Essay Sample on Emerging Opportunities for Organizational Leadership Consulting

Leadership is a process that includes influencing others, and according to Ralph Nader, leadership's function is to produce or up to bring more leaders rather than followers (Nader, 2019). Good leaders contribute much to the success of an organization. Behavior is a co-factor in leadership, and thus, the slogan leaders are not created but born, which on my side, it is not so since behavior defines a leader (Kolzow, 2014). Good leaders show others the way they should follow for the success of the company rather than commanding things to be done. They are never after selfish gain but the profitability of the company. Leadership consulting is referred to as the unique method of identifying leadership capability in an organization to make sure it goes in line with the company's goals (Kolzow, 2014). The report will focus on the various emerging opportunities for organizational leadership consulting.

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Due to advanced technology, organizational leadership consulting can come up with various programs that aid employees improve their leadership abilities. A program incorporates multiple activities that, when implemented help formulate good leaders. The programs help generate some cash flow, too (Czander & Eisold, 2003). There is also a vast opportunity for benchmarking before they can place a price at any of their services. It is so due to the availability of many competitors

Age, years of experience, or the duration one has been on the industry have been the main factors that have been used in evaluating leaders and promotions. However, due to millennial entry, things have taken another course (Home & Orr, 1997). Capabilities and talents are the newest methods that are being considered before selecting a leader; thus, anyone can be a leader despite their age. A good leader should interact and engage workers to create a perfect work environment (Czander & Eisold, 2003).

People skills and emotional intelligence are yet another emerging opportunities while selecting a good leader. Organization leadership consulting can now look at how a person engages with employees before electing a leader (Martiny, 1998). Employees should be free to interact with the selected leader freely and honestly. More educational investment should be made on employees to enhance and improve their potentials. Many meetings and mails should be avoided since they overwhelm workers who end up quitting their jobs (Rothwell & Sullivan, 2005).

Creative minds are another emerging opportunity. One should be more responsive to these upcoming creativity so that creativity can be applied to benefit the organization. Global trends should be monitored, and employees educated appropriately. By doing so, employees are motivated to being innovative, which eventually benefits the company (Otto Scharmer, 2001).

Besides, creating a partnership with other companies is an opportunity that helps in times of need. Leaders should also couch their employees to be better using modern tools (Finkelman, 2010). Besides, leaders should apply the self-transcending concept, which opens them to view various opportunities for their business. Applications such as LinkedIn and various social media are a good platform to market the company's goods and services; thus, every employee should be encouraged to becoming a brand ambassador (Otto Scharmer, 2001). Organizational leadership consulting has an opportunity for monitoring leaders. It is expected for them to lead by an example and to be friendly so that the rest leaders can follow.

In conclusion, there are many emerging opportunities for organizational leadership consulting, as explained above which, when implemented, can result in the success of the company. A good leader is thus defined by their behavior and how they interact with other employees.

References

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Zander, W., & Eisold, K. (2003). Psychoanalytic perspectives on organizational consulting: Transference and counter-transference. Human Relations, 56(4), 475-490. Retrieved from http://www.academia.edu/download/31424773/czander_and_eisold.pdf

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Rothwell, W. J., & Sullivan, R. L. (Eds.). (2005). Practicing organization development: A guide for consultants (Vol. 27). John Wiley & Sons. Retrieved from https://leseprobe.buch.de/images-adb/85/f9/85f978e9-8bd2-4f45-b908-d0b6f874efe0.pdf