Competent leaders must lead organizational change. They also need to realize the value of personal self-esteem and self-efficacy. More importantly, they must know how to build high-performance teams. Great leaders are aware, that organizational change is a difficult process. A good leader must focus on personal development. They must know the requirements for the establishment of high-performance teams (Griffin 61).
Personal Self-Esteem and Self-Efficacy
Competent leaders understand the value of acquiring the necessary skills needed to affect change. They need to study the principles of organizational behavior. The principles of organizational behavior enable the leader to deal with different aspects of human behavior, especially in the context of corporate organizations.
Personal self-esteem and self-efficacy are critical components for the overall strategy needed to affect change within an organization. Leaders must demonstrate a certain level of confidence. This confidence is made possible through the acquisition of relevant skills on how to transform the organization. In the pharmaceutical industry, competent leaders are made a decision to study relevant technology. They also study the latest trends, especially when it comes to health care delivery systems. Personal self-esteem and self-efficacy are manifested through the confident interactions with co-workers, clients, and stakeholders in the community.
Building High Performance Teams
A competent leader is someone who is willing to work with other people. He must also possess the necessary knowledge to initiate change. He must also possess the ability to determine the appropriate actions that are required to affect change within the organization. The proponent of this paper acknowledges his ability to communicate with different types of people. He has the talent to draw them together. He has the capability to inspire them to work together as a team.
A competent leader understands the importance of involving every major stakeholder in the organization. A competent leader also knows how to pinpoint the influential leaders within a group. An effective leader also identifies key personnel in the said organization. A well-developed plan is useless, if influential leaders were not persuaded to join the said high-performance teams (Henderson 49). Therefore, it is important to prepare them for the task at hand.
A competent leader understands how to use group processes to affect change within a group. For example, group processes are needed to develop systems that allow the effective distribution of workloads. The end goal is to create a cost-efficient system that ensures quality output.
In an ideal situation, a leader is given the opportunity to choose team members that were selected from the various departments of the corporation. Thus, he must make the most out of that opportunity, by choosing those with proven track records. He must also choose those who are able to exercise considerable influence in the company. As a result, the members of the high-performance team are able to communicate the desired changes within the organization. More importantly, people will follow them, because of their track record, and their influence over others.
Leading Organizational Change
Organizational change is only possible in the presence of able leadership. Competent leaders are needed when the company requires organizational change. Great leaders share a common denominator. They know how to work with others. At the same time, they know how to communicate the vision for the organization. A vision can be defined as a mental image that serves as a guide for the organization. The mental image enables the leader to illustrate the goals that they needed to accomplish.
A competent leader communicates the expected output for all key personnel. Good leaders develop systems that will help workers remember the mission and vision statement of the company. Good leaders understands the value of inspiring people through the creation of exciting goals. However, workers are not going to follow the leader, if they are not convinced that he had their best interest at heart. Thus, it is also important for the leader to initiate specific steps, in order to ensure the personal development of the team members.
Conclusion
Leading organizational change is a difficult task. It is only possible through the application of certain key principles. Therefore, it is important to start the process with an eye towards personal development. The focus of the personal development process are the areas that concern personal self-esteem and self-efficacy. A personal development process requires the acquisition of appropriate knowledge and skills. In the context of the pharmaceutical industry, a good leader is someone who is knowledgeable about relevant technologies, and current trends in health care delivery systems.
A good leader has the skill to approach different stakeholders in the pharmaceutical industry. He must also possess the skill to work with stakeholders in the community that the company wants to serve. Leading organizational change is only possible by working with high-performance teams. Competent leaders are those who know how to build high-performance teams. This goal is only possible if the leader knows how to draw people together. Thus, it is important to invest in people, and help them become better workers. At the end, a competent leader creates high-performance teams working together to affect organizational change.
Works Cited
Griffin, Ricky. Organizational Behavior: Managing People and Organizations. CA: Cengage Learning, 2014. Print.
Henderson, Rebecca. Leading Sustainable Change: An Organizational Perspective. New York: Oxford University Press, 2015. Print.