Summary
A leader is someone with the skill and capacity to inspire a team of individuals to take action to accomplish a shared objective. These theories stress the qualities that make a good leader and make an effort to pinpoint the actions that leaders can take to enhance their capabilities and peculiarities. There have been few discussions about the nurture versus nature argument in the leadership philosophy. These views also suggested that some individuals were created with the aptitude to lead since it was a natural talent.
Hersey-Blanchard Situational Leadership Model (S2)
The S2 situational Leadership style states that selling works best when the employees are incapable of completing their duty in the most appropriate manner but are eager to attempt or self-assured of their competence (Bruin, 2020). Hence, it enables the manager to help the employee take charge of their growth and performance. It can direct their energy into making them greater followers. The organization’s leader makes an effort to persuade the others to accept their thoughts by persuading them to follow task instructions.
St James Settlement
Numerous groups, including children, youths, the aged, and underrepresented populations, including the mentally ill and East Asian Expatriates, benefit from St. James Settlement. It is an inter-social care organization that offers top-notch extensive services to address the current societal requirements and empower people to assist themselves and one another in creating a cohesive and peaceful environment. The agency tracks social welfare growth outside of Hong Kong to facilitate learning from one another and look into potential joint project chances.
Analysis of Leadership and Teamwork of St James Settlement
The CEO of St James Settlement takes a high activity and relational conduct style to management, which aids in the professional growth of eager but unskilled colleagues. He encourages, acknowledges little improvements and explains choices and provides a chance for questions and comments. A director who uses a marketing management style, as defined by the S2 style of leadership, offers a framework or direction together with encouragement and acknowledgment to hasten task-specific advancement and achievement-related profundity. The CEO and top executives of St James Settlement mentor people and provide them the chance to build the careers they desire.
To improve two-way interaction compared to conventional internet and e-newsletter layouts, St James Settlement management has used modern telecommunication channels. From the Hoshin template, through effective communication, St James Settlement has created a significantly performing agility YO team (Hoshin Template, 2019).
Workers are recognized as individuals at Readiness Level 2 according to the metrics for the subject. This indicates that the person is unable to do the work at a continuous and satisfactory level yet is confident and inspired to do so. According to the S2 style of leadership, a Situational manager should give the appropriate instructions and include the member in a two-way dialogue centered on how the work at hand is performed once they have determined that the person is R2 for that particular activity. The management of St. James Settlement gives employees the freedom to choose the career they desire, empowering them to choose their own course in life.
At this organization, leadership is a flexible system where a person constantly tries out the participation and collaboration of all team members to accomplish objectives in addition to being accountable for group responsibilities (Objects, mission, values, 2022). This happens because good leadership considers the activities to be completed and who will complete them and aims to incorporate other more motivating elements like praise, ethical rewards, and financial incentives. The Hoshin template demonstrates St James Settlement’s flexible leadership (Hoshin Template, 2019).
The S2 Leadership notion is based on the connection amongst managers and employees in St James Settlement. It provides a basis to inspect every condition according to the execution abilities which an affiliate reveals in performing a certain task (Thompson & Glasø, 2018). The proper stages of relationship behavior and assignment behavior are then administered and given to the participants to promote their necessities and enhance progress, depending on the leadership’s assessment.
According to the S2 Model, a challenge or barrier appears during the initial coaching phase. In order to solve this issue or to understand the motivation of the employee being trained, the leader must ask questions and listen carefully. The manager is better able to assist the worker in determining their optimal course of action after they have identified the root of the problem.
Similarly, in St James Settlement, getting direct feedback from the staff is crucial to ensure that management has a true understanding of how the individual feels. The administration of St. James Settlement carries out online pulse assessments and regular conferences held by top management and administrators, with input and suggestions being shared with the Council (St James Settlement, 2022). Workers are the organization’s most valuable resource; as such, they attend to their requirements, including those related to job happiness, offer staff development and value input from employees, and include them in the management and improvement of their services.
Analysis of Leadership and Teamwork in St James Settlement (Hoshin Template)
The Hoshin template is another framework that might help analyze the leadership of St. James Settlement. This instrument resembles the standard business theories by providing a thorough situational analysis, but it also examines the factors that affect organizational productivity.
First, it reviews strengths, problems, opportunities, and threats regarding the organization (Hoshin Template, 2019). In the current context, the strengths of St. James Settlement align with the S2 leadership due to the emphasis on employee training and mentorship. Since S2 implies a high degree of individual approach to coaching, it is evident that St. James Settlement adheres to these principles of the Hersey-Blanchard Situational Leadership Model. However, there are still problems and threats concerning the reluctance of employees to change their habits and work on their competencies.
The second part of the Hoshin framework suggests using specific measures to address the identified problems and implement a positive change in the organization. The three primary methods to achieve these goals are focusing on speed, marketing, and talent (Hoshin Template, 2019). Speed focuses on organizational flexibility, marketing emphasizes HR development, and talent ensures that all employees have sufficient competencies. These approaches highly resemble the Hersey-Blanchard Situational Leadership Model, which emphasizes relationships between employees and management to choose the appropriate organizational structure. Ultimately, the management of St. James Settlement adheres to the said principles and, therefore, uses the S2 leadership model.
Analysis of Leadership and Teamwork in St James Settlement
St James settlement seems to adhere to the fundamentals of transformational leadership. Beyond trades and incentives inherent to transactional leadership, transformational leaders engage and drive their people in other ways. In contrast to more remote interactions, transformational leadership excels in intimate supervisory ties. This intimate interaction may be characteristic of a supervisor and a supervisee, and it is particularly reflected in the idea of first-level leaders who are deemed significant in St. James settlement’s corporate settings due to their tight functional closeness to supervisees. Transformational way of leading significantly falls in line with S2 concept and reflects the organization’s activities in the given context.
Suggestions for Improvement
St. James Settlement needs to have processes and designated responsibilities to support organizational learning and ensure sustainability. This could sometimes entail spending money on supplies or building new infrastructures. However, more frequently, it just entails rearranging and using existing materials and frameworks more effectively. The hierarchical nature of St. James Settlement organizations makes it difficult to control information efficiently.
Due to technological advancements, performance management has seen a profound transformation during the last ten years. Utilizing cutting-edge tools can help St. James Settlement incorporate information into daily operations. Interactive systems, simulation techniques, search appliances, e-learning portals, CRM systems, textual and analytics tools for mind mapping, idea generation, and inventiveness are a few of the technical features that enable an organization’s better information governance.
Leadership is a crucial determinant of success in the interpersonal process of generating and disseminating information. Management should encourage creativity and foster a culture where workers can pursue their ideas (Rondi et al., 2022). It is easier to foster a work atmosphere that fosters creativity and information exchange when executives are approachable, persistent in seeking input, and aware of their constraints.
Training and skill development programs can assist develop vital new abilities. St James Settlement can more easily train staff members and develop the organizational capabilities needed to handle issues in the future.
Successful managers always have strong communication skills, which also applies to organization executives (Harsch & Festing, 2019). They can adapt their communication strategies depending on the audience since they know that they must deal with opposing ends, such as recipients, sponsors, and institutions. They become more social, interact with various parties, form connections, and recruit individuals to help the organization’s mission.
References
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