Sample Leadership Studies Essays on Influence of Leadership on Organizational Effectiveness

Organizational effectiveness is central to business success in the contemporary corporate environment. The concept of organizational effectiveness is concerned with the efficiency with which business organizations meet their set goals and objectives. Therefore, the concept of organizational effectiveness focuses on minimizing wastage by improving the capacity of business organizations to produce their desired output with minimum expenditure of financial, material, and human resources. The notion of organizational effectiveness is multi-faceted as it covers all the parameters of business operations from productions to sales and marketing. The specific organizational effectiveness goal I desire to achieve is to not only improve the productivity of my company’s workforce but also my employees’ creativity and innovation levels. Prudent leadership practices and corporate coaching are integral to my dream of improving the productivity, creativity, and innovation levels of my company’s workforce.

Contribution of Coaching to Motivation, Productivity, and Engagement

Motivation

Coaching recognizes and inculcates the value of employees and, thus, promotes personal learning, growth, and development which in turn motivates workers. Corporate coaching is integral to the contemporary business environment as it recognizes and inculcates the values of employees and inspires workers to achieve their greatest potentials. By inspiring employees to achieve their full potential coaching motivates workers to improve their productivity in the long run. Boak and Crabbe (2019) argue that by inculcating the values inherent to each employee corporate coaching provides a specialized self-development program for individual workers, thus, not only inspiring them but also sparking their inherent desire to improve themselves. Unlike management which points out mistakes to employees, corporate coaching teaches workers how to avoid mistakes in the first place (Boak & Crabbe, 2019). By focusing on the personal growth and development of employees corporate coaching ensures that employees are constantly motivated and inspired to be the best versions of themselves. Moreover, corporate coaching improves workers’ motivation by creating a lively and trustworthy working environment where everyone feels appreciated and valued. Coaches by constantly encouraging, reinforcing, and praising their employees create a mutually beneficial and interactive work environment that helps to motivate workers.

Productivity

Corporate coaching improves workplace productivity in several ways. Coaching equips employees with requisite knowledge and skills hence making them more adept at their work. Workforce productivity is about each employee doing everything that they know how to do and doing it to the best of their ability (Boak & Crabbe, 2019). Tang (2019) believes that the main way of improving employees’ productivity is by providing them with proper knowledge, skills, and training. According to a study conducted by Harvard University, an increase in workforce education directly results in an 8.6 percent rise in productivity (Khaire, 2014). Corporate coaching through its focus on employee self-development provides a perfect medium of workforce education and, therefore, can be leveraged to improve workers’ education. Coaching focuses on individual employee’s needs, strengths, and weaknesses, thus, imparting workers knowledge and skills that help them to improve in key areas of their work. Moreover, coaching boosts employee engagement, a factor that improves productivity by more than 21% (Boak & Crabbe, 2019). Prudent engagement with employees makes them feel more valued and hence motivated to improve their workplace performance. Corporate coaching is also known to improve workplace happiness as it creates a lively and interactive work environment where employees feel valued and appreciated. A workforce that feels valued and appreciated is more motivated and hardworking, thus, productive.

Engagement

Corporate coaching through its focus on employee self-development is integral in creating an interactive and engaging workplace environment. Prudent workforce coaching is characterized by the constant sharing of feedback and interaction between employees and their leaders or coaches. Coaches examine employees at work and offer insights into their strengths and weaknesses. Coaching, therefore, creates an interactive and engaging work environment where information freely flows from the management to the workforce and vice versa. Boak and Crabbe (2019) posit that corporate coaching improves employee engagement by surrounding workers with talented team players. Teamwork, which is an integral element of corporate coaching, is an incredible option of creating workplace engagement as enables workers to share opinions and interactively cooperate to achieve set goals and objectives. Coaching is also characterized by regular positive employee appraisal and reinforcements which promotes further engagement between workers and management. Positive engagement activities, such as reinforcements and appraisals result in higher employee morale, satisfaction, and productivity which promote profit maximization.

Leadership Practices That Foster Creativity and Organizational Innovation

Collaborative Leadership

Collaborative leadership is also known as shared leadership is integral in fostering workplace creativity and organizational innovation.  According to Tang (2019), collaborative leadership practices unlocks the creativity and innovation potential of employees as it is inclusive and based on teamwork. Under collaborative leadership both the workforce and the management engage in interactive and mutually beneficial engagements where ideas are shared, opinions are shifted, and the best minds are nurtured to come up with creative and innovative inventions. Tang (2019) argues that collaborative leadership practice enables employees to have unparalleled access and engagement with their leader compared to heroic or authoritarian leadership styles where the leader is at the top of the organizational structure is largely inaccessible. Collaborative leadership enables managers to inspire and motivate their workers more, thus, activating their innovation and creativity potential.

Servant Leadership

Servant leadership fosters employee creativity and innovation as it enriches the lives of workers thus making them more motivated and productive. Under the notion of servant leadership business leaders are more concerned with service towards both their employees and customers. Servant leadership creates a serving culture and working environment where employees feel valued and appreciated thus enhancing their creativity and innovation capabilities (Yang, Gu, & Liu, 2019). Moreover, servant leadership empowers employees not only with more education and knowledge but also autonomy which fosters creativity and innovation among employees. As outline by Yang et al. (2019), servant leadership through its focus on service results in a happy, satisfied, and contented workforce that is highly motivated, thus, creative and innovative. Employees are highly likely to be creative and innovative when they are happy and contented than when disillusioned.

Analysis of Use of Coaching to Achieve My Goal of Increasing Workplace Productivity

I can leverage corporate coaching to achieve my organizational effectiveness goal of improving the productivity of my company’s workforce. Corporate coaching is integral to improving employees’ productivity as it not only equips workers with relevant knowledge and skills but also makes them feel valued, appreciated, and motivated (Boak & Crabbe, 2019). Through corporate coaching, I can be able to recognize the values, strengths, and weaknesses of my employees and use the insight to provide them with relevant training and skills aimed at improving their output. I can also use the notion of corporate coaching to encourage my employees to develop themselves particularly in their areas of weaknesses. Moreover, through coaching, I can create a mutually interactive and engaging relationship with my employees and, therefore, not only motivate but also inspire them to work hard and achieve their set objectives. To boost the productivity of my workers I can also utilize corporate coaching to gain first-hand insights into the challenges affecting employees in the workplace. Gaining firsthand feedback from employees will enable me to address workplace issues that negatively affect their motivation and productivity.

Recommendations for Increasing My Coaching Skills

To achieve my goal of improving the productivity of my company’s workforce I have to improve on my coaching skills. I have to develop several interpersonal skills, such as listening, speaking, and questioning skills, so as to mutually connect and engage deeply with my employees. According to Boak and Crabbe (2019), corporate coaches require top-notch interpersonal skills as they are integral in developing long-lasting relationships with employees. Listening, questioning, and speaking skills will help me in my communication with the employees and, therefore, enable me to inspire and motivate them to constantly produce their best performance. I also have to be supportive and challenging for my employees. According to Khaire (2014), a corporate coach has to learn how to support and challenge his or her employees in a positive manner in order to achieve set objectives. Learning how to support and challenge my workers at the same time will enable me to inspire and motivate them into improving their output. Moreover, to increase my coaching skills I have to work on my diversity and inclusivity skills as I lead a diverse workforce. Proper diversity and inclusivity skills will enable me to not only deal effectively with workers hailing from divergent communities but also create an inclusive working environment that fosters productivity.

Current Leadership Practices and How They Contribute to Creativity and Innovation

I am currently utilizing an amalgamation of both autocratic and authoritative leadership practices and they have limited creativity and organizational innovation among my workforce. Autocratic leadership practice is grounded on the notion that the leader is always right and the final authority on any issue arising in the workplace (Lee et al., 2020). Authoritative leadership, on the other hand, is a slight improvement on autocratic leadership as it involves employees following the examples set by a visionary leader. Through both authoritarian and authoritative leadership practices, I have always issued out instructions and set strict deadlines and regulations that govern the workplace. Moreover, due to the leadership approach, I have embraced I have had limited opportunity to openly interact with my employees and to share ideas and concepts with them. According to Lee et al. (2020), authoritative leadership inhibits workers’ creativity and innovation as it only focuses on issuing instructions and doesn’t inculcate an engaging work environment where new ideas can be shared and discussed. From my research on the relationship between leadership practices and creativity and innovation, I have realized that my constant use of both the autocratic and authoritative leadership styles has negatively impacted the creativity and innovation of my workers.

Recommendations for Increasing Effectiveness in Employee Creativity and Innovation

To increase my effectiveness in matters of employee creativity and innovation I have to adopt both collaborative and servant leadership practices. Collaborative and servant leadership practices are perfect for improving worker’s creativity and innovation as they empower employees in numerous ways. Therefore, to improve creativity and innovation among my employees I have to abandon the authoritative and autocratic leadership practices I am currently using. Moreover, to increase my employee’s creativity and innovation levels I have to give my workers more workplace freedom and independence. According to Khaire (2014), employees are more creative when they are granted freedom and independence to perform their job with minimum supervision. Therefore, I have to scale down on the stringent work supervision that characterizes my current autocratic and authoritative leadership practice. To further promote workplace creativity and innovation I will relax the formality of the workplace and encourage the creation of a relaxed and ambient work environment. Khaire (2014) states that formality at the workplace minimizes creativity and innovation as the majority of individuals are highly creative when in a relaxed state and happy mood. To create a relaxed working environment, I aim at relaxing several formality rules, particularly those related to dressing, at the workplace.

Conclusion

Organizational effectiveness is integral to business profitability and success in the modern-day corporate environment. Personally, as a manager, my organizational effectiveness goal is to improve not only the productivity of my employees but also their creativity and innovation levels. My organizational effectiveness goal can be achieved through corporate coaching and prudent leadership. Corporate coaching focuses not only on improving employee’s skills and capabilities but also on their motivation levels, thus, improving their productivity. Both collaborative and servant leadership creates a happy, interactive, and engaging work environment which is key to improving employee’s creativity and innovation levels. Therefore, to achieve the organizational effectiveness goal I have to improve on my corporate coaching skills but also collaborative and servant leadership practices.

 

References

Boak, G., & Crabbe, S. (2019). Evaluating the impact of coaching skills training on individual and corporate behavior. European Journal of Training and Development, 43(1/2), 153-165. https://doi.org/10.1108/ejtd-07-2018-0058

Khaire, T. A. (2014, August 01). Creativity and the Role of the Leader. Retrieved from https://hbr.org/2008/10/creativity-and-the-role-of-the-leader

Lee, A., Legood, A., Hughes, D., Tian, A. W., Newman, A., & Knight, C. (2020). Leadership, creativity, and innovation: A meta-analytic review. European Journal of Work and Organizational Psychology29(1), 1-35. https://doi.org/10.1080/1359432X.2019.1661837

Tang, K. N. (2019). Leadership styles and organizational effectiveness. In Leadership and change management (pp. 11-25). Springer, Singapore. https://doi.org/10.1007/978-981-13-8902-3_2

Yang, J., Gu, J., & Liu, H. (2019). Servant leadership and employee creativity: The roles of psychological empowerment and work–family conflict. Current Psychology38(6), 1417-1427. https://doi.org/10.1007/s12144-019-0161-3