EFFECTIVEEFECTIVENESS OF LEADERSHIP AND COMMUNICATION AT WORKPLACE (Term Paper Sample)

Organization Leadership: Importance of communication and Leadership at Workplace Name: Institution: Introduction In order for any organization to move forward, there needs a proper execution of roles by the team and various sub teams need a very stable and efficient, leadership and management team, however the chain can only be as strong as its weakest point, the management and the team really affect each other, in the process of role execution. This paper will be examining importance of communication and leadership at workplace, it will also cover instances whereby, proper communication and stable leadership has worked and instances whereby managers and teams have challenges and opportunities to perform their leadership function in an organization. To build trust and confidence between the staff and management, communication is very vital, it is the responsibility of any great leader to great team members and call them by their names. (Bradberry & Greaves, 2009, p.140). Greeting the team members by their names shows that one values his team or the workforce, it portrays the team leader is in a position to identify the team members uniquely. Knowing people beyond faces enables a team leader to increase the social awareness. Communication at workplace can also be identified by movements and body language of the employees. An observative and a keen leader while in meetings is capable of noting when people are bored, when they are tired, annoyed and when the topic or subject matter is becoming uninteresting, they change the topic of discussion or fine tune the topic. (Bradberry & Greaves, 2009, p 69-70). A leader is capable of controlling his or her emotions, great leaders should be irritated by people sentiments and actions though they shouldn't vent or show their anger or differ in public, they don't make decisions without involving people and they take every complaint and feedback with utmost importance, feedback helps a leader to analyze what has been working and what needs to be changed for roles execution. (Bradberry & Greaves, 2009, p.g 46) True and honest leadership takes feedback as an opportunity to communicate and thus great leaders are very attentive in listening, they encourage their team members to communicate on issues affecting them at work place, they correct team members in a respectable way, they also take the leadership challenge of being a role model in respectful conflicts resolution. Organizations are normally affected by the change in the market trends. A change in the technology will automatically create a room for the most innovative people in the organization to focus on equipping themselves with new skills and grabbing every opportunity presented by change of the systems and technology advancements. Organizations on the decline curve ought to device ways of adapting to the market changes (Kotter, 1996, p. 1). Organizations management role of communication in case of changes is a hard task, change is quite a long process .an organization can have well laid plans for expansion, it is the duty of the leadership of an organization to come up with a vision and have a very clear communication to the workforce for proper direction. Any organization with leaders that are rigid and oppose change forecast a downfall for the organization. (Kotter, 1996, p 7). Leaders ought to have an open door policy to communication and feedback, there should be an opportunity for the team members to express their sentiments on how a task can well be achieved. For example, organizations can have employee feedback week or innovation employee suggestion box. Great leaders should ensure the corporate goals, rules and positioning of an organization are in sync with the overall effort of the employees. It enables proper communication and eases task at hand. The goals to be achieved are a challenge to the management. In every workplace there is a number of employees that will support a cause of an organization while another number will greatly oppose the cause of being campaigned for by the organization. It is a trying moment for the management to communicate during the change period. As a result of the opposing forces in the organization, the managers might tend to communicate the changes a win prematurely. Many organizations experience slow process in role execution immediately after the managers declare a win (Kotter, 1996, p. 7). Lack of a vision prevents the management from noting the competing factors, ending up declaring a win prematurely causing the level of efficiency to go down. Great organizations with a vision use the short term achievements to declare a bigger war or battle, the achievements are used as a motivating factor for employees to achieve a more detailed goal. For every challenge or opportunity that an organization discovers, it should convene a meeting and have a team that will deal with the issue depending on the urgency of the matter, the team should also come up with a vision (Kotter, 1996, p. 7). An organization ought to empower its employees towards making the vision reality, it can be achieved through training and updating the team on the status of the issues presented. Change is a gradual process such that any organization should set short term and midterm goals since after some time the employees may call of the vision if there are no results seen, in the process of proving the findings right. (Kotter, 1996, p. 8). Once changes have been effected, it is the role of any organization to make the findings to be part of its corporate values. Every challenge or opportunity of an organization to improve, is highly dependent on the leadership style of the institution and also communication at that particular moment. Leaders have a challenge to communicate change to the team. They should communicate on how change has resulted to performance previously and had a boost in both individual and corporate earnings. Before a new team gets into an organization either at a junior or senior level, the organization should have an opportunity on communicating change, to ensure the new team will not find it challenging to cope with the corporate goals, vision and mission of the organization. (Lussier, & Achua 2012, p.26). Leadership is a combination of a leader and followers who want some change. Transformative leaders are in a position of influencing the followers of any organization towards a common vision of the organization, they communicate to influence. Whether leaders are born or made it is a debate, people are born with leadership skills, it is the responsibility of any organization to develop skills of the employees for business enhancement, organizations should not only train on the inherent skills but also technical skills to make the employees more capable of using the leadership skills together with the technical skills. (Lussier, & Achua 2012, p. 30). Every day leaders have an opportunity to influence their followers in an organization and feedback from the followers helps the leaders to influence. Exposing team members to high level of training develop a legacy in an organization. Different responsibilities or ranks in an organization come up with different responses to situations. A manager should be in a position to handle the technical skills person and the supervisor, the manager's role is mainly making decisions, it can be a conflict at work and change adapting. He or she makes a decision and communicates effectively. Managers assign resources where need be. Every meeting or convention at workplace will never escape communication about leadership. Outstanding leadership requires one to be a great communicator, develop the team member's skills and be in a position to make decision that will have an impact on the organization relevance. Managers should take advantage of the opportunities present to fine tune their communication and leadership skills, in most organizations managers tend to be the spokespersons of their organizations, the opportunity to address meetings and conferences enable the managers to build their self confidence while addressing people, they creatively develop slogans to be the punchline of their meetings while having the vision of the organizations at heart. (Lussier, & Achua, 2012, p. 87). Leadership in an organization can also be challenging when managers are evaluating performance and coaching. Managers should be in a position to train and communicate to team members for the realization of the organization's vision, coaching might not be an easy task, it involves calling people from their comfort zones and equipping them to be visionary one might differ with team members especially when they are being pushed off limits. Performance evaluation is a tool which proves the relevance of employees in an organization, it helps managers to justify the relevance of their workforce and also to evaluate their decisions through the individual performance. (Lussier, & Achua, 2012, p. 88). A leader works in and out of the office, leaders tend to be the liaison persons, they communicate on behalf of the organization to the public, develop relationships and represent the organization in meetings and also professional associations. Leaders are capacitated with making decisions of an organizations. They communicate on where the resources should be allocated and they justify their decisions to the public. In instances whereby there is a crisis in an organization, for instance if fire or burglary takes place, it's the leadership function to communicate on the happenings and the organization stand as far as the crisis has occurred. Leaders or managers have the bargaining power on behalf of the organization, for example they look at the organizations budget and decide who is awarded the tender to supply office stationery or basic things like clea...