Effective Leadership Traits Associated to Russell Leadership Success - Case Study Example

Russell’s Leadership Name: Institution: Professor: Course: Date of Submission: Table of Content Introduction………………………………………………………………………………………………………………………….3 Effective Leadership Traits Associated To Russell Leadership Success………………..………4 Leadership Mentoring Programs………………………………………………………………..6 One Weak Employee Training Program………………………………………………..………..7 On Job Employee’s Training……………………………………………………………….…….8 Organization’s Succession planning program…………………………………………………….9 Conclusion……………………………………………………………………………….10 References………………………………………………………………………………..11 Introduction Russell Wendell Simmons, an American entrepreneur born in 1947 together with Rick Robin did not just invent rap, but played a leadership role in boosting success in the industry. Russell is known to have initiated hip-hop label commonly known as the Def Jam. The hip-hop labels become one of the Simmons’ corporations, in the Rush Communication in which he manages a clothing company, and further grown to included publishing, fashion, filming and advertising. The report findings reveals that industrialist runs a entertaining corporation which is presided to be second largest among the black owned entertaining firms in the united States. In his varied business investments, Russell has continuously portrayed increased successful qualities. Under his responsibility Russell leadership reveals formidable traits as over the years of his business investments he has remained competent, intelligent, inspirational and willing to reach best level in the music and fashion industry as an entrepreneur. Russell is also re-known for his investment activities and leadership role in the clothing trend lines such as the Phat Farm, Argyle culture and the American typical, besides having investments in the movie production house, television shows, advertising agency and magazine according to Moon (1997). In his vision and persisted struggle in achieving in desired results in the music and fashion empire is one massage he has delivered to young entrepreneurs, his presence in the corporate America remains inspirational particularly to the young black entrepreneurs. His leadership traits are 1. A Great Communicator Communication has its importance as a leadership character; it is common that a good leader communicates well not only to the team he leads, but more importantly to the parties as external parties. 2. Trust and Confidence According to study found out by the Sims (2006, pg 33) leadership role calls for employee trust, while the leader has to exceptionally proved to be confident in strategically planning for execution strategies. 3. Vision Taking leadership position calls for driven vision to be accomplished, making commitment to the identified mission and to the team or people the leader is in charge. The leadership role requires that involved individuals work within their responsibility importantly to accomplish welfare and that of their junior as well achieving desired quality performance of the business. 4. Risks management For any normal business practices, risks are massive, it is there fore important that leaders lay necessary strategies which may help the firm work through the risks. It is quite obvious, that in case where no risks are involved little leadership is required (Chance, 2002, pg.112). 5. A motivator Success of any given firm’s business majorly depends to a great degree on how well the business is administered. Leadership requirements demands special skills, which may involve setting direction while inspiring other employees to have the work done. Leadership Mentoring Programs Leadership skills are based on leadership behavior. Skills alone do not make a leader rather style and behavior do develop a leader (Patti and Chance, 2002, p.14). The growing awareness and demand for the idealist principles in leadership are increasing the emphasis which concerns the character required in upholding business ethics, corporate responsibly, emotional maturity and personal integrity. In developing a successful leadership, organizations are engaged in creating formal mentoring programs with various reasons. There are cases of revealing this is happening primarily aimed at boosting employee’s morale objectively directed to wards improved organizational productivity and ultimately for career development. The organizational benefits from this programs arguably numerous (Sims, 2006, pg 19). On the contrary, successful mentoring programs do not just happen, but rather the human resource and management team needs to lay a suitable platform essential to demonstrate reasons to why organization has to devote time, attention and resources in making a formal mentoring process work. In addition, the mentoring process should be linked and driven by the organization’s business objectives. For instance, an agency forecasting tremendous growth in a specified job series may require to initiating a mentorship program, which will help prepare the high potential employees for the upcoming tasks in future for the managerial positions in the series. The organizational human resource unit has a role in strategically planning mentoring programs to help shape the leadership continuity in a given organization. The human resource system should be developed with an essence of generating organizational programs highlighting the real issues and components of successful leadership, that are marked to be common among great leaders. This involves evaluating individual employee’s strategies in initiating operational decision making skills within the ever changing business worlds, which more often covers all converging and competing variables in a varied pressure when it concerns time, risks, and rewards (Patti and Chance, 2002, p.44). One Weak Employee Training Program The training program has to be designed intensively in empower selected teams leaders with more emphasis laid, on best communication skills. This will help boosting conflict resolutions and positively contribute to effective customer practice experience that is relevant and immediately applicable in employee’s day to day working environment. The human resource team may choose from either half day or full day training programs strategically designed to impart the practical skills (Adair, 2010, pg.66). For instance the topic to consider in the training program can include: giving reliable feedback, building accountability, needs based contractual negotiation. An extensive trading on this particular issue will not only develop effective employee communication but will also boost employee responsibility as they will get to learn what is expected in their duties. This marks a good foundation for training employees for future leadership roles. The learning process is along term process by which skills, knowledge, habits and attitudes are acquired and utilized in a way that behavior is modified with time. The learning principles defines a good program has to fully certify the learning and training objectives. a) Practice, for employees under training they have to be given a reasonable opportunity to participate in the actual work performance. This will help them establish the requirements of the perceived duties if given an opportunity or promoted to ultimately serve as leaders. b) Guidance, the trainees have to develop a perception on the relevance of their training, failure to this, it will invite perceived resistance in the training. c) Reinforcement, this serves as one of the founder mental principles of learning, the firm has to involve provision of financial rewards, incentives, recognition to the employees as it encourages training while encouraging trainees to get involved and engaged in accomplishing the training objectives. d) Feedback, the training progress has to be received periodically to understand the effectiveness, limits and the potentialities achieved by the selected employees. Developing People and Capabilities Many organizations face the challenge of developing great confidence, initiative, problem solving and solution finding in encountering business risks. The behaviorism theory establishes teaching skills for the sake of objective decision making. According to Sims, (2006, pg.21), predicting employee behavior the human resource of a given firm can equally establish and control the process of learning while shaping the individual behavior according to the demands of the leadership tasks. The learning objectives in these short period demands that the acquired training skills can be enhanced by creating an organization culture which upholds improved employee responsibility through a) Job rotation, during the training programs employees are given opportunity to serve in a different departmental organ, for them to learn different skills and acquire different experience essentially for future leadership. The rotation program helps employees to develop some leadership traits. For instance, improved employee relationship which boosts communication, motivation among other essential leadership traits. b) Delegation, redistribution of control may serve as one clear method of identifying leader quality that the human resource can help nature leadership among the junior workers. Delegation grants the junior workers more authority and responsibility, the employee requires directed feedback in evaluating employee performance. This will help boost employee leadership enrichment. On Job Employee’s Training The human resource has a role of developing a control focus on employee job enrichment as it gives junior employees more control over their employment duties. Develop selected individuals through the learning process by involving models of solving analysis problems while allowing them to think for them selves through inquiry from the present leaders as they develop and extinguish their leadership style and traits. The training program should be planned in a manner that feet into the leadership experience successfully. Incorporate the behavioral theory by emphasizing on attaining the leadership traits that can be achieved through observable behavior. Involve training governance model, here the selected organization employees bases there training options on the overlapping responsibilities. Here the trainees base there training needs to a given requirements, for instance the system may be established to design on employee delivery, evolution and responsibility in executing duties in a given division (Chance, 2002, pg.77). On job training programs allowing selected individuals in the organization to take new tasks which are typically done by their seniors, the human resource managers can initiate several strategies in implementing the training programs (Patti & Chance, 2002, pg. 77).while caring out the employee training program, it remains particularly important to consider incorporating employee learning motivation measures, since it is hard for people to learn if certain needs are not met beforehand. Maslow’s hierarchy of basic human needs serves a good example of these training principles. In motivating learning of the leadership role the Maslow motivation theory identifies five essential needs, namely employee safety and shelter, love and belonging, self esteem and self-actualization. In a work related train environment, employees involved requires, motivational measures in form of rewards, this can be either internal or external rewards. Learning From theory to practice Behaviorism offers a particular perspective on how learning and teaching impacts the process of training. The theory lays emphasis on incorporating principles as learning as a persisting change in performance resulting from experience and interaction with the leadership roles as expected. The selected learner responds to the environmental stimuli, during the training the learner starts off as the behavior is shaped through positive reinforcement and negative reinforcement, the positive behavior indicates application of stimulus defining the changes made in the training process. Behaviorism precedes the cognitive worldview as it rejects structuralism and it serves the logical positivism, hence realizing the desired leadership traits (Chance, 2002, pg.44). Instinctive and Extinctive Training Motivational Measures Training motivation can easily be determined by either an internal or external reward. For instance, instinctive motivation training becomes learning as selected employee individuals’ distinct pleasure in being able to make certain things happen for instance boosting their decision making and communication skills. This reveals that the training program fosters employees innately which creates the desire to learn, master and ultimately control over the desired leadership traits (Rothwell, 2010, pg22). Organization’s Succession planning program Continuity management provides the organization with effective methods of enlisting and retaining effective team leaders, the human resource has a duty in establishing required skills and expertise the candidate requires, involve the executive members of the organization in recruiting the leadership team as they provide professional development encouraging active involvement and retention of the qualified candidate for the position (Adair, 2010, pg. 13). A consistent training of selected employees creates a high chance in placing the right leadership for long term effective leadership and organization consistent performance. The succession training aims to build on expected leadership admirable traits, involves communication, decision making and leadership confidence. Applying a reflective constructivist view, for instance experimental learning of the communication, effective risk taking decision and management creates an effective dramatic impact on the selected individuals in designing and developing of lifelong skills from their previous roles and those whom they are succeeding in the mandate. In addition, the model of learning cycle as revealed by Kolb, the human resource has to develop a process where the chosen candidates. For instance, in stealing leadership trust and confidence, the leader has to keep practicing to come to terms with their experiences and by so doing change their behavior. The learning cycle has a basis idea pointing out that the mere employee reflect on the leadership task and responsibilities the greater the Conclusion Leadership theory creates the idea that people are born with certain leadership traits and values. The traits are further improved during personal involvement and consisted performance in the selected areas of management. Claims by Adair (2010, pg.22) reveals that good leaders will at all times be able to achieve the best out of his team or followers, while training them to achieve higher and effective results. This serves as an inspirational quality to young up coming leaders. As he has initiated a number of firms and more importantly worked successfully in steering them to a successful business. For instance, in the entertainment industry Russell pioneered the Hip hop brand, worked on movie production among other related cases in the industry to the glorious moment they posses currently. Word Count 2140 References Adair, J. (2010). Develop Your Leadership Skills: Develop Yourself as a Leader; Lead at a Strategic Level; Grow Leaders in Your Organisation. New York: Kogan Page Publishers, 2010. Campbell, D. (2008). International Securities Law and Regulation. New York: Lulu.com. International Society for Performance Improvement. (2001). Performance + instruction. Michigan: University of Michigan. Lubell, N. (2010). Extraterritorial use of force against non-state actors. London: American Institute of Physics. Moon, S. (1997). Reel Black talk: a sourcebook of 50 American filmmakers. New York: Greenwood Publishing Group. National Library of Australia, Commonwealth National Library (Australia). (1998). APAIS, Australian public affairs information service: a subject index to current literature. London: Prentice hall. Patti L. Chance, E. W. ( 2002). Introduction to educational leadership & organizational behavior: theory into practice. New York: Eye on Education publishers . Rothwell, W. J. ( 2010). Effective succession planning: ensuring leadership continuity and building talent from within. New York: AMACOM Div American Mgmt Assn. Sims, R. R. (IAP, 2006). Human resource development: today and tomorrow. London: IAP publishers. Who, M. W. (1986). Who's who in the South and Southwest. New Tork: the University of Read More