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MBA7062 Developing People For Leadership And Management

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MBA7062 Developing People For Leadership And Management

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Course Code: MBA7062
University: Grand Canyon University

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Country: United States


1. Develop a proposal for leader development model for an organization.
2. Analyze the nature, effectiveness, and context of learning and management development activities and policy.3. Compare and contrast key concepts of learning, development, education and training with regard to leadership and management performance.4. Critically evaluate theories and models of leadership and management learning and development.5. Demonstrate a critique of strategies on talent management and succession planning.

It is believed that the leaders are not born, they are made. To develop a leader in an organization it is essential to develop the leadership competencies and undertake the leadership development program (Todd J and Manuel, 2018).
In relation to the above The Tesco Company, which the third largest retailer company focuses on implementing a leadership development program with the main vision to become better and create value for the customers. The CEO of the company believes that the leader should have the competencies to command and lead the team in an efficient manner so that the performance of the organization does not get hamper and thus integrates all the actions in line to pre-determined objectives of the firm. The company uses a holistic model that focuses on developing the leadership competencies within the participants and involves training, coaching and monitoring the performance to guide and help them in becoming a skillful leader (Business Case Studies, 2018).
The discussion focuses on highlighting the factors that are required in the leader to skillfully perform the activities and the various methods involve in developing a leader development program. The Tesco Company focuses on providing the experience to the participants by involving workplace development assignments so as to provide the real experience to the employees and developing the skills to overcome all the challenges. The report describes the importance and the acceptance of culture in the development of a leader and the efficiency of the factors that help in developing a good leader (Ercetin, 2014).
The structure of the report comprises of the essential elements required for the development of successful leaders and includes the factors that help in achieving efficiency in the development of leadership programs. The purpose of the report is to develop the leadership program to help the Tesco Company in developing the leaders that are able to cope with the changing requirements of the customers (Todd J and Manuel, 2018).
Leadership Development 
The term leadership development refers to a process that requires both a variety of developmental experience and ability to learn from experiences. The leadership development program helps in developing the capacities within the individual and further helps the people to fulfill their social commitments with the organization in which they are working, however, it helps the individual to grow, develop and change. The effectiveness of the leadership and management activities helps the company in doing better and serves the vision of the company. It helps the Tesco Company to deliver higher customer value and build a long-term trustworthy relationship with the customers. The leadership and the management development focus on developing the people, working with them by utilizing the resources and the skills to facilitate change in the organization and achieve the desired result (Bolea and Atwater, 2016).
 The organization must consider various strategies of talent management and succession planning which includes the development of a high potential program to develop the leaders for the future. The company must use the talent pipe assessment to know the future requirements of the leader and ensures the recruitment of a quality leader, which would help Tesco to maintain its market share and achieve its goal. Tesco must focus on action learning of the participants by professional experts and assigning them the projects to provide the experience and develop skills in the participants. Tesco must use strategic talent review to check the quality and alignment of the talent and helps in judging that there are right people in the right roles. The company applies the trait theory of leadership and management which states the qualities that the leader must have and develop the combination of traits which includes integrity, honesty, good decision-making skills and effectively leads the team in a united direction. This theory states that certain qualities are innate and certain has to be developed to ensure proper functioning of the organization (Strategic talent solutions, 2018). 
A holistic model for leadership development 
To develop the leader in an organization the Tesco Company must apply the holistic model of leadership development, which focuses on developing the leadership competency in the participants and however motivates them in becoming an effective leader (Kodama, 2017).
The holistic model for leadership development is defined as a competency-based model, which states that learning is an on-going process. It is not a single event and focuses on developing the competency within the individuals. It provides the person with self-directed tools, which helps the individuals to be primarily responsible for the planning and implementation of the actions. According to the model, it is believed that self-learning helps the individual in developing their maximum capabilities and work for their commitments to the organization. This model states that individual learning is most important because the absence of individual learning will not lead to team learning. The model mainly focuses on the competencies because competency defines what the individuals are expected to do and it helps in the easy measurement of the performance. Through this model Tesco, the company will be able to serve its vision in a better way by developing competencies within the employees of the company to provide better services to the customers and upgrade their behavior towards other members of the company (Dhiman, 2017).
The model consists of various steps to develop the leadership competency and using the 360-feedback model for self-reflection of the performance and making the necessary deviations accordingly.  
Leadership Competencies
Competencies are considered the core of this model because it defines the skill and the expected behavior of the leader and all the other elements mentioned in the model are based upon the competencies. The competencies help in easy measurement of the performance of the leaders (Stephanie T, 2015).
Assessment and feedback
Assessment and feedback are used in this model because it increases the person’s level of self-awareness and self-insight. The assessment and feedback element leaves a positive impact on the person’s self-awareness as it helps to judge the person its behavior towards the other members of the organization (Chief Learning Officer, 2018).
Development plan
The element of assessment and feedback cannot be used alone therefore based on the assessment and the feedback element the leader is required to develop a personal development plan (JVBL, 2011).
Development Experiences or Actions
The leaders are encouraged to include various development experiences in their development plan based on the needs of the individual, which includes training, workshops, self-monitoring, coaching and job assignments (JVBL, 2011).
Leadership Capability
This last element of the model gives the reflection of the collective capabilities of all the leaders and helps the manager to monitor and review the performance of all the leaders with the help of the assessment and feedback element of the leaders (Stephanie T, 2015). 
The objective of the model
The basic objective of the model is to develop the change in the leaders and helps them in developing the skill and the competencies, which helps them in becoming a better leader. Through the element of assessment and feedback, the competencies of the leader are measured and further focuses on developing the self-awareness and self-reflect of the leaders. It encourages the leader to use the development experiences and acquire the skills to enhance the overall performance of the organization (Thomas and Stefan, 2016).
The purpose of this model is to develop the leader who is visionary, positive and motivates all the employees in the organization to work according to the requirements of the company. The main aim is to develop the competency skills and the changing behavior of the leader towards its customers and employees (Rothwell, 2015). 
Basic elements of leader development 
To develop as a leader the participants must ensure transparency in their actions because organization always prefer to work with the people who are loyal and committed towards their work (Thomas and Stefan, 2016).
Ethics are essential
The company must keep the ethics of the person as a main priority. It must ensure that the leader behaves ethically with all the other members of the organization as well to the customers. The leader must ensure that his actions are in accordance with the company requirements (Core Axis, 2018).
Integrity and Trustworthiness
The company must specify the expectations of the company about maintenance of integrity and trustworthiness in the action to help the participants in self-development of the core values that suit the organization and ensures integrity in the actions (Augusto and Mario, 2016).
Qualitative and quantitative feedback
The company must give the qualitative and the quantitative feedback to the employees as leaders so that they can realize their potential and further helps in realizing the flaws, which acts as a hurdle in their process of becoming a leader. This feedback element will help the employees in analyzing their position in the company (Thomas and Stefan, 2016).
Supporting learning environment
Tesco must ensure that there is proper availability of the suitable training programs too and the company provides the openness and the time to the employees to make the self-reflection of the problems and providing the support to alter the changes required in their performance (Core Axis, 2018).
Development in Tesco 
 Tesco has developed an online academy to make the employees aware about the training and development opportunities, it provides the authentic sources of learning to the employees to give them the experience, and facilitates in enhancement and development of the competency skills within the employees (Elegbe, 2016).
The company focuses on developing the skills and the competency and develop the personal character and values that the company expects in employees. The company adopts the 360-degree feedback model to provide the opportunity to the employees to make the self-reflection and improve the areas for the attainment of the objectives of the company in an efficient manner (Augusto and Mario, 2016). 
Required elements of the effective development program 
Support from the organization
When a company starts with leadership development program the support of the organization is essential for all the participants to guide all the action and helps in developing the competencies in the leaders, which will help them in facing all the challenges and become a better leader (Chief Learning Officer, 2018).
Rich experiences
The leadership program must consist of the central and the secondary leader who instructs the participants and motivates them by providing them with enriching experiences. The instructor must include the real experiences, which provides the deep insight to all the participants and motivates them to become a better leader (The Wright Place, 2015).
Opportunity to practice
The training program must include new methods for learning, and training the employees. It must provide the opportunities to the participants to practice it and developing the effective ways in motivating the employees (Wang, 2018).
Feedback and follow-up
The organization must have the element of feedback and follow up to measure the performance of the leader and judge the competencies in the leader to alter the deviations and guide them (Wang, 2018).
Awareness and assessment
The organization must involve various techniques to create awareness and motivate the people to participate in a leadership development programme and encourages them to become a leader. The company must lay down the short-term and the long-term goals which act as a milestone in assessing the performance of the leaders and further provides insight into the capabilities of the leaders (Oracle, 2012).
Fit with the organization
The instructor must provide effective training to the participants to make them suitable for the organization and maintaining the fit between the leader’s competencies and the requirements of the organization (Management Systems, 2018). 
Methods of leader development 
Self- Awareness
This method of leader development helps the participants in realizing their self-capacities and self-direction to the capabilities of the participants. It states that the person should self-realize of the capabilities and must focus on the development of the competencies, which enable them in becoming a better leader (Markus C and Steven L, 2017). 
The motive of this method is to give workplace development assignments to the participant’s s to provide them the experience of overcoming the challenges faced by the organization and further develops the skills of leadership in the participants. Such development assignments help in providing the real experience to the participants, which in turn leads to the development of leadership competencies (Forbes, 2016).
Developmental relationships: Coaching and mentoring
The organization uses the method of coaching either from the internal experts or hires the professional experts from outside to develop the required competencies among the participants and further guides them to be an effective leader. The experts under the organization monitor the performance of the participants and give the knowledge to handle the deviations in the required performance (Omics Online, 2015).
Feedback intensive programs
In this method, the company uses the 360-feedback method to gain the knowledge that whether the participants have learned the required competencies or any deviations required. In this incentive, the participants to judge their reaction towards a problem and their behaviors towards the other members fill the program questionnaire (Markus C and Steven L, 2017).
Outdoor challenges
Under this method, the company focuses on developing the skills so that the leaders are able to compete with the challenges of the external environment and develops the strategies that fit the changing requirements of the customers and overall increases the value of the customer. The company provides the opportunity to explore the trends in the outer world and develop the strategies in comparison to competitive firms (Forbes, 2016). 
Development and culture 
Organization culture is the values and the beliefs of the people within an organization. It is an assumption, values and the normality of behavior within the culture. In the Tesco UK, there are thousands of employees who have diversified culture and the beliefs and values. The leader development program must focus that all the cultures are respected and the values and beliefs of all the employees are considered. This helps to satisfy the employees and motivates them to adapt to the changing environment and the cultural changes in the environment. It focuses to develop the skills in the future leaders so that they are able to cope up with the changing trends and the requirements of the customers and deliver higher value to the customers (Stephen et al, 2016).
The Tesco company aims to develop the leaders who are to able to foresight the future challenges and take the remedial actions in such a way that it does not harm the growth of the company and enable the company to maintain its long-term trustworthy relationship with its customers (Forbes, 2017).    
The effectiveness of development factors 
To effectively develop the leadership program there are certain organizational and personal factors which help in developing efficiency among the workforce and thus leads to effective development of leadership program.
Organizational Factors
For effective implementation of leader development program the organization must invest in the proper training of the employees to develop them as effective leaders. The instructor must be well equipped with all the required skills and the competencies to train the leaders and develop the competencies that help the company to fulfill its vision and maintain its competitive edge over the market (Training, 2018).
The instructor must provide the opportunity to the leaders to practically learn from the workplace development assignments and able to overcome the changing requirements and trends in the external environment. The organization must provide the milestones and the expectations of the company so that the leaders know in advance, what the expectations of the firm are (Katherine et al, 2016).
Personal Factors
The effectiveness of the leadership programs majorly depends upon the personal competencies of the employees who aspire to become a leader. The person must have the competency to lead the team in an effective manner. The person must ensure transparency in its action and must conduct all the activities with all the integrity and empathy. The leader must work in line to the visions of the company must set the priority to serve the customers in an ethical manner. The person must develop the trustworthiness and must focus to develop good interpersonal relationships with the other members and effectively able to communicate with the team members to maintain their interest in the firm (UNLV, 2011).
However, by applying such organizational and personal factors the Tesco Company can achieve its vision and maintain its competitive edge over the other competitors.
From the above discussion, it is concluded that the effectiveness of the organizational performance depends upon the leader leading the company. It is observed that Tesco Company consists of a large number of employees that are able to meet the requirements of the customer and are able to gain customer value. To improve its efficiency and fulfillment of the vision of company Tesco aims to develop an effective leadership development model to build the competency among the employees, which enable them to skillfully handle the fluctuations in the requirements of the customer and focuses on enhancing the customer experience.
To develop an effective leadership development model the report provides the essential requirements, which should be there to lead the team efficiently and integrate the efforts of all the members in a united direction. It describes the strategies which the company should adopt for effective talent management and the succession planning. The report comprises of the holistic model of leadership development, which consists of various elements and aims to develop the leadership competency among the participants. It provides them the opportunity to develop experience by providing them with work assignments and also implements the 360-degree feedback method for self-reflection of the performance of the participants and makes the necessary deviations required to become an effective leader.
By applying the leadership development model the Tesco Company can achieve its vision effectively and will be able to develop good positive leaders in the organization who works with all the dedication, integrity and empathy. They will be able to satisfy the customers and maintain its competitive edge over the others. The report also emphasizes that the company must apply the trait theory of leadership and management to develop the combination of traits in the participants and further motivates them to fulfill all the requirements of the company in an ethical manner. 
Augusto, A. and Mario, F. (2016) How people in organizations make sense of responsible leadership practices. Leadership & Organization Development Journal, 37(1), pp.126–152.
Bolea, Al., and Atwater, L. (2016) Leadership development. London: Routledge
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