Leadership and Management Development

Leadership and management play a key role in the success of any organization. Through strong leadership and management, organizations experience maximum productivity and are able to achieve set business objectives. On the other hand, weak leadership and management lower organizational productivity. Therefore, through proper leadership and management, organizations can reach their success. Through influencing employees to work harder, providing the necessary guidance, creating a good working environment, availing necessary resources, encouraging employees’ continuous learning, coordinating employees and organizational needs, and inducing change, leadership and management drive an organization into success.  

Leadership and management influences employees to put more effort associated with organizational success. Employees play a major role in the success of any business. To do this, employees need to always be motivated. Organizational leadership and management ensure that the workforce is always motivated (Northouse, 2004). This influences the employees to put more effort with the purpose of achieving organizational goals. Good leaders are always able to inspire employees towards the achievement of organizational success.

Organizational leadership and management provide necessary guidance. Organizational leaders and managers are responsible for providing important guidance to employees. This includes guiding the workforce on how to effectively and efficiently execute their tasks (Northouse, 2004). This ensures that employees’ efforts are well-utilized. As a result, organizational productivity is improved which leads to the desired success.

Organizational leadership and management create a good working environment associated with organizational success. Conflicts are inevitable in a working environment. However, proper leadership ensures that such conflicts are effectively solved. This creates a good, efficient, and positive working environment which helps in supporting a stable organizational growth (Northouse, 2004). Organizational leaders and managers ensure that necessary resources are available to lead an organization into success. By giving the go-ahead for the acquisition of these resources, leaders enable employees to perform their job tasks better. This ensures that an organization achieves the set goals.

Organizational leadership and management encourage continuous learning which improves employees’ skills. Good leaders and managers ensure that employees have opportunities to learn more (Northouse, 2004). This enables them to refine their skills associated with improved work and eventually improve organizational productivity. Leaders and managers in organizations coordinate employee and organizational goals. This ensures that organizational goals are achieved. This is done by aligning employees’ needs including interests, talents, and schedule with goals and needs of an organization (Northouse, 2004). Effective alignment of these needs put organizations in a better place to achieve success.

Organizational leaders and managers induce change essential for organizational success. Today, the business environment is rapidly changing. Organizations must, therefore, embrace the changes to remain successful (Northouse, 2004). Leaders and managers take the role of persuading, clarifying, and inspiring the workforce towards accepting required organizational changes with contentment and little or no resistance. They ensure that employees feel secure with the changes essential for implementing them.

Clearly, organizational leadership and management play a crucial role in the success of any organization. This is done by influencing employees to work harder, providing the necessary guidance, creating a good working environment, availing necessary resources, encouraging employees’ continuous learning, coordinating employees and organizational needs, and inducing change. 

  1.  “Leaders are made”

I agree that some people are born with some good leadership skills like creativity and communication. However, I believe that leaders are born. Leadership is a never-ending process. To be a great leader, one has to be willing to continuously learn. Even if one is born with some leadership traits, it is only by developing these skills that they can become great leaders. I believe that it takes practice to learn leadership art. While innate ability plays a role in leadership, it is outweighed by development. Therefore, great leaders are made through hard work not born. Leadership can be learned over time through experience, learning, training, and perception.

To become a great leader, one must develop good people skills. A good leader is able to relate well with people. This is possible by learning how to be a better listener, how to show empathy, and learning how to be patient with colleagues (Aline & Ramkumar, 2018). Great leaders must also learn how to take critical feedback from team members in a constructive manner. Great leaders must develop confidence and self-esteem. One can be born with these traits but if they are not developed over time their levels could be lowered (Aline & Ramkumar, 2018). However, by being more decisive in work, in personal lives, and learning more from others, potential leaders are able to develop confidence and self-esteem essential for great leadership.

A great leader is authentic, innovative, and lives a balanced life. It is difficult for one to be born with three characteristics. Instead, these characteristics are acquired and developed over time. For instance, people take time to become authentic. Also, living a work-life balance is an everyday struggle. Leaders are made through leadership development. Many people have the capacity to be leaders (Aline & Ramkumar, 2018). However, this leadership potential can only be unlocked through leadership development. Natural talent cannot yield great leadership. Time and deliberate practice do. Just like any other skill, leadership is developed. By taking risks, working hard, and stepping outside the comfort zone, a leader is made.

Believing that leaders are born limits one from being a great leader. If a leader believes that they were born a leader, they would less likely be committed to taking initiative, learning from mistakes, and to personal development (Aline & Ramkumar, 2018). This will only make them poor leaders. Development impacts leadership positively indicating that leaders are made. Through continuous learning, leaders are able to learn more skills and strategies for exercising leadership more effectively and efficiently (Aline & Ramkumar, 2018). This is why some leaders considered weak at first eventually turn out to be great leaders. Some talented people have proven to be lazy, and incompetent. This is attributed to lack of development.

Clearly, leaders are made. Leadership is not inherited. Even when one is born with certain leadership traits, they would have to develop them to become great leaders. Therefore, leaders are made through a continuous process of experience, self-study, learning, and training. Development outweighs innate ability when it comes to leadership. Over time, people listen, learn, and change behavior becoming better leaders.

  • Approaches to developing good leaders and managers

In today’s market, the ability to grow and change is increasingly important. This is considering the faster pace of change in the world market and the increasing complexity of work. Therefore organizations need leaders who are not only strong but also effective. It is difficult to get leaders who are born strong and effective. It is only through leadership development, that organizations can get such leaders. Various approaches are used in developing leaders in organizations. Trial and error approach, workshops, educating, coaching, peer learning are among approaches used in leadership development.

First, organizations use trial and error approach in developing leaders. Through supported trial and error development approach, leaders observe the behaviors of the experienced senior leaders. This occurs in a supportive culture that is guided by development objectives. Leaders learn what works in a certain context and what does not work (Fayed, 2017).  This approach is more effective in organizations that invest in a culture that supports development. Learning takes place by asking of questions, listening, and through experiments.

Second, organizations use workshops as an approach to develop leaders. During the workshops, expert facilitators take leaders through a leadership curriculum in an applied and highly interactive format (Fayed, 2017). The purpose of this approach is serving as a laboratory for introducing and experimenting with techniques. Enough time for provided for practicing skills, discussions, and planning on how to apply the skills on the job. Participants are given an opportunity to apply new techniques, discuss various viewpoints, and tap the group experience (Fayed, 2017). This is done through a participant-centered approach where participants share how they would apply learned skills. Second, participants share objectives of professional development. Lastly, experts facilitate the workshops.

Third, organizations use coaching to develop leaders. The purpose of this approach is equipping leaders with better skills to apply in an individual situation. With this approach, concepts are tailored based on the unique needs of the individual participant (Fayed, 2017). During coaching, participants discuss concepts and ask any questions. This creates a common understanding. Coaches also ensure that key concepts are discussed during individual sessions. It is during these sessions that concepts are reinforced fit a given situation.

Fourth, organizations use peer learning as a leadership development approach. This approach involves colleagues developing collaborative (Fayed, 2017) relationships. Then, they share the best experiences and practices among other common issues. From the shared experiences, participants are able to learn better ways of doing things in their organizations. Also, through peer learning, emerging leaders are able to address their weaknesses and fears.

The fifth approach used in leadership development is educating. This involves providing opportunities for leadership development training or funding further learning. In this approach, on-the-job training is considered best in developing leadership skills. However, a scholarly framework is also considered important (Fayed, 2017). This involves the use of various learning platforms with the purpose of developing leadership.

In conclusion, organizations use various approaches to developing leadership. These approaches include trial and error approach, workshops, educating, coaching, and peer learning. However, organizations may use more than one of these approaches instead of relying on just one approach. Through a blended approach, emerging leaders are able to learn in a better way making them even great leaders.


Aline, I. & Ramkumar, S. (2018). Leaders are not born, they are made. International Journal        of Applied Research, 4(5): 94-96.

Fayed, R. (2017). Common Leadership Development Approaches. Australian Graduate    School of Leadership, 1-10.

Northouse, P. (2004). Leadership: Theory and Practice, (3rd ed). London: Sage Publications           Ltd.

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