Leadership, Management, and Strategic Planning

Introduction

Leadership and management is mandatory factor which helps to develop organisational strategic planning and manage the performance of the organisation in long run through creativity and innovation. Leadership is about getting the people to comprehend and believe the organisational vision and on the other management is more about administering and getting day to day working practice successfully (Ahmed, 2019). There are different roles and responsibilities of organisational leader and the managers. The leaders are effective to innovate and be visionary or running the business successfully. The leaders also seek responsibility at the workplace and are creative to develop organisational strategic planning to manage the organisational operational activities strategically. Calculating the risk factors and entrepreneurial role are necessary to be managed where the leaders try to develop flexible workplace and aim leading the people successfully towards achieving the organisational success. The leaders develop the organisational decision, where the managers try to create strategies to fulfil the decision. The managers at the organisational workplace also try to organise the working activities, develop planning to manage the workers at the organisational workplace and enhance the participation for better organisational performance. The managers are also responsible to set goals and coordinate with the employees to lead them successfully for managing the organisational operational activities. The study focuses on managing the leadership and managerial style and conducts the responsibilities by developing proper leadership practice. The review of different leadership styles, it is possible to identify the suitable leadership practice where it the study also focuses on acknowledging the leadership program which are effective for developing entrepreneurship skill and make the leaders successful by improving their skill and efficacies to manage the workforce and led them towards achieving the organisational success where it is possible for the leaders to manage the workplace and lead the employees towards achieving future success.

Leadership and management

Both the leaders and the mangers are playing crucial role in managing the organisations and securing the organisational suitable development by creating effective strategic planning and solutions. It is necessary for the leaders to e strategic thinkers for creating good strategy for running the organisation. In the other hand, the leaders are responsible to build alliances, inspire the workforce and be visionary to develop organisational mission and motivate the employees continuously. It is also same responsibility for the managers as well, where the managers are also efficient to manage the workers at the workplace through continuous motivation and encouraging their creativity (Willis, Clarke and O'Connor, 2017). On the other hand, there are other similarities between the managers and the leaders, such as coaching, developing suitable working culture at the workplace, developing networking and creating climate. These are the major common responsibilities and roles of the leaders and the managers where both try to manage their roles at the workplace. Both the leaders and the managers try to fulfil the organisational objective by creating suitable climate and developing business networking, where it would be possible to strengthen their stakeholder’s base and manage the business activities successfully and efficiently. The leaders and managers are also responsible for motivating the employee as the staff members are the major stakeholders of the business and both the leader and mangers try to encourage them at the workplace by proving monetary and non-monetary incentives and rewards for better management of human resources. The leader aims at enhancing the knowledge and efficacy of the workforce and in this regard the mangers try to develop coaching activities for ensuring further learning and development at the workplace.

The managers have other roles and responsibilities at the workplace, which are not similar with the leader such as developing suitable planning, implementing the planning for successful execution, controlling the operational activities and organisational resources and capabilities, setting short term goals and objectives, enhancing efficiency through continuous improvement and monitoring the workplace for enhancing the employee’s performance. On the other hand, it is also the responsibility of the managers to conduct proper budgeting and financial analysis for better management of finance and developing financial report in each financial year. Continuous improvement is the role of the manger where the managers closely monitor the performance of the employees and identify their needs and preferences at the workplace so that it would be effective for develop further planning to motivate the staff and lead them towards achieving future success (Oshagbemi, 2017). On the other hand, the managers are also responsible for setting goals and improving efficacy of the employees so that the organisational vision and goal can be fulfilled successfully. Hereby, the management team is playing crucial role to restructure the organisational functions, manage the internal functions successfully, reallocating the organisational resources and enhancing the performance of the staff through proper management of the human resources at the workplace.

On the other hand, the leaders are visionary and creative where the major aim of the leader is to establish the business in a unique way, so that it would be possible for the organisation to achieve future success and secure future development of the firm in long run. The leaders in this regard try to develop organisational vision and reallocate the process for managing the organisational operations. Creative mind set and the decision making behaviour of the leaders are the critical success factors for the organisation, where the leaders are responsi8ble to be creative and innovative to restructure the organisational activities and decision proper decision for managing the organisational position in the market. The leaders also try to identify the risk factors after conducting the market analysis and then develop challenging goal for improving their organisational excellence and invest more in research and development for better organisational achievement (Armstrong, 2016). The skills and knowledge of the leadership is mandatory to become a good entrepreneur and manage the business successfully. In this regard, the leadership skills are such as high communication and cooperation skill inter personal skill, emotional intelligence and personality trait, in depth knowledge about the business activities, skill of technical expertise and innovative strategy as well as problems solving skill, critical analysis and decision making skill. In this context, it can be stated that, the leaders are playing crucial role to run the organisation, where they try to analyse the market condition and develop proper decision from the organisations to run their business strategically.

There are certain attributes of leaders which are mandatory to become a good entrepreneur and achieve the future sustainable development of the organisation. The attributes are such as role model, inspirer, achiever and enabler. The leaders are role model of the firms where they try to create organisational values and in this regard the leaders aim at demonstrate integrity and support the people at the workplace. Keeping learning and being charismatic and energetic are the characteristics of the leaders who are able to achieve future success. On the other hand, they are playing the role of inspirer where they try to inspire the workforce and motivate the managements and other stakeholders or better management of the organisational activities. In this regard, the leaders create inspiring vision and set directions for the followers at the organisational context as well as they energise the people and encourage the risk taking activities for experimental activities (Nguyen et al., 2017). This further encourages the worker’s creativity where the leaders are able to motivate them and lead them towards achieving the strategic success. Being enabler is also another attribute, where the leaders are responsible to build team and collaborate with everyone at the workplace and this further help to develop strong bonding and corporate relationship at the organisation. Building synergies and managing diversity as well as focusing on result, discovering more new information and strategy are effective characteristics of the leaders to achieve higher and fulfil the organisational strategic vision in long run.

As per the leadership style, charismatic leadership style is effective of the organisations to develop suitable culture and ensure the future sustainable development. As per the charismatic leadership, the leaders are able to affect change, where change management practice is suitable at the organisation to boost the performance of the individuals and manage the organisational activities successfully. In the recent era of globalisation, most of the leaders try to manage change to maintain diverse workforce and enhance the organisational innovation and creativity. Chang management is mandatory where the leaders try to engage the people with the change initiatives and activities and thus all the employees are empowered well at the change management practice (Li et al., 2016). The leader also encourages the people to take active part during the change. The leader also focuses on developing trust and loyalty among the people during the change through sharing the organisational information and data. The strategic vision is also shared with all the employees where the leaders try to motivate and influence their working practice through continuous support and empowerment of the employees at the change initiatives. Hereby, under the style of charismatic leadership, the leaders try to enhance internal communication to develop strong corporate relationship with the people and motivate them to perform better in long run. Convincing the people at the workplace and understanding their resistance to change are also effective characteristics of the leader where the leaders try to develop bonding and resolve the queries of the people so that the people become cooperative and perform better with collaboration and communication.

In addition to this, the charismatic leaders are energetic and supportive. Continuous support is there from the end of the leaders for the employees at the workplace. The leaders provide the scope of personal and professional development to the employees through arranging effective training and development program. As well as the leader are efficient to encourage the people by being energise and positive body language and open communication further help the leader to manage the workforce and lead tem towards achieving future success. The leaders also aim at managing the workers at the workplace, through developing suitable organisational culture, where the managers and the leaders try to develop strong bonding, respect all the people, managing integrity to work and positive body language which are effective to develop strong team to perform better collaboratively (Scott-Jackson and Michie, 2017). Vision and articulation is another characteristic of charismatic leaders, where the leaders are bound to manage the organisational vision and further influence the mangers to develop proper strategies to fulfil the vision. Creating inspiring vision, risk taking activities and energising the people at the workplace are hereby effective for the leader to manage the followers and lead them successfully.

Apart from the charismatic leadership style, the transformational leadership style is beneficial for the organisation to develop suitable working atmosphere at the organisation, where the leaders are successful to lead the people through inspiration and motivation. The organisational leader is responsible to develop organisational culture with managing transparency and accountability, developing integrated workplace, managing fairness and open communication etc., where the leaders are successful to manage the people at the workplace and influence them for better performance. Personality trait of the leaders is also managed well, where the leader aims at openness, conscientiousness, neuroticism, agreeableness and extraversion. These are effective for the leader to have open minded and develop strong corporate relationship successfully. Hereby, personality trait and the behaviour of the leader are supportive to create the organisational working atmosphere successfully. The leader’s behaviour is also important factor for transformational leadership style, where the leaders are considered as inspirational and idealised behaviour (Alonderiene and Majauskaite 2016). The leaders are efficient to motivate the employees though providing proper working culture, co-workers relationship, health and safety at the workplace and monetary incentives and rewards which further create values for the people at the workplace, hereby, the leader is efficient to maximise the values for the employees under the transformational leadership style. Achievement and orientation, self actualisation and self esteem need fulfilment are all the practice of the leaders where he or she is successful to manage their employees and lead them towards achieving the pre-specified organisational vision.

Hereby, the transformational leaders are capable of managing the workplace and developing proper management strategic planning to motivate the people at the workplace and maintain the organisational excellence further. Through continuous motivation as well as developing engagement with all the employees, the transformational leaders try to influence the working practice and ensure future organisational success. Development of the organisational culture as well as intellectual stimulation is effective which provides suitable workplace for the people to perform better. Arranging organisational training and development program is effective for intellectual stimulation which in turn enhances the knowledge and skill of the employees and further boosts their performance in long run. Hereby, the transformational leaders are beneficial for the organisations to motivate the employees and develop strong bonding with the staff at the organisational workplace (Gipson et al., 2017). The transformational leadership style is also appropriate for the leaders to develop working practice and enhance communication and cooperation for better management of the working process where all the people can collaborate and perform as a partnership working practice to achieve the vision, developed by the leader. Hereby, the roles of the leaders as well as the charismatic and transformational leadership style are effective for the organisations to enhance creativity and lead change for better performance where the leaders are also able to encourage employee’s innovative working practice and develop suitable working culture at the organisational workplace for better management and securing future bran success.

Evaluating the leadership development programme

The leadership developmental programs are structured by NHS for having good knowledge about the skill which is required for leading the organisation. Through the leadership training, it would be possible for the leader to gather more skill and knowledge for better performance. The leadership training is effective for the leaders to explore the skills and different leadership style, where the trainers try to influence them to improve their capabilities through personal and professional development. The business leadership style is one of the appropriate training and development programs, where the leaders are able to manage the business activities and become a good entrepreneur to run the organisation successfully. Through the training program, the leaders can identify the approach and develop own skill and abilities accordingly for better management. The training and development program is also effective where the leaders can understand the perspective of the employees and identify the needs and preferences of the staff at the organisational workplace. Hereby, the leaders can improve their understanding related to organisational activities, business management and maintain the staff at the firm. The training and development program related to leadership is also effective in the organisation, where the leaders are capable of gathering in-depth knowledge and skill to make the organisational decision more creatively (Bush, Bell and Middlewood, 2019). The leaders also can improve their emotional intelligence and gather the ways to communicate with the employees or the followers at the organisational workplace. Hereby, the leadership development program is effective for the participants to become a good entrepreneur and run the business successfully. The training and development program are also effective at NHS which provides a scope to the leaders to recognise the qualities of leaders and emphasise on leadership skill. The person or the participants can understand the leadership qualities and develop themselves accordingly to become a successful leader at the organisational context. The ways to develop training and strengthen online team members and the followers as well as the strategies of employee motivation are acknowledged by the leaders through the leadership developmental program which are effective for the organisational leader to achieve future success. Through the training and developmental program related to leadership, the leaders also try to acknowledge the tactics to handle the tricky situation at the organisation and manage the difficult people at the workplace. This is effective for the leaders to manage all the people irrespective of their cultural diversity, differences in language and behaviour (Rothaermel, 2016). Thus the leadership developmental program, is beneficial for the leaders to improve their skill and emphasise the own capabilities for better professional development. The training program is also beneficial, where the leaders can identify the ways to manage the organisational activities as well as handle the employees for achieving future organisational success.

NHS provides online courses for leadership development program, where the skill and knowledge of leaders can be improved well. There is eligibility to apply for the course work where minimum master degree is required to apply for the online course. There is also necessary to have working experience so that the candidates have some professional knowledge to manage the organisational activities. The coursework is appropriate for managing the business activities. The online courses are effective where the participants can access their website at any time according to the preferences of the candidates. It is also possible to identify the resources and coursework to develop the leadership skill and influence the candidates to develop own capabilities through practical guidelines. It is mainly an online training method, where the people can access the modules and gather vast knowledge and information about the leadership style and skill of the leaders. The participants are efficient to manage the online coursework and gather vast data and information on leadership. There are real life examples and case study, through which the participants can analyse and evaluate the leadership skill and develop own capabilities to perform better in near future. The trainers try to conduct one to one interview before starting the training where the trainer aims at identify the needs of leadership training and assess the learner for personal and professional development. After analysing the need of leadership program, it is possible to design the training and provide all the online materials from where he participants can gather vast range of information about improving their leadership skill and abilities (Popli and Rizvi, 2017). The training process is also effective, where the performance of the participants will be evaluated through testing and empowering them in the real life decision making behaviour. The leadership developmental program through online coursework is hereby beneficial where the participants can access the online courses and improve their skill and leadership abilities.

Through the leadership training and development program, it is possible for the leaders to gain vast range of information for managing the organisational activities in real life. The training and leadership developmental programs are hereby beneficial for the individuals to implore their understanding and develop communication skill. For a successful leader, it is necessary to interact with all the followers at the organisational context. Thus the leadership program is helpful to influence the individual to communicate openly and represent their thought and perception in front of others. Continuous meeting, attending group discussion during the coursework are helpful for the individual to enhance their communication where they become efficient to interact with the employees at the organisation (Madanchian et al., 2016). There is a chance to improve personality trait where the individuals can develop their mind set to become a good leader. As per the personality trait, openness, extroversion, neuroticism, agreeableness and conscientiousness are required for the leader to become a good leader. Apart from that, he training program is also suitable to develop emotional intelligence, where the leader can read other’s mind set at the workplace and manage emotion for developing strong corporate relationship with others. It is also another skill which is mandatory for becoming a good leader, where the individuals are able to manage strong corporate binding at the workplace and develop proper team work further.

In addition to this, the training and leadership developmental program is also beneficial for the leaders to develop their problem solving skill where the leaders are able to manage tricky situation at the workplace. The NHS training program provides a scope to enhance problem solving skill, where the trainers try to empower the individuals in the real life case study is to analyse the existing problems and risk factors of further evaluation. On the other hand, this is also beneficial to enhance critical analytical skill of the leaders, where the individuals are capable of analysing and evaluating the existing organisational situation in long run. Apart from that, the training and leadership developmental program is also advantageous, where the individuals have the opportunity to improve their decision making practice, and in this regard, the individuals can develop proper organisational decision after analysing the current situation critically (Madanchian et al., 2016). Hereby, the skill of problem solving, critical analysis and decision making practice can be improved through the training and development program provided by NHS, where the leaders would be able to make creative design for enhancing the organisational performance after evaluating the tricky situation and existing problems. In this regard, the leadership skills are also improved among the individuals and the skills are such as awareness, honesty and integrity, relationship building, innovation and creativity. These are the major skills through which the individual would be able to become a good leader and manage the workforce successfully. In this regard, the individual can improve the ways to encourage the people and develop innovative ways for achieving future success.

Apart from that, the leadership training and developmental coursework is also beneficial for the organisation, where the leaders are able to maximise the organisational value by running their operational activities strategically. The leader can fulfil the organisational vision by developing appropriate decision. As well as the organisational creativity and innovation can also be maximised through the training program where the individuals can ensure positive contribution at the organisation for achieving future success. The leadership program also provides a scope to the individuals to analyse the existing problems at the workplace and develop suitable solutions to manage the organisational workplace and develop appropriate organisational culture which are required for running the business sustainably (Popli and Rizvi, 2017). Managing the workforce is also possible for the leader where the leadership skill are beneficial to create values for the employees, motivate them at the workplace and give them freedom and harmony to work efficiently so that the organisational vision can be fulfilled well. Hereby, the training and development program is beneficial for both the individual and the organisation to renovate the organisational decision and enhance its creativity to achieve future success.

Conclusion

It can be concluded that, the organisations need to focus on developing appropriate leadership style and managerial practice so that the leaders and the managers can lead the people towards achieving future success. The charismatic leadership style is appropriate for managing change, inspiring the people and leading them onwards success. On the other hand, the leaders are also responsible to develop proper vision and decision for the organisation, where the managers are responsible to create strategies for accomplishing the leader’s decision. In addition to this, the transformational leaders are capable of leading the people towards success through motivating them and improving idealised stimulation. The leaders are efficient to maximise employee’s morale and improve engagement for developing trust and loyalty. The leadership developmental program in this regard is appropriate to develop entrepreneurship skill where the leaders can improve their knowledge and practice to lead the employees and other stakeholders at the organisation. The developmental program are also beneficial for the leader for personal and professional development and it further provides a scope to the leader to enhance the organisational performance and develop creative solutions for achieving the vision and aim. Hereby, the leadership developmental program helps the leaders to develop proper leadership style and restructure the organisational policies for inspiring the people and ensure better management so that it would be possible for the leader top strengthen their employee base and manage the organisational operations successfully. It is also beneficial for the leaders to develop creative decision and gains high competitive advantage where the business can perform innovatively and satisfy all the stakeholders. Hereby, creative mind set of the leaders as well as inter personal skill and emotional intelligence can be improved through the leadership developmental program, where the leaders become capable of running the business successfully.

Continue your journey with our comprehensive guide to Leadership in the Era of Globalization.

Reference List

Ahmed, M., 2019. RULES OF MANAGEMNET IN ISLAM: A REVIEW OF LITERATURE. Journal of Islamic Civilization and Culture, 2(1).

Alonderiene, R. and Majauskaite, M., 2016. Leadership style and job satisfaction in higher education institutions. International Journal of Educational Management.

Armstrong, M., 2016. Armstrong's handbook of management and leadership for HR: Developing effective people skills for better leadership and management. London: Kogan Page Publishers.

Bush, T., Bell, L. and Middlewood, D., 2019. Principles of Educational Leadership & Management. London: SAGE Publications Limited.

Gipson, A.N., Pfaff, D.L., Mendelsohn, D.B., Catenacci, L.T. and Burke, W.W., 2017. Women and leadership: Selection, development, leadership style, and performance. The Journal of Applied Behavioral Science, 53(1), pp.32-65.

Li, Z., Gupta, B., Loon, M. and Casimir, G., 2016. Combinative aspects of leadership style and emotional intelligence. Leadership & Organization Development Journal.

Madanchian, M., Hussein, N., Noordin, F. and Taherdoost, H., 2016. The Relationship between ethical leadership, leadership effectiveness and organizational performance: A review of literature in SMEs context. European Business & Management, 2(2), pp.17-21.

Nguyen, T.T., Mia, L., Winata, L. and Chong, V.K., 2017. Effect of transformational-leadership style and management control system on managerial performance. Journal of Business Research, 70, pp.202-213.

Oshagbemi, T., 2017. Leadership and Management in universities: Britain and Nigeria (Vol. 14). London: Walter de Gruyter GmbH & Co KG.

Popli, S. and Rizvi, I.A., 2017. Leadership style and service orientation: the catalytic role of employee engagement. Journal of Service Theory and Practice.

Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. New York: John Wiley & Sons.

Rothaermel, F.T., 2016. Strategic management: concepts (Vol. 2). London: McGraw-Hill Education.

Scott-Jackson, W. and Michie, J., 2017. Culture and business operations: How the Gulf Arab leadership style impacts a contingent human resource management. In Business and Society in the Middle East (pp. 31-47). Palgrave Macmillan, Cham.

Thorpe, R., 2016. Gower handbook of leadership and management development. London: CRC Press.

Willis, S., Clarke, S. and O'Connor, E., 2017. Contextualizing leadership: Transformational leadership and Management‐By‐Exception‐Active in safety‐critical contexts. Journal of Occupational and Organizational Psychology, 90(3), pp.281-305.