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A Proposal for a Leadership Development Initiative at Link Information Technology

Institution Affiliation

Course Name

Instructor

Date
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Abstract

Only businesses with strong leadership will be competent to succeed as commercial conditions
increasingly become more complicated as a result of personnel constraints, fast technological
advances, and more overseas competitiveness. Link Information Technology, for example, must
adopt a strategic commitment to the cultivation and engagement of leadership expertise.
However, because of the existing executive board's vision, the organization is staying with
outdated technologies and processes. They are opposed to making adjustments because they are
fearful of attempting new experiences. As a result, there is a pressing need to modernize and
enhance the present leadership approach, as well as make modifications. Link Information
Technology needs executives who can lead personnel, adapt to changes, uncover new prospects,
and implement plans. The leadership development program will enable the organization to
engage in internal improvement and prepare strong personnel for leadership roles in this respect.
Comprehensive leadership training will be given to swiftly evaluate any variables that may
contribute to staff unhappiness, with a focus on collaboration, partiality, and contributions
recognition. In summary, this experience will boost my drive as a student, strengthen my sense
of accomplishment and self-efficacy, and build my perspective of commitment for my future
professional growth.
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Table of Contents
Abstract......................................................................................................................................................2
Assessment of the Need.............................................................................................................................3
Overview................................................................................................................................................4
Organization Leadership Needs...........................................................................................................4
Need for Leadership Development Program.......................................................................................7
Statement of Problem/Review of Literature............................................................................................8
Statement of Problem............................................................................................................................8
Review of Literature..............................................................................................................................8
Vision/Mission..........................................................................................................................................11
Plan/Objectives/Action Steps/Timeline..................................................................................................11
Steps Applied in the Leadership Development Program..................................................................11
Objective 01: To clarify leadership role and set crystal clear expectations.....................................12
Objective 02: To build and maintain leadership interpersonal relationships with others.............12
Objective 03: To assist executives in leading people through change in a constructive manner.. .14
Project Outcomes and Measurement.....................................................................................................15
Leadership Development Program Outcomes...................................................................................15
Measurements......................................................................................................................................15
Learning Outcomes.............................................................................................................................16
References................................................................................................................................................18
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Assessment of the Need

Overview

Most companies that are competent to attain and preserve lengthy success have

competent leadership. Only businesses with strong leadership will be competent to succeed as

commercial conditions increasingly become more complicated as a result of personnel

constraints, fast technological advances, and more overseas competitiveness. According to Saleh

et al. (2018), leadership is characterized as a relationship involving two or more individuals of a

body that incorporates the organizing or reshaping of the circumstances, as well as the

participants' views and desires. It emerges when one party representative influences the attitude

or abilities of others. Leadership is a key challenge in companies, and the study material is

increasingly focused on it. It has been demonstrated that effective development of leadership

abilities may boost workforce participation and experience, as well as the firm's market presence,

culminating in improved operational efficiency. As a result, it is critical for a company to know

which leadership qualities need to be strengthened or adequately conveyed to its constituents (La

Bella et al., 2017). Few businesses are ready for the task. As a result, businesses must take

intentional measures to cultivate and retain leadership skills. They need to figure out how to

equip their existing staff for leader development demands. There is no distinction when it comes

to Link Information Technology.

Organization Leadership Needs

Link Information Technology, for example, must adopt a strategic commitment to the

cultivation and engagement of leadership expertise. Organization must devise strategies to

prepare present personnel for prospective leadership responsibilities. Link Information

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Technology, which was founded ten years ago, is an Orange DSL approved ISP that specializes

in supplying internet to consumers (ISP Services), creating platforms, and offering enterprises

with technological infrastructure operations. Despite their reservations, the company is not

modernizing or updating its technology to keep up with the prevailing market. Because of the

existing executive board's vision, the organization is staying with outdated technologies and

processes. They are opposed to making adjustments because they are fearful of attempting new

experiences. As a result, there is a pressing need to modernize and enhance the present

leadership approach, as well as make modifications. For example, despite the fact that beginning

a new web hosting business would have been beneficial for the firm, the present leader refused.

The present leadership strategy at Link Information Technology has major

communication concerns. To guarantee influence, commitment, planned connections, developing

and maintaining value systems, and providing support and inspiration to teams, excellent

communication capabilities are regarded to be the most important abilities a leader must possess

(Luthra & Dahiya, 2015). Throughout the internship, inadequate communication had emerged as

one of the major challenges plaguing the organization, resulting in a variety of concerns such as

interpersonal instability, inadequate response, scant information, and demoralization, to name a

few. To maintain efficient collaboration and reciprocal happiness at Link Information

Technology, the workplace atmosphere must have sincere players as well as attentive observers.

Lack of defined direction was an additional highlighted issue hurting the company while

doing the internship. What a company's vision is influences what it will attempt to attain. The

company will be tugged in numerous distinct ways if it does not have a real direction. Many of

different directions will negate each other out, resulting in a lot of work being done but very little

being attained (Ndalamba et al., 2018). The executives of Link Information Technology have
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presented themselves as incompetent, lacking to adequately communicate a vision to the people

they oversee. Leaders will find it much simpler if they possess a comprehensive understanding of

what is required. Leadership will captivate people who desire to engage themselves with the

vision if they have a precise view of what has to be accomplished. It would be considerably

easier for firm leadership to manage a winning enterprise if they had a clear direction and

experienced guidance. This necessitates the implementation of a leadership development

program to ensure that leadership abilities are maintained.

Workplace culture was an additional worry expressed by the firm leadership during the

internship session at Link Information Technology. Whenever culture is regarded as an

agreement on standards, leading executives' repeating patterns of conduct constitute a crucial

collection of knowledge for people in the company about the acceptable framework (O’Reilly et

al., 2014). As a result, cultivating the attributes needed for commercial effectiveness requires a

strong company culture. Personnel will be more inclined to feel relaxed, encouraged, and

appreciated when the Link Information Technology organizational culture corresponds with their

needs. In this sense, the organization must place a significant emphasis on culture in order to

withstand challenging times and upheavals in the commercial environment.

Throughout the internship program, the ultimate leadership problem identified at Link

Information Technology was an absence of accountability that resulted in the organization's

distress. Change programs, which are an important component of business life, were given low

importance. Accountability reduces the amount of attention and concentration wasted on

ineffective pursuits and other distractions. Whenever leaders are held responsible for reducing

the amount of effort devoted on useless and confusing tasks that do not get employees closer to

their set goals, organizations fail to progress (Jamal & Tilchin, 2019). Organizations make the
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tough and expensive commitment to change technological systems, produce new offerings,

reshuffling, or focus on other behaviors every now and again. At Link Information Technology,

conquering change weariness and fostering a long-term productive culture will begin

by establishing stronger proportions of constructive accountability.

Need for Leadership Development Program

Companies have no reservoir of personnel to transition into certain senior leadership

positions due to untimely retrenchments, restructurings, and lean bureaucracies. As a result,

Business executives are experiencing unprecedented organizational turmoil. Companies with

strong leadership will become the ones to triumph in this economic struggle (Nyong’a & Maina,

2019). The issues of leadership and rising organizational intricacy are not unique to Link

Information Technology. Capture of market position and innovative product debuts are expected

to drive the firm's planned expansion, necessitating the hiring of more leaders and officials. Due

to the rising necessity for leadership capability, a strategic scheme in the nature of a leadership

development program will be required.

Leadership development is the process through which companies transform existing

potential into the leaders that are desired today and in the long term. No matter how well the

company environment evolves, Link Information Technology needs executives who can lead

personnel, adapt to changes, uncover new prospects, and implement plans. The leadership

development program will enable the organization to engage in internal improvement and

prepare strong personnel for leadership roles in this respect. Link Information Technology

clearly necessitates leadership advancement to guarantee that they consistently have effective

individuals at the helm, particularly those who have worked for the firm for a long time and are

familiar with its internal dynamics. When time is of the essence, it is also preferable for the
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organization to develop its internal leaders than it is to locate anyone with the necessary abilities

from the market.

Statement of Problem/Review of Literature

Statement of Problem

Link Information Technology employees felt detached and undervalued as a result of

various leadership failures, according to analysis, facts, and employee engagement. Leadership

neglecting the real strength that enables the firm vision spring to daily existence from inside and

pushes the capacity to achieve beyond the established target—is just as important as channeling

leadership's efforts towards generating outcomes. The interview served as a wake-up message for

the human resources team, with research revealing a variety of variables that lead to workforce

low morale. Internal affairs, prejudice, non-recognition of a worker's accomplishments,

postponed communication, superfluous discussions, and interference with an individual's tasks

were among them. Employees raised these obstacles through interviews and yearly surveys, and

the organization has a responsibility to remove them. Worker’s morale is raised, and

inventiveness and output are enhanced as a result. Comprehensive leadership training will be

given to swiftly evaluate any variables that may contribute to staff unhappiness, with a focus on

collaboration, partiality, and contributions recognition.

Review of Literature

Schyns and Schilling (2013) conducted a meta-analysis combining various conceptions of

destructive leadership and examining the correlation with both destructive leadership and
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performance outcomes. The study's reviews revealed predicted unfavorable connections with

beneficial subscriber results and attitudes, as well as positive connections with unpleasant

experiences. The authors identified the strongest association involving damaging leadership and

sentiments about the leadership, as predicted, based on their research. Remarkably, the strongest

link between disruptive leadership and unproductive work conduct was discovered. The

investigation validated the predicted detrimental impacts of destructive leadership, emphasizing

the need for companies to address pervasive harmful governance and prevent problematic leader

from happening in the first place.

Padilla et al. (2007) carried out a review examination of how toxic leadership is described

in the academia. The research revealed that destructive leadership is harmful outcomes of a

combination of dysfunctional leaders, vulnerable subordinates, and favorable surroundings. The

authors developed a characterization of destructive leadership based on previous studies,

highlighting that it relates to bad results for institutions and people associated with and

influenced by it. Destructive leadership is distinguished by individual use of authority,

selfishness, bad life patterns, and a hatred worldview, according to the authors. As per the

findings, destructive leadership needs be investigated in its actual environment, in respect of

relationships between leaders, supporters, and circumstances.

Waldman et al. (2011) conducted an exploration study focused on the neurological

foundations of inspiring leadership style, which is stressed in most of today's modern leadership

conceptions, such as transformative, charismatic, and innovative perspectives. The author's goal

was to see if cognitive neuroscience approaches might assist identifying persons in leadership

capacities who are more inclined to participate in motivational leadership practices. Additionally,

the researchers had wanted to see if comparable neuroscientific approaches might be applied to
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improve attitudes related with inspiring leadership. The observations revealed that right frontal

coherence may aid in the formation of institutionalized visionary dialogue, which in response

aids in the formation of inspiring or dynamic leader attitudes among followers. The researchers

came to the notion that there is room to improve current comprehension of the brain's function in

developing great leadership conduct and to investigate how the neuroscience could perhaps be

used to build superlative leadership capability. This information might be beneficial to

businesses that are attempting to detect and develop leadership abilities and practices.

Andreadis (2009) argued that a successful organization is one which purpose, framework,

procedures, and people are all properly matched to the point that, all other factors remaining

equal, outcomes are predicted, if not anticipated. Effective businesses acquire, grow, and actively

manage to produce goals in such a way that they can withstand instability in their context.

Visionary leaders integrate the components of proficiency, flexibility, cooperation, and a

dedication to continuous knowledge into an aggregation of purposeful judgments, procedures,

and attitudes that culminates in a company that continuously surpasses its rivals. In this sense,

today's responsibility for managers is to build and enhance their establishment's capabilities.

They must see and operate their company as a continuous, integrated platform in which training

is the key to creativity, development, and long-term viability. The fundamental task of leadership

is establishing a learning atmosphere.

Einarsen et al. (2007) study aimed to provide a description of destructive leadership

behavior that encompasses the many damaging behaviors noted in the discipline; and to provide

a theoretical model of leadership behavior that includes the idea that a damaging leader might

exhibit both negative and productive behavior at the same time. The researchers defined

counterproductive leadership behavior as a leader's, supervisor's, or administrator's structured

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and reiterated behavior that undermines and/or sabotages the establishment's objectives,

responsibilities, manpower, and performance, as well as the encouragement, well-being, or job

gratification of his or her employees. They suggested a destructive leadership paradigm that

includes authoritarian, distracted, and appreciative-disloyal leadership characteristics.

Vision/Mission

This Link Information Technology leadership program vision describes:

“To explore how leaders may inspire greatness in individuals and help them achieve their

goals. Exceptional leaders have the ability to bring about and sustain constructive change.

They match their own individual principles and vision with the company's. The most

effective method for a leader to instill a collective perspective in everyone is to explain it

enthusiastically and precisely, then individually nurture it into action.”

Plan/Objectives/Action Steps/Timeline
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Steps Applied in the Leadership Development Program

Defining the
company leadership
needs

Measuring the Selecting the level

program of leadership
effectiveness program

Identifying the
Implementing the
viable employees
program
fro training

Assessing the
Deciding on the
selected employees
process
training needs
Developing a
leadership
development
pedagogy

Objective 01: To clarify leadership role and set crystal clear expectations

Person Date to be
Action Step Responsibl Complete Communication
(What): How: e (Who): d (When): Resources: :
Providing Educating Human 1st Updated Face-to-face
incumbent existing Resource February, Employee communication -
company leaders and Manager. 2022 to Duties and PowerPoint
leaders with other chosen 28th Responsibilitie Presentation.
the ability to course trainees Company February, s Workbook
comprehend with direction Leadership 2022 (1 Internet
their own on the duties Coach and Month) Leadership engagements -
and of leaders and Trainer Webinars, online videos;
colleagues' administrators Peer-reviewed podcast &
skills, via training on Journals, interactive media
talents, prioritization. Videos and
competencies Online
, and Identifying the Courses
attitudes. responsibilities
of each
Clearly leadership role
defining the
administrativ Communicatin
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e and g the
leadership workplace
roles in the framework and
company, as how leadership
well as their activity fits
tasks and into it in a
obligations clear and
concise
manner

Setting and
sustaining
acceptable
performance
expectations at
all levels of the
organization

Objective 02: To build and maintain leadership interpersonal relationships with others

Person Date to be
Action Step Responsible Completed
(What): How: (Who): (When): Resources: Communication:
Demonstrating Current Human 1 March, Leadership Face-to-face
st

to program corporate Resource 2022 – 31st Webinars; communication -

members the executives and Manager. March, Stories and PowerPoint
necessity of program 2022. anecdotes; Presentation.
controlling participants are Company blogs;
and educated and Leadership Peer- Internet
expressing trained on Coach and reviewed engagements -
their own detecting Trainer Journals, online videos;
feelings, as psychological Videos and podcast &
well as impulses and Online interactive media
understanding, exercising Courses
interpreting, mindfulness,
and as well as
responding to handling their
the emotions own reactions,
of others. tension, and
nervousness,
Establishing and building
an organized stronger
approach to communicatio
issue solution, n skills.
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as well as
crucial tools Leadership
and strategies training aimed
for problem at improving
analysis. problem-
solving
Mastering the abilities so that
skill of corporate
dealing with leaders can
internal collaborate
complaints more
and concerns. effectively
As well as with
assisting in the colleagues and
development stakeholders.
of a stickiness
characteristic Demonstrating
amongst the the
team members significance of
within the fair
company. opportunities
and focusing
on ensuring
that all
workers feel
they contribute
and are
appreciated,
organizational
leaders must
strengthen
their conflict
management
abilities and
emerge more
inclusive.

Objective 03: To assist executives in leading people through change in a constructive

manner

Person Date to be
Action Step Responsible Complete
(What): How: (Who): d (When): Resources: Communication:
Identifying Preparing and Executives 1st April, Leadership Face-to-face
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and educating firm (CEO, CFO, 2022 – 30th Webinars; communication -

embracing executives on HR & May, 2022. Stories and PowerPoint
leadership job transformation Department anecdotes; Presentation.
as a change managerial managers); blogs; Peer-
leader, as well skills to meet reviewed Internet
as acquire the demands Company Journals, engagements -
practical of today's Leadership Videos and online videos;
strategies for complicated Coach and Online podcast &
being a economic Trainer Courses interactive media
successful environment.
transformation
standard From training
bearer. executives in
change
administration
to honing the
abilities of
change
professionals
to teaching
them how to
implement
change
leadership
organically.

Project Outcomes and Measurement

Leadership Development Program Outcomes

When considering at the program as a totality, there are three sorts of results that might

be predicted. First, learners will be expected to gain self-awareness, analytical processing, and

developmental connections as techniques and competences for lifelong professional

development. Furthermore, corporate executives may initiate personal transformations in the way

they think about challenges or difficulties, in their routines or actions, or in their feelings.

Finally, they will have acquired new abilities that will enable them to complete tasks more

satisfactorily than they otherwise have been able to do without the training. Participants may

anticipate to develop expertise in certain managerial and leadership topic aspects (preparation
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and structuring; contextual leadership) as well as deeper interactions with other program learners

as a consequence of their participation in the training. The education program will help to

generate transformations in the leaders individually in addition to offering a method for

connecting the training to organizational progress. The most often acknowledged improvements

associated with the training will be an enhancement in engaging others and introspective

thinking.

Measurements

A four- or five-step paradigm may be used to evaluate various leadership development

programs. Kirkpatrick's four-level assessment methodology will be used to assess the Link

Information Technology executive building training. It is a widely accepted tool for assessing the

outcomes of education and development initiatives (Alsalamah & Callinan, 2021). On the first

level, the evaluation will concentrate on participant reaction and contentment, providing insights

that may be used to improve the course. In terms of the second level, the focus will be on

learning, which is frequently evaluated through a capstone assignment. On the third level, the

quantification will focus on implementation and inference, assessing the magnitude to which

people who participated have adhered their innovative understanding and abilities to their job

role, the impact on their work effectiveness, and, in the case of leadership improvement

programs, the impact on the company. Finally, stage four of the assessment strategy will strive to

quantify improvements in company productivity that have occurred as an outcome of members

utilizing their new knowledge in the workplace.

Learning Outcomes
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In their first employment, most management students put their abilities and pedagogical

skills to work. The ability to blend classroom knowledge with industrial experience, as well as

the infusion of realism into complex intellectual notions, are two of the key merits of

participating in the initiative for me as a student. By undertaking this traineeship assignment, I

will be equipped to effectively incorporate academic theoretical understanding and expertise into

my educational internship experience, allowing me to better utilize principles at work. This

portion of the internship process will have increased not only my individual talents but also my

career development and understanding. This apprenticeship will help me to make connections

amongst what I am learning in classroom and what I am doing in the practical world. It will also

provide me with an enhanced educational setting in which classroom topics will be seen from

several viewpoints. The assignment will assist me in becoming active facilitator of my own

development as a result of my accomplishment of this effort as necessary to acquire firsthand

from practice; hence, I am more inclined to build abilities in 'knowing how to study' in my

prospective job positions. This experience technique will boost my drive as a student, strengthen

my sense of accomplishment and self-efficacy, and build my perspective of commitment for my

future professional growth.

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