Overview: Company Needs To Improve Preparation

Overviewlll Company Has Identified A Need To Better Prepare Its Employ

Overviewlll company has identified a need to better prepare its employees for the future after being heavily impacted by an ill-prepared shift into global operations, which led to a decrease in productivity, increased turnover due to employees not being able to effectively use technology, and difficulties in acclimating to cultural norms. As the company prepares to continue expanding its global operations, assistance is needed to reskill employees planning to join the global team, identify best practices for hiring and training new talent, develop a leadership team, and manage change effectively.

Paper For Above instruction

To address the challenges faced by Overviewlll Company and ensure sustainable growth and operational efficiency in its global ventures, adopting a structured continuous development plan centered around a key pillar is essential. Among the eight pillars of continuous performance development—such as culture, leadership, talent development, technology, process improvement, innovation, performance management, and employee engagement—focusing on leadership development is particularly impactful. Leadership serves as the backbone of change management, strategic direction, and cultural integration, especially in a complex environment like global operations.

Significance of Leadership Development for Overviewlll Company

Developing a robust leadership pipeline is critical for Overviewlll as it seeks to navigate the complexities of global markets and diverse cultural landscapes. Effective leaders will facilitate smooth transitions, motivate teams, and foster an inclusive culture aligning with the company’s strategic objectives. Leadership development largely influences organizational agility, employee engagement, and adaptability, which are vital for managing ongoing change and ensuring operational resilience in a global setting (Avolio & Hannah, 2008). Furthermore, leadership cultivation supports the scaling of technological capabilities and cultural competency, thereby reducing resistance and increasing efficiency.

Managing Organizational Change Effectively

Change management within Overviewlll must involve a comprehensive communication plan emphasizing transparency and inclusion. Implementing Kotter’s 8-step change model (Kotter, 1998), the organization should establish a sense of urgency regarding the necessity of reskilling and cultural adaptation, form guiding coalitions, and create clear visions for the future. Engaging employees through continuous dialogue and feedback loops minimizes resistance and builds ownership of the transformation process. Leaders trained in change management can champion initiatives, address concerns, and exemplify desired behaviors, fostering a culture open to adaptation (Hayes, 2018).

Reskilling Plan for Employees Transitioning to Global Operations

Reskilling within Overviewlll involves systematically equipping current employees with the necessary skills—technological, cultural, and operational—to perform effectively in new roles and environments. The reskilling plan should include a diagnostic assessment to pinpoint skill gaps, personalized training modules, and mentorship programs. An example would be deploying e-learning platforms combined with in-person workshops focused on intercultural communication, digital literacy, and global business standards (Ng & Burke, 2020). This approach ensures that employees develop competencies aligned with the demands of global markets, reduces onboarding time, and mitigates disruptions caused by skill mismatches.

Leadership Identification and Development Strategy

Identifying future leaders requires assessing inherent characteristics such as cultural intelligence, resilience, strategic thinking, and emotional intelligence. These characteristics enable leaders to navigate complex multicultural environments and inspire teams through change. Talent identification can utilize 360-degree feedback, leadership simulations, and performance-based appraisals. Once identified, leadership development involves targeted training programs, international assignment opportunities, and mentoring relationships that foster strategic vision, adaptability, and inclusive leadership (Day, 2001). Emphasizing these traits prepares leaders to drive the transition, manage diverse teams, and sustain innovation within a global context.

Enhancing Employee Experience for Recruitment and Training

To improve employee experiences during hiring and onboarding, Overviewlll should implement feedback mechanisms such as surveys and focus groups that capture insights into current barriers and areas for enhancement. Creating immersive onboarding programs that include cultural orientation, technology training, and peer mentoring fosters engagement and reduces anxieties associated with new role transitions. Additionally, establishing a continuous feedback culture empowers employees to voice concerns and suggest improvements, which enhances retention and job satisfaction (Kirkman et al., 2013). Leveraging data-driven insights from HR analytics can further fine-tune recruitment processes, ensuring alignment with organizational needs and employee aspirations.

Conclusion

In conclusion, adopting a comprehensive leadership development plan, complemented by effective change management, reskilling initiatives, and employee engagement strategies, will equip Overviewlll Company to thrive in its global endeavors. Prioritizing leadership capability will facilitate smoother transitions, foster a resilient organizational culture, and ultimately ensure sustainable performance and growth in a competitive international environment.

References

• Avolio, B. J., & Hannah, S. T. (2008). Developmental possibilities for leadership as a complex adaptive system. Consulting Psychology Journal: Practice and Research, 60(4), 292–300.
• Day, D. V. (2001). Leadership development: A review in context. The Leadership Quarterly, 11(4), 581–613.
• Hayes, J. (2018). The theory and practice of change management. Palgrave Macmillan.
• Kirkman, B. L., Gibson, C. B., & Shapiro, D. L. (2013). The impact of team member personality composition on team processes and outcomes. Journal of Applied Psychology, 98(4), 622–633.
• Kotter, J. P. (1998). Leading change. Harvard Business Review Press.
• Ng, E. S., & Burke, R. J. (2020). Building a diverse global workforce: Challenges and opportunities. Journal of World Business, 55(1), 101030.
• Hannah, S. T., & Avolio, B. J. (2008). Developmental possibilities for leadership as a complex adaptive system. Consulting Psychology Journal: Practice and Research, 60(4), 292–300.
• Hayes, J. (2018). The theory and practice of change management. Palgrave Macmillan.