Grooming Future Managers
The word "leadership" is still normally restrained for people in the highest ranks of an organizational hierarchy
. The more hierarchical the organizational structure, the more difficult it is for the employees in the lower ranks to see themselves as leaders. If you are serious about encouraging leadership growth in your organization, you can replace this conceptual block with a concept that should also promote your organization's developmental prospects: leadership renewal.
Leadership regeneration is all about developing an individual's presentation for an impact on the result of the organization. In the flow of an organization's human resources, people enter the organization, work their way closer to its central tasks, and then leave, as new people take their place. Anyone can develop personal capacity to lead and everyone leads, or needs to lead, in their job at different times.
Regeneration works efficiently when capable staff with leadership potential learns from more knowledgeable members of an organization. Those senior staff in turn make place for the newcomers, while developing into their own new errands. Such a system of renewal means that everyone in the organization is learning and growing all the time, while counteract the mustiness and firmness that are forerunner of organizational death.
Leadership as a means of organizational renewal embraces notions of leadership as a combined activity. It contrasts with the more conservative leadership by reliance, whereby an individual leads and others follow.
Grooming is a very important part in every persons life. Today or tomorrow everybody needs to improve and enhance his or her skills for better productivity at work. While doing your MBA Degree you not only get the knowledge of academics but you are also trained to be better managers tomorrow. The assignments given to you in college and the deadlines to complete them with the other assignments make you ready for the new market. You are already a well groomed manager for the work place. When you enter your organization you always want people to look at you with respect, and this can be possible on when you are able to carry yourself that way. To be looked at with respect you need to give respect then only will you get it.
All MBA colleges thrive to train all their students in such a way that when it comes to placement the companies are ready with open hands to grab the students. The MBA colleges also train you to keep grooming yourself from time to time according to the needs of the company. If you are not ready to accept the changes then after a certain point of time the saturation point will come and companies will not be ready to accept your presence.
All managers are sooner or later liable of or a groups performance. This means they have three roles to fulfil: supervisor, manager, and leader. However, there have been dramatic shifts in the needs and expectations of todays workforce. With society becoming increasingly knowledge driven, and India being a significant source of knowledge workers and intellectual capital that is driving the new economy, effective handling of the work force requires a consciously modified approach to suit their growing aspirations and ensure maximum employee engagement and motivation.
An organization's long-term success and feasibility depend, to a great extent, on its capacity to develop a strong leadership base within its ranks, not just at the top layer.
Business schools have taught a number of graduates the basic leadership techniques for such surroundings, a continuous process of observing, orienting, deciding and acting. But the leaders successful in high velocity environments reveal a very different direction-setting approach when confronted by the messy or the unfamiliar; something called act, learn and adapt.
An organization's long-term success and possibility depend, to a great extent, on its capability to develop a strong leadership stand within its ranks, not just at the top layer.
The practice of a leadership alteration brings into focus the issue of growing or buying new talent, and ultimately, whether to select the next chief executive from existing senior management staff or hires one from outside. A policy to develop all levels of leadership actively within the organization, not only for the top position, benefits staff members and the whole organization.
In times of rapid change in the operating environment, however, the strategic demands on the organization are ever less predictable. Accordingly, leadership needs are unpredictable. A useful twist to the system, however, is the candidate for a top position who serves the organization, head off for challenging management familiarity elsewhere, and returns after having gained the kinds of experience that the organization ultimately seeks.
If you are budding leadership in-house for all your senior management positions, you need to decide on an unbiased mix of specialists or generalists. To develop specialists, your managers should follow a skill-based plan and increase their errands over time. To develop generalists, you should plan to expose them to a variety of job experiences. In both cases, the expansion process requires a plan and a series of challenges, feedback, and support, as described in the associated examples.
Certain qualities set latent leaders apart from other employees. Here are some questions to help you find them:
Is this person among the first to see changes or opportunities in the outside environment that relate to the organization?
Is this person aware of:
oWho are different stake holders of the organization?
oWhat are the different types of services that the customer needs?
oHow the organization can satisfy those type of customers?
Is this person able to build relations and networks, internally and across organizational boundaries, to achieve the goals?
Does this person take responsibility for her or his actions and mistakes and by doing sopresent a convincing model of desired behavior?
by: Unitedworld School of Business
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