Table of Contents

Introduction......................................................................................................................................2
Role of leadership............................................................................................................................2
Effective organizational Vision...................................................................................................2
Setting Strategy............................................................................................................................3
Strategic implementation.............................................................................................................3
Challenges Face by Middle-level Management..............................................................................3
The transition from worker to manager.......................................................................................3
Struggle with demands of new role.............................................................................................3
Team management.......................................................................................................................4
Ability to balance both sides........................................................................................................4
Institutional complexity...................................................................................................................4
Change management in a dynamic environment.............................................................................4
Lack of Clarity.............................................................................................................................5
Ineffective communication..........................................................................................................5
Change resistant culture...............................................................................................................5
Lack of organizational Buy in.....................................................................................................5
Change Fatigue............................................................................................................................5
Lack of Governance.....................................................................................................................6
Overcome Change management obstacles......................................................................................6
Awareness....................................................................................................................................6
Desire...........................................................................................................................................6
Knowledge...................................................................................................................................6
Ability..........................................................................................................................................6
Reinforcement..............................................................................................................................6
Leadership style of Fiona Logan.....................................................................................................7
Climate.........................................................................................................................................7
Focus............................................................................................................................................7
Process.........................................................................................................................................7
Flow.............................................................................................................................................8
Views about learning and reflection on leadership..........................................................................8
Leadership Characteristics for effective Leadership.......................................................................9
Ability to influence others...........................................................................................................9
Transparency extent.....................................................................................................................9
Encourage risk taking and innovation.........................................................................................9
Value ethics and veracity.............................................................................................................9
Act determinedly.........................................................................................................................9
Personal and professional development.........................................................................................10
Decision-making in a dynamic environment.................................................................................10
Adult training techniques...........................................................................................................10
Measurement of performance....................................................................................................11
Just in time decisions making....................................................................................................11
Conclusion.....................................................................................................................................11

Introduction
The report is based on the case study of Insights Global leaders and development
solutions. The report described the role of leadership in implementing different ways setting
different goals and maintaining the vision of the organization. The reports also described how a
leadership style can manage the changes successfully occurring in the business environment and
personal development within such an environment. The report is critically based on the
leadership styles of Fiona Logan the CEO of Insights. The report described different leadership
skills and capabilities.

Role of leadership

Effective organizational Vision

It is the responsibility of the leader to motivate and influence the employees of the
company so that they can work together for the translation of the vision of the company into
reality. Efficient leaders perform the common tasks in the company including the strategy-
making and execution process.

Setting Strategy
It is the primary duty of the leader to implement the chosen strategy. The action plan for
the strategy involves different types of tasks; it is the responsibility of the leader to create an
effective team for the performance of such tasks and the execution of the strategy. The leader
plays a key role in creating organizational capability.

Strategic implementation
The strategic implementation involves the creation of short-term plans and goals by the
leader. It also involves shaping the culture of the organization. It also involves the determination
of the direction of the strategies and effective management of the resource portfolio of the
company. It also involves the enforcement of morals and ethics during the process of
implementation of different strategies.

Challenges Face by Middle-level Management

Middle-level management is related to the managers who sit in the middle of the
hierarchy of the company. They are present in the leadership position as well as they report to the
upper-level management of the company. Different challenges are being faced by middle-level
management; some of these have been described below:

The transition from worker to manager

The workers who are promoted to the manager level take time to settle into the role of
leadership. They usually struggle with differences which is related to doing things and getting
things done. For example, it has been seen that good salesperson struggle when they are
promoted to the sales manager level and sometime could manage the change at all.

Struggle with the demands of a new role

The manager level brings different types of roles including budgeting, making
presentations, sessions of strategy, etc which create challenges for the manager who has not been
trained well within the workplace.
Team management
The management of people, conduction of appraisals, creating motivation for the
employees, and knowing when to put pressure and when not all some aspects are which takes
time to be learned.

Ability to balance both sides

If the manager remains more communicative and friendly with the staff then the senior
management may find it a problem and if he is too attached to the senior management and
doesn't communicate well with the other employees then it will eventually impact the
performance of the employees. The manager needs to balance both sides and it is a challenge for
him as well.

Institutional complexity
Institutional complexity is related to the situation when the company gets a different
prescription from different stakeholders to manage s situation within the company. When there is
a diverse group of stakeholder who has a different type of interests and motives then they will
give different type of prescriptions to the company in managing the situation which will
negatively impact the company because the prescriptions will be different from each other and
create difficulty for the Company to choose one of them. These also will impact the policies of
the company when the suggestion has been demanded from the stakeholders because due to their
diverse nature their suggestions will also be different from each other and making it difficult for
the company to make policies that don't impact anyone in a negative way including the
stakeholders.

Change management in a dynamic environment

Yes, I do believe that companies face many obstacles to managing change due to
continuous disruptions in the dynamic environment. Nowadays there are many changes
occurring day to day in the field of business. The companies that are successful in managing
change are in the process of growth. There are many obstacles as well that restrict the companies
from managing and handling the changing situations. Some of these are explained below:
Lack of Clarity
If the vision is not clear then the organization might face challenges in managing the
change. If the leader is unaware of the current state of the company then the company may fail to
adapt to a change in a dynamic environment. If the leader is unclear about the vision of the
company then the implementers of change in the dynamic environment may also face difficulty
in change management in a dynamic environment.

Ineffective communication
The communication gap between the employees and management is the major obstacle in
managing the change in a dynamic environment. This communication gap creates stress among
the employees which directly impacts their performance which eventually leads to the poor
performance of the overall company as well.

Change resistant culture

When a process remains longer in a company, the employees become used to it and are
invested in it. In this way when the change occurs due to the dynamic environment, internal
issues emerge like internal politics, and poor behavior of workers which creates a resistant
culture within the organization.

Lack of organizational Buy in

It is said rightly that "Change starts from the top but happens at the bottom". To make
successful change management in a dynamic environment the leaders and management should
take initiative and make the change practical and also bring the mid-level and low-level
employees on board to manage the change.

Change Fatigue
When multiple changes occur in the company due to the dynamic environment it
devastates the workers which eventually creates change fatigue in the company. Change fatigue
creates frustration which leads to low productivity and engagement among employees. The
change management should be prioritized in the company like insights to successfully sustain in
the dynamic environment.
Lack of Governance
In order to manage the change in the dynamic environment, the company needs to have a
clear sight of governance at the micro and macro level of the company. The management of
change should be disciplined and methodologies should be implemented in an accelerated way.

Overcome Change management obstacles

To overcome the obstacles in change management in a dynamic environment ADKAR
model can be used. This model is based on five elements that limit the resistance related to
change management. These elements have been explained below:

Awareness
Awareness should be given to the employees of the company about the need for change
in the dynamic environment for the purpose of successful change management in the company.

Desire
The desires should be created among the employees of the company by using different
case studies and influencing them. In this way, employees will play a key role in supporting the
change management in the company.

Knowledge
The company should educate the employees about bringing change in the company as
well as managing the change by arranging different pieces of training from time to time within
the workplace so that the employees are ready to manage the change whenever it's needed.

Ability
The company should create different pieces of training to enhance the skills and
behaviors of the employees which eventually play a key in creating the ability among them to
manage the change in a dynamic environment.

Reinforcement
The company should make sure that the change is being made by the company due to the
dynamic environment that should sustain the company. The employees should be able to keep
the change till it’s needed and able to grab new things from it which eventually leads to more
productiveness in the company.
Leadership style of Fiona Logan
Fiona Logan is the CEO of Insights company, a company that is based on learning and
development. The company was established twenty years ago by Andi and Andy. Insights are
considered one of the main learning and development solutions that involve the engagement of
employees, management of change, and development of leadership, etc. The leadership of Fiona
logan is based on four elements that create effectiveness in the ever-changing environment and
conditions which might appear such as a pandemic. These are explained below:

Climate
The leadership teams of the company should make up of individuals who are well-
known about their personal preferences as well as the preferences of pother and can relate to
them. This can help in creating a productive environment that creates trust among the workers.

Focus
The executive teams should focus on the alignment of their goals and should also make
sure that these goals should be visible to the other individuals and how they can contribute to
achieving those goals. A focus that is based on good communication plays a powerful role in
good.

Process
The executive teams with high performance should be made in a strong process with
clear working methods. In this way, every individual will be well known of what is expected
from him and he/she can firmly focus on the achievement of the goals and vision.

Flow
The flow of a team is related to the unity of the workers in a team and it plays a key role
in the overall success of a project. Senior leaders who communicate firmly with each other and
work well in teams are more likely to get their common goals. The flow is maintained by taking
time to know about the skills, personalities, and experiences of each other within a team.
Views about learning and reflection on leadership
Learning and reflection play a key role in creating effectiveness in leadership. There are
different parameters in which we can learn about different things including skills, growth, and
way of managing dynamic situations. For instance, an effective leader must foster an atmosphere
that encourages people to take calculated risks to increase innovation and creativity inside the
organization. The leader's encouragement of the team to take calculated risks contributes to the
company's ability to gain a competitive edge. High ethical standards and a dedication to justice
are necessary for effective leadership, and they significantly increase employee confidence in the
organization. In order to fulfill the organization's goals and foster trust among the workforce, a
great leader must communicate those goals and visions to the workforce in a transparent manner.
A leader must make judgments quickly and effectively for the firm in order to exercise
successful leadership. If a leader makes a choice, they should not reverse it unless there are very
good reasons to do so. The staff is more confident as a result of these decisions. The
development of talents benefits the individual throughout his or her life. Understanding the most
important aspects of the work a leader is doing at the highest level is a necessary component of
good professional growth. It significantly contributes to job growth. A good leader should hold
CEOs accountable for how they are transmitting knowledge and skills to their team members in
order to support their development, not just on an individual level but also on a group level. A
leader must make decisions quickly while fully understanding the risks and negative effects of
each option. He or she shouldn't make decisions hastily without fully understanding their true
drawbacks, nor should they be delayed after fully understanding the risks involved. A good
leader should motivate the company's executives to improve their abilities and adopt new
perspectives in order to thrive in the ever-changing environment. Such abilities should be taught
to employees by the executives as well. These are some views that I have extracted by observing
the practitioners of the Insights-global leaders and development solutions.

Leadership Characteristics for Effective Leadership

There are many characteristics of a good leader some of which have been described
below:
Ability to influence others
Effective leadership requires the leader to act as a motivation for colleagues. The leader
should listen to the opinions of workers to create confidence in them to take better plans and
actions for the organization.

Transparency extent
To be an effective leader he/she should explain the goals and visions of the organization
to the workers in a transparent way to achieve those goals and build trust among the workers as
well.

Encourage risk taking and innovation

Effective leadership requires the leader to create an environment of encouraging the
employees to take risks for creating more innovation and creativity in the company. It also plays
a role in creating a competitive advantage for the company when the employees are encouraged
by the leader to take productive risks.

Value ethics and veracity

An effective leadership requires a leader to maintain high ethical values and commitment
towards fairness which plays a major role in creating more confidence among the employees of
the company.

Act determinedly
An effective leadership requires a leader to take quick and productive decisions for the
company. Once a leader makes a decision he/she should stick to it unless there are some
compelling reasons to change the decision. This decision-making also creates confidence among
the employees.

Personal and professional development

Professional development is related to the knowledge of the job a person is doing and
how he can take productive steps to improve it. This requires the enhancement of the skills a
leader is carrying. The enhancement of skills helps the person throughout his life. An effective
professional development involves the understating of the area of the job a leader is doing at the
highest possible level. It plays a major role in the advancement of the career. It involves a
different type of vocational courses or trainings related to the relevant career of the workers as
well as the leader. It also includes different type of informal development sessions at the job to
enhance different skills within the workplace. Some of the examples of professional
development include:

 Legal awareness and capability

 Training related to IT

Personal development is related to the understating and desire about knowing what you want
to achieve and how you can achieve that. For instance there are two leaders are working in two
different in the companies both are very good at managing the organization. Both are very
oriented towards their work and deliver the results when needed but one of them is good at
communicating with colleagues and other is not. The one who is good at communication get the
desired information in a quick way from its workers while the other one often find in a conflict
with others. In this both the leaders are well oriented towards work but the one who is good at
communication is always ahead of the other one.

Decision making in dynamic environment

The world of today is always changing from day to day. An effective leader should
develop the skills and manage the organization and a way that the organization can fit itself with
the changing environment. The leader can do multiple things to configure that, some of these are
explained below:

Adult training techniques

An effective leader should encourage the executives of the company to enhance their
skills and develop new mindsets to compete in the ever-changing environment. The executives
should transfer such skills to the workers as well. This can be done by studying various case
studies in different areas and environments around the world.

Measurement of performance
An effective leader should make accountable the executives not just on individual level
but also on mutual level as well that how the executives are transferring the skills and abilities to
the workers to contribute in their growth.
Just in time decisions making
An effective leadership requires the leader to take decision on time by properly knowing
the risks and drawbacks of such decisions. He/she should not take decision in a fast way without
knowing the real drawbacks of such decisions and he /she also should not delay in making
decisions after knowing all the risks of such decision.

Conclusion
It has been discussed about the effectiveness of leadership in different matters including
strategy making etc.It has been discussed about the challenges which is being faced by the
middle level management. It has also been discussed about the institutional complexity in the
report. It has been discussed about the obstacles related to the management of change in the
company in the dynamic environment. It has been discussed about the strategies to overcome the
obstacles in managing the change in the company by using ADKAR model. It has been discussed
about leadership characteristics of Fiona Logan , CEO of insights. It has been discussed about
different leadership skills and abilities for effective leadership. It has also been discussed about
personal and professional development. It has been discussed about decision making ability in
the dynamic environment in this report.

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