Leadership
When it comes to leadership, Allan Fisher is indeed a fascinating case study. He has the ability to manage innovation at Western Medical Enterprises and lead the project aimed at addressing diversity and improving the satisfaction with the provided services of the Haitian community. He frequently swaps places with Mike Carner, the innovation director at the organization. A transformative leader’s style of leadership is one that he possesses. Many other people were inspired by the work of Allan Fisher, and they gained motivation to venture into their fields. Thus, the proposed candidate can be an effective leader for a diversity-based project implemented in Western Medical Enterprise as hiring and training practices. As a result, members of the community will feel understood and appreciated for their background, which will encourage them to relate to the medical professionals and support the organization.
Allan Fisher saw transformational leadership as an effective tactic. While his qualifications allowed him to switch to other leadership styles on occasion, his career at Western Medical Enterprises was controlled by this transformational leadership. Support is given on an individual rather than a team level, and encouragement is personalized and inspirational with clear communication first from the manager to foster a particular route toward an end result (Amah, 2018). Fisher inspires a sense of shared vision by being a communicative manager who is able to clearly share the vision of the organization. According to researchers, the approach facilitates team members to understand and ultimately accept the implementation (Seijts & Gandz, 2018). Moreover, he enables others to act, face challenges, and take opportunities by setting an example of personal and professional success. Transformational leaders such as Allan guide through examples, which subsequently motivates them to be a part of the organizational change and get actively involved in it (Yue et al., 2019). Researchers, however, mention transformational leadership as occasionally difficult to implement due to certain psychological changes in employees with such mentors (Chen et al., 2018). Following an effective leader through motivation may be a difficult task, yet if the style is implemented correctly, as in Fisher’s case, the model facilitates positive change.
Allan Fisher is a leader who is laser-focused on the task at hand. In addition, Allan Fisher takes a long-term view through effective goal-setting. He has a long-term perspective in mind and achieves success in bits rather than rushing to attain it through exhaustive means. Allan Fisher’s knowledge is one of the pillars of his leadership techniques. His desire to learn about innovation, technology, and management and expand his knowledge of the healthcare sector has helped him lead Western Medical Enterprises to unprecedented success. One of the best qualities to have in a leader is a deep understanding of a subject or issue; this offers a cutting-edge advantage when it comes to product design. Having a competent and experienced team leader is essential to ensuring that projects are completed on time and on budget.
Allan Fisher is a leader who cares deeply about the work he performs and is dedicated to it. Fisher pushed himself and his employees beyond their comfort zone by encouraging them to be creative. His leadership style empowers employees since it encourages them to think outside the box and come up with new ideas. As charismatic as he is, many companies followed Fisher for they believed he could assist them in becoming better leaders (Hartono & Maksum, 2020). Thus, such a leader would encourage team members to engage in diversity-related training and practices, which can ultimately encourage the community to trust the healthcare providers more. In spite of the fact that there is intense pressure for high-quality products and a substantial financial investment, Fisher has attracted a lot of customers with his dedication and appreciation for his work.
A trait that is similar to my personal approach to leadership and Fisher’s is the aim to inspire rather than apply an autocratic model. Autocratic leaders are often observed to correlate with low motivation in regards to the employees operating under the aforementioned framework (Caillier, 2020). Thus, a similar trait is having an approachable image to ensure employees trust and believe in the ideas communicated by the individual in question. Another similarity is valuing open communication as one of the cultural aspects of a company. Researchers mention that efficient communication is linked to organizational trust (Caillier, 2020). As a result, the characteristic is efficient in improving job satisfaction, employee morale, and resilience to change.
Collaboration and Motivation
Effective leadership can address multiple challenges correlating with the implementation of a new organizational goal, which in this case correlates with diversity challenges. My role is to communicate the objectives of the initiatives and their benefits, facilitate resilience among team members, and create an environment in which every individual is motivated to participate in the change. A mix of transformational, collaborative, and servant leadership styles can be applied for effective implementation.
As a collaborative leader, I can encourage the team to work together towards a more divorce workplace. This is possible since the framework implies shared responsibilities (Broadhurst et al., 2021). The transformational model, as mentioned prior, implies motivation for change and resilience to the new implementation. However, it may intimidate employees in terms of following the example of a leader who may have different values and objectives compared to theirs, which is a weakness. Furthermore, by applying the servant leadership model, I can contribute to organizational change while addressing certain challenges employees may meet with the new guidelines (Eva et al., 2019). The weakness of this approach is the lack of focus on organizational goals. However, a mixed framework consisting of the three leadership models can minimize the risks. Thus, diversity will become a crucial goal while team members will be motivated to change and satisfied with the way the leader approaches their vision of the situation.
Every workplace, regardless of industry, relies on effective means of exchanging information among members of the team. Technology has made it possible for me to communicate with my team members in the most efficient and convenient ways imaginable. According to researchers, the model ensures effective sharing of ideas and efficient connections between leaders and employees (Harrison, 2017). My staff and teams’ reactivity can be improved and streamlined as a result of this technology. In the long run, this can lead to the establishment of a stronger organizational culture. Since the aim is to improve the aspect of diversity in the organization, it is essential to have platforms in which certain concepts within the framework can be discussed (Harrison, 2017). The leader has to facilitate resilience through the provision of information on the concept of diversity as well as the benefits that follow after the intervention is practically applied.
The team’s communication would be streamlined if I implemented new technologies. Electronic mail and instant messaging apps have made it possible for anyone, anywhere in the world, to quickly and easily receive communications in the digital era (Amah, 2018). As long as one has an internet connection, it is possible to communicate with the teams in real-time via chat, audio, or video calls.
I would also increase the efficiency of my team by delegating tasks. Like any other talent, delegating responsibilities can be learned and improved upon over time. Delegation has a variety of benefits for both leaders and their subordinates. In addition to helping bosses better manage their time and increase output, this tool also aids employees in identifying and improving both their strengths and deficiencies. Moreover, it aligns with the transformational leadership style (Olajide & Okunbanjo, 2022). When done effectively, delegation may be a tool for both professional development and spotting high-level performers.
Delegation is efficient, but it is not always easy to do so effectively. To maximize team productivity and efficiency, effective delegation uses the team’s present talents while allowing them to learn new skills as part of the process. It would help me become a better manager and motivate my colleagues and coworkers to do better work. Delegation can be successfully applied by giving committee members tasks on how to approach diversity. For example, certain members can be responsible for implementing diversity as an objective during hiring procedures. Thus, individuals who are experienced in working with certain communities may be better candidates since they have knowledge and skills when it comes to serving individuals with various backgrounds.
On the other hand, accountability and decision-making are two practices that facilitate collaboration for team effectiveness. Accountability allows the team to have a direction such that each member knows what is expected from them and the amount of work they should do. In terms of addressing diversity issues, accountability can be measured by evaluating community members on their experiences after the implementation of the change. Similarly, decision-making brings the team members together through the unity achieved when the individual members are united through the decisions made by the manager (Hartono & Maksum, 2020). When decision-making is made to be an integral part of the team’s unity, collaboration increases, and the effectiveness of the team is boosted. In this case, the decision to address diversity and improve the satisfaction of minority representatives with their experiences can be discussed through certain measures that are to be taken. Meetings with employees, brainstorming ideas, and similar activities aimed to address the lack of cultural consideration provides team members with the opportunity to participate.
Sharing ideas is also beneficial because it saves money and effort. This happens when team members are allowed to give suggestions and contributions toward solving various issues at the workplace. Employees who actively participate in ideas sharing are more productive over time because they feel that they are engaged in decision-making (Hartono & Maksum, 2020). When staff members share ideas, they help seal the loopholes in the leadership of the company. In the case of improving the diversity aspect of the organization, ideas are to illustrate the vision of employees on hiring techniques and ways to educate team members on the benefits of diversity.
Increasing the incentives is another way through which the effectiveness of the team could be improved. The incentives include increasing the salaries and also recognizing the teams for exceptional performance, as this boosts their morale and confidence (Hartono & Maksum, 2020). More so, they become loyal to the organization and to the particular change that is to be implemented. As a result, the objective of improving diversity will be met with satisfaction and readiness to change.
References
Amah, O. E. (2018). Leadership styles and relational energy: Do all leadership styles generate and transmit equal relational energy? South African Journal of Business Management, 49(1), 40-43.
Broadhurst, K., Ferreira, J., & Berkeley, N. (2021). Collaborative leadership and place-based development. Local Economy: The Journal of the Local Economy Policy Unit, 36(2), 149–163.
Caillier, J. G. (2020). Testing the influence of autocratic leadership, Democratic leadership, and public service motivation on citizen ratings of an agency head’s performance. Public Performance & Management Review, 43(4), 918–941.
Chen, Y., Ning, R., Yang, T., Feng, S., & Yang, C. (2018). Is transformational leadership always good for employee task performance? examining curvilinear and moderated relationships. Frontiers of Business Research in China, 12(1).
Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(1), 111–132.
Harrison, A. E. (2017). Exploring millennial leadership development: An evidence assessment of information communication technology and reverse mentoring competencies. Case Studies in Business and Management, 4(1), 25.
Hartono, B., & Maksum, I. (2020). The importance of changing management styles in the digital age. Journal of Industrial Engineering & Management Research, 1(3), 148-154. Web.
Olajide, O. T., & Okunbanjo, O. I. (2022). Transformational leadership style and employee innovative behaviour in Nigerian banking industry. Journal of Resources Development and Management.
Seijts, G. H., & Gandz, J. (2018). Transformational change and leader character. Business Horizons, 61(2), 239–249.
Yue, C. A., Men, L. R., & Ferguson, M. A. (2019). Bridging transformational leadership, Transparent Communication, and employee openness to change: The mediating role of trust. Public Relations Review, 45(3), 101779.
