Leadership Coaching Final Project Alice M. Foster September 2010 Leadership Style My personal best leadership style would be situational leadership. I believe that people are all different and each situation is different so I would want the best of each leadership style available for use dependent upon the circumstances and the followers involved. For example, if I had an employee who was ready and willing but not quite able I might apply a task oriented leadership style. If we had a crisis I might apply an authoritative style of leadership but then afterwards we would do a re-hash of the critical incident to understand what occurred and why I made the decisions I did. Organizational Structure In my I will have a flat organizational structure where employees have access to the top and the bottom. I would eliminate middle positions wherever possible and encourage each employee to become a part owner. This structure will be one where employees feel empowered and the structure supports the empowerment to make decisions which are in the best interest of the business. Utilizing wage and physical elements I will encourage ownership and focus on the strength of each employee to give their best to make the company the best Chain of Command In my formal chain of command I will have myself as the owner, all employees as co-owners and each shift will have a manager who will act on my behalf in the best interest of the company. This single layer of middle management will provide each of the employees the opportunity to succeed up a level depending upon their leadership and their ability. Performance Evaluation Metric I would utilize a 360 degree feedback program that incorporated not only internal customers but external customers, leaders, peers and subordinates. Feedback Process The feedback process would be developed specifically for growth and learning with detailed information given rather than generalizations. In evaluating the 360 degree surveys I would help the employee identify specific opportunities and work with them to develop a plan for improvement along with focusing intently on what is being done that is impactful and how they are making a difference. Performance Development Team - Focus on the team goals making sure that each person is in a position to make a difference and allow the team to develop it’s own leader. Assess, challenge and support. Individual- focus on the organizational goals and intensely indentify each individuals role in the organization and what value they bring. Assess their current talent, challenge them with roles which will create opportunities for growth and provide support for their growth to include coaching and mentoring opportunities. Decision Making Process Group/Team The decision making process for a group/team shall be identified by specific rules governing teams throughout the organization. Fair and balanced rules of conduct and behavior that when followed will help the team achieve it’s goals. Decisions can be made without conflict or confusion and ambiguity would be removed. Internal Communication Processes The Internal Communication Processes shall be open and transparent to the extent that they can be. Communication that causes confusion or tension throughout the organization will not be tolerated. All communication will be clear and concise and will flow upward as well as downward, shall be all inclusive and shall be honest. External Communication Processes The external communication process will include total and complete honesty, lacking ambiguity and being accountable to customers as well as suppliers. Partnerships will be developed with all other organizations involved in the supply chain so as to develop competencies by capitalizing on the strengths of other organizations in the value chain. Conflict Resolution Process The conflict resolution process will be organized so as to include formal policy of openness and inclusiveness. There will be an open door policy where employees will feel safe to discuss conflict and possible resolutions and receive feedback and advice. Collaborative conflict resolution will an integral component of the organizational culture. Change Management Process The Change Management Process will be constant and inherently tied to the organizational culture. From the beginning the organization will be one where change is desired because it means we are always growing. Every employee will be encouraged to think outside the box and take risks, failure will be celebrated as a chance to learn and grow. Every employee in the organization will be a change implementer from day one.
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