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1.1 Various Leadership Styles and Effects on the Subordinates
Leadership styles are different ways of handling people as leaders. Each style has unique yields that can either inspire or depress the followers. Let’s consider a few of the most famous ones:
Democratic Leadership: They make their followers engage themselves in the decision-making process.
Outcome: It helps improve the morale but hinders the decision-making process as everyone’s opinion is sought.
Transformational Leadership: They challenge workers to give more than what they expect.
Outcome: This leads to high involvement; however, it might confuse them with lots of changes.
Laissez-faire Leadership: The leaders let the workers have a free hand to control what they do.
Outcome: It inspires innovation but may be confused if the work setting lacks structure.
1.2 Role of Emotional Intelligence (EI) in Leadership
Good leaders require more than skills; they require emotional intelligence (EI) to sense their team’s feelings and motivate them properly. There are five components of EI:
Self-Awareness: Awareness of your skills and weaknesses
Self-Regulation: Maintaining calm under pressure.
Motivation: inspiring yourself and others.
Empathy: You can be sensitive to the feelings of others.
Social Skills: constructive connections at work.
A leader with high emotional intelligence can build trust and unity, eventually leading to positive teamwork and reduced conflicts.
2.1: Leadership Development Methods
Leadership development finds the acquisition of skills that would represent the most desirable kind of leadership. Tools used include:
Coaching/mentoring: guidance and development of potential leaders through senior workers
Feedback from All Directions: Leaders receive feedback from coworkers, superiors, and subordinates
Intensive workshops and leadership courses: attention to new skills and reinforcement of earlier skills.
Action Learning Projects: The training of leaders involves solving real business problems.
These skills, including continuous improvement, are encouraged in leadership teams.
2.2 Human Resource and Leadership and Management Development
This is a practice where HR people act as strategic partners that identify future leaders, design leadership programs, and ensure that the people receiving training are the right ones. This job of the HR encompasses:
Talent Identification: Identifying workers who have the potential to become leaders.
Development Planning: Connecting the leadership development training to business goals.
Planning Training Programs: Developing workers into powerful leaders.
Monitoring Gains: Evaluating leadership programs through performance reports.
3.1 How Leadership Development Helps in Changing an Organization
Orgs are constantly changing, and the process of such change is not easy but takes really good leadership. Leadership development training equips workers with the proper skills to take on the change and lead others through smooth processes. Here’s how:
In words, explaining the change: leaders explain why a change needs to happen to reduce the amount of fear and anxiety that happens.
Cooperate with others: Leaders motivate employees to achieve a shared goal.
Morale: Leaders show their concern for the workers to keep them motivated even when hard changes are given.
Resilience: Leaders make employees easily accept challenges.
For example, if a business is well-training leaders about digital transformation, then they ensure their employees get proper guidance and are active throughout the process.
3.2 Challenges in Leadership Development
Developing general, well-rounded leaders is not without difficulties. Some of the problems include:
Resistance to Change: It is common for employees to fight new ways of leadership.
Limited Time for Training: Managers often face a lack of time due to their workloads and the time they can be out for training.
High Costs of Leadership Programs: Leadership development programs are expensive.
Continuous Support As with all pupils, learning loses over time if not followed up. Companies should check in with them regularly through teaching and mentoring.
Leadership and Management Are Two Sides of the Same Coin: Good leadership creates motivation, and effective management ensures smooth operations. Both are inseparable.
As emotional intelligence is such an important ability, leaders who understand emotions will surely be for excellent team relations.
Continuous learning is the key: Leadership is not something you get once; rather, you have to learn it constantly.
HR works as a strategic business partner: it finds future leaders whose leadership programs aim for and align with current business goals.
Good Leadership Helps Promote Change: The support for change from workers is facilitated by good leadership.
The 7LMD unit of Leadership and Management Development is an important tool to become a successful HR professional. It enables the learner to know and build the capability that could help in developing future leaders, good team management, and leading others to success in the organization. The students can understand at the end of the module the necessity of developing leadership and the value of playing a crucial role for their companies by contributing towards the growth and effective contribution of employees and actualizing their full potential.
The mastery of this unit will prepare you for success at CIPD and lay a strong foundation for a highly satisfying career in HR and leadership development.
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CIPD Level 5 Intermediate Award in Human Resources
CIPD Level 5 Intermediate Certificate in Human Resource Management
CIPD Level 5 Intermediate Certificate in Learning and Development
CIPD Level 5 Intermediate Diploma in Human Resource Management
CIPD Level 5 Intermediate Diploma in Applied Human Resources
CIPD Level 5 Intermediate Diploma in Learning And Development
CIPD Level 5 Intermediate HR Certificate - Online Course
CIPD Level 5 HR | Human Resources Reward Management | Intermediate Award
CIPD Level 5 HR Management and Co-ordination | Intermediate Award
CIPD Level 5 HR Resourcing and Talent Planning | Intermediate Award
CIPD Level 5 In Learning & Development (L&D)
CIPD Level 5 HR Employment Law | Intermediate Award
CIPD Level 5 Intermediate Certificate in HR Management (Classroom-based)
CIPD Level 5 Intermediate Certificate in L&D (Learning and Development)
CIPD Level 5 Intermediate Diploma in Learning and Development 5 (Classroom-based)
CIPD Level 7 Advanced Certificate in Human Resources
CIPD Level 7 Advanced Diploma in Human Resource Management
CIPD Level 7 Advanced Diploma in Human Resource Development
CIPD Level 7 HR Employment Law | Advanced Award
CIPD Level 7 Advanced Certificate in HR Management | HR
CIPD Level 7 HR Managing Employment Relations | Advanced Award
CIPD Level 7 HR Learning and Talent Development | Advanced Award
HRM CIPD Level 7 Advanced Award | Investigating a Business Issue from an HR Perspective
CIPD Level 7 HR Resourcing and Talent Management | Advanced Award
CIPD Level 7 HR Reward Management | Advanced Award
CIPD Level 7 Award in Employment Law
CIPD Level 7 in Leadership & Management Development
CIPD Level 7 Advanced Certificate in HR (Classroom-based)
CIPD Level 7 Advanced Diploma in HR Management (Classroom-based)
CIPD Level 7 Fast Track Advanced Certificate in HR