Disadvantages Of Transition In Leadership

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transition stage is over and your role changes. Choose a communication style that is not only comfortable to you but to others as well. As a leader your communication need to go both ways, listen to others people and be quiet and calm, allow people to finish their point. Listen to understand not to respond. Communicate in a way that make people realize for call for action. According to my understanding of leadership, coaching is an alternative word for leadership. It concerns with the basic problem; how to do rather than what to do. It’s about “we” than “me”. It concerns the feedback that you give and receive from you team. It concerns how to see challenges and how to deal with it. In fact it concern directly yours and your team talent. Here…show more content…
It’s about yourself, about what you want, what are your strengths and limitations? What is your commitment about your leadership? Nothing can stop the man with the right mental attitude from achieving his goal; nothing on earth can help the man with the wrong mental attitude. —Thomas Jefferson, U.S. president p. 257. A right attitude can guarantee success and it is especially true for leadership. Now, it depends on you, you have talent in your organization, you have resources, what do you want to achieve? You need to set goals for you and your organization and utilize your leadership skills and talent in your organization to achieve those goals. Ultimately what matters isn’t goal setting, it is goal getting. P. 282. You can turn those goals in to reality, it’s time to show your commitment and through…show more content…
Hence, clarifying the issue is serious and require greater attention and efforts at international level. It is also a time consuming process and we cannot make our organizations suffer talent gap, HR should be more focused in integrated talent management education and training. We need a prompt and sustainable solution to the talent management issue. According to my understanding of the GTM issue as a leader in transition, and particularly, after reading this wonderful book, ‘From Bud to Boss’ I would focus more on internal talent development management programs and strategies. As the talent management issue is mainly concern with organizations and organizations need to take the first step. Hence, it comes a leader’s responsibility how to attract, select, develop and retain talent. Organizations always come up with new strategies and plans about talent management. One prominent strategy could be developing internal talent pool that help identifying future leaders within the current work force. Identifying and developing talent are two main responsibilities of leadership management. Strategies that support internal talent identification and development is more beneficial in terms of cost, time saving, productivity and most importantly higher probability of retention when develop leaders for future. Many countries ( for example, Singapore) are involved in “home growing” and investing in their own citizens education and
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