How Leadership Engenders Organizational Growth

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By Chimeremma Nwadialor

We have seen companies grow exponentially, not because of the lavish availability of resources but the sensible use of the little resources on ground. We have also seen companies lose their wings due to staunch carelessness.

Who manages the resources? leaders. Who is in charge and would be blamed if things go south? Leaders, and if there is massive growth, who deserves the first accolades? Also Leaders.

We can therefore see that the spine of growth and development in any establishment or organisation lies on the capacity of leadership. Leadership is therefore imperative to the level of success an organisation will ever achieve.

Here are necessary steps every organization can take to improve the quality of leadership in order to ensure maximization of unique profit and development.

  1. Identify potential leaders.

A keen identification of innate or formed leadership qualities of some workers and their involvement in taking leadership position is necessary. Once recognized, purposeful formation of leaders proceeds.

There are various ways to identify leadership skills. These are testing and other psychological methods, which are widely applied to applicants for leadership positions, as well as the study of biography and work experience. When hiring, organization should also test applicants for leadership qualities and skills.

  1. Development of Leaders.

The next stage is purposeful formation and deepening of relevant qualities and skills in potential candidates. This step aims at forming and developing leadership skills through learning, motivation, trainings and practical experience. In order to develop leaders, a number of steps are required. The procedures are as follows:

  1. a) development of personal motivation, a stable desire to be a leader, self-confidence, readiness to make decisions and take responsibility, consistency and perseverance in the implementation of common goals, consciousness of their own strength, faith in achieving goals, enthusiasm, etc.;
  2. b) development of individual intellectual and moral leadership qualities. These qualities include, professional competence, decency, honesty, adherence to moral norms, without which, as a rule, it is difficult, if not impossible, to gain authority; developed intelligence, which is manifested in analytical, quick understanding of the essence of the problem, flexibility of mind, foresight, etc.
  3. c) ensuring the social competence of the leader and his benevolence in relations with group members assumes a culture of communication, the ability to clearly and clearly express thoughts, listen to employees correctly, make comments, give advice, attentiveness, respect for the dignity of other people, the ability to understand them, imbued with their concerns and problems, support them, etc.;
  4. d) acquiring skills and abilities to quickly and correctly assess the situation, to know and take into account the characteristics, interests, requests and expectations of all members of the group. This is quite important for leadership, the correct assessment of the situation, strengths and the capabilities of the group. Without this, the success of the company’s activities cannot be achieved. If there are repeated setbacks, they usually lead to a loss of faith in the leader, which is not good for the organization’s growth.

3 integration of interests and goals.

Close linkage and integration of individual goals and interests of group members with organizational goals, fulfillment of needs eliminates the basis for the emergence of destructive groups and leaders whose activities are detrimental to the organization, as well as increases the authority of the leader in the eyes of employees and the importance of business leadership in relation to emotional leadership.

Organisations and leaders must learn how to integrate organizational goals with those of employees.

  1. The combination of formal and informal leadership in the activities of the leader.

Professionals who are subordinates always want to see in a leader not only a boss full of emotional intelligence and experiences, but also a person with the best moral qualities, who cares not only about the effectiveness of the organization and about himself personally, but also about employees. They want and need a friend, and a sensitive supervisor.

Finally selecting the most capable employees motivated to achieve the goals of the organization, encouraging their professional and job growth, establishing good relations and cooperation with spontaneously formed groups and their leaders is exactly what organisations need to progress.

In conclusion, Leadership should always be considered before all else. Destructive leadership do not motivate creativity and commitment. It kills commitment of the best hands and in a long run (depends on how long), the organization will lose employees who would have assisted the company to reach greater heights.

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