Leadership and Management Development

Karthik Sheelam

Table of Contents

Executive Summary:......................................................................................................... 3

Introduction:....................................................................................................................... 3

Analyzing the role of CEO:..............................................................................................4Skills:............................................................................................................................................... 4Knowledge:................................................................................................................................... 5Attributes:..................................................................................................................................... 6Other Requirements:................................................................................................................. 7

Recommendations for CEO position in Org EF.........................................................8Mental traits................................................................................................................................. 8Personality traits........................................................................................................................ 8Leadership.................................................................................................................................... 8

Candidate Recommendation for CEO Role:...............................................................9

Development plan for the future over next five years:......................................11KSA’s evolution of Lena:.........................................................................................................13

Conclusion......................................................................................................................... 14

Referencing :..................................................................................................................... 16

2

Executive Summary:This Report intends to identify a few main key attributes that should be there in a person

who has to be called as a Leader. We would identify and describe the role of the CEO for Org

EF. We would look at the three shortlisted candidates and see who would be the

appropriate leader according to the current situation of the company. Initially we would

recognize what are the skills attributes and knowledge need for a person to be a leader for

Org EF later we would try to identify these skills in anyone of the 3 candidates and choose

them as the next CEO.

Looking at the situation of the organization we can say that we will require an authentic

leader who has a strong vision and who leads his followers towards them. Once we find a

suitable candidate we would try recommending the most appropriate and suitable training

and development plan as no one can fit exactly into the current situation so to make him or

her perfect for the CEO position we would train them to improve their leadership skills to

become the perfect leader for Org EF.

Introduction:OrgEF is a family owned engineering company in county Kilkenny, in Ireland’s midland

established in 1960 by Doyle family. This company initially engaged with ancillary equipment

in agriculture-based business and maintained tractor during 1960’s and thereafter moved

into other business, which is manufacturing hydraulic pipeline started in 2000. And by the

time of 2005 it was found its market in different countries (in EU and North American

countries) and increased 70% of its revenue of €150 million with employed 200. Due to lack

of marketing skills and poor management it had to face lots trouble to make profits and it

was continually failed to achieve the effective performance hence, there was many

disturbances from Banks who offered loans and other its investors.

Now company is seeking to reconstruct its business process to get efficient performance and

drive towards success. As part of this study we have to identify the flaws within the

organization, managerial and leadership requirements for the CEO position and evaluating

the candidates for the CEO (chief executive officer) role. Significantly, implementing the new

structure, strategy for long-term success, developing marketing skills and analyzing the

international market.

The following report would talks about required technical knowledge, skills and attributes to

candidates for the role of CEO. And evaluates applied candidates who applied for this

3

position and also suggests and best-fit candidate for CEO position. Finally it develops the

plans for the next five years to CEO.

Analyzing the role of CEO:It is very important aspect for OrgEF to select the right candidate who has utmost potential

for the role of CEO. To identify the best possible candidate it is necessary for this

organization to follow the guidelines and process by well drafted structure of the role of

CEO. The person having the role of CEO should have the following responsibilities and

duties. (Drucker 1974)

Defining the mission and vision of the business. Setting of objectives, developing strategies and plan and making today’s decisions

for tomorrow results. Standard setting, example setting for the various organizational functions. Maintaining and building the human organization. Establishing good relationship between customers and major suppliers. Standing alongside with the during the major crises time. Managing each and every contract and meeting the financial targets. Quick decision maker and can manage the risk according to the needs of the

organization.

Recruiting and training staff; and marketing the services to the customer as per the

need of the organisation.

Taking part in every shareholders and annual general meeting of the company. Be quick and reactive to make various decisions using several techniques. Encourage the lower-level employees to manage the operations of business on their

own. All of their work should be characterized by quality assurance system, policies and procedures that produce minimal interdependence needed to serve customers.

Skills:According to Katz model we can see that there are 3 skills, which have to be present in a

person working in an organization. These three skills vary accordingly to the position of the

people in the organization. The main skills required for a CEO would be Human Skills and

Conceptual skills. The three skills mentioned by Katz are Technical skills, Human Skills and

Conceptual Skills.

4

a) Leadership Skills – A CEO should have such a quality by which he can lead from the

front to his subordinates and staff in completing their task and enhancing their

performance. He should have to be an excellent communicator with nice sense of

humour and confidence by which he can maintain the level of hierarchy as per the

desired goals of the organisation. He should know the ideas about how to build

relationship skills and how to take various approaches of decision for the benefit of

organisation. A CEO should be caring, persistent, motivational, innovative and

ethical in their approach towards their organisation. Recruiting, training and guiding

employee in a better direction also comes in managerial function of CEO.

b) Managerial Skills – Defining and delegating the level of authority, accountability and

responsibility as per the suitability and calibre of candidate according to the needs

of the organisation. Controlling, organising, staffing and planning, are the main

functions of CEO in any particular organisation. Setting of objectives and making

strategy to achieve that objective are also key function of CEO.

c) Technical Skills – As technology is changing day by day it is one of the most

important parts for CEO to keep updated with the pace of technology in order to get

the edge over competitors and to tackles with the challenges and threats of modern

business. Nowadays, technology used to play a critical role in achieving the target

of the organisation so it is necessary for CEO to have better technical skills and

knowledge.

5

Knowledge:

According the case study this company is expecting several qualities for new CEO position.

Technical knowledge is essential for this organization as this is Pipeline

Company and the candidate should have some technical knowledge so that he can examine

and involve what is happening in the company. According to the Mintzberg shows that a

good leader must need have a relevant experience on particular sector to monitor and

control in the organization. As this company been involved in manufacturing sector, CEO has

to be expert in engineering which helps to create new creation in the company at the same

time good knowledge on manufacturing and marketing strategies always keep a eye on

markets and competitors identifying the market need. And ability to do the job of the

commander in chief, genuine, trustworthy is the essential elements for this role. Candidate

should be a leader rather than micro manager. For this position he/she must have capacity

to influence the subordinates and employees within the organization and have a clear vision

for future to avoid the uncertainty about the international markets. Org EF requires

inspirational CEO who can be also a good communicator and networker.

Attributes:

There are various attributes, which are required by a leader, and Kelly Radford and Lily

mention few of these most important attributes.

6

So the most key attributes are the Universal Key attributes such as trustworthy, honest,

encouraging, positive, dynamic, motivational, dependable, intelligent and decisive. When we

look at the current situation of Org EF we can see that it is running in losses hence we need a

candidate who is optimistic or positive. He can motivate the people to achieve organizational

goals. As the company has taken out many redundant employees the motivation level of

employee’s is low and fearful. Hence we need a dependable trustworthy, dynamic kind of a

person whom people call trust and depend. Hence before selecting any candidate we have

to keep in mind these Attributes.

Other Requirements:

Emotional Intelligence: The main intelligence of required for a CEO is Emotional

intelligence. As Daniel Goleman said Emotional Intelligence is the sine qua non of

leadership(Goleman 1995) we must see to it that emotional intelligence should be a

compulsion for Org EF CEO or he should develop in the 5 years training which would be

provided.

Education: The candidate should have a Masters degree or an equivalent postgraduate

degree.

7

Recommendations for CEO position in Org EFAfter analyzing what skills, knowledge and attributes are needed for Org EF at its current

situation we will now look into the given three candidates to find out who can best match to

the skills and attributes which we have found out to be essential in a candidate.

Mental traitsTo drive OrgEF towards success CEO has to be extrovert must be opening minded and

honest towards his job so that he can easily achieves company goals and effective

performance as this company involves in negotiation with clients candidate must be a good

communicator, and this company also has different markets so he has to be flexible and

ready handle the risk under worst scenario. And also he must have self confident and have

high level of energy to deal with different range of risk and assurance, motivating lower level

of employees within organization and make them work on their own)(Campbell, 2013)

Personality traitsSelecting the right person to the company for CEO position that person has to be clear about

company’s long-term vision and ability to influence the employees. Creating friendly

environment in organization make sure that everyone in the company has to follow him in

every prospect of the company. Providing an opportunity to employees to meet CEO

discussing and solving about issues in the company.) (Campbell ,2013)

Leadership Bennis and Nanus (1985) stated the differences between leaders and managers very clearly

“Managers are people who do things right and leaders are people who do the right thing ”As

this company dealing with different countries with culture of people so, in my opinion global

experienced leader would be the best choice for this company

According to Kelly-Radford “Anyone who works simultaneously across the borders of

distance, countries and cultures. Managing globally is defined as complexity across these

three dimensions”(Kelly-Radford )

8

Candidate Recommendation for CEO Role:

As per my opinion is concern I think that Lena Legarde the acting CEO is the best fit for the

position of CEO. From her childhood days she was very good in study and always used to

come as one of the top three performers in her exams and belongs from a good family

background. Her qualification as MSc in international business management and MBA with

distinction from Griffith College will help to give her great international exposure regarding

business world by which she will perform better than any other two candidate as a CEO.

Intelligence Quotient used to play a vital role to become a successful leader and CEO. Lena

IQ was measured at 129 which are regarded as one of the most intelligent young managers.

She has also very good working experience in relevant fields and good family support which

makes her as one of the best candidate for the position of CEO in OrgEF Company. As she

has various types of work experience in different recognized and famous company it

provides her an edge over other two candidates who are also in race to be a CEO of OrgEF

engineering company. She is the best choice among the three candidates to be the CEO of

OrgEF because of her vast relevant experience, qualification and good family background

working in different renowned companies.

Analysis of the management profile - Covey (1989)

9

From the given profiles of the three candidates Lena, Niall, Joanne, according to that Lena is

very close and more appropriate candidate who suits for this CEO position, whereas, other

two are not so close as compared to Lena. Lena has required qualities for the company to be

CEO at OrgEF her strong education (MBA), which supports her intelligence, as per given

profile her IQ is 125.

Talking about her Gardner and her emotional intelligence shows that she can understands

the management within the company and good supervising skills will always helps her to

achieve goal in the organization evidence from Gardner, H (1983), Frames of Mind The

Theory of Multiple Intelligence according to him.

The leadership would be done by balanced way, and she also extrovert sensing thinker

perceiving so she will be concentrated on particular achievements and moreover she is her

learning style is Pragmatism, according to KOIB’s model she has think and do profile which is

best quality for the company to drive towards success, Preferred activities using Covey’s idea

she is pathfinder and it helps to find and analyze the market for OrgEF. As per LBDQ and

michigan style she is take oriented and initiator and making a good relationship between

employees in the organization to achieve the goals. And she is quick decision maker and

10

finally by analyzing the Lena’s profile she is very good at decision-making and analyzing the

situation which are prefect qualities that we are looking for the OrgEF Company.

Whereas other profiles have different qualities and activities, which does not match and fit

with Org EF Company. Joanne, she seems to have poor managerial skill to supervise from the

evidence of Covey analysis so she won’t be able to understand the risk and the whole profile

doesn’t match with company’s profile and it needs, she has good skills work with team and

ability to create positive culture and she is very good at managing things as a good manager

prefers to supporting employees in the organization, but can become irritable and non-

cooperative when thing do not works in her way. In my opinion she can’t be a perfect CEO

for OrgEF Company as per her profile she can be a good manager rather than a leader for a

company.

Niall has well enough management skills and well focused on goals and sticking with

planning and risk taker has clear vision always achieves the bottom line and mix of task and

people oriented and moreover he has transformational leading style “Transformational

leaders tend to be visionary and charismatic what is right and good to do becomes

important (McGregor and Burns). There are several interesting qualities that really suites for

this company but considering the fact that his education was not at school until aged 11 and

later he qualified in ACCA. In my opinion, he doesn’t have academic business knowledge as

compared to Lena and there would be chance of misleading the company and uncertainty

about long-term vision.

Development plan for the future over next five years:

CEO position requires a lot of responsibilities and duties so it is necessary for every

organisation to choose such candidate who has necessary qualification and good experience

in required field. Different perspectives and areas should be properly scrutinized and

checked before coming to any conclusion in selecting the best candidate for the position of

CEO of OrgEF engineering company.

KSA’s development

Knowledge

In 5 years, required knowledge, experiences will be increased for the position of CEO in

OrgEF by training and working in an international organization, especially in Engineering and

Equipment Business in order to obtain the management knowledge, employment

11

knowledge (labor law, pension scheme, salary calculation, employment training, etc.), and

the knowledge about the trading section of OrgEF.

The analysis of Kouzes and Posner’s reveals that competence and intelligence is the most

necessary part which is expected by people from their leader. Intelligence can be known as

the general mental ability or emotional intelligence. But nowadays multiple intelligence is

what people are looking for in a potential candidate for a certain role. Everybody is

expecting that there desired CEO have every required thing which will make their

organization to run in a better way.

Emotional and Mental intelligence is mainly focused in this part because these are the most

important element which makes any leader to be successful in their organization. Mental

Intelligence can be define as an ability to learn any new things, recall information,

application of knowledge, solving various problem and rational thinking ((Katz 2009).).

Emotional Intelligence is to understand more about thinking own or others feelings,

12

emotions to collect certain information which could be used for decision making process. It

helps every individual to think in a different way for their own benefits as well as for the

benefit of the organisation.

Nowadays, the practical implication of emotional intelligence skills has become a strategy

which can be used for the development of the individual’s and organizational ability to

assess the impact and consequences of decisions, which also provide assistance to improve

the effectiveness and quality of the decision making process in an organisation.

Lena personality was ESTP type which means that she prefers parent state. Lena was not

good in controlling her stress and has low self-actualisation a poor and in accurate self-

image and lacked in self-confidence in certain situations and was often felt to be

disconnected from her emotions – especially strong core emotions such as anger, sadness,

fear and joy. And also gain different professional experiences from different levels. In this

case from the above model she has to understand the learning process for the company for

five years starting with thinking step to doing and watching.

KSA’s evolution of Lena:

1. As the company involves in manufacturing felid she has very strong knowledge at

production fields.

2. She has full knowledge on different International markets and decision-making

capacity

3. Leadership skills, social person.

4. Extrovert, candid and tolerant.

5. People orient ability to influence the people

6. Motivating employees to work individually to get more efficient performance.

After five year

1. Balancing work between people and production

2. Assigning the group work and responsibilities

3. Gaining different level of experience from conceptualization (thinking) step to active

(doing) experimentations and concrete (feeling) experience.

13

At different level of experience she has to show the change from the current existing

process. During the active stage she has to implement and new strategies at the same time

keeping current strategy in mind. And analyze the group work and develop the current

strategies. And the next step concrete, it will be helpful to analyzing the employees and

managing them by maintain good communication, recognizing the new market and

implementing the new strategies and planning, provides opportunity to collaborate with

others, establishing the new goal to get effective performance.

Conclusion

As it is mentioned Lena is one of the most intelligent young managers. She has also very

good working experience in relevant fields and good family support which makes her as one

of the best candidate for the position of CEO in OrgEF Company. She enjoyed many of

trapping success and had a good husband and child which help her to concentrate her on

the work in a proper and systematic way.

Lena needs to work in some important field which are stress tolerance, impulse control,

reality testing, flexibility and happiness between these five years in order to be a to be more

accurate, flexible and effective CEO in the future of OrgEF engineering company. She should

be more responsible towards the society and organization. She should also concentrate on

being more assertive and should avoid the feeling of under achievement.

My selected candidates have each and every required traits and skills to be the CEO of OrgEF

engineering business as she has also experience in working with Accenture IT Company as a

consultant. Her Intelligent Quotient was also very good as well as she belongs from positive

family background and have good qualification. In order to be a good CEO in OrgEF she

needs to develop the following give areas.

Stress Tolerance – Though she have organized and leaded different functions and

events she has to focus on improving her stress tolerance capacity.

Social responsibility and interpersonal relationship – She need to focus on her

interpersonal relations as well as be more sociable in order to be a good CEO.

14

Flexibility and good control – She need to be more flexible and should focus on

controlling her anger.

Happiness- In order to be more effective as ac CEO she should try to be happy and

should avoid negative thinking.

Reality Testing- She should be more optimistic towards the realistic situation of the

world and should set some realistic goals in her life.

A continuous learning and personal development plan is very important for each and every

employee in order to grow or to perform better in the present or upcoming new roles in any

particular organization for achieving the predetermined goals and target. A CEO should be

always ready to cope with the difficulties and challenges of the organization. He should

adjust the organization according to the changes and need of the organization.

15

Referencing:

Bennis, W. (2009). On Becoming A Leader. Philadelphia: Perseus Books.

Anand, K., Prasad, L., Sinha, D.K., Prakhya, S., 2013. Exploring the Relationship between Top

Management’s Peripheral Vision, Their Leadership Orientations, and Employees’

Organizational Identification as Perceived by Knowledge Workers: An Empirical Analysis.

ASCI Journal of Management 42, 1–25.

Drucker, P.F., 1974. Management: tasks, responsibilities, practices, New York: Harper & Row.

Campbell, M., 2013a. MSCIB-LMD/Dub/FT: Lecture 5. Moodle. Available at: http://moodle.gcd.ie/moodle/mod/resource/view.php?id=137458 [Accessed March 30, 2014].

Campbell, M., 2013b. MSCIB-LMD/Dub/FT: LMD Notes and Activities Part 1. Moodle. Available at: http://moodle.gcd.ie/moodle/mod/resource/view.php?id=156475 [Accessed March 30, 2014].

Goleman, D., 1995. Emotional intelligence, New York: Bantam Books.

Greer, T., 2008. The Executive Rules! A Complete Guide to Landing an Executive Job, Young Author Publications.

Minttzberg, H., 1975. MSCIB-LMD/Dub/FT: Must Read Article: Henry Mintzberg: The Manager’s Job - Folklore and Fact. Moodle. Available at: http://moodle.gcd.ie/moodle/mod/resource/view.php?id=93241 [Accessed March 30, 2014].

Zaleznik: Managers and Leaders - Are They Different? Moodle. Available at:

http://moodle.gcd.ie/moodle/mod/resource/view.php?id=93882 [Accessed March

31, 2014].

Hess, J.D. & Bacigalupo, A.C., 2011. Enhancing decisions and decision-making processes through the application of emotional intelligence skills. Management Decision, 49(5), pp.710–721.

Schoemaker, P.J.H., Krupp, S., Howland, S., 2013. Strategic Leadership: The Essential Skills.

Harvard Business Review 91, 131–134.

Schlosser, L.A. & Simonson, M., 2009. Distance Education: Definitions and Glossary of Terms, Iap.Sheehan, M. & Kearns, D., 1995. Using Kolb: implementation and evaluation of facilitation

skills. Industrial and Commercial Training, 27(6), pp.8–14.

16

Wibowo, G. & Kleiner, B.H., 2005. The duties of a Chief Executive Officer. Management Research News, 28(2/3), pp.88–99.

17