Leadership Development Program for a Multinational Company

Leadership Development Program for a Multinational Company
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Table of Contents TOC \o "1-3" \h \z \u Introduction PAGEREF _Toc13697806 \h 3Company introduction PAGEREF _Toc13697807 \h 3Background of the development plan PAGEREF _Toc13697808 \h 4What is leadership management? PAGEREF _Toc13697809 \h 4Contemporary leadership problems at MNC PAGEREF _Toc13697810 \h 4The objective of the Leadership development plan PAGEREF _Toc13697811 \h 5Beneficiaries and Participants of the Plan PAGEREF _Toc13697812 \h 7How this Leadership Development Plan Will Affect MNC? PAGEREF _Toc13697813 \h 7Components of a leadership development plan PAGEREF _Toc13697814 \h 8Workplace assignment PAGEREF _Toc13697815 \h 8Formal training PAGEREF _Toc13697816 \h 9Coaching from Current Manager PAGEREF _Toc13697817 \h 9Mentoring from Current Senior Management PAGEREF _Toc13697818 \h 9Coaching from an External Mentor PAGEREF _Toc13697819 \h 10Evaluation strategy PAGEREF _Toc13697820 \h 10Development plan PAGEREF _Toc13697821 \h 12Conclusion PAGEREF _Toc13697822 \h 14References PAGEREF _Toc13697823 \h 15
Leadership Development Program for a Multinational Company
Introduction
A good business has great internal control and productivity, but a great business is a master in controlling its internal as well as external environment. In the same manner, all those businesses who neglect the contribution of the external environment in their productivity mostly face destructive situations (Komives, 2016). Consequently, the workforce suffers a downturn in the business that gives rise to conflicts with the management and the workforce ultimately leading to low morale and a decrease in motivation to work. At this point, the businesses have to change their strategies, redesign the management and leadership style so that they can cope up with the waviness of the environment. Most importantly, a persuasive leader can steer the workforce towards the right track, manage the focus strategies, synthesize plans into action and inspire the entire workforce (Moldoveanu, & Narayandas, 2019). Hence, this development program has been generated to design and implement effective and persuasive leadership management in the personalities of the current middle management of the MNC company.
Company Background
The MNC has proved itself as an effective supplier of electronic, analytic and computational products and services in different regions of the world. The company has been recognized for its highly innovative and quality-based performance. In addition, the company is known for its positive values in association with its management. However, the company is facing external pressure of a global recession and a downturn. For this, the company has to dominant their managers in developing strategic abilities in their culture and style of work. The management of the company is obliged to be polished at their contemporary character so they can proactively respond to the macro issues at the company. The management of the company is composed of professionals with intense technical knowledge. However, less than 40 percent have received formal business education. The majority at the management are males with their association with the autocratic style of management. Moreover, the past experiences of the managers have modified them to pay the least attention towards cost-effectiveness and company's functional structure
Background of Leadership Development Plan
The mismanagement and instability to mitigate the external pressure of an organization create the room for a leadership program. The purpose of a leadership management development program is to cultivate proactive leaders who are competent enough for synthesizing the workforce (Holt, Hall, & Gilley, 2018). A leader management program enables the company to assemble complex ideas into accessible actions. Moreover, the critical skills of the employees are also enhancing by the induction of a leadership development program. Eventually, the management becomes able to analyzing past incidents and forecasting the future.
Leadership Management
The literal meaning of a leadership development program is a set of activities that polish the skills, compatibility, expertise, abilities, and confidence of the leaders. The program may be composed of coaching activities, mentoring actions and work-based assignment strategies for boosting the leaders. The quality of the program is directly proportional to the outcome in the form of an effective leading team (Whaley, & Gillis, 2018). Different factors influence the level of a program like a cost, level of support from upper management and acceptance of the participant (Holt et al., 2018). Though a leadership program is a kind of succession process in which a manager is trained to take over the position of a senior, it is mostly associated with the development of high-calibre leaders.
Contemporary Leadership Problems at MNC
At the contemporary stage, the company's management is associated with mostly the autocratic perspective of leadership. A vast reason for this is the association of managers with highly productive firms. Secondly, the management is mostly equipped with technical knowledge. Thirdly, the culture of the company is backed up by rigidity and controlled systems as well. All these factors are assisting in the increase of negativity and the destruction of the global recession and pressure. Moreover, the company is unable to mitigate the intensified pressure of an unstable economy. Another important issue to be considered is the cost-effectiveness (Komives, 2016; Moldoveanu, & Narayandas, 2019). The current downfall has limited the budgeting and costing of the company that is affecting the decisions and actions of the management as well. The increase in costing and the fall of the business is making the workplace crucial for the employees too. In addition, the working conditions are becoming worst for the company with no strategies to meet the external downturns for both the long and short-term. For all these reasons, a comprehensive and persuasive leadership management program is a mandate.
Objective of the Leadership Development Plan
The human resource is the most crucial stakeholder for any organization due to several reasons. For instance, the human resource is indulging with direct customers who generate the revenue and benefit the business. Moreover, human resources are responsible for the development and maintenance of the organization's functionalities. Therefore, the management and stimulation of human resources are critical to the success of any organization. In association, the leaders with the actively persuasive and positive style of managing and leading the human resource are intensely obligatory for the success of the business (Moldoveanu, & Narayandas, 2019). For this particular reason, the delivery of an active leadership development program at the managerial level is significant for MNC as it will demonstrate a focus, channel to communicate, ability to design prioritizing, rationalization of conflicts and inspiration for the employees. Simultaneously, an organization is able to synthesize complex ideas into actions through effective leaders, it enables the management to enhance critical skills like visualizing, focusing, communication, ability to prioritize, rationalization of conflicts and inspiration for the employees (Komives, 2016). Ultimately, effective leadership development will yield the techniques to analyze the past to control the future of the company and act on options to craft the future.
Focus
An effective leadership program will yield an influential leader who will define smart goals for the employees as steering them to focus on it for their achievement. Currently, MNC is opting for this focus in their employees as the morale of the employees is declining with the downturn of the company and increased pressure of upper management.
Channel to Communicate
The induction of an effective lead management program will develop communication channels among the employees, line managers, and upper management. Moreover, innovative contributions from the workforce will also be promoted as the leaders change their leadership styles (Sosik, & Jung, 2018). At present, the company is facing crucial issues of communication within the line management and the workforce. Mostly, the message of upper management is delivered to the non-managerial staff while the queries and suggestions of non-managerial staff do never reach the upper-management.
Ability to Prioritize
The company is facing crises in mitigating its external forces. At this stage, the most recent actions need intense and active planning and prioritization. This skill can only be enhanced in the employees through a proactive leader and manager. The inauguration of this leadership management program will equip the management with this quality as well
Rationalization of Conflicts
The company and the employees are facing a conflict of interests as the management is urging pressure on the workforce for not bringing in the business. on the other hand, the workforce is losing their morale with the fact that the upper management is not recognizing their efforts (Komives, 2016). However, both parties ought to rationalize their conflicts so that the smooth operations of the company can get a re-start. This ability will be induced soon after the implementation of the leadership management program.
Inspiration
The inspiration is a critical factor that binds the employees and exerts pressure for enhanced productivity at the workplace. In association, the company needs this fuel the most as the workforce, the line-management and the upper-management all are opting for a prosperous working environment. After the implementation of the leadership management program, different stakeholders of the company will get a platform to kick-start the inspirational campaigns at the workplace.
Beneficiaries and Participants of the Plan
The management of the company is the core audience of this leadership management program. The proceeding leadership development program has been designed to aim at the senior middle managers and train them for a change in their leadership styles. All the managers with more than 10 years of experience, between the age bracket of 30-40 are participants of this program. Moreover, the beneficiary of this program is the non-managerial staff as a proactive leader will inspire, motivate and steer the workforce towards the development of the company's goal (Volz-Peacock, Carson, & Marquardt, 2016). This program should not be considered as a ticket to the promotion, but it should be embedded as an enhancement in managerial competence at the organization.
Leadership’s Impact on MNC
It has been observed that the company is facing difficulties in its productivity not only in one region in different regions. The most crucial contributor to this downturn is the global recession (Baron, 2016). In association with this, the company's contemporary rigid culture is worsening the situation as well. Moreover, the company is unable to satisfy its employees as they are too facing hardship in bringing new customers and retaining them. As the company has mostly worked in a colorful environment it has never strategized mitigation plans for aligning itself with the pressure of the external environment (Moldoveanu, & Narayandas, 2019). Consequently, the company is facing a h...