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Role as a Leader in Creating and Sustaining a High-performance Organization

leadership2Leadership is an important factor in an organization’s success. Strong leadership is necessary to support an organization’s ongoing high performance ( Kakabadse, Kakabadse,  & Palgrave, 2009).  An organization cannot continue to run in an effective manner if there is not strong leadership. In order to ensure effective businesses progress, leaders should be in the frontline and employ strategic plans, which will help them to complete their roles and more importantly guide the workers in the right direction. Leadership is the fundamental key since it keeps the workers motivated and ensures businesses productivity. As an effective leader in the organization, I value my leadership ability and leadership qualities, which should form a strong bond which will unify the workers and management. As a leader, there are many roles which I am supposed to play in an organization, in order to ensure that the high-performance of my workers is sustained and the organization’s activities are running in an effective manner. Among many factors which are needed in the organization, as a leader I have to remain responsive and be in the position to sustain the workers’ performance which is necessary in meeting expectations (Sheard, Kakabadse, & Kakabadse, 2009).  My view toward high–performance is to create a productive team which is successful and productive in ensuring that every individual’s effort is directed by strategic goals.

In an organization, I will create a structure with a strategic focus which will attract and retain the best capable workers for the organization (Noe, Hollenbeck, Gerhart, & Wright,, 2011). Maintaining high- performance is my priority in the organization. As a leader I am also responsible for employee satisfaction. My role would be to facilitate productivity and success. The fundamental duty to value as a leader is to create and sustain a high-performance group. I value goal orientation as a key factor in achieving high-performance (Blazey, 2009). Setting SMART goals is key for worker’s achieving high-performance. As a manager, my goal setting will be useful to improve and maintain performance. I must ensure that each individual has a specific goal and sufficient ability to accomplish their mission. Each individual team member must accept the business targets of the organization.

In the organization, as a leader I may come across difficult situations in motivating workers. Using leadership skills, goal setting and strategic techniques to achieving the organization goals is the best approach I can use as a leader.  I have to set the goals, which will play a role in both external and internal aspects. I have to ensure that every team member is committed and has the adequate training to achieve their goals.  I have the responsibility to establish high-performance standards. Strategic goals will help me as a leader to plan and implement organizational performance standards, improving overall management practices.

In the organization Human Resources department (HR), there are important factors which I  must consider as a manager in retaining the high-performance employees.  HR plays a significant role and a support function in helping me to use strategic methods to maintain higher performance as well as in achieving the organization’s goals (Noe, Hollenbeck, Gerhart, & Wright, 2011).  I will work in conjunction with HR as to how my team members can best contribute to the organization’s success. As part of managing performance, I have the responsibility to evaluate the team members’ performance with respect to the goals that have been set and the specific job description. Performance management is a key factor in high-performance in the organization.  I will use this technique to make certain that team members’ activities meet organization needs.  In this role, I have the responsibility to direct the activities and job outcomes and their contribution to the organization.  In managing performance, compensations and benefits are the tools I will use to motivate and retain the high performing team members.  I must make wise decisions with regards to rewards, commissions, bonuses, retirement plans and insurance in order to engage, attract and retain the best workers.

I must ensure that rewards should recognize different levels of performance. To that end, I will establish a rewards plan that benefits both the employee and organization when the standard is met. As a leader I carry out the role of maintaining employee relationships.

A positive relationship with workers is a fundamental factor in encouraging employee development.  I must ensure that I deliver a powerful commitment by creating a culture where every organization member will understand how to meet the organization expectations.

The goal of my rewards plan is performance improvement and development selection. As I focus on monitoring performance, I am more effective with my own performance and competitiveness. Optimal management performance is the driving factor in my role as a leader.  Using my leadership skills, I will employ innovative methods, which move the organization forward to deliver better results as well as improved performance. Planning is a key factor in sustaining high-performance. Planning creates measurable goals at the same time informing the workers about the plan and the impact of their performance on the organization’s goals. On the same note, I have the responsibility to monitor my team members in terms of their progress through periodic assessment (Sheard et al, 2009).   By so doing, I obtain the opportunity to evaluate both positive and undesirable outcomes and find the best strategic method to solve the issues.  As a leader, I have the responsibility to monitor performance to determine if there are any developments that require adjustments in order for my team members to attain their goals. Therefore, as a leader I will ensure that there is availability of formal training, coaching and informal training in order to assist them in maintaining their high-performance. As a leader I must demonstrate my ability to work with a diverse workforce culture.

 In the framework of HR, as a manager I have the role to advise workers of their rights.  Focusing on the U.S. Constitution and Bill of Rights, I apply the ethical issues that are based on human rights in a moral universe (Noe et al, 2011).  I will ensure that they get the rights based on privacy and freedom and free consent. As a leader, I must make certain that the worker’s rights are not violated and there are equal opportunities within the organization. Focusing on human rights, I have the responsibility to manage diversity in order to ensure that there is no gender or culture discrimination within the work place.  Following the ideology that diversity leads to innovation and solves a wide range of problems, I ensure that members in the diverse groups share the different skills.

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