Cliffside Holding Company Essay example

In Lesson 6, Dr. Fischer explores the ideas of whether leaders are born or made. In some cases certain traits such as extroversion, conscientiousness, openness, and emotional intelligence can suggest that leaders can in

Is the “traits” approach to the study of leadership valid? If so, in what ways? How does recent research on the links between personality and individual behavior contribute to our understanding of leadership?

According to Wikieducator a leader posses the following characteristics: knowledge and know how, tact, good sense of humor, efficient, and trust worthy. Neither one state a leaders is defined by height. Ms. Khali delineates leadership within TICI as someone who has the skills to be ambition, self-confidence, and intelligent. She maintains that theses skills of a leader cannot be learned, but the individuals are born with them. However, based on the strong belief of Mr. Clarke, a person can learn the skills to become a leader. According to the article on Emotional Intelligence by Von Johnson (2005), a

The leadership of the special education director is an essential role in the educational realm. Two of

As a growing debate, the question at hand is whether great leaders are born with specific leadership traits, or if one can be taught certain traits over time. According to (Wikipedia.com) the approach of listing leadership qualities, often termed "trait theory of leadership", assumes certain traits or characteristics will tend to lead to effective leadership. I believe that leadership traits such as honest, competent, initiative, inspiring, hardworking, intelligent, and the ability to lead the masses, are some of the leadership traits one should possess. Within this paper, I will examine the overall concept of leadership traits, while observing the traits that were, or can be associated with successful leaders.

High- potential candidates are recognized for their future potential based on current high performance (Pintar, Capuano, & Rosser, 2007; Rothwell, 2010). The best practice for identifying high-potential individuals is through an objective systematic process (Rothwell, 2010). Once identified, high-potential candidates must be evaluated using desired leadership competencies to identify strengths and weaknesses. Individual and group assessments are then used in designing leadership development workshop curriculum and experiential learning activities (Coonan, 2005). For effective and transparent succession planning, deliberate evaluation and dissemination of desired outcomes are required (Shirey,

Once you know the why, you can then evaluate the strength of the reasoning, (Browne and Keeley, 2015). Mr. Ravaswami gives numerous reasons throughout his memo on why CHCM should not develop a leadership development program. His first reason is that none of the current twelve senior executives required a development program in order to become leaders. He further states that leaders are born and not made and that a physical characteristic to look for in leaders is if they are tall. He also believes that leadership programs are a waste of money and that if the money is spent on the program, there won’t be money left in the budget for recruiting. He also believes that Ms. Forsythe has a personal agenda against him and is pushing the theories of the Aspen Institute; theories that he does not believe are appropriate for the culture of CHCM.

In Phase 1, pre-training, Campbell’s CEO Institute teaches participants about leadership, formulating ideas and experiences and take time to reflect on what they have learned and apply it to all aspects of their lives. As the CEO, Conant was a motivator, “Doug is personally involved in all aspects—developing content, teaching, communicating with class members, and sharing lessons from his more than 30 years in business…….He’s all in. An active instructor, he’s fully present during the entire two-year journey” (Reardon, 2011). The program is developed internally which helps employees can build on their skills. The Institute accepts 20-24 participants per year and they must be nominated by their unit president or functional leader (Newell, 2011).

Cliffside Holding Company of Massapequa (CHCM), an insurance firm that has successfully been in business for more than 50 years has never established a leadership development program. During a senior executive staff meeting held in August 2014, the director of operations suggested that CHCM establish a leadership program to prepare junior insurance executives for future advancement (A. Ravaswami, personal communication, October 10, 2014). In a memorandum to Ms. Cynthia Castle, CEO of CHCM, Mr. Anil Ravaswami, Vice-President of Human Resource, addresses and evaluates a proposal for the leadership development program submitted by Ms. Florence Forsythe.

To effectively lead others, one must first be able to lead themselves (Odom, Boyd, & Williams 2012). This paper seeks to present a combination of leadership behavior, leadership styles, and leadership that can develop through personal growth. What personality traits identifies our leaders of today?

Contrary to popular belief, there is a shortcut to excellence; it starts with planning big and starting small. The caveat is authentic and gallant leadership. Our advisory oversees services within the following solution areas; Talent Acquisition, Leadership Integration, Leadership Development, Leadership Engagement, and Strategy. If you are hungry to make a difference in your organisation, we invite you to look to Target TalentWorX where we support great leadership concerned with business growth, efficiency, transformation and risk.

Therefore how a leader’s character or personality influences leadership. This paper will critically evaluate how useful is the trait approach to leadership. It begins with

XYZ must have a method of defining the leadership needs that is consistent with the vision of the company and the desired outcome. XYZ’s hiring of new engineers must deal with potential talents and individual’s readiness to move up, a list of targeted needs must be outlined and specifically stated; such as the need of engaging and motivating employees, sales and other goals. Top management and leaders must be “directly accountable for the growth of leaders toward these targets”(Scott & Reynolds, 2010, Kindle Location 8334). An effective succession plan must have a development plan system. In the selection of high-talented leaders, XYZ organization must meet the standards of reliability, validity, generalizability, utility and legality methods of assessments. Leadership development programs in succession planning need to fit the requirements of both the organizations and the leaders undergoing development.

This theory is based on the premise that there are certain personality characteristics that are essential for a person to possess in order to be a leader. The main emphasis is on what the person is in terms of a constellation of personality traits. This theory searches for that set of universal leadership traits that will assure success. Numerous traits have been suggested: courage, integrity, loyalty, charisma, ambition, intelligence, honesty, clairvoyance, persistence, arrogance, health, political skill, confidence and vision.

The senior leadership of an organization must focus its competency development based upon the competency demands of each unique role within the organization, as measured by the success of failures of the incumbents within those roles in order to develop the best idea of organizational needs.