Section 1IntroductionIn order to fully comprehend the meaning of strategic leadership, it is worth providing different definitions of leadership and its difference from corporate management. Corporate management according to Albert (2008) is more biased towards administration and probably allocation of resources responsible for productivity in the organization (pp. 122). In essence a manager will oversee the financial provisions of a company or an organization in question. On the other hand, a leader can perform the functions of the manager but incorporate further responsibilities related to the overall productivity of the company. A leader is responsible for the by and large goal achievement in the organization through the ability to integrate the human resource of the company into one production and singular goal oriented group.
According to Bruce (2005), strategic leadership is a form of leadership with intent of a goal. In most cases, this form of leadership is basically made as a result of the needs because of the ever dynamic and changing market needs. There is need to change in order to meet the expectation of the market, this is imperative in remaining relevant and even gaining more competitive advantage.
Strategic leadership will thus involve the ability not only to envision but also foresee the need to change while maintaining steady and flexible requirements of achieving the organization’s vision. The strategic leader should also be in the center to motivate other people involved in process of achieving the goal. Naturally, there are challenges and complexities associated with strategic leadership because it involves the use of other people to achieve organizational goals. It is always not easy to positively involve every person in the organization to work towards achieving a particular goal.
This is because of the difference in personality which then translates to functionality (Richard, 2007). In strategic leadership, the success is essentially the ability to successfully assemble these different people within an organization towards a certain set goal. In a contemporary working environment, there are various provisions that a leader can incorporate into their leadership in order to achieve their ultimate goal. According to Lamb (2003) there are two dimensions that a leader can take in order to achieve a certain objective.
These two dimensions are human oriented and analytical basis. Human oriented dimension is more sensitive towards assembling all the participants involved in achieving the organizational goal in a more human and tactical approaches that will make the participants feel as part of the organization’s goal. On the other hand, the analytical approach is more theoretical in nature, based on the perceived facts of superiority and maneuvering ability. It emphasized on a more human-distant approach of assembling factors responsible for achieving the objectives and using the leadership position or rather power to makes things happen. These two approaches proposed by Lamb (2003) can work in achieving changes within an organization.
The prevailing conditions will determine their effectiveness and ability to make a successful transition to the desired goal. It is however worth noting that the ultimate success will not always be based on the implementation of one these proposed dimensions; this is because of the dynamic nature of the market place which forces the organization to change. Change is the key issue here; change means flexibility of varying the initial strategies based on the current prevailing condition.
Changing the initial plan or rather incorporating changes does not necessarily mean the failure of strategies that had been used; to a strategic leader it means a better alternative of reaching the desired goals of the organization (Richard, 2007). Primarily therefore, integration of both the human oriented approach with the analytical approach will yield more substantial results when implemented tactfully by a strategic leader. A strategic leader is therefore an individual with the capacity and knowledge to integrate these two somewhat different approaches to achieve the organizational goal.