Leading For Success : Two Companies Approach

There is a great importance put on business leadership, this is directly due to how a business not only functions but in how fruitful the company can become. A great leader essentially can take a business plan that is weak yet turn it into a success, whereas a poor leader stands a higher chance of ruining the best of business plans. That is why it is essential to develop effective leadership throughout a companies entire management program at all levels. How does one develop or retain strong leadership? Companies must be focused on hiring strategies that encompass very specific parameters, building from within whilst creating a strong foundation for employee development and succession planning. Leadership is essential in any organization. The style and theory embraced determines whether the company will or will not achieve their goals. in all cases theory must be embraced, as a companies theory, style, and strategy is greatly dependent on the industry the company is in (Sadler, 2014). “The behavioral theory is one of the widely used theories of management. It suggests that leaders are made and not born. It gives room for training to install leadership traits in leaders at the expense of denying them a chance. There are various leadership styles embraced by companies (Cyert, & March, 2005).”  This paper takes a look at the management styles of two specific

First published in 1987, The Leadership Challenge is a guide for becoming leader. The book received many awards and its above two million copies are internationally sold. The book teaches principles of leadership that apply whether the leader is running a sports team or a fortune 500 organization. The book includes stories and examples of many leaders from micro to macro level (Founders and Authors, 2013). The basic leadership principles can be adopted by anyone to challenge status quo and increase leader productivity multifold. The book tells about the flow and hierarchy of values too (Machedo, 2013). One can use the guide without an instructor to develop leadership traits.

One definition of coaching is “Coaching is unlocking a person’s potential to maximize their own performance.” (Coaching for performance, Sir John Whitmore 1992). Or to expand on this; Simply defined, coaching is one person guiding another through a process, leading to performance enhancement. The applications can vary, support to achieve a specific project, helping an individual to do better what they already do well, or developing a skill they don't yet possess.

The advent of Internet has allowed companies to offer their goods and services throughout the world. Not only has the Internet opened up the floodgates of International marketing, it has also brought with it many other challenges such as cultural, political, and geo-economics challenges. In order to be successful in these global markets, companies must be very diligent in handling these challenges.

* Coaching This is a process that supports and enables an individual to unlock and maximise their own potential, to develop and improve performance. Coaching helps the individual to learn rather than be taught. Coaching believes the individual is best to take responsibility for own actions and solutions with subtle guidance and prompts. This is an excellent way of improving performance through reflection. Enabling control and development to remain with the individual with the coach helping to unlock own potential. The ‘GROW’ model of coaching (Whitmore, 2009) provides a structured model for the coach. G= Goal setting asks questions to encourage the

As a new employee for Smith and Facmouth, a teleshopping and mail order company, my job is to help eliminate the cliques and implement a restructuring strategy that can improve the employee’s culture and empower them. The company’s main figureheads are the Logistics Manager, Project Manager, and Marketing Manager. These three individuals have different initial emotions towards me and both influence and are influenced by the web development team and the logistics team. My challenge is to choose the appropriate figure head as an ally to help gain the respect of the team and help push down my new strategy to promote synergy and growth

Coaching is a useful way to develop people’s skills and abilities, and of boosting performance. It can also help deal with issues and challenges before they become major problems. Coaching typically begins with a personal interview with the employee to assess the situation, review current opportunities and challenges. After the interview, priorities for action are established along with specific desired outcomes. Individuals may also be asked to complete specific action items in a certain period of time that support the achievement of desired goals. Resources may also be provided such as articles, checklists and assessments.

The world as we know it has changed drastically in the past three decades, we are slowly but surely morphing into a worldwide community dependent upon computer technology. More specifically we rely on the Internet heavily for everything in our day to day lives. The benefits of expediency and the convenience afforded to those who utilize information systems their business dynamics is undeniable.

The VRIO framework evaluates resources and capabilities of a firm. Below is the evaluation of Targets VRIO framework.

Susan M. Heathfield a Human Resource expert states that “the goal of performance coaching is not to make the employee feel badly, or show how much Human Resource professional or supervisor knows. The goal of coaching is to work with the employee to solve performance problems and improve the work of the employee, the team, and the organization.

Barney and Hesterly (2006), describe the VRIO framework as a good tool to examine the internal environment of a firm. They state that VRIO “stands for four questions one must ask about a resource or capability to determine its competitive potential:

Coaching is the art of facilitating another person’s learning, development and performance. Through coaching people are able to find their own solutions, develop their own skills and change their own behaviors and attitudes.

Coaching has existed since the emergence of human beings. Since ancient times, older people with richer experiences guided nascent individuals and taught them how to hunt, fight, etc., so that they could become effective, useful, and powerful in the community in which they belonged. Even in the 21st century, coaching begins at birth; parents are our first coaches, who teach us how to do things in a certain way and show us what is right and wrong. Then, teachers become our coaches by motivating and directing us toward becoming more effective and successful at what we do. Ultimately, we become an adult and join an organization, and then our bosses and managers become our coaches.

The advent of social networking and other media has transformed the way citizens interact and how businesses market, promote, and distribute their products globally. The same can be said for mass collaboration efforts occurring through digital, online technology for the development of new and innovative systems, products, and ideas. Both social networking and mass collaboration bring new power and influence to individuals across borders and transform the nature of their relationships with global organizations. As in the past, these developments underscore and reinforce the importance of understanding different cultures, national systems, and corporate management practices around the world. Students and managers now recognize that all business is global and that the world is now interconnected not only geographically but also electronically and psychologically; it is hard to imagine any business or nonbusiness organization that is not directly affected by globalization. Yet, as cultural, political, and economic differences persist, savvy international managers must be able to develop a global mindset in order to effectively adjust, adapt, and navigate the changing landscape they face on a day-to-day basis. In this new eighth edition of International Management, we have taken care to retain the

We particularly identify and focus on two broad issues concerning organization engaging in Internet based business: Is there a basis on which one can classify these new propositions? and are there any factors that could potentially influence an organization in identifying an appropriate sub-set of these propositions for its business? We propose to address these issues in this paper. Barua et al.6 proposed a four-layer framework for measuring the size of the Internet economy as a whole. The Internet infrastructure layer addresses the issue of backbone infrastructure required for conducting business via the net. Expectedly, it is