Executive Summary
It is vital to implement effective leadership that can enhance innovation and creativity within a company. This evaluation assesses the participation of leadership in enhancing positive organizational change. It presents arguments that leaders are the baseline of implementation and development of innovation and creativity. The development of tactical models equips an organization with the models to counter such factors as volatility, uncertainty, complexity and ambiguity. The abilities to cope or survive through these challenges inform about the credibility of the firm. It can survive many other aspects using its business model when profits are flowing effectively in the business model.
Introduction
An organization must plan its strategic development plan that can foster growth, especially in a growing market. In essence, an organization must pay attention to the strategies that encourage the stakeholders and customers to leave comments that can foster development of a business. When a company fails to assess and develop ways that its approaches in handling clients and rendering services and products in the markets, it is subjected to threats when other firms offering better services arise. In this respect, a company must encourage its stakeholder to become innovative and creative in order to enhance development in accordance to the market pleasures. Such developments are enhanced through the assistance of leadership and change management in order to motivate the clients and employees in coming up with creative and innovative ways of expanding a business. Organizations face diverse orientations of management and employees reliability that affect productiveness. This dictates that they become volatile, uncertain, complex and ambiguous depending on the various market models and competition. This paper reports how an organization can encourage creativity and innovation in order to enhance development and expansion within the markets
Critical Analysis
In essence the application of creativity enhances the identification and exploration of problems before they harm the strategic outcomes on an organization. Creativity is improved through setting reliable leadership and managerial approaches that foster employee motivations to develop new ideas for the company’s prevalence. Leadership determines the satisfaction of employee while developing the presumed change management within an organization. Researchers argue that the employees may find it difficult to accept change instantly (Bass & Riggio, 2006). The implementation of change management matters to all companies willing to expand their development capabilities. A manager can implement change to fight against competitions and other development strategies being adopted by the competitors in the market. In another perspective, leaders create programs that are aimed to promote the participation of employees in enhancing positive change and organizational prominence. For instance, promotions can be isolated for the employees who work hard and develop new strategies to fight challenges. It the production of a product or service may be subjected to lack of demand in the future, an employee who determines the reasons that would cause such demand enhances the development of new models. This change can involve changing the products in order to release updated ones that can sell and compete effectively in the market. The managers must ensure that they understand the problems facing the stakeholder through placing suggestion box and books where clients and stakeholder can leave comments directed towards innovation.
Leadership is also the basic tool to apply while implementing the innovative and creative ideas being revealed by clients and employees. The decision made when funding and placing the innovation inclusive of patents must be complacent to warrant success. Effective leadership creates channels that the employee can use to reach and present their ideas to the top management (Morse & Buss, 2007). In this respect, it is arguable the leadership is critical in developing and implementing creative and innovative ideas. The motivated stakeholders, therefore, can release information and enhance real time competence with other competitors while such an organization leaves others behind.
Conclusion
In a bid to adapt within the contextual VUCA environment, organizations must be willing to conduct comprehensive analysis that can reveal most information factors surrounding it. The organization can identify the SWOT and PESTEL among other factors that affect the prominence of a business model. The operational setup should be constructed from the analysis conducted before implementing the business fully in order to estimate the chances of success after implementation.
References
Bass, B & Riggio, R 2006, Transformational leadership (2nd ed.), Erlbaum Associate Publishers, Mahwah.
Morse, R., & Buss, T. (2007). Transforming Public Leadership for the 21st Century. Armonk, N.Y.: M.E. Sharpe, Inc.
Trompenaars, F., & Voerman, E. (2009). Servant Leadership across Cultures Harnessing the Strength of the World's Most Powerful Leadership Philosophy. Oxford: Infinite Ideas Ltd.
Reflective Essay
As a new graduate employee, I understand that the topic of encouraging creativity and innovation is widely studied and practiced and is therefore not a new concept. However, focusing specifically on how organizations encourage creativity and innovation in teams, I understand that the type of leadership in the organization is a major factor that determines whether these efforts will be successful or not. This is because people are rational beings and react depending on the availability of both intrinsic and extrinsic motivations. If these motivations are not present, then creativity and innovation is affected (Bass & Riggio, 2006). I have also learnt that creativity and innovation is not a one man’s show, but rather requires the concerted efforts of different employees working together as a team. This automatically qualifies the understanding that in order for leaders to encourage creativity and innovation in their organizations, then it is imperative to embrace diversity management where employees of different cultural backgrounds, educational levels, ranks, and sometimes different countries are equally respected and treated fairly in light of or organizational justice (Trompenaars & Voerman, 2009). To encouraging creativity and innovation, I would empower employees instead of controlling them. This is because when employees are empowered they feel valued by the management and the organization they work for, which makes them to give ‘their best’. Finally, in order to develop my leadership capability to support organisational adaptation to the VUCA environment of creativity and innovation, I plan to conduct an imperial study using the concept acquired throughout this study as my theoretical framework. This will help me to understand then practical applicability of the concepts of creativity and innovation in organisations.
References
Bass, B & Riggio, R 2006, Transformational leadership (2nd ed.), Erlbaum Associate Publishers, Mahwah.
Trompenaars, F., & Voerman, E. (2009). Servant Leadership across Cultures Harnessing the Strength of the World's Most Powerful Leadership Philosophy. Oxford: Infinite Ideas Ltd.
