Introduction

The role of an organizational leader is in the management of the organization, in such a way he should direct and control all the operations of the organization. In, the organization’s well-defined structure, the leader operates a hierarchy of management. This assignment is based on The Royal Court Affairs Oman, different leadership and management styles, depending on the organization’s history and culture. The problems and challenges faced by the leaders. And being a leader in the Royal Court Affair, assessment of personal leadership capabilities you have, and what level of it is expected for future development, as there are continuous changes in market conditions, customer, and technology requirements. The significance of the application of the Seven Leadership Mindset Theory, organizations can assess the leadership characteristics of different leaders within it. Not only, one person as a leader can bring change, to management in a company, unless all team members have one common goal to achieve. So the organization needs to develop skills, ideas, energy, and expertise through Continual Professional Development among all team members.

 

Q1. Create insight into your leadership style by answering questions about your personal leadership inside your organization. To enable critical assessment and analysis:

1. Identify within your organization the range of leadership style mindsets. What evidence do you see in leaders to underpin your assessment?

The major leadership needs in Royal Court Affairs are in the Court Administration and Palace Administration. The leader is in Personnel Department, Finance Department, and Information Department. There are several leadership styles and mindsets of people in Court. But four of them are

• The democratic style of leadership: This is a type of leadership in which all members that will be affected by the decision done by the leader, are all participants in the decision-making For example, heads of different departments, and some operational staff have better insights of the operations. The characteristics of a democratic leader are that she tries to reach a consensus through participation(Vann, Coleman, & Simpson, 2014).
• The Pacesetting Style of Leadership: The leader of this style are following high standards. It may be possible that high standards are impossible to be achieved. They give instructions to others to perform better and faster every day. This may reduce the morale of subordinates, as there is rigidity, and they have to achieve something unrealistic(Teepapal, 2018).
• The Coaching style of Leadership: The leaders following this style have an element of flexibility. They analyze where improvement is still to be made and provide guidance to their subordinates on how to develop skills, strengths, and professional development. This style is followed when followers are agreeable to being coached(McCamish, Reynolds, Algozzine, & Cusumano, 2015).
• The commanding style of leadership: These leaders are following the bureaucratic style of leadership. The rule-based approach is applied by this leader. They demand immediate compliance with the instructions, rules, and regulations of the employees. They are following the letter of law not the spirit of the law(Chapman, Johnson, & Kilner, 2014).

1. Give examples of leadership traits you may have observed in the organization that typifies the selected leadership mindset.

Svante Lindqvist The Marshal of the Realm is following the coaching style of leadership, he decided to invest in the implementation of IT systems and changes to work processes should be done to make things better. He is also following the visionary style of leadership as his aim is to ensure the activities of the court are efficient and a good return is earned on the tax revenue. The head of the finance department is following the commanding style of leadership to maintain the finance of the Court, and to run the office of the treasurer of the Court. This style is justified as per the nature of the work. The head of the Personnel department is following the pacesetting style of leadership, they have set high standards for hiring, training, and performance of employees. He is not going to compromise this standard of performance at any cost. The head of the information department is following the democratic or participative style of leadership. As implementation of a new IT system cannot be done without the participation of operational staff in the decision-making process.

1. Apply the seven mindsets theory to the key members of your team at your workplace.

The seven mindset theory is based on the idea that all persons are connected in the world, so it is better to work as a team. The motivation is that nothing is impossible. Time is valuable, we should make effective use of time (Savary, Kleiman, Hassin, & Dhar, 2015). Giving others is the aim of life. Every person is accountable for what he/she does. The attitude should be right and of gratitude. The mindset that we are unique and capable as compared to others.

There are seven colors in a rainbow and every color has a different meaning. The same is the case with types of leaders and their leadership styles they are also seven and each has its different meaning because it is highly dependent on the mindset of the leader, how the individual competes, and how the leaders are affected by the social and cultural elements. The mindset of a leader can add value to the company’s productivity, performance, efficiency, and strategy implementation or it can remove value from activities that add value to customers.

The manager of the information department is behaving green, which is a sign of growth, he is following the democratic or participative style of leadership, to properly implement a new IT system in coordination with its subordinates. Its command has fruitful effects on others and in the success of Royal Court Affairs. The Svante Lindqvist the Marshal of the Realm is of the character of the color red, he is very passionate and enthusiastic with a coaching leadership style for achieving the objective of efficiency, change management, and increased revenue. The manager of the personnel department is of a pink mindset, they have their own standards and values to be competitive (Grewal, Roggeveen, & Nordfält, 2016). The manager of the finance department is of a gray mindset, they are of complex nature and situational, and they follow the bureaucratic style of leadership.

 

1. Having analyzed your own leadership and others within your organization produce a reflection assessing your leadership capabilities and a plan for CPD development
2. Highlight employee areas of growth, strengths, and

After assessing my leadership capabilities, I believe that learning is a never-ending process, and there is always a space for continual professional development.

Being a leader in the personnel department, my areas of strengths, growth, and improvements are discussed below.

Strength:

I have designed the Human resource department, its objectives, and its performance criteria, and am responsible for designing succession planning, training, job-rotation, CPD, performance management, talent management, and variance mitigation strategies for the employees of the organization (Byrne, Fisher, & Tangney, 2015).

Growth:

My growth prospects in a company are that I would reduce the HR hiring cost to the company as compared to the benefit of value to customers given by my team. Making any change is welcomed and implemented and managed by the human resource. The hiring of multi-skilled and innovative employees, getting the highest level of efficiency from employees, by giving them job security. My growth is in giving organizations, the most skilled, diverse employees ready to undertake any assignment, giving over time, and reducing the hiring needs of the organization.

Improvements:

My areas of improvement are to learn to build relationships with the labor union and defend any strong requirements for giving high safety and healthy environment to employees, and compensation plans for employees.

Continual professional development:

All the seminars, workshops, training, and performance-enhancing ways all fall under the heading of continuous improvement in the professional behavior of my adapting developments in my career/profession. Certain of the job training designed by the outsourced training firms to give me more insight into my department. Any technological requirements or software to better manage people should be learned. Learning about any amendments to the rights of employees. And the way to reduce company liability of human resources. Self-evaluation is the way in which I can evaluate what I have learned, and how I can implement it for my career growth (McConnell, Delate, & Newlon, 2015).

1. Plan for present and future roles taking into consideration everything you have read about leadership mindsets.

After going through the section of self-evaluation  I have analyzed myself and with what mindset I am leading my team. I am planning the orange mindset as my leadership style is present. The first impression of the orange color is the construction workers. It is the color of caution. I will try to keep my team physically and emotionally safe. This culture of employee care will make them more efficient and productive. My future mindset is reflected by the color blue, which reflects me as calm, consistent, and steady. In coping with the demands of change in the customer and technological requirements, I will prepare myself for implementing more successful change management strategies. So, being a successful leader in the future, I will implement change in a more successful way. By aligning organizational interest with employee interest.

2.1 After you have designed your CPD, answer: with a chart of your CPD personal plan.

1. To what extent is your own leadership style aligned and typical to that of your own organization?

My pacesetting style of leadership is based on the achievement of certain standards or values. I have forecasted the future requirement of skills, knowledge, and expertise of employees to cope with changing customer needs. The company is fulfilling the duties of preservation and maintenance of cultural heritage, and visitor activities. But the most suitable style will be as transformational leadership style for the achievement of organizational corporate objectives. This leadership is the art of motivating others to want to struggle for shared aspirations. Being a transformational leader I can make my ordinary employees give extraordinary results.

1. How likely is your leadership style to be one that will support the organization’s change to become a key leading 21st Century business?

My transformational leadership style is very effective to cope with future demands. I will use practices to transform values into actions, visions into realities, obstacles to innovation, separateness into solidarity, and risk into rewards. I can get the extraordinary performance of change management from employees by transforming their attitudes, values, their lower motives into the higher ones (Banks, McCauley, Gardner, & Guler, 2016). This is possible by making the employee think beyond their self-interest for the interest of the team as a whole. The environment to be committed to the achievement of Royal Court Objectives will be created.

 

• Discuss how your understanding of ‘leadership’ has evolved as a result of the readings given in this unit.

Leadership qualities are evolving in alignment with the customer’s needs and wants. I have gained a better insight into some areas of effective leadership. Leadership is the process of influencing others to perform the task assigned effectively, competently, and willingly. With good leadership, the culture of the organization will be accepted with open hearts. Communication will be more clear and direct, no barriers will be left. Everyone will understand the company vision and where we have to take it in the coming five years. Every employee if they feel important to the organization may give their best contribution to the success of the organization. The leadership in the organization is fulfilling three objectives. First, is the shared vision of employees and the company where they have to move in the future, the company vision and its purpose to exist its mission. Second, is an objective setting process, these objectives if fulfilled will achieve the overall strategic vision and specific performance objectives. Third, the determination of strategic direction means a strategy to achieve the objectives.

Conclusion:

The high performance of people in the organization is the key element of success. It is a leader who makes the employee give their best to the company. Many leaders within an organization are following different leadership styles as per the requirements of the work areas assigned or based on the mindset of the leaders (Dong, Bartol, Zhang, & Li, 2017). The Seven color mindset theory is linked to the different leadership styles, as seven colors of the rainbow are assigned to each leadership style. In the world of globalization, it is a high challenge for the employee to cope with any change, it is the transformational style of leadership that is most effective to drive acceptance from the current employee about accepting and managing change.

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