Inspiring and motivating others
Question:
Analyse the different key competencies for the different 21st century leaders.
The leaders of the 21st century require knowledge regarding many different issues that can affect the operations of the organizations. The different issues that are considered by the leaders of the 21st century are mainly the issues related to crisis in the economy, the ways by which the environmental issues can be tackled and the many other challenges that are faced by the organizations. Leadership in the 21st century can also be viewed as the ways by which the leaders can attempt to change the organizational processes. The leadership strategies that are formulated by the leaders of the organizations are majorly based on the challenges that are presented to the leaders (Beetham and Sharpe 2013).
Inspiring and motivating others – As discussed by,Bird and Mendenhall (2016), the most important quality of a leader is to motivate as well as inspire the other employees in the organization. The leaders attempt to create a change in the organization or in the environment where the organization is operating. There are ways by which the members of the team connect with each other and impact the communities and the customers as well.
Focusing on the results – The leaders of the 21st century is more concerned about the actions that they take to achieve the desired results. The speed related to execution of various tasks is another major aspect that act as a success factor for the leaders of the organizations. The competency of the leaders is mainly revealed in the ways by which the leaders try to achieve their targets.
Managing workforces which are diverse in nature – The leaders of the 21st century is keener towards hiring the group of employees who are from various backgrounds or work cultures. The leaders need to understand the abilities of their employees so that they can assign the correct job to the correct group of people. The leaders need to play the roles of both the investigators and the companions as well. In this manner, the leaders are able to provide support to the employees or team members (Cameron et al. 2014).
Effective communication – The leaders need to communicate with the employees of the organization in an effective manner. The environment where the organizations currently operate are global and technology-driven in nature. The information that is required can be stored within seconds. The organizations need to keep up with the technological changes in the market and try to communicate faster with the employees.
Integrating innovation into the business systems – The leaders need to build an environment which facilitates the growth of innovation within the employees. Innovation can take place only if the working environment of the employees is open and collaborative in nature. The leaders of the 21st century try to build an environment with openness instead of putting immense pressure on the employees.
Shaping of the corporate culture – According to, De Fruyt, Wille and John (2015), the leaders of the organization are responsible for shaping the corporate cultures and managing the changes in the culture as well. The culture of the organization is one of the major factors that determines the ways by which the work is done and ways of the employees working together. The belief system of the organization is also a part of the culture that is followed by the employees,
Focusing on the results
Maintaining the professionalism, ethics and integrity – The major responsibility of the global leaders is the duty of impacting the employees of the company, the stakeholders, the partners and the society as well. The leaders of the 21st century reflect their thoughts and beliefs and the personal life of the leaders are also kept under test.
Promoting a mind-set that is global in nature – The leaders of the 21st century always have global mind-set with high levels and have an insight related to global business. The leaders are open-minded in nature and they also embrace diverse groups of employees in the organization. The mind-set of the leaders helps them in working as well as communicating in an effective manner with the customers, employees, partners and the vendors from all the other countries (DuBois et al. 2015).
Following the way of systems thinking – This is one of the major competencies of the 21st century leaders. Systems thinking are a useful way of understanding the relation between the employees, the patterns of changes. This will help the users in utilizing the diverse functions of the organization so that innovative services and products can be generated and the talents of the employees can also be used.
Agility – The agility of the leaders is another major factor that is significant for them to survive in the fast-changing and complex business environment of the present time. The needs of the markets, employees and the customers are also changing rapidly. The leaders of the 21st century organizations need to be flexible and innovative as well (Landy and Conte 2016).
According to Dumdum, Lowe and Avolio (2013), there are different theories related to leadership wherein there are few similarities as well as differences in the modern competencies or other key competencies that is related to the 21st century leaders that is in relation to the classical leadership capabilities. Northouse (2015) commented that trait theory of leadership helps in assuming that there are different individuals who are born with leadership qualities or they are non leaders. These are the traits that are considered as the part of traits that will be considered to be in side of the individual. The trait theory helps in analyzing the different behavior of the individuals in the organization. The trait theory helps in understanding the different trait and the behavior of different individuals in the organization.
However, on the other hand, Dumdum, Lowe and Avolio (2013) commented that behavioral theories of leadership are generally based on different assumptions wherein the capabilities of the leadership has to be ascertained and the leaders are not born, they are made. According to these kind of theories, proper ascertainments are required to be made such as proper learning as well as other observations that is required in order to become a positive leader in the future. Different behaviors have to be properly ascertained as this will help in focusing on the proper study of the specific behaviors of a particular leader. The behavior of the different leaders is one of the essential predictors in the leadership theory that has to be ascertained and this will help in improving the success factor of the leaders as well.
Managing workforces which are diverse in nature
Furthermore, 90 commented that the situational or contingency theories help in analyzing the different effectiveness of the styles of leadership that can be adopted by different organizations as this will help in understanding the different characteristics of the behavior. The situational theory of leadership is such that wherein the entire group performs properly and this will help in determining the behavior of the different individuals in the organization as well. Situational leadership style can be adopted by different leaders in different organizations with proper implementation of strategies and this will help in analyzing the entire situation as well.
There are differences in all the leadership theories or styles of leadership theories as this will help in analyzing the different situations as well as conditions that can have huge impact on the leadership approaches that can be applied by the different organizations in an effective manner. There are differences in all the theories that have been discussed as there are few similarities in the leadership style wherein the trait theory is particularly based on the different traits, however on the other hand the behavioral theory is based on the different assumption of the capabilities of the leadership styles. Lastly, contingency theory will help in analyzing the different issues that can have huge impact on the leadership activities that has been imposed by different organizations.
Exposure of the organizations to different types of environments – Owen (2015), states that, the changes in the external environment of the organizations leads to changes in the leadership style related to the employees of the organizations. The major responsibility of the leaders is to adapt their leadership style with the changes in the business environment. The changes in the environment are related to technological changes, changes in the external economy, changes in the legal aspects related to the organizations.
Activities related to development and learning – The training related to learning and development of the organizations also affects the leadership styles of the 21st century leaders. The training is provided to the leaders so that they can adapt to the new changes that have taken place in the processes and the operations of the organizations. The training leads to changes in the leadership style of the 21sr century employees (Romero, Usart and Ott2015).
Different types of emotional and personal experiences – The emotional changes as well as the personal changes that are related to the leaders also affect the leadership style of the leaders of the 21st centuries. The leaders tend to change the style of leadership based on the experiences which they have in their personal lives. The personal experiences have major effects on the leadership style that is displayed by the leaders in the organizations.
Growth and personal evolvement – The growth of the employees in the careers and their personal evolvement is a major factor that affects the ways by which the leaders lead the employees and the members of the team. The personal evolvement and change in thinking of the employees affects the leadership style. The leadership style of the employees changes a lot along with their evolvement in the personal lives (Sheppard, Sarros and Santora2013).
Effective communication
Maturity and age – The age of the leaders and their maturity levels also immensely affect the leadership style of the leaders. The maturity levels of the leaders affect the ways by which they lead the employees working under them and also affect the teams (Stehlik, Short and Piip2014).
Definitions adopted by scholars
In the 21st century, there are certain leaders in different organizations who concentrate mostly on proper consideration as well as proper captivating concern of different individuals. The different managers oblige their power in front of other companies and this helps them in significantly sustaining the excellence relating to the leadership that will properly concentrate on the loopholes of the leadership style (Zhang, Wang and Pearce 2014). According to Dumdum, Lowe and Avolio (2013), the managers who are brave in nature is to create proper possessions as this will help in properly leading control in the entire organization and this will help the leaders in the organization to inspire others in establishing a specific kind of factor (Vidyarthi, Anand and Liden 2014). This will help in properly analyzing the different basics that can be applied in order to implement effectual leadership. DuBois et al. (2015) commented that there are different individuals who have proper power to influence others in the organization and this will be properly measured by different managers. The effective manager should have proper power of altering something that is general in nature to the valuable condition as well.
Diverse issues in capabilities of leadership
According to Day et al. (2014), the 21st century leaders properly rely on the different proportion trade of leadership with the proper implications of different factors. The best managers are the ones who can create different catastrophes in the entire leadership theories as this will help in proper planning of different styles of leadership and this will help in progressing as well. The potential managers in the organization have to properly analyze the different issues that can create huge impact on the organizations and solve such issues with implementation of different strategies.
Excellent kind of leadership is complex, global and multidimensional
Priest and Gass (2017) commented that the leadership of the 21st century is global as well as multidimensional along with complex in nature. However, on the other hand the mangers need to properly implement different cultural as well as structural issues as well as skills that has to be properly analyzed. Connelly and Gooty (2015) commented that there are multidimensional factors wherein proper principled direction as well as contact skills is required in order to generate proper teamwork as well.
Digital revolution that transforms practices of leaders worldwide
Antonakis and House (2013) commented that the 21st century managers need to alter the different exercises as this will help in proper decision making process. With the proper reviews that have been performed by Batool (2013), there are more than 25% applicants who control the flow of data and this will help in increasing the entire exercises of leadership in the different companies. Kalshoven, Den Hartog and De Hoogh (2013) commented that there are different managers in the organizations presently wherein they are implementing different policies to improve the different issues that can help them in progressing in the competitive environment.
Integrating innovation into the business systems
Conclusion
The literature review is based on the analysis of the key competencies of the leaders of 21st century. The qualities of the 21st century leaders related to the organizations and the changes that have occurred in the external environment have changed the ways of leadership. The leadership styles need to adapt to the technological as well as all other types of changes as well. The leadership styles need to be changed in such a way so that it can help the employees to become more innovative and to provide more inputs. The causes related to the changes in the styles of leadership of the leaders is also analysed in detail in the report. The theories related to leadership styles are analysed in the report, for which three different types of theories are analysed
Therefore, it can be recommended that proper leadership theories has to be properly implemented as this will help in analyzing the different loopholes that are faced by the management and this will help in measuring the different measures that can be applied in order to improve such issues related to the leadership with proper implementation of strategies. Proper effectual leadership is essential in nature as this will help in understanding the different principles that can be adopted as this will help in analyzing the different traits, behavioral as well as situational leadership styles that can be properly implemented by different leaders in the different organizations as well.
The managers of different organizations need to properly implement different strategies as this will help in recognizing the objectives as well as goals in the company and this will help in improving the supporters and this will help in broadening the relationships with the managers. The best managers of the different organizations as this will help in altering the different effectual policies and this will help in recognizing such objectives that van help in increasing the communal aptitude of the supporters as well. Furthermore, the globalization has huge influence on the different exercises as this will help in implementation of different approaches that can help in providing different facilities globally in different organizations. This will help in recognizing the different customs, culture as well as different principles as this will help in properly understanding the principles and distinction of the culture as well as honesty in the place of work internationally.
References
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Batool, B.F., 2013. Emotional intelligence and effective leadership. Journal of Business Studies Quarterly, 4(3), p.84.
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Connelly, S. and Gooty, J., 2015. Leading with emotion: An overview of the special issue on leadership and emotions.
Day, D.V., Fleenor, J.W., Atwater, L.E., Sturm, R.E. and McKee, R.A., 2014. Advances in leader and leadership development: A review of 25years of research and theory. The Leadership Quarterly, 25(1), pp.63-82.
De Fruyt, F., Wille, B. and John, O.P., 2015. Employability in the 21st century: Complex (interactive) problem solving and other essential skills. Industrial and Organizational Psychology, 8(2), pp.276-281.
DuBois, M., Hanlon, J., Koch, J., Nyatuga, B. and Kerr, N., 2015. Leadership styles of effective project managers: Techniques and traits to lead high performance teams. Journal of Economic Development, Management, IT, Finance, and Marketing, 7(1), p.30.
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Kalshoven, K., Den Hartog, D.N. and De Hoogh, A.H., 2013. Ethical leadership and follower helping and courtesy: Moral awareness and empathic concern as moderators. Applied Psychology, 62(2), pp.211-235.
Landy, F.J. and Conte, J.M., 2016. Work in the 21st Century, Binder Ready Version: An Introduction to Industrial and Organizational Psychology. John Wiley & Sons.
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Priest, S. and Gass, M., 2017. Effective Leadership in Adventure Programming, 3E. Human Kinetics.
Romero, M., Usart, M. and Ott, M., 2015. Can serious games contribute to developing and sustaining 21st century skills?. Games and Culture, 10(2), pp.148-177.
Sheppard, J.A., Sarros, J.C. and Santora, J.C., 2013. Twenty-first century leadership: international imperatives. Management Decision, 51(2), pp.267-280.
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Zhang, W., Wang, H. and Pearce, C.L., 2014. Consideration for future consequences as an antecedent of transformational leadership behavior: The moderating effects of perceived dynamic work environment. The Leadership Quarterly, 25(2), pp.329-343
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