Congratulations: Your Boss Has Just Given You The Tas 587225

Congratulations Your Boss Has Just Given You The Task Of Helping Orga

Congratulations! Your boss has just given you the task of helping organize a training for new leaders entering your organization. She mentioned that you will be expecting 10 new employees for the training, and she wants you to be in charge of preparing them for their new roles in leadership. She also added that she hopes you can show them that leadership is more than just management. Based on what you have learned so far in our course, create a training that will help the new leaders understand the difference between leadership and management. Additionally, you will help develop their leadership skills and explain why leadership is important in the organization. Describe at least two exercises you could implement that could help the new leaders develop leadership competencies. Include in your description each training method that you will use (computer-based, traditional, and/or e-learning) and the reason why you chose this method. Also, include what you hope the new leaders will learn from this training. Remember, these new employees are part of the future of your company. Getting them excited from the start about their new leadership roles will have positive effects. Your scholarly activity should be a minimum of three full pages in length, not including the title and reference pages. You must use at least one outside resource, which could include a required reading article, or any useful resource you find. Regardless of which you choose to include, any and all must have accompanying APA citations.

Paper For Above instruction

Effective leadership is pivotal to organizational success, especially during onboarding of new leaders. As organizations evolve, distinguishing the roles of leadership versus management becomes essential for fostering a dynamic and motivated workforce. This training aims to introduce ten new employees to the core differences between leadership and management, enhance their leadership skills, and prepare them for future organizational responsibilities. It emphasizes that leadership involves inspiring and guiding others, establishing vision, and driving change, whereas management focuses on planning, organizing, and executing established procedures.

The training program will consist of a combination of instructional strategies, including traditional classroom sessions, computer-based activities, and e-learning modules. This mixed-method approach ensures versatility, engaging different learning styles and providing flexibility. The traditional method allows for direct interaction, fostering discussion on leadership theories and management principles. Conversely, computer-based exercises, such as simulation games, will enable participants to practice decision-making in a risk-free environment. E-learning modules will reinforce concepts through self-paced tutorials and videos, making the training accessible anytime and fostering independent learning.

To develop leadership competencies, two experiential exercises will be incorporated. First, a role-playing exercise will be used where participants assume leadership roles in simulated scenarios. This method develops critical skills such as communication, problem-solving, and conflict resolution. The reason for choosing role-playing is its proven effectiveness in enabling learners to practice real-world leadership challenges actively. Second, a case study analysis will be conducted on successful leaders within the organization or industry. This exercise encourages reflective thinking, critical analysis, and application of leadership theories to practical situations, deepening understanding of effective leadership behaviors.

From this training, the participants should learn that effective leadership involves more than positional authority; it encompasses influence, motivation, emotional intelligence, and vision. They should understand the importance of ethical decision-making and fostering a collaborative environment. Additionally, the training aims to inspire a sense of ownership and enthusiasm about their future roles, emphasizing their potential impact on organizational success. Equipped with foundational leadership knowledge and practical skills, these new leaders will be better prepared to adapt to organizational changes and guide their teams confidently.

Research indicates that leadership development programs significantly contribute to organizational performance, employee engagement, and retention (Avolio, Walumbwa, & Weber, 2009). Incorporating various training methods caters to different learning preferences, maximizing retention and application of skills (Noe, 2017). Moreover, experiential exercises like role playing and case studies facilitate hands-on learning, encouraging active participation and deeper understanding. Ultimately, this comprehensive training plan will lay a strong foundation for the emergent leaders to develop their capabilities and foster a positive, influential leadership culture within the organization.

References

• Avolio, B. J., Walumbwa, F. O., & Weber, T. J. (2009). Leadership: Current theories, research, and future directions. Annual Review of Psychology, 60, 421-449.
• Noe, R. A. (2017). Employee training and development (7th ed.). McGraw-Hill Education.
• Northouse, P. G. (2021). Leadership: Theory and practice (8th ed.). SAGE Publications.
• Bass, B. M., & Bass, R. (2008). The Bass handbook of leadership: Theory, research, and managerial applications. Free Press.
• Goleman, D. (2013). Emotional Intelligence. Bantam.
• Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations (6th ed.). Jossey-Bass.
• Schermerhorn, J. R. (2019). Management (13th ed.). Wiley.
• Yukl, G. (2013). Leadership in organizations (8th ed.). Pearson.
• Antonakis, J., & Day, D. V. (2017). The nature of leadership. Sage Publications.
• Kouzes, J. M., & Posner, B. Z. (2012). The video annotated leadership challenge: Theory into practice. Jossey-Bass.