ILM 8607-520 Assessing Your Own Leadership Capability and Performance Assignment Answer Help

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Assignment task 1: Understand leadership styles within an organisation

AC 1.1 Review the prevailing leadership styles in the organisation

Identify the leadership styles:

Review the leadership styles in your organization. Look at different levels, not just senior management but also middle management and team leaders. The most common leadership styles in organisations often include:

• Autocratic: centralised decision-making and authority.
• Democratic: collaborative decision-making, encourages team participation.
• Transformational: focused on inspiring and motivating employees for innovation and change.
• Transactional: focused on performance-based incentives and penalties.
• Laissez-faire: allowing employees to make decisions independently.

Use theoretical models: 

Support your review by applying theories such as:

• Hersey & Blanchard’s Situational Leadership Model: this model proposes that for effective leadership, one should adjust their approach to the environment and the maturity level of the employees in the companies
• Goleman’s Emotional Intelligence Leadership: This leadership style claims that motivation, self-awareness, self-regulation, social skills, and empathy should be present in the leader for effective leadership.
• McGregor’s Theory X and Theory Y: This paradigm contains two methods of leadership. Theory X argues that employees are uninspired, despise work, and need to be controlled. While Theory Y argues that individuals are motivated, love the work and seek responsibility.

Evaluate the effectiveness of the leadership styles:

What works: transformational leadership has the potential to encourage innovation and motivate people towards achieving organisational goals.

What does not work well: A laissez-faire style of leadership can be quite risky sometimes when employees do not have adequate skills to make a decision.

Provide evidence: Use data such as employee surveys, performance reviews, or other organisational metrics.

AC 1.2 Assess the impact of the prevailing leadership styles on the organisation’s values and performance

Identify the organisation’s values:

List the core values and missions of your organisation. These could include values such as integrity, innovation, teamwork, and customer satisfaction.

Link leadership styles to organisational performance:

• Performance Metrics: Use evidence like financial performance (profits), employee retention rates, client feedback, or satisfaction.
• Evaluate the Impact: Examine the effects that these leadership philosophies have on achieving these goals. For example: 
  • A transformational leadership style may encourage high levels of engagement, which in turn may result in excellent performance.
  • Although transactional leadership could support the preservation of operational efficacy, it might not stimulate the creative development of fresh projects. 

Conclude:
Provide a judgement based on evidence on whether the prevailing leadership styles support or hinder the organisation’s values and performance.

Assignment task 2: Be able to review the effectiveness of own leadership capability and performance in meeting organisational values and goals

2.1 Assess own ability to apply different leadership styles in a range of situations

Identify Your ‘Go-to’ Leadership Style(s):
Reflect on the leadership styles you use most frequently and in what contexts.

Examples of Leadership Styles in Action:

• Managing a Crisis: Using Directive Leadership to make quick decisions.
• Team Collaboration: Making sure that everyone’s opinions are taken into account through the use of participatory leadership.
• Developing a New Product: Using Transformational Leadership to inspire and motivate employees to innovate.

Draw a Conclusion:
Conclude by evaluating your effectiveness in using leadership styles and providing evidence to support your conclusion. Evidence would be feedback from employees and peers.

2.2 Assess own ability to communicate the organisation’s values and goals to staff in own area

Identify Communication Methods:

• Regular team meetings, emails, or company-wide briefings.

Assess Effectiveness:

• Using active listening during team meetings to ensure alignment with the organisation’s goals and checking the understanding of the members.
• Incorporating two-way communication 

Evidence:

• Employee feedback or informal feedback from team meetings results from communication-focused surveys.

2.3 Assess own ability to motivate others and build commitment to the organisation’s values and goals

 Identify Motivation Techniques:

• Apply Maslow’s Hierarchy of Needs or Herzberg’s Motivation-Hygiene Theory.
• Ensuring that employees’ needs are met before motivating them with career development opportunities. 

Assess Your Impact:

Implementing recognition systems to acknowledge achievements or offering flexible working hours to ensure work-life balance.

Evidence:

• Staff surveys, attendance records, or feedback during performance reviews.

Assignment task 3: Be able to adopt an effective leadership style to motivate staff to achieve organisational values and goals

3.1 Justify the most effective leadership style to motivate staff in own area to achieve the organisation’s values and goals

 Identify the Most Effective Style:

• Justify why a transformational leadership style is the most effective for motivating staff.
• Justification: The main objectives of transformational leadership are to inspire and motivate staff members, cultivate an innovative culture, and match team values with organisational objectives.

Evidence to Support Rationale:

• Research shows higher employee engagement and productivity with transformational leadership in organisations with similar values.

3.2 Implement the most effective leadership style in order to motivate staff in own area to achieve the organisation’s values and goals

Implement Leadership Style:

• Provide evidence of transformational leadership in action through team meetings, feedback sessions, and coaching.

Evidence of Implementation:

• Sharing a vision statement in a team meeting and demonstrating how the goals align with the organisational values.
• Meeting minutes, emails, or feedback from team members showing how the style was applied and the outcomes it drove.