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Leadership effectiveness

The advancement of leadership and the development of leaders seem to concentrate more on
training through investigation of theory or literature.

According to the attached article, why is this ineffective?

Evaluate the appropriateness of such a training focus.

Based on your other readings, what other elements may be included to increase the self-knowledge
and effectiveness of leadership?

Leadership effectiveness


The advancement of leadership and the development of leaders seem to concentrate
more on training through investigation of theory or literature. This is ineffective due to a
number of reasons. One of the reasons is that selection of candidates to join leadership
training is mostly dubious. This is because most organization targets the common aspirations
of those personnel who hunt to rise to leadership position (Grimme 2011, p. 487). Therefore,
getting an appropriate sample of candidates to train to become leader is ineffective as every
employee wishes to become a leader as that position has power, prestige, and more money.
Another noted reason why this form of training is ineffective is because it is mainly grounded
in teaching the candidates about leadership, providing them cognitive experience, and
instilling new paradigms to them (Odoni 2009). It calls for experimentation and learning,
followed by simultaneous repetition of a granted practice. At Al Arabia Airline, for instance,
the leaders are oriented to experiment what they have acquired from leadership training by
being interchanged to various department to be able to be conversant with the operations of
the airline.
The training has also some elements of ineffectiveness as it mainly encompasses on
reinforcing self esteem of candidates. However, in doing so, it does not give long-term
alterations in their psyche or conduct. This is witnessed to actions of the graduates regressing
back to their old ways of doing things as elemental behavioural transformation lack due to the
training unable to provide the graduates an environment and time needed to restructure
behavior (O’ Connell 2011, p.342). For instance, leaders at Emirates Airline had begun
giving their employees unpaid leave to cope up with the slight adjustments in the coming
years for Airbus A380 and Boeing. The leaders could have sorted for other alternatives to
deal with the situation. This form of training is also criticised to be ended in sleek packaging.


In simpler terms, this form of training lacks the understanding that ‘leadership is potentially,
inchoate, and realised until it is developed’.
Apart from ineffectiveness of training though investigation of theory or literature, there
is some appropriateness derived from such training. One of the effectiveness is that
candidates in the training do polish particular skills, especially in communications (Bérard
2013). Effectiveness emerging from such is that the training may challenge the candidates or
reinforces their self esteem. This is mainly by heightening candidates’ awareness of the
behavioral trends in their conduct and psyche. At Qatar’s Airways, prospective leaders are
being selected based on their holistic awareness of behavioral alterations in airline services
(Grimme 2011, p. 481). Moreover, these training programs gives the candidates cognitive
experience, that is, the aspiring leaders are taught about leadership, new leadership
paradigms, presented with historical understanding on leadership theory, and being presented
with a listing of leadership virtues.
There are some elements that may be included to increase the self-knowledge and
effectiveness of leadership. One of these elements is social skills. An effective leader should
be oriented to mechanisms to which he or she can learn how to not sit back and make their
juniors do the work (Bilhuber 2011). This element can be continual actions of a leader to
praise employees to inspire the loyalty of the team. Learning conflict resolution skills is also
important under the elements of social skills as the leader will be able to learn to mediate
varied conflicts occurring in his/her team. Empathy is another critical element that should be
included to increase the self-knowledge and effectiveness of leadership. At the Etihad
Airlines, leaders are being introduced to teaching of effective leadership through establishing
strong correlation between the leaders and the subordinates (Bérard 2013). Empathy
reinforces the leadership with the ability to develop juniors, challenge those act unfairly in an


organization, and provision of constructive feedback. Leaning challenges is also another
element that can be incorporated to improve self-knowledge and effective leadership. Trial
and error makes leadership perfect in their roles through failure and success.


References list

BÉRARD, J. (2013). Accelerating leadership development: practical solutions for building
your organization’s potential.

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