that people earn a decent living without much struggle and in a sustainable manner. I believe that all these values can be acquired through training and education.

Implications of leadership development plan on management of people at place of work

A good Leadership Development Plan ensures that the leaders and the junior employees relate well at the work place. This is very useful in ensuring efficiency of operations and also increases the total output. The environment also makes it easy for the management to introduce new changes in the work place without much opposition. In organizations with poor leadership development plan, introducing changes in the work place is a hard task which sometimes leads to poor performance of employees who are negative to the changes. The plan is also crucial in ensuring a visionary and dynamic team at the organization which is innovative enough to face emerging new challenges as well as remain relevant among other competitors. The world is changing in all aspects including the leadership of organizations which requires constant training of the management teams on modern methods of running organizations. Technically speaking, leadership GRID does not illustrate how managers do things; it demonstrates how companies get things done in order to achieve the set goals. The GRID helps leaders to know which area to focus more in order to become effective in their line of duty (Blass and Hayward, 2015). The leadership grid helps people to categorize or determine leadership behavior. The grid has two major components, which are (a) task orientation, and (b) relationship orientation (Blass and Hayward, 2015). All global leaders must horn task behaviors, which will involving monitoring and rewarding achievements of the certain tasks. All these require a leader to be more do be efficient in organizing and scheduling. On the other side, relationship orientation is looking at things that make employees or followers to feel good, build trust, and monitor work conditions. As a global leader, it is important to understand those values that will make your employees to be build trust and feel good in order to become efficient in their job. All leaders build responsible culture and develop organizations through the use of strong ethical values and responsible actions. As responsible leaders, we build a strong business and help to shape the future societies through the acts we do on a daily basis (Blass and Hayward, 2015). The big question is what is we are not leaders in the global business? And what can we do if we are part of the small company? As leaders, we are all supposed to think of the global responsibility to our customers, employees, and the society.

Being a leader is good, but being a global leader is very important because we need to take certain steps to be take the business to the next level. Global leaders must always think beyond their borders and always think what is the best thing to do to become responsible global leaders for the sake of the future generation. To become a competent global leader, we must determine where the priorities lie. To do so, we as leaders must bring global responsibility to the level of employees, which means we must commit all the resources to educate the followers so that they can gain values and skills needed to become competent in their line of duties. We must all become leaders of the future in order to gain these values. This means that we have to see issues and problems from multiple perspectives and see ourselves as part of the global community. By doing so, we become competent and lead our businesses into the future. There is no shortcut in this matter because becoming a global leader or demonstrating responsible leadership should always be a priority today for sustainability. “Every leader who wants to measure to the global standards must apply or utilize the global grid standards. The leadership grid is a crucial tool used to determine leadership style” (Jolemore and Soroka, 2017).

Implications of the Leadership Development Plan for leading and managing people at work

Presently, nurturing of leaders in an organization is an important role that helps to set or develop global standards for leading and managing people at work. Indeed, leadership development plan is an important topic that is necessary in the work environment. Today, many organizations are arguing that they want to focus on leadership development as a priority. The leadership development plan helps in building the future in your organization. Today, it is very important for organizations to consider a specific form of leadership development plan in their work environment. A good plan will help in promoting the strategic goals of a company and promote business success and business performance. Implementing a leadership development plan in a company can actually help in three major ways.

a. Increase in skills and experience in millennials

Many millennial lack the necessary skills to become effective leaders today. There is therefore, a need to have proper leadership training to promote skills that bring business growth (Jolemore and Soroka, 2017). Leadership Development Program helps in developing proper communication and interpersonal skills that are needed for leading a company. By focusing on this area, it is possible to increase knowledge and skills among all stakeholders for organization growth.

b. Increase in employee retention

In contemporary business environment, many companies cannot retain their talented employees, but the best way to do so implementing Leadership Development Programs. By utilizing Leadership Development Plan, leaders can be able to track their senior level positions (Jolemore and Soroka, 2017). Employees need to have hope and see themselves as crucial part of the company, and they do so, they are likely to stay in an organization. An effective Leadership Development Program therefore, provides an opportunity for a company to invest their skills, talent, and time in organization.

c. Increase in employment engagement

An effective Leadership Development Plan provides an opportunity for employees and employers to invest their skills, talents, and time in the organization. Such a program helps employees to engage in the company, which can be measured through retention and productivity levels of the employees. Definitely, a leadership plan that is effective will help employees to feel valued, appreciated, and engaged.

The leadership development plan of an organization has major influence on management of employees. This is because it is responsible for training staff on their interpersonal relationship to ensure effective running. A smooth running organization often realizes high performance among its employees. Leadership plan is also responsible for ensuring capacity development of its staff at all levels (Sosik & Jung, 2018). This includes the management team on how to handle employees in the work place. An effective Leadership Development Plan ensures the morale of the staff is high through rewards when exemplary performance is obtained. This is very critical in instilling passion and dedication among workers. It is clear that the leadership development plan of an organization is responsible for the kind of relationship between employees at the work place which is a great determinant of individual performance. An organization’s success is the sum of individual performance of employees, thus good leadership development plan ensures team work.

Reflective practice approach taken to crafting Leadership Development Plan

A reflective approach emphasize that the behavior of employees at an organization is a mirror image of the values of the organization. This is true and therefore, the leadership plan in most organization is tailored to the values, mission and vision of the organization. The development plan in many organizations is anchored on the core ethics that the organization up holds. An organization, which is built on accountability, uses a development plan that focuses on eliminating any avenues for corrupt activities within its operations. This takes different forms including accurate and up to date keeping of records for clarity and verification purposes (Jolemore and Soroka, 2017). The development plan is actively updated to reflect any changes in any aspects within the organization. This is a critical marketing strategy where the organization is able to develop its market share command by developing its way of doing things to reflect its vision and mission. The conduct of the employees creates a very big and powerful image to consumers (Sosik & Jung, 2018). Therefore, the image that an organization desires to create to its consumers should inform the development plan. The management is tasked with emphasizing on good public image by its staff. The leaders of an organization are therefore critical to instilling a good public image of an organization. This means that internal capacity to innovate and create effective and positive public image by the team in charge of the development plan is a sound requirement in organizations. Interestingly, “successful leaders come in all shapes and sizes” (Sosik & Jung, 2018). Definitely, two different workplaces cannot have same situations, crises, or scenarios; it means all leaders cannot be the same. There is no particular formula that can describe how people can become effective leaders in today’s business world. And that is why every manager must develop a leadership plan. Definitely, it is extremely important to have a personal leadership development plan. Every manager or leader in an organization (whether in a leadership position or not) should always focus in developing leadership skills.

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