Leadership, Culture And Success: Unveiling Z Energy’s Framework

Overview of the Company

Unveiling the Curtain of Leadership Practiced by Z Energy

In order to unveil the curtain of leadership, a brief overview of the Company, Z energy needs to be provided for enriching the knowledge of the readers regarding the subject matter of the report.

Z energy came into existence 6 years back through the hands of the businessmen of Infratil and Superannuation. The major drive behind the formation of the company was to expand the fuel business of New Zealand. The name Z energy projects the zeal with which the personnel delivers quality fuels to the stakeholders, shareholders and agency partners (Hrmonline.co.nz, 2017). Herein lays the appropriateness of the yellow and golden color “Z”, which is used as the brand symbol. Possessing approximately 208 service stations across New Zealand, the company has achieved accolades and glory by supplying fuel energy to the pipelines and terminals. The refined quality of the fuels projects their efficient functionality, which contributes to the infrastructural development.

Active listening to the opinion of the public domain helps the Company to sustain their position within the competitive ambience of New Zealand market. Along with this, possession of proper communication channels, social media, enlarges the supply chain network of the company (Hrmonline.co.nz, 2017). Confidence of the personnel reflects on their actions. This confidence assures the investors about obtaining better service from Z Energy. Exposure of conscious and rationalistic attitude about the undertaken activities has enhanced the corporate social responsibility of the Company.

The root cause of success for Z Energy is the framework, which systematizes the business activities. All the employees, managers, stakeholders and shareholders are involved in the creation of this framework. According to the words of the CEO, Mike Bennett, this collaboration is crucial for satisfying the needs, demands and requirements of the customers (Sustainable.org.nz, 2017). The philosophic vision of Mike and other leaders provides a different connotation to the aspect of leadership.

According to the opinions of Mike, being a famous personality is not at all the definition of a leader. Instead he is of the view that confidence regarding the capability to perform enduring and challenging tasks transforms the person into a leader. Along with this, inspiring the employees to consider themselves as the leaders indicates the practice of a positive leadership culture. This motive relates to the word “self” (Stuff.co.nz, 2017). Thoughts regarding being People’s leader can be considered as taking the charge of the customers by the employees. Exposing capability in terms of doing enduring tasks alters the predicament of the employees of Z Energy. This results in advancement in their hierarchical position.

Leadership Culture of Z Energy

The statement of Mike regarding the outpour of extraordinary results can be countered. An ordinary person, through dedication, commitment and perseverance can display outstanding performance and become a leader (Rothaermel, 2015). Counter arguing this, the word “extraordinary” can be considered as the benchmark that is set for the persons to attain the tag of a leader. In this perspective, only those who possess extraordinary knowledge, skills and expertise about the basic management skills would reach up to the benchmark level. Inspiring the employees to satisfy the needs of the customers prepares them for their professional development. Envisioning one type of aim enhances the visual perceptions of the employees; however, it deprives the employees from the other ways through which they can expose their leadership skills (Liden et al., 2014). Herein, the words “no choice” are nullified. Along with this, the methods adopted by the managers of Z Energy are contradicted in terms of assessing the effectiveness of the undertaken steps for excavating the leaders within the employees. Delivering ordinary performance can be considered as a conscious attempt of Z Energy personnel, in terms of averting emergencies and crisis. However, maintenance of consistency in the exposure of ordinary performance would add vulnerability in the market position of the company, instead of expansion. “Not feeling right” about the exposure of ordinary performance is the urge of the company personnel to do something extraordinary for emerging as one of the best companies within the threshold of New Zealand (Hrmonline.co.nz, 2017). Consciousness of the employees towards this type of performance projects the gradual progression towards the attainment of leadership skills.

One of the notable points about leadership culture of Z Energy is the development programs. These programs enable the people, who do not possess direct relationship with the brand, with opportunity to polish their leadership skills. As a matter of specification, People Leaders and Senior leaders are provided the access to these development programs. The physical presence of the employees in these sessions nullifies the separate mention of the self leaders. Learning about the ways and means to enhance the preconceived skills, expertise and knowledge brings transformation in the personality of the employees, which is flexible enough for the exposure of leadership skills (Donate & de Pablo, 2015). The enthusiasm of the work force towards these programs has compelled the company personnel to provide access to the entire work force. This motive has added to the brand image of Z Energy. Moreover, it has added to the zeal, fervor and enthusiasm of the employees for penetrating into leadership.

Development Programs

The preparation begins from the recruitment and selection process. The senior and experienced managers provide motivation and encouragement to the new joinees, so that they get an urge to expose better performance. This is the tactics in the initial stage. As the work pressure increases, the responsibility of the employees increases simultaneously. It is this stage, which provides the employees with the opportunity to expose their leadership skills. However, this exposure is not possible without the support, guidance, motivation and encouragement from the managers (Girma, 2016). Herein lays the appropriateness of the word “energy” in the name of the company.

The quotation, “Extraordinary results only happen through extraordinary leadership”, possesses many connotations. The statement consists of two variables, “extraordinary results” and “extraordinary leadership”. Exposure of efficient and effective leadership skills by the leaders results in the attainment of extraordinary results (Hrmonline.co.nz, 2017). The previous sentence projects the correlation between the two variables. In view of their functionality, both the variables are interrelated with each other. The quotation, “You don’t have to be a people leader to demonstrate leadership”, is the counter argument of the previous statement. Altering the personality is itself a gradual progression towards being a leader. Here, the variable “extraordinary results” finds its applicability, provided the employees of Z Energy maintain consistency in exposing better performance (Muenjohn & Armstrong, 2015). On the contrary, expression of an urge by the employees for some interactive sessions regarding leadership development can be considered as the desire and longing of the employees for displaying “extraordinary leadership skills”.

The action of “happening” in the quotation consists of the luck, which does not always favor the employees. Believing on the luck restricts the maturity to take shape. Countering this, regular practice of the every task refines and upgrades the performance of the individuals. This refinement and upgradation enhances the expertise of the individuals (Lester, Virick & Clapp, 2016). Emerging successful in moulding others, into one’s own footsteps, act as an agent for exposing the correct and the appropriate leadership skills. Therefore, delving deep into the essence of the quotation, capability in terms of providing proper guidance to the employees, adds value and weightage to the roles and responsibilities of the leaders of Z Energy.

In Z Energy, the leaders are the managers, employers and executives among others.  Taking the example of Mike Bennett, the CEO, his confession regarding the reliance on some miracles contradicts the true essence of leadership (Men, 2014). This reliance acts as a major obstacle in the efficient execution of business activities. In order to become a true leader, continuous practice and research is needed for improving the ways and means to approach the business activities. “Game changing mentality” possesses several connotations. The gaming mentality on one hand reflects the compromise with the needs, demands and requirements of the team members (Sustainable.org.nz, 2017). This connotation is opposite of what leadership is. Along with this, gaming mentality can be considered as the experiments that the managers carry out for selecting the best and the appropriate methods for satisfying the needs, demands and requirements of the customers. Frequency of these experiments might lose the originality of the methods; however, conscious and rationalistic approach helps the company personnel to avert any such risks (Latham, 2014).

Critical Evaluation of the Article Review

One of the other striking points about Bennett is the practice of “aiming big”. In spite of obscurity in the targets, aiming big is one of the characteristic traits, which broadens the perspectives of the individuals. Researching the ways and means to enlarge the vision helps the individuals to attain personal development. Adopting a firm standpoint in this direction helps the individuals to attain the targeted goals. The other perspective here is the lack of adequate knowledge. Adopting a firm standpoint in spite of the lack of adequate skills and knowledge has helped Mike to emerge successful in his professional life (Northouse, 2015). This motive acts as an inspiration for the employees to perceive themselves as leaders in terms of the actions that they are performing in their workplace.

Inclusion of these aspects in the speech makes the whole nation, especially the businessmen, eager to follow the footsteps of the leaders. In this case, if the speaker himself does not “practice what he preaches”, his character gets stained and it creates a bad impression on the followers. This situation contradicts the true essence of leadership (Woo et al., 2013). However, the confidence of Bennett regarding the excellence nullifies the negative tone towards leadership.

Reviewing Mike as a person, he is extremely confident about the role that he has played in preparing the employees for the exposure of their leadership skills. Herein lays the appropriateness of the aspects of leadership and management. Management of the preconceived and the gathered skills polishes the leader within the individuals (Schnurr et al., 2017). Pondering upon the aspect of “leader within the individuals” is a part for the whole. The “individual” is the whole and the leader is the part, which is taking shape to attain completeness. Perceiving the life of Mike, he followed the footsteps of Sir Edmund Hillary for reaching to this level of becoming a CEO of a company like Z Energy. Community connection is one of the other aspects, which qualifies Mike as easily approachable and a “People’s Leader” (Sustainable.org.nz, 2017).

Z is the last letter of the English alphabet. Viewing it from other perspective, it also signifies the beginning of another count of the alphabets from A to Z. Considering the concept of last, if the employees perform thinking that this is their last day of life, they would get a fresh energy to begin work from the next day. Firmness in this direction is the gradual progression towards the attainment of leadership (Nahavandi, 2016). Mike did not know anything about the goals, which he is to achieve. In spite of that he did not give up. He encouraged the employees to aim big in their lives. In view of the previous sentence, possession of inadequate knowledge can be correlated with the end. Training, leadership development programs are the new beginning in the plight of the employees, acting as an agent for the employees in terms of enhancing their professional careers (Doh & Quigley, 2014). In view of this perspective, the brand name can be elucidated. Z is the endpoint and “energy” is the new beginning for the company in terms of emerging as leaders within the competitive ambience of the New Zealand market.   

The article proves successful in providing an insight into the aspects essential for the attainment of leadership skills. The example of Z Energy enhances the grasping power of the aspirant businessmen to start their journey on the path of success (Hrmonline.co.nz, 2017). However, in-depth knowledge can be gained through the application of the theoretical framework, which attains the focus in the second part of the assessment.

I can evaluate my personality of my behavior based on two leadership theories and they are behavioral theory and the transformative theory.  The behavioral theory mainly focuses on the behaviors of the leaders and there are three types of behavioral pattern of a leader. They are autocratic, laissez-faire and democratic. I have done a self-introspection about my own behavioral traits and I found out that I believe in democratic and laissez faire leadership style. I believe that input from every individual is very important and different perspective from different individual will provide me with more options and choices. I am open to change and believe that fear is not good for management of a company. I like taking suggestions from various persons when I am not sure about any decision and this helps me to get different point of views about a particular topic. I also found similarities with the laissez-faire leadership style because I do not like interfering with the decision of other people and I like allowing the subordinates to take their own decision. I believe in empowering the employees of the company and allowing the employees to take decisions on their own which in turn motivates them. However, that does not mean that they do not require monitoring and the decision taken by the employees will have to be kept under supervision so that any wrong decisions made can be rectified. This type of leadership requires a balance between flexibility and control, which enables the leaders to put a check on the employees when a wrong decision is made. A right balance between the autocratic and the laissez faire is the key to success of any company. I feel that I am assertive in nature and I am capable of maintaining a balance between the autocratic and the laissez faire.

The traits of the transformational theory are also inherent within me and I always had a vision and mission in life. I had always developed my goals in life in a unique way, which will help me to achieve great things. I like inspiring people by providing them with zeal and enthusiasm. I have always been empathetic towards others and am full of compassion. I like to put all my energy into a particular task and try to motivate others involved in the task. I have already developed a vision for my company which can be great success and bring about a change in the though process of the individuals working in the industry. I have great power of persuasion and I can steer all my energy in making people understand and accept the vision I have created. I like to lead from the front and set an example for the members of my team the way the message should be communicated and how everyone should behave while dealing with a particular situation. I mainly believe in transforming the people around me to change them into a better version of their own self. I am confident about myself and that is why I want people around me to be confident and passionate. I always think about the big picture and not the minute details involved in it. Thus, I can infer that these are the two leadership styles, which have similarity with my personal and behavioral traits.

The two world leaders who have inspired me the most are Warren Buffet and Bill gates who are arguably the two most charismatic leaders the world has seen in the past century. Warren Buffet is a type of leader who believes in his morals and values. He is able to understand people based on the moral values he has acquired during these years of working in the industry. Buffet is a humble person who believes in the democratic and laissez Faire style of leadership. He is an honest human being and wants the subordinates around him to skillful, likable and honest. He does not interfere with the work of the employees and the managers working for his companies. Buffet likes to monitor the employees and the managers working for him but he generally does not intervene with the work they are doing. However, he does not interfere where he feels necessary and this shows how he balances the leadership styles within him. Buffet believes in hiring the suitable employee and providing them with as much freedom as possible so that they can work freely without any limitations. He does not blame his employees for the mistake they have done rather he likes to motivate them by encouraging them to do better the next time and learn from the mistakes one has committed. He hires managers who love their work and have passion for it. He tries to motivate his subordinates by asking them to speak their mind in front and provide innovative ideas for the betterment of the company. He believes in learning from the mistakes he has made and encourages his employees to do the same.

Bill Gates is a completely different kind of a leader from Warren Buffet, he believes in the authoritarian type of leadership. However, he also believes in transactional type of leadership in which his style varies depending upon the contingency. He is strict and likes to hold a command over all the decisions of the company. He believes that the only job of the employees is to carry out the orders from the higher up officials. He believes in testing his subordinates and challenges them so that they could become more productive. He believes in the method of reward and punishment where reward and punishment is decided on the basis of the performance of the employees of the organization.

The two leaders show that how they are completely different from each other and how they have reached a level of self-actualization by love and passion for their work. I lack the quality of an authoritarian leader and I cannot solely take all the burden on own shoulders to reach the desired goal. However, both these leaders show how they have balanced the different styles of leadership and taken their respective companies to a greater height. I lack the charisma and the balance they have in their personality. The gravity they have in their personality makes people listen to them and even if they talk for thirty seconds, people will be captivated by their speech.  I would like to be combination of both these great legends and cultivate the balance of these qualities within me. There are benefits of both kind of leadership and I have to learn to differentiate between the both and make appropriate selection of the type of leadership skill depending on the situation.  I have to learn to be more captivating and humble so that I can earn the respect and support of my subordinates.

The leadership style, which I have chosen, is one of the most popular styles used by many great leaders the world has seen. The leadership plan is effective as we have seen in the case of Warren Buffet who is the debatably the greatest leader in our time. The type of leadership I follow will be successful because the employees a new type of management system which can incorporate the good of each system. I do not have the qualities of an authoritative leader so I am more to being a leader who provides motivation to the subordinates so that they can work in a better. I personally feel that fear is not good practice in the work culture and it degrades the quality of work. The employee who is in constant fear will not show his true self and this will degrade the working environment so it is better to follow the transformative leadership style. The subordinates will respect me and share their thoughts and feelings, which help them to work better. I will not interfere with the work of the employees because I have hired them so I should have confidence over them that they will work in a responsible manner. There is no basic rule for leadership, which can be considered to be the correct method so the style that is providing results the correct style at that given point of time. This style will create a better organizational structure and management system. The level of consciousness in the leadership style and the management system is slowly evolving and so adapting to this new leadership style could prove to be beneficial. The motivational level of the employees will create a difference in the organization. The employees are the assets of any organization and the well-being of these assets is the responsibility of the leaders. The employees will be given full freedom to work and these will help increase their productivity. However, the employees will be monitored and I will intervene when it is necessary. However, there are other aspects, which are not taken into consideration such as contingencies, and improvements have to be made in that regard. Thus, I can conclude that the leadership style practiced by me is effective in most of the situations.

Leadership Development Plan

My leadership qualities are at a very raw stage. In other words, it can be said that I am on the process of being a leader. I feel that the courses, which I am attending, would bring radical transformation in my personality. This is one of my strengths, which, I think would enhance my individuality. Herein lays the correlation with the propositions of the transformational theory. In view of this, the “leader” in me is in the process of taking shape. The suggestions and advice that I am getting from friends, family members, relatives and peers are one of the basic elements of this formation. As a matter of specification, these suggestions form an integral part in picking out the best means through which I can expose appropriate leadership skills, qualities and abilities. However, sometimes, doubts hover over my mind regarding my capability. This lack of confidence would add vulnerability to my determination. Countering this, being capable in overcoming this fear and hesitation would act as an opportunity for me to excel in life as a successful leader.

From childhood, I had a passion to become a leader. In order to nourish my dream, I attended various courses besides my school and college syllabus. Attending these courses, such as Spoken English classes is proving fruitful for me in terms of enriching my experience. Along with this, variation in the courses is broadening my perspectives, through which I am being able to assess the suggestions, which I am being provided. This assessment would inculcate within me self-organizational skills. This inculcation would be a prime assistance in systematizing the tasks according to their priority. Taking into consideration the present skills and abilities would help me to nurture my future. Countering this, sticking to a present deformity or weakness would act as an obstacle in making remarkable progress towards being a leader.

Sometimes I feel lethargic to attend the Spoken English classes. However, when I sit down to evaluate my performance; I lack efficiency in the attainment of goals, which I have set for myself. For improving this motive, I have started getting up early in the morning and doing some exercises for energizing myself. In the initial stages, I encountered difficulties, but regular practice, dedication, commitment and an urge to reach to the benchmark level of performance nullifies the intensity of the difficulties. I think if I am given the opportunity to give presentations before the foreign delegates, my speaking and communicative skills would be refined. Recording the presentation and reviewing it for bringing further improvements would be a wise step, which would develop my skills and abilities for being a successful leader. Exposure of consciousness and rationality would nullify the need of a trainer, which would project my independent nature. Emerging successful in this direction would add brightness to my leadership skills.

My performance would reflect my success. Using ornamental words and languages for communicating with others would create a good image in the minds of the managers and the society. On the contrary, stammering while giving presentations would necessitate the need of trainings. Viewing it from the other perspective, the training would fill the gaps in my performance. Giving up at this failure contradicts the true essence of leadership. Instead using this failure to reach to success would reflect the actual preparation for being a successful leader. Along with this, inspiring and guiding others “not to give up at any circumstances” would upgrade my personality as a leader.

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