Please provide an Introduction and Conclusion so the reading below:
The strength of a leader lies in his ability to influence the people and get the work done. The opportunity for a leader lies in the understanding and utilizing the leadership qualities he has like vision, passion, and positive attitude, ability to influence, serving as a role model and ability to motivate others. It is the influence, vision and creativity shown by a leader which develops and supports innovation inside the organization. In the organizations where there is an establish culture of the leaders to promote innovation, they support the followers for being innovative.
They provide resources and moral support to the innovative employees and inspire others to be innovative by leading by example. The exemplar leaders inspire innovation inside the organizations by setting examples and by showing the followers, how to be innovative through their skills like vision, risk taking abilities and creativity.
Most of the organizations are poor at detecting people who are ambitious. But few effective leaders do detect individual capacity and capability. If an individual has a strong intellectual and problem solving skills along with good communication, then they are considered as the biggest strengths.
Such individual should be given an opportunity to bring forth leadership skills and should be involved as a part of the innovation efforts by the organization. If an individual is a learner and an innovator, then he is a person who is curious to discover new things, and exemplify the personality characteristics that embody learning. Such people will be able to help and support innovation in the organization.
The two leadership practices that support innovation in organizations are; leadership encouragement and organizational encouragement. Leadership encouragement is the main trait of the Innovative leaders is to show support and confidence in the work and value of the individual contributions.
They nurture and promote creative people. Leaders encourage innovation when they protect and participate in the innovation process by watching out for corporate systems and responses that quash innovation. Organizational encouragement is an innovative organizational culture will always have a shared vision for innovation. It demonstrates fair, constructive judgment of ideas, rewards and recognizes innovative work and will have different mechanisms for encouraging and developing an active flow of ideas.
Effective Communication in business environment is very important. It must be in a manner which is professional and consistent with the expectations of the members of business profession.
When we communicate, we want to be effective. Our communication will be effective and purposeful only if the persons who are listening to it will deem it to be important and listen to and they can deem it to be important once they will understand it. They can understand it only when we will be able to present it to them in a manner that is professional and is consistent with their expectations.
Various leadership theories are developed depending on whether the leader is born based on the personality traits, skills developed over time, how he/she motivates the followers, whether he/she puts the preferences of customers, followers before his own objectives and preferences etc.
The most effective leadership theory in global environments is a hybrid of various leadership theories like Contingency, transformational and transactional leadership theory.
Below are the reasons for the effectiveness of these leadership theories -
a) Contingency theory - This is a theory which states that the situation decides the style of leadership to be adapted. Also, the leader must concentrate set goals to the followers and help them achieve the goals. Adaptiveness to situations and motivating the employees are the most important things a leader should possess to succeed in the global competitive world.
b) Transformational theory - This theory suggests that a leader should have the capability to transform the working environment by motivating the employees and help them achieve the professional and personal goals.
c) Transactional theory - This theory considers rewards and punishments as the right way to achieve the required results. Performance evaluation of the workers/employees is done by leaders from time-to-time to understand how well an employee is contributing to the firm's success. Better performance is rewarded and under-performance is punished by employing certain performance metrics.
Innovations can make the existing tasks simpler and they can also lead us to much more easier and cheaper ways of doing our regular tasks. Innovators are passionate explorers like Elun Musk of Tesla who are always in pursuit of endless opportunities and takes rest only when they achieve the inevitable.
So, we should all whether we are leaders or followers we must all support innovations and more so organizations should understand that lasting and stable innovations are created through group activities where a group of people work in a concert so they should create work environment that fosters innovation and creativity.
Established leadership practices support innovation in organizations by creating an innovation culture in the organizations. They try to be at their energetic best during all their conversations with their employees. They take draw inferences and references from outside world on the innovative ways they do to different activities.
They bring employees together with a common purpose and guide them to explore new innovative ways of serving customers. They constantly make their employees understand that they are important for the organization and their inputs are vital so innovate and give your inputs. They support diversity in organization's population as diversity is very positive for innovation and creativity in any organization. and allows every individual to speak.
Exemplar leaders use a variety of skills and practices to create and support innovations in organizations. They will always be on the purpose. They will not deviate from the purpose and the purpose is why we are doing an activity. If we will continue to focus on the why part, we will always think about the better alternatives to it.
So, the key is their focus is not on the activity their focus is why they are doing that activity. This is because once the focus will shift t activity then the activity will become a status quo and nobody will question it. They will always question everything and always try to increase the number of questions as one extra question can make a people think and that is what we want the employees to do to think.
The exemplar leaders if they are clear in their minds they will dare to do experimentations and take risks. Sometimes innovations lead to complex and chaotic situations where although everything is on track but overall the situation looks complex and chaotic. On a constant basis, these leaders take time out for themselves and try to establish sanctity in any given situation of chaos. They are always authentic in the sense that they do not let their inhibitions to limit innovations.
Innovation culture can be both positive or negative, it becomes effective when allows the organization, achieve goals and value in a clever and efficient way, boosting the organization spirit, since any innovation is a challenge itself, also lets the individuals build confidence in their decisions, because most of an innovative culture comes from the base to the top of the hierarchy, so by acknowledging their workers, an organization can create a proactive cycle of growth. This means that the organization can adapt more easily to the new challenges to come.
For example: they can find many solutions to a problem, find a problem they didn't see before, because of the past process or structure, the workers are happier and tend to forge a bond with the organization, when they see their ideas are taken seriously, etc.
On the negative side, the unpredictable challenges can lead to a bad outcome of the innovative decisions, which can result in the breakdown of the organization, even if they do everything right, there are not assured that customers will like the change at first, making it hard to embrace the changes, if the first results are not as expected.