Leading for Changes and Team Performance

Question: Discuss about the Leading for Changes and Team Performance. Answer: Introduction Leadership is the trait in leaders that provides them with the ability to motivate, inspire and encourage other people in doing something they want to be done. A leader is considered someone who has the ability to influence a wide range of individuals for achieving a common goal or attaining a desired direction. Leaders must have the ability to do all these with the help of action, example and authority. Bass Handbook of Leadership states that there are the same numbers of leadership definitions as the number of people who have tried to define the leadership concept (Bass and Stodgill 1990). The definitions of leadership have altered from period to period, with Rost (1993) describing it as a sort of influence relationship existing between leaders and followers that has an intention of bringing real changes that mirrors their mutual intentions. The effectiveness of a leader depends on the determinants of his or her personalities, qualities, characteristics, in addition to the characteristics of the subordinates and other situational factors. As Drucker says that management is about making everything right, but leadership is doing the correct things (1995). Lundy (1990) best explains this by saying that only managers have subordinates, leaders have followers. One such effective leader is Howard Schultz. He is considered one of the worlds greatest leaders and is rated so by anemployee rated executive surveys. His whole leadership style revolves around the motivation and inspiration of his followers. He believes in an interactional relationship with his employees and this approach of his has driven him towards being an epitome of successful leadership (Starbucks Leadership Team 2014). Leadership Approaches Effectiveness, Developments and Style Starbucks would definitely be one of the top companies on the list when it comes to being counted in the most successful businesses in the world, and on its helm is its chairperson and CEO Howard Schultz. The company is known all over the world for their vast chain of coffee stores. Its success is hugely admired and even envied by competitors from all over the world. The secret to this multi-million organizations success can be largely attributed to the leadership styles adopted by them, with Schultz in command(Rampton 2014). In an organization, leadership is one of the most important elements and several theories have been shaped on the same, making leadership a multifaceted subject to deal with. All the theories can be categorized into four approaches as follows: (a) trait approach, (b) behavioral approach, (c) contingency approach, and (d) contemporary approach.This section would investigate the different leadership approaches and styles and relate them to the observed methods of Aristhotel Castro, a store manager of Starbucks Singapore and how similar his methods are with Howard Schultz in Starbucks, and what he has to say about his leadership style. Based on the observations and findings, analysis would be done to help improve leadership practice. Trait Approach The Trait approach or theory is the modification of the Great Man Theory and argues that any kind of leadership attributes or traits are acquirable and there is no need of them to be always inborn. This leadership approach states that leaders possess certain unique identifiable qualities or characteristicsand they possess so to some extent. Other than the leadership qualities being inborn, they can also be acquired with the help of training and practice (Walter and Scheibe 2013). These special qualities are: Intelligence Intelligence is a trait that every good leader must possess so that they can understand the context and content ofthe position they are in and what their functions are for grasping the dynamics of environmental variables that can influence their activities in having a good standpointabout the present and future magnitude of their organization (Daft 2014). Personality Certain innate personality qualities point out the good leaders from the bad ones. These qualities include enthusiastic steadiness and development, self-assurance, definitiveness, solid drive, idealism, extrovertness, accomplishment introduction, intentionality, discipline, aptitude in coexisting with others, trustworthiness in character and an inclination to be agreeable. These assist leaders in organizing and coordinating human efforts, guiding and motivating people in taking good decisions in task situations and helping them inachieving concrete results and goals (Daft 2014). Other Qualities After intelligence and personality traits, good leaders also hold couple of key qualities such as liberality, logical soul, social affectability, capacity to impart, objectivity, a standing enthusiasm for individuals, practicality and a feeling of authenticity. Howard Schultz does to be sure satisfy the different prerequisites and traits in turning into a viable leader. In particular, it is found that he has surprising abilities and leadership attributes in the accompanying ranges: (an) identity, (b) self-idea, (c) coersion, (d) honesty, (e) leadership inspiration, (f) information of the trade, (g) psychological and pragmatic insight, and (h) enthusiastic knowledge (Northouse 2016). Castro religiously follows his lead and tries to incorporate his traits and ideals in his ways of working. Behavioral Approach After investigating extensively on the behavioral traits that assist a leader in being effective, researchers have found that those behaviors can be categorized in two parts. In the first section, the effective leader can be people-oriented and demonstrate mutual confidence and admiration for the workers, along with indicating valid distress for the workers and their needs. The second category of leaders follows the task-oriented leadership style. These kind of leaders often demonstrate the propensity to plainly characterize and structure work responsibilities, relegating the workers to particular errands, guaranteeing the workforce are taking after organization standards and approaches, and push the workers to achieve beyond their high execution abilities. Both the leadership styles are extremely useful and effective, with no convincing conclusion that which one is the better option (Dinhet al. 2014). Howard Schultz has a solid propensity in receiving and honing the people-oriented leadership style, which has inspired Castro for long. Schultz is amazingly minding and takes awesome and certifiable care on the representative's prosperity and advantages. He is resolved to fabricate a firm that would give thorough health advantages and investment opportunities for all representatives. By taking extraordinary care of the people, he thus guarantees that the clients of the organization are being taken care off. Just like Schultz, Castro profoundly has faith in the possibility that the most ideal approach to convey the best client experience is to convey the best representative experience. Starbucks is reliably positioned as one of the best work environment. Therefore, Schultz has effectively fabricated an organization with soul, high on trust and inspiration (Coulson 2016). Contingency Approach Under the contingency approach of leadership, effective leadership styles are considered the one that happens according to the situation. In this approach, it is understood that efficient leaders must be both perceptive and flexible so that they can attempt to adjust their behaviors in accordance with the circumstances (Miner 2015). In this approach, the path-goal leadership style is the most exceptional theory in current times. It has the capacity to elaborate more on the context of effective leadership than other theories in this approach. In the purview of this theory, effective leaders guarantee that the performing employees would be rewarded appropriately in comparison to those who do not perform so well. In addition, effective leaders also help the employees with information, support and additional resources (Polston-Murdoch 2013). The path-goal leadership model categorizes four types of leadership styles, as discussed below: Directive leadership style In this style, the leader would regularly clear up disputes that are ready to give a mental construction of subordinates. The concerns that generally require to be cleared up contain: execution objectives, the strategies to accomplish the objectives, the execution examination and estimation benchmarks, the significant prizes and corrective activities and the normal practices from the subordinates (Polston-Murdoch 2013). Supportive leadership style In the supportive leadership style, the leader gives mental backing to subordinates by being benevolent, congenial, making the work more wonderful, approaching the representatives with deference, demonstrating appropriate worries on the representatives input, needs, requests, and sentiments, and taking legitimate care on the representatives' prosperity (Polston-Murdoch 2013). Participative leadership style The participative leader would regularly draw in the workforce in the decision-making procedure. The leader would regularly counsel with the workers, requesting their input, and taking the different thoughts and recommendations into thought prior to settling on any vital choice for the association (Polston-Murdoch 2013). Achievement-oriented leadership style This kind of a leader would frequently urge the workers to play out their best to arrive at their best execution in the work environment. The leader would commonly set testing objectives, and anticipating that the workers should perform at their largest amount of endeavors, and to participate in constant change to upgrade their capacities, execution and results in work environment (Polston-Murdoch 2013). Howard Schultz show a mix of supportive and participative leadership style. It is not difficult to comprehend the way that he is showing a supportive leadership style; in that capacity a leadership style is amazingly like the people-oriented leadership style as talked about previously. In any case, it is likewise genuine that Howard Schultz is additionally effectively utilizing a participative leadership style, since he would frequently take note mindfully to the workers' criticism and recommendations afore settling on any choice in the association (Coulson 2016). Castro has been hugely inspired by Schultzs style of leadership and has attempted to incorporate the same in his leadership style at his store. Contemporary Approach The contemporary leadership models vie that practical leaders are the people who have the scholarly and behavioral capacity to see and react to paradox, contradiction, and multifaceted nature in their environment (Nahavandi 2016). Most essential contemporary leadership models consolidate charismatic, transformational and transactional leadership. Transactional leadership style relies on upon an exchange of organization for various sorts of prizes that the leader controls, in any occasion mostly (Dumdum, Lowe and Avolio 2013). Transactional leaders should have the ability to recognize the prizes that would convince their fans in solicitations to achieve their goals. Strikingly, transformational leadership is portrayed as the total action that changing leadership makes empowers the people who appreciate the procedure (Avolio and Yammarino 2013). Transformational leaders are talented to ascend with a basic change. It empowers the redefinition of a people's focal objective and vision, a reviving of their obligations, and the revamping of their structures for target accomplishment (Braun et al. 2013). Charismatic leaders have supernatural controls over their supporters. (Balmas and Sheafer 2014) described charismatic leaders as the leaders who, by the constrain of their own abilities, are prepared for having noteworthy and exceptional results for disciples. The disciples of charismatic leaders are reliable and put stock in the charismatic leader's qualities, practices and vision (Kriger and Zhovtobryukh 2016). Charismatic leaders use their own one of a kind vitality instead of position vitality to impact supporters with a specific end goal to accomplish their objectives. The interview Three associates started Starbucks in mid-70s, they exhibited the beans coffee, and it is rigging to the market. Howard Schultz was a far-sighted individual and he aligned with the association as a trough in Starbucks. He had a dream for the association and setting up a consideration of to-savor coffee a mug from Italy and introduced it in the Starbucks (Gallo 2013). In one of the meeting with Howard Schultz, he unequivocally specified that he put stock in enlisting superb work force who will labor for fantastic outcomes, and after that the organization will contribute by being conferred being developed of these people. Castro believes in his belief and has tried to uphold that. In particular, he plans to distinguish, develop, prepare, remunerate and advance those extraordinary people who are resolved to advance the organization in his location (George 2015). To deal with the employees' prosperity, the organization had additionally presented the employee stock purchase plan. In the p urview of such a plan, the employees could add up to 10% of their basic income to quarterly acquisitions of the organization's regular stock at an 85% rebate to the market value (Lobowitz 2016). By developing a minding work place, not just the organization has been taking home the Fortune's 100 Best Place to Work grant, additionally has been successful in reducing the employees turnover rate in the association. Howard Schultz's leadership style depends on a feeling of certifiable minding, being thoughtful, and being valid in handling and dealing with the employees. Castro has tried to maintain a good relationship with his store associates and has paid special attention to their needs. Appropriately, he said that in the event that he hangs his cap on one thing that creates Starbucks as emerging above different organizations, it would be the presentation of bean stock. Castro said he wanted to transform each worker of Starbucks into an accomplice. His objective was to connect sharehol der esteem with long haul rewards for his associates in the store. He needed them to have an opportunity to partake in the advantages of development, and to clarify the association between their commitments and the developing estimation of the organization. Furthermore, Castro is additionally a major fan in permitting the employees to take an interest and include in the basic leadership procedure of the association. Castros one main motto of leading his store associates arises from one quotes of Schultz: I think its very difficult to lead today when people are not really truly participating in the decision. You wont be able to attract and retain great people if they dont feel like they are part of the authorship of the strategy and the authorship of the really critical issues. If you dont give people an opportunity to really be engaged, they wont stay (Entrepreneur.com 2006).When Castro was asked in an interview that instead of talking about coffee, why is he only mentioning inspira tional leadership, employee engagement, and customer service he replied that coffee is the product he puts up for sale, but that is not the business he is into he is in a people business. He believes enthusiasm is everything. A leader cannot motivate without it and when he is encompassed by people who share an energetic responsibility around a typical reason, anything is conceivable (Gallo 2016). Reflection Castro's style mirrors Schultzs and pivots around enthusiasm and encouragement of his supporters. He allows backings and searches for info and appeal from his staff, making singular calls and messages to fulfill it. Business endeavor and fortifying, superiority and organization portray estimations of leadership (Grant 2016). Just like Schultz, Castro gave more vitality to employees in essential leadership and besides versatility to pick their own specific working hours. Basically Castro's benchmarks, goals and approach to manage employees is the principle driving force to productive leadership. Starbucks leadership gathering is among the best with respect to overall market. Castro hunts down employees for his store who are agreeable individual and have vitality to work for Starbucks. Schultz managed employees and moved toward them with regard. Schultz has made a stand-out culture in Starbucks in which business endeavor and reinforcing, quality and organization describe estimations of leadership that has inspired Castro. Castro provided more vitality to staff in essential leadership and besides elasticity to pick their own specific working hours. He regarded the contribution from the staff in Starbucks in this manner it shows that he has followed Schultzs law based style of leadership in Starbucks (Lephart and Kleiner 2015). Both Castro and Howard Schultz have a lot to teach about leadership. Howard Schultz unmistakably trusts that the attention on people is the essential purpose behind the achievement of Starbucks. Castro is extremely centered on creating and keeping up a solid organization culture and enhancing collaboration. Organization culture, cooperation and people are imperative for each organization. Schultz says that the organization will advance and survive long after him, since it's worked for that (Leavy 2016). Notwithstanding a corporate culture at present incapacitated by dread, Castro brought his intrinsic hopefulness and novel feeling of social reason which he has splendidly utilized as a marketing device to his group of onlookers. Castro got a handle on much sooner than a large portion of us that purchaser now looks for importance in the way they invest their energy and their cash. In the event that he is correct, and we have entered a changeless, new time of cheapness, then his message must be about those qualities instead of item esteem. Schultz himself would state diligence is a major a portion of his prosperity and Castro believes the same. Steadiness amidst instability is hard. We are living in limbo. That is an awkward unfaltering state. It takes a tremendous measure of vitality to reliably encourage our own confidence in our vision when few others do. Tirelessness is only a favor word for core interest. A standout amongst the most crippling things in seeking after whatever achievement we look for is the point at which we see people succeed while we feel like our endeavors are receiving no benefits(Denning 2016). What I have learned from both Howard Schultz and Castro is that I must burrow profoundly to recognize what I am really energetic about and pass on that message to employees, clients, and partners. When I am enthusiastic, I appear to be energized, lively, and energetic the majority of the qualities people get a kick out of the chance to find in others. What's more, if people like me, will probably work with me or to back my vision. I discovered that I should rouse my associates, speculators, or employees by illustrating a world improved by my administration, item, organization, or cause. To get the most out of people, a leader needs to take advantage of their feelings and in addition their psyches. People can identify with stories. They can see themselves in other people's stories. The capacity to utilize stories to inspire people to get tied up with one's vision with their souls is an intense leadership ability. Conclusion It is not tough to watch that the leadership style sharpened by Howard Schultz put epic noteworthiness on the public where once a leader takes remarkable heed of the workers, the workers would take extraordinary care of the clients consequently. Actually, it is through such a technique, to the point that the organization can accomplish competitive advantage in the commercial center. It is sensible to trust that such a leadership style can improve employees' inspiration and fulfillment, as the workers would frequently feel protected and mentally deferential and would go for the additional mile in assisting the organization to accomplish better execution. At the point when a man is taken incredible care of, it is probable that they would reimburse the benevolence by functioning firmer, having a more joyful functioning lifestyle and turn out to be more dedicated to the culmination of the errands relegated to them. 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