Leadership & Organizational Behavior- MGT 232

Seminar on Leadership & Organizational Behavior- MGT 233

BBM, 2nd Semester (New Core Course 2022), Tribhuvan University, Nepal

Unit 9 Leadership Behavior and Leadership Development

Shyam Swarup Khanal

MPhil Educational Leadership (KUSOED), MBS (TU)
Co Facilitator (SOED, Kathmandu University),
Lecturer- (Nicholson, Tribhuvan University)
Contact / Viber/ WhatsApp- 9841020309
Email- shyamswarup@kusoed.edu.np
Case Study
• Michael works as a content writer at a digital marketing agency, and Kate is the
agency's content department manager. Michael is responsible for writing blogs
for clients. Kate is responsible for reviewing each blog and obtaining client
approval.
• Michael received a blog request with a short turnaround time for a client he'd
written many other blogs for. He wrote the blog quickly and sent it to Kate for
the approval process. Because she trusts Michael's work and the blog had time-
sensitive content, Kate reviewed the blog herself and decided to skip asking for
the client's approval. Instead, she sent it directly to the website production team
to publish.
• However, the client's account manager contacted Kate later that day. The client
complained that the agency published the blog without getting their approval
first. The account manager tried to blame Michael for the mistake, but Kate
took accountability. She said the decision to publish the blog was hers, and she
called the client to apologize personally. Source: Indeed.com
Unit 9: Leadership Behavior and Leadership Development
1. Concept of leader behaviors:
1. Supportive,
2. Directive,
3. Participative;
2. Professional development to leaders:
1. Coaching,
2. Mentoring,
3. Counselling;
3. Leadership development mechanisms:
1. Recruitment,
2. Training & learning,
3. Delegation,
4. Mentoring,
5. Experiential learning,
6. 360-degree appraisal.
Concept of Leader Behaviors
Professional Development to Leaders
Leadership Development Mechanism
1. Recruitment:
• Listing the Candidates, Gathering and Verifying Information, Interview and
Selection of the Best
2. Training & Learning:
• Performance Evaluation Based Training and Development Program,
• Learning for Objective
3. Delegation:
• Authority is the granting of power. Authority can be delegated.
• Responsibility is the fulfilment of obligation Responsibility can be shared but
cannot be delegated.
• Accountability is answering for one's work.
4. Leadership Development: Training, Coaching, Mentoring, Counselling,
Managing
5. Experiential Learning
6. 360-degree appraisal.
Types/ Scopes of Mentoring for Leaders

Source: https://chronus.com/wp-content/uploads/2022/09/Mentoring-Types-Table.png
Training vs Coaching vs Mentoring vs Counselling vs Managing

Dr John Kenworthy Source: https://sg.linkedin.com/in/drjohnkenworthy?trk=pulse-article_main-author-card

Training vs Coaching vs Mentoring vs Counselling vs Managing

Dr John Kenworthy Source: https://sg.linkedin.com/in/drjohnkenworthy?trk=pulse-article_main-author-card

Training vs Coaching vs Mentoring vs Counselling vs Managing

Dr John Kenworthy Source: https://sg.linkedin.com/in/drjohnkenworthy?trk=pulse-article_main-author-card

Experiential Learning Models and Examples
• Enterprise Simulations; Game Simulations
• Case research to show real-world conditions
• Function-playing such as negotiation
• Sensitivity coaching is to develop conscious of how
different stakeholders understand them and their
talents.
Some other ideas or practices or tools:
• Case-based learning; Simulations and gaming/role-
playing; Undergraduate research; Volunteering;
Project-based learning; Inquiry-based learning;
Cooperative (work- or community-based) learning;
Prodigy (creating training and evaluation data for
machine learning models); Laboratory, workshop, or
studio work; Apprenticeship; Problem-based learning;
Clinical experiences; Fellowships; Internships; Pro and
Con Grid; Cross-Age Peer Tutoring; Student-
Generated Test Questions; Fishbowl; Student teaching;
Study abroad; Make a Mnemonic; Field Trip Activities;
Practicums; Service-learning etc.
Ansari (2020) Source: https://www.careercliff.com/experiential-learning-examples/
360 Degree Performance Appraisal
• 360 Degree Performance Appraisal and Feedback is an evaluation system or process in which
employees receive confidential, anonymous feedback from the people who work around
them. This typically includes the employee's manager, peers, and direct reports.
• Wong, A., & Premkumar, K. (2007). Mentoring principles, processes, and strategies for
facilitating mentoring relationships at a distance. MedEdPORTAL Publications.
https://doi.org/10.15766/mep_2374-8265.3148