STRATEGIC LEADERSHIP

STUDENT NAME:
STUDENT NUMBER:
DATE: OCTOMBER 14TH 2022
 Strategic leadership

Contents
Task 1- Leadership Case Study.......................................................................................................2
Learning Outcome 1.1.................................................................................................................2
Meaning and Importance of Leadership......................................................................................2
Learning Outcome 1.2.................................................................................................................3
Contrast the main approaches to the study of leadership and the approach relevant to the
organization.................................................................................................................................3
Learning Outcome 1.3.................................................................................................................4
Critically evaluate the role of leadership in strategic management.............................................4
Learning Outcome 4.1.................................................................................................................5
Critically explore the exercise of leadership power and influence..............................................5
Learning Outcome 4.2.................................................................................................................6
Critically review the importance of ethics, values and corporate social responsibilities to an
organizations value......................................................................................................................6
Learning Outcome 4.3.................................................................................................................7
Critically evaluate leadership and sustainability concepts and trends.........................................7
Task 2- Essay...................................................................................................................................8
Learning Outcome 3.1.................................................................................................................8
Assess the nature of organizations effectiveness and performance.............................................8
Learning Outcome 3.2.................................................................................................................8
Critically explore the main features and requirements of leadership development.....................8
Learning Outcome 3.3.................................................................................................................9
Provide criteria for assessing an organizations strategic effectiveness from a leadership
perspective...................................................................................................................................9
Task 3- Business Presentation.......................................................................................................10
Learning Outcome 2.1, Learning Outcome 2.2 and Learning Outcome 2.3.............................10
Speaker Note..............................................................................................................................14
References......................................................................................................................................16

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Task 1- Leadership Case Study

Learning Outcome 1.1
Meaning and Importance of Leadership
"The attribute of individual traits that encourages persons or other actions to work together just
to attain a single purpose" is the definition of leadership (Grooms and Reid-Martinez, 2011).
Koontz and 'Donnell (2007) defined leadership as the ability of a manager to instill trust in
subordinates. An individual's position inside a group is referred to as leadership, and it enables
that person to exert interpersonal influence on team members in order to organize and direct their
efforts toward particular goals. No of the size of the group, leadership posts are common.
The significance of leadership in the emphasis is illustrated by the following points. Assemble a
team with a clear mission and strong leadership. To achieve its goals, the organization's actions
must be directed. The leadership staff is in charge of activities. In a nutshell, effective leadership
directs organizational actions toward accomplishing clearly defined organizational goals.
Management builds trust and confidence in its employees by providing appropriate guidelines
and recommendations. The leader serves as the center of the group's power structure because he
or she unites the group, engages it in daily activities, directs it toward the objective, and sustains
momentum. The beginning of the real labor is when a leader communicates policies and plans to
followers. A democratic, progressive, and forward-thinking leader, The Leadership Incentive
Program consistently exhorts followers to take the initiative.
Leadership has the power to inspire others to collaborate. Effective management can spur
employees to put forth more effort. The company's leader exhibited his facilitation skills. It
encourages workers to ask their superiors for jobs in exchange for monetary and non-monetary
advantages. Good leadership can increase productivity and employee morale. Some leaders will
be able to successfully carry out their duties while also winning the cooperation and dedication
of volunteers aside from their regular duties.
The behavior of team members can be influenced by leaders in every situation involving a group.
Managers are responsible for both managing and supervising their staff. The process that training
employees well how complete tasks quickly and properly is referred to as "guidance."
Leadership guarantees effective coordination of organizational activities. Coordination can be
developed by striking a balance between individual interests and organizational goals.
The manager's main motivation in developing trust among employees, teams, or teams should be
to achieve this synchronization through appropriate and effective coordination. A fundamental
component of effective goal achievement is confidence, which can be obtained through
subordinate expression efforts, clear explanations of subordinate duties, and the provision of
these recommendations. Collaboration and teamwork, which are essential for every
organization's success, are fostered by effective leadership.

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Learning Outcome 1.2

Contrast the main approaches to the study of leadership and the approach
relevant to the organization
Trait Theory
The first major method of leadership is also referred to as a trait leadership approach because it
tries to combine a physical, mental, or personality quality shared by an effective leader but not
held by either a non-leader or an ineffective leader. We started with this leadership strategy since
it is the oldest of the most important leadership tactics and is still in use today.
Situational approach
The idea that leadership is influenced by a variety of situational factors (such as tasks to be
accomplished, leader-follower relationship/interaction, and follower motivation) is gaining
momentum, and a new leadership style is starting to emerge. These new leadership ideologies are
referred to as "situational approaches" (Morgeson et al., 2010).
Fred Federer's Contingency Theory of Leadership Efficiency
Fiedler started developing his leadership theory in the 1950s and 1960s, culminating in the idea
of "limited contingency" (Fiedler, 1967). Federer believes that a leader's attitude and behavior, as
well as any inconsistencies, are reflected in their leadership. According to Fiedler, when
circumstances change, leaders must alter their leadership strategy rather than their leadership
style. Task- or relationship-oriented leaders are the starting point of Fiedler's fundamental
philosophy. Task-oriented managers are more focused on completing tasks and achieving
organizational goals.

Figure 1: Fiedler's contingency model

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Learning Outcome 1.3

Critically evaluate the role of leadership in strategic management.
Leaders perform a variety of tasks in strategic management. Explains how the environment is
transforming. Second, it creates a leadership team within the organization and establishes the
organization's overall knowledge through the creation of the current hierarchy in Stage Three and
the organization's forward-looking vision and plan (Moesia, 2007). Following that, management,
after setting an evaluation process, evaluates the strategy at each stage of the organization. As a
final benefit, it helps to create a culture that supports strategic management (Venohr, 2007).
 Establishing Vision of the Organization
Vision and organization are the leader's two main duties. The direction and scope of a
corporation can be determined by strategic executives using a vision. It gives people a base on
which to exercise their independence, judgment, and proactive capacity. The manager has a duty
to learn about the values and culture of the organization. The manager's own vision ensures the
creation of the fundamental strategy, and the manager's dedication ensures the strategic strategy's
effectiveness (Fairholm, 2004).
 As a leading innovator
The main task of management is to instill individuality throughout the company. In order to
sustain a competitive advantage, management is accountable for participating in an innovative
strategy process that begins with analysis of performance. Ensure the wellbeing of the overall
organization. Managers must ensure that the organization operates efficiently in all respects.
 As chief analyst
As part of the process of strategic management, leaders must assess the situation to determine the
difference between the current state and the desired state. In accordance with the regulations,
managers are also responsible for developing plans to address deficiencies. A thorough
investigation of the organization's surrounds is a crucial management responsibility because the
strategy is based on leadership analysis. Organization and modernization of the organization's
complete workforce, especially in the areas of strategy development and implementation, are
management's major responsibilities.
 Leader decision maker
Making decisions is the most important part of management because leaders make choices that
advance the vision. The manager is in charge of running the business as usual. They
consequently have to make decisions on what to do, how to do it, and who to do it with. The
manager's choice governs the entire process of strategic management. The leader determines the
objective and how to reach it (Asemah & Edegoh, 2013).

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STEVE JOBS LEADERSHIP STYLE

According to the ideas of "Servant Leadership" (Greenleaf, 1970) and "Level five Leadership,"
Jobs' running fashion could provide an explanation for what made him a "Leader" and likely the
cause why he changed into reputable with the aid of using his group no matter being bossy,
insulting, credit-hungry, and all of the different trends that a frontrunner ought to clearly keep
away from having (Collins, 2001).
Ability to focus, Jobs changed into now no longer thrilled with the manner the initiatives have
been being completed while he rejoined Apple Inc. in 1997; to him, it changed into utter
anarchy. The product improvement groups ought to simplest deal with four "excellent"
initiatives, he yelled, marching toward the whiteboard.
Take stop-to-stop responsibility, for the consumer to have a continuing and easy-to-use enjoy,
Steve Jobs constantly aimed to create an environment from starting to stop. Jobs as soon as said
of his clients, "They do not know what they need till we display them.
Products, now no longer income nor competitors, From the beginning, whether or not it
changed into growing the Apple I with Wozniak, running at the Macintosh with inside the
Nineteen Eighties together along with his group, at NeXT computers, or at Pixar, Jobs constantly
recommended his group to create "insanely wonderful" merchandise and in no way absolutely
concerned approximately sales or efficiency.
Simplify, Jobs time and again labored to put off the unimportant and completely deal with the
maximum critical elements, whether or not it changed into the sport she evolved at Atari or the
product capabilities at Apple.

Learning Outcome 4.1

Critically explore the exercise of leadership power and influence
Every organization needs a style of management that motivates all of its employees. Getting
them comfortable with the management of the business. They need reliable leadership because it
will significantly improve their relationship and friendship. Every organization should have
leadership in order to quickly achieve success and have a beneficial impact on stakeholders,
consumers, employees, and the business as a whole.
The ability to lead entails a great obligation to fulfill the tasks of directing the whole organization
in a manner that benefits the company. Its capacity to influence others and inspire personnel to
support the company's goals. Superior performance reviews will surely provide value to the firm
and will be demonstrated by excellent leadership. A key component of success is maintaining a
level of leadership that others desire to see and experience. Think about the situation below: You
recently received a promotion, and as a result, you are now in charge of inspiring and leading
others.
Kate Blanchard, co-author of "One Minute Manager," claims that in the past, a leader was also a
boss. The followers of today's leaders must work together. Because of their status, they are no
longer able to lead. As a manager, you have role power, which is only one of many kinds of

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energy you can utilize to accomplish your goals. The knowledge, network, reputation, integrity,
and personal charm are other sources of power you can and should employ to accomplish your
goals. Similar to a battery, power increases in strength with increasing voltage.

Learning Outcome 4.2

Critically review the importance of ethics, values and corporate social
responsibilities to an organizations value.
At its core, ethics is about making moral determinations about what is right and wrong. These
ethics are established and developed by each organization in a corporate sense, and they act as
the cornerstone for all choices made by personnel. It is simple for any morally upright person to
choose to treat another person with respect, but it is simple to forget the potential global impact
of a large, faceless organization. Business ethics and corporate social responsibility are all about
considering the whole impact of each corporate decision.
Being an ethical company offers several benefits, including the ability to attract and keep
investors, employees, and customers. Investors can rest easy knowing their money is being used
in a way that is compatible with their own moral beliefs knowing the firm with whom they do
business has declared their ideals and vowed to work in an ethical and responsible manner.
Employees can be certain that they are not enabling unethical behaviors to continue by their own
acts or omissions when they work for a company that has good business ethics.
Customers feel more at ease buying goods or services from a business they know gets its
materials and labor ethically and conscientiously. For instance, a coffee company that makes the
claim that all of their raw beans are sourced from sustainably managed farms without any
deforestation, by workers earning more than the minimum wage, and in regions where
assessments have been made to ensure that producing coffee for an external market has not
harmed the local way of life will find that each of these aspects of their purchasing process ended
up becoming selling points in and of themselves.
A corporation that strives to operate within its own moral standards is also less likely to get a
fine for bad behavior and to break any of the numerous regulations governing expected behavior,
such as those forbidding payments for corrupt services or agreements governing natural
excellence. Executives may be fined in the case that the company is penalized as a whole, and
individual employees may be fined if they are aware of an offense. A company's reputation is
one of its most valuable assets and one of the most challenging to replace if it is lost.
It is essential to maintain that reputation by honoring the promises it has made. Corporate social
responsibility and moral conduct can benefit a corporation as a whole. People have recognized
for millennia that corporations have obligations to society in addition to maximizing shareholder
returns (Barry, 2000). This helps to explain why the idea of corporate social responsibility (CSR)
has grown in importance and notoriety throughout time (Carroll & Shabana, 2010).
One of the key ideas is that companies have a moral and social responsibility in addition to their
financial goal of gaining respect from their shareholders or owners (Carroll, 1989). While a
company's financial obligations are to provide the goods and services that society demands at a

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price that enables it to remain in business while also fulfilling its commitments to financial
experts, a company's moral obligations are the actions or behaviors that society and other
partners, such as representatives, expect of companies (Ferrell & Fraedrich, 1997).

Learning Outcome 4.3

Critically evaluate leadership and sustainability concepts and trends
Providing direction, alignment, and commitment, sustainability leadership is a process of
influence that aims to address social, environmental, and economic concerns in order to improve
the state of the planet. This definition was influenced by McCauley (2014), Quinn and D'Amato
(2008), and Visser and Courtice (2009). (2011). It serves as a reminder that leadership is an
influence process that usually entails a group of people working together to develop a shared
vision for change, coordinate their efforts, and inspire individual dedication to group success.
It also serves as a reminder that leaders in sustainability work to produce results that maximize
value across the so-called "triple bottom line" in order to guarantee that future generations will
have the same opportunities as we do. In the literature, there are many different terms used to
describe people (leaders) who practice sustainable leadership. These include environmental
leaders (Gordon & Berry, 2006), sustainability leaders (Visser & Courtice, 2011), sustainable
leaders (Tideman et al., 2013), globally responsible leaders (Quinn & D'Amato, 2008), and
sustainable leaders (Tideman et al., 2013).
Sustainability leadership, in my opinion, is not a distinct branch of leadership theory, despite
some attempts to develop "ecological leadership theories" (e.g. Wielkiewicz & Stelzner, 2010).
We can use a variety of well-established theoretical and conceptual frameworks in this situation
to better understand the nature of a leadership challenge, design a workable leadership strategy,
and identify the right leadership tools (such as tools that outline the leadership behavior we
should employ).
The theoretical and practical techniques established for "adaptive leadership" (see Heifetz &
Laurie, 1997; Northouse, 2018) are especially helpful in this context because sustainability
leaders, for instance, typically deal with complicated challenges (also known as wicked or
adaptive problems). A fundamental tenet of leadership is that this social phenomena is highly
context-sensitive (Bryman et al., 1996; Pettigrew & Whipp, 1991). This explains why there are
so many different leadership concepts and paradigms (Northouse, 2018).
As a result, we must first comprehend the context in which we operate and select which
leadership theories, frameworks, and tools are most appropriate in order to better understand the
nature of leadership, develop our capacity to engage in leadership, and actively manage our
progress as leaders. Then, we must comprehend the nature of these theories, frameworks, and
tools and learn how to apply them and acquire the necessary abilities.
Examples of these capacities include our mindset, modes of power, and types of information,
specialized skills, and social networks. For instance, leaders must adopt the mindset of creating
safe spaces for stakeholders to gather in order to better understand the nature of the problem,
develop, and test potential solutions when working on complex problems using adaptive

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leadership. In this environment, leaders will undoubtedly need particular skills such as
facilitation, systems thinking, and creative thinking.

Task 2- Essay
Learning Outcome 3.1
Assess the nature of organizations effectiveness and performance
Organizations are structures designed to achieve specific goals, such as providing effective
services, finishing a project, or assembling groups of things, as well as longer-term goals like
productivity, market share growth, innovative competitiveness, financial growth/development, or
other execution measures for moving forward with activities. As a result, depending on the
context and purpose of the organization, it is necessary to measure organizational viability and
execution in an unconventional manner. Organizations are tools for achieving an entity's goals
while responding to all dangers and opportunities with resources that have been allocated, are
available, or are within reach.
The organization of companies and the administrative tasks they carry out have undergone
significant changes as a result of globalization, technological development, and the
information/communications revolution. The challenges of a society that is becoming
increasingly borderless and international, as well as the growing weights of advanced
communications technology's capability and promises for effective paperless and real-time
administration, will all be present as these developments proceed.

Learning Outcome 3.2

Critically explore the main features and requirements of leadership
development
Steve Jobs, in contrast to many other company leaders, does not readily cede power. He probably
certainly achieved what he did because of his perseverance and desire. On the other side, Steve
Jobs has included a lot of leadership development strategies into his companies. By fostering
knowledge and supporting in the development of management skills, leadership development
gives firms a competitive edge. For a management development program to be successful, there
are many needs. One of these requirements is effective communication.
Since it promotes social expertise among employees and executives, communication is essential.
Since they are essential to the many roles that a leader is required to fulfill, such as planning,
delegating, and coordinating, leaders have developed true communications skills. Accountability
is a key component of leadership development. Trends and abilities that indicate a great leader in
some of the people in a company are crucial. The tendency of accountability is one of these.
When given the keys, leaders who have received accountability training are better prepared to
improve organizational performance.
One of the traits of business is alternative. Therefore, alternate control is a requirement for any
program for developing leaders. Adaptability is a key skill for leaders who want to make the

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most of every opportunity and initiative that comes their way. Leadership can become more
successful overall in situations that are changing thanks to change management.
 Enhance Financial Performance on the Bottom Line
The potential to reduce costs, create new revenue sources, and boost customer happiness grows
with leadership development.
 Talent Attraction, Development, and Retention
Enhancing leadership increases employee engagement, strengthens an organization's ability to
deal with talent pipeline limitations, and reduces the problems and expenses associated with
attrition. Fantastic representatives can be attracted to, recruited by, and energized by
extraordinary pioneers. A manager who has strong administrative skills may struggle to attract
and retain high-performing employees.
 Execution of Strategy
Successful leadership development doesn't just happen for the sake of it. Organizations need a
governance structure that is closely tied to the business model and equips employees with the
necessary management skills to carry it out. Organizations can change their culture and
procedures by enhancing their authority.
 Increase Success in Navigating Change
With better administration, people's ability to lead in a challenging world advances. When
businesses move beyond top administrators and lofty ambitions to tap into the full potential of
their talent pools, dexterity is unlocked.

Learning Outcome 3.3

Provide criteria for assessing an organizations strategic effectiveness from a
leadership perspective
According to J.T. Wren (1995), there is no way to assess an administration's viability because
each person's authority style is unique and determined by the approach they take to a problem.
The ability of a person to influence and inspire change within a group or society is frequently
used to assess management. Therefore, a leader's ability to achieve good results largely
determines whether they will have a favorable or negative impact on their followers.
When assessing a leader's performance, I would consider if they are a transformational leader or
a transactional leader. According to Bass, "Transformational leaders inspire employees to exceed
expectations by embracing a vision and attempting to realize that goal" (1990). Unique
characteristics and behaviors are displayed by transformational leaders, including charisma,
inspirational motivation, intellectual stimulation, and individualized care (Conger, 1999).
Leaders are said to have charisma when they display qualities that garner admiration and trust.

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The most popular method for determining a leader's performance is to examine how the group
functions and how well its goals and objectives are achieved. The fact that leaders may influence
and enable their subordinates to succeed in a quantitative way may be a remarkable indicator. A
healthy organization has personnel, work styles, and frameworks as well as strong leadership,
excellent decision-making, and structure. Everyone is held accountable to a single aim and a set
of execution goals by an incredible amount of authority. One of their jobs is to oversee the
crucial progress of their business.
Focusing team members' knowledge and experience on the most urgent problems facing the
company is another crucial duty. Additionally, executives are responsible for setting an example
for desired cultural norms within their organizations. Representatives should have the impression
that an inspiring leader is advancing maintainability and other crucial measures in order to reach
certain goals, which believe and vision are at the forefront of achieving leader effectiveness.
Through pioneer appraisals and points to demonstrate how the pioneer effects an organization,
the seen efficacy of a pioneer may be expressed. Employee dissatisfaction In particular, worker
perceptions and discernments based on a variety of variables, such as the extent to which leaders
are able to satisfy followers' wants and requirements, the capacity to improve followers' quality
of life, and followers' abilities, are crucial indicators of a leader's suitability.

Task 3- Business Presentation

Learning Outcome 2.1, Learning Outcome 2.2 and Learning Outcome 2.3

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Speaker Note
Usually, a work group's leader sets the rules for how the group should operate. All of the leader's
immediate reports will look to him or her for guidance and judgments. However, in a team, the
leader facilitates the conversations among the team members. The final choice is made after
considering each member's perspective. While a work group may embrace predetermined
organizational goals as part of their strategy, a team meets together to establish its shared goals
and objectives. Participants in a work group frequently respond to the meeting organizer with
"yes" or "no" answers or, at best, brief observations because meetings are primarily used to
transfer information. Team members frequently actively engage in conversation and debate about
the issues at hand, providing impromptu insight. As the problem is seen from various angles, this
typically leads to a synergistic solution to a number of problems.
In a work group, decisions are often made at the top; roles and responsibilities are clearly
defined, and everyone is aware of their responsibilities. Typically, a team will decide on the
work to be done and then divide it up among the members according to their individual talents,
skills, and areas of competency. In order for companies to perform, function, and run like a well-
oiled machine, working groups are also essential and should be maintained.
The capacity to influence others' behavior without using the formal power granted by the
organization's rules and processes is referred to as informal leadership. Informal leadership is any
style of leadership that is not dependent on official authority. No informal leader possesses
official organizational leadership authority, despite the fact that formal leaders can exercise both
formal and informal power. Contrarily, informal leaders influence followers and, in some
situations, outperform formal leaders in terms of effectiveness.
Various sources of authority are used by informal leaders. They are able to set an example or
employ referent power. Others turn to unofficial leaders for knowledge and skills that nobody
else in the organization possesses. They can also use their award authority to recognize and
applaud team members for a job well done.
On the other hand, they are unable to exert formal or lawful power because the organization
hasn't openly acknowledged their authority. Additionally, they are unable to successfully deploy
coercive power because doing so often requires using a person in a position of authority to carry
out the organization's approved rewards or penalties. One possible exception to this general rule
is the informal group leader's capacity to use peer pressure to force a disobedient group member
to conform to group norms by threatening exclusion.
Establishing teams at work boosts productivity and offers a structure for employees to participate
in planning, problem-solving, and decision-making processes to enhance customer experience.
Employee involvement improves decision-making comprehension, support for and willingness to
take part in implementation plans, contribution to problem-solving and decision-making,
employee ownership of decisions and changes, and morale because employees are eager to take
part in performance evaluation and improvement.
Teams are essential for any firm to accomplish its goals. Teams bring new ideas to organizations,
which are crucial for their success in the cutthroat corporate environment. Teams offer new

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perspectives that support achieving and exceeding the aims and objectives of the organization.
The likelihood of the company succeeding is increased by a diverse team.
Collaboration among employees assists in resolving difficult circumstances and obstacles that
the business may encounter. The groups engage in brainstorming to exchange concepts and
develop original, creative solutions to problems. Teams may quickly and effectively provide
quick, reliable solutions to organizational problems by working together. A synchronized team
has a higher chance of success and producing top-notch outcomes.
The leader of any work group significantly affects the tenor and mood of that work group by his
or her leadership values and behaviors. As a result, in a highly effective group, the leader adopts
leadership principles that encourage a positive atmosphere and a connection between the
members that is cooperative rather than competitive.
The group's leader and members believe that each person can accomplish the goal. Each member
is pushed to their limits and their personal growth is accelerated by these expectations. Each
participant is eager to share with the group all knowledge that is pertinent to its operations in an
open and honest manner. The group is highly driven to make the most of the communication
process in order to further its interests and objectives. Every point that a participant feels is
crucial but is, for whatever reason, being neglected will be repeated until it receives the
consideration it requires.
To avoid wasting the group's time, members also aim to avoid communicating useless
information. Just as there is a great drive to communicate, there is a strong motivation to receive
communications. The highly effective group has strong incentives to try to influence others as
well as to be influenced by them. This applies to every facet of the group's activities, including
technological problems, organizational problems, interpersonal problems, and group processes.
The goals and operating philosophy of a highly effective group are clearly understood by all
members and serve as a solid foundation for decision-making, giving individual members the
confidence to take actions that seem appropriate to them. This encourages initiative and defers
choices while yet maintaining coordination and direction.

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