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Strategic Leadership Assignment On Building An Organizational Culture


Task: Create an individual reflective journal that explores the People, Culture and Contemporary Leadership theories and concepts that have been covered in the subject.
Assessment Description
An important part of undertaking postgraduate study, is that you actively reflect on what you’ve been learning and how you could apply it to assist your own professional development. This learning should have included a number of topics which include:

  1. Theories covered such as: organisational performance, culture and engagement, talent acquisition/management, leadership development and leadership styles:
  2. Online resources such as: videos, podcasts and readings
  3. In-Class industry guest speaker (Week 6) who demonstrated the link between theory and practice
  4. In-class activities such as: discussions and cognitive exercises
  5. Assessment feedback that you received on your assessments; and
  6. Psychometric tests particularly for leadership and interpersonal traits.

During this time you should have written a weekly diary notes recording your experiences (both positive and negative). This assessment requires you to combine these into a Reflective Journal that answers the following questions:

• How do I describe my own leadership style:

• What are the organisation factors that might assist or inhibit me from being an effective leader;

• What can I do to continually develop my leadership skills; and

• What are the three (3) key points that I thought were most valuable and why did I choose these?


In this strategic leadership assignment, we will be focusing on the strategic leadership prospect, building an organizational culture and associating with the strategic planning that can be helpful for long term organizational development. The emphasis thus will be placed on a reflective understanding and managing the appropriate work management that corresponds with the leadership processing. An individual can generate major benefits in managing and experiencing positive work that helps to mitigate different challenges in the future as well.

Describe own leadership style
I believe in strategic leadership it means to inspire people by providing support and confidence. Guidance should be provided to the team among the people who wants to achieve the goal of any organizations or an enterprise. Strategic leadership includes quality management, satisfaction and productivity (Anderson and Sun, 2017). I know strategic leadership is a kind of partnership that creates a bridge between leaders and the team members. The power and responsibility should be balanced between the leader and the team members. Decision making is a very important responsibility that provides a positive aspect to the team, and this decision-making ability should be empowered in a leader. It is depending on the expertise that needs the most in a team work as there are several factors responsible in a partnership. My strategic leadership is based on the relationship that creates a bridge between my team members and me. As per the psychometric tests, I have understand that Strategic leadership does not make any person a good leader, but a person can make or prove himself as a good leader of any team performance. I know administration is doing something with my team members not doing something to them. I have improved my leadership styles by focusing on the aspects of responsibility, provide enough time, analyse the performance and appreciate the team members for their work. I engage in the involvement of each and every individual employee and listen to their suggestions and good or bad compliment that helps me to make better decisions for their improvement. Leader changes and the company also changes with time, but it are to remember that performance matters with every aspect of work.

Team building is another important aspect that creates a good team and better performance. As a human being, it is an opportunity to be a good leader in the society and spot a difference from others. The team leader is a coach who provides a better training for the improvement of the employees (Yahaya and Ebrahim, 2016). Strategic leadership means playing with the team not provide instruction only as a leader is an entrepreneur. Being a leader, I have learnt a lot of things that helped me to guide my team, and also the guidance helped in their performance. A leader should be an expert in solving the technical problem, although a bit of technical knowledge is required for this aspect. Strategy planning is very important for a leader that helps to take decisions on the basis of organizational performance. The plan has been generated by a leader that should be evaluated and executed in time that is a more important factor. A leader can be in a human resource department, but it is essential to perform on the basis of organizational structure, not for their own improvement. Dealing with the problem is very important as it has been shown by many leaders and it proves the ability to be a leader.I have a better communication skills and ability to guide a team therefore it is not difficult for me to lead my team. I develop their performance through focus on the creativity they have and keeping trust on their responsibility. I communicate with each and every employee and guide them as per the performance. I motivate my employees and also appreciate them for their excellent performance.

Organization factors discussed in this strategic leadership assignment that assist or inhibit in me being an effective leader
In this particular context, we will be looking forward to organizational leadership that creates a major ability in managing and constructing the idea for collective efforts to bring growth. The Strategic leadership and management support can generate a major pathway for the organization to achieve long term benefits (Thomson, 2017). In my opinion, strategic leaders play a significant role in making good judgment and managing the effective performance which is necessary to create systematic planning and future work implications. The spontaneous leadership and developed leadership help the organization to strategize an effective plan that can create long term development for the organization.

strategic leadership assignment

Figure: Future strategic leadership development
Source: McCaffery, 2018

In the strategic leadership prospect the shared responsibility, resource availability (technology, people and furnace) and planned human resource management can strategize the effective leadership prospect for the organization (Jefferieset al. 2018). As people are the unpredictable factor so the nature of work and current organizational transformation need to access systematically in building future work support and coordination. I have noticed that the capacity of strategic leadership relies upon organizational management plans, circumstances, and efficient strategy. The organization needs to take care of the different segments so that the work effectiveness along with leadership planning can able to generate adequately.

Increase the value of organization- In my opinion, it is important to generate value for the organization so that the standard work application and strategy can able to construct properly. The appropriate policies and rules can able to access properly in this context. 

Effective organizational plan- The strategic leaders mentioned in this strategic leadership assignment get the perfect support from the organization when the physical and capital asset planning for the leaders can develop properly. The supportive work formation and managing the competitive advantage is also significant in this segment. 

Maintain employees as they are a valuable resource-The strategic leadership quality can increase by accessing the effective planning based on the proper self-assessment and generate future learning as well. In this aspect of strategic leadership assignment, we can provide the information regarding the Zappos organization that helps to source the employee value and they get the perfect ability to learn about organizational requirements and technical knowledge. 

Measuring people’s contribution- I have focused on people's contributions and directing the systematic work that supports long term development. Associating and managing the strategic  work prospect also helps in creating ROI for the organization and generate standard work planning prospect as well (McCaffery, 2018). 

Effective activity metrics- The organization by applying the strategic leadership planning and activity metrics can able to take the information regarding proper planning and action implementation.The quantitative measures of the perfect costing and managing the organizational benchmarking and stakeholders' engagement can able to generate systematically. Other than that, managing employee turnover, assisting in the strategic planning and applying best work possibilities can able to construct the overall work. 

The process to continuously develop strategic leadership skills
I have focused on effective leadership management and constructing the success possibilities for the organization as well. The successful leaders like Nelson Mandela, Winston Churchill, Rosa Parks and many more have focused on the action, relationship building, managing self-worth, investigate any failures, High IQ, ability to generate a decision and managing knowledge whenever necessary is significant to construct in this context of strategic leadership.

strategic leadership assignment

Figure: Development of strategic leadership skills
Source: Fischer, 2016

I have also noticed that the psychology of strategic leadership helps in constructing effective credibility that generates successful work planning and involvement. Here, we can state the information regarding charismatic people who can able to manage effective communication to generate successful work possibility. Strategic leadership generates inspiration and gauge the requirement being in an organization. The extensive communication and work involvement can generate major support in accessing optimistic, enthusiastic and energetic associations. Impressive appearance and managing the legal work approaches is also an important context that needs to state. I have also acknowledged that experience can create relevant and appropriate work planning that continuously improve individual work as well as the organizational requirement. I have seen that proper information gathering and communicating with the outside business needs to structure appropriately. Understanding the different functions and managing personalities can structure seemingly passive and important skills that manage the effective work process pathway (HammadandHallinger, 2017). The different segments that continuously develop leadership are discussed below in this strategic leadership assignment - 

Objectivism: Managing professional neutrality and constructing the idea of future credibility and genuinely attempt any work is significant in strategic leadership. Thinking about the effective decision and building a supportive work assessment also focuses on positive opinion. Self-analysis is important to construct that project systematic work evaluation and plan for the overall organizational benefit.

 Managing conflict: Building and coordinating with any kind of decision and manage conflicts can state suitable work planning and indication in strategic leadership. Managing disputes also can create proper work based evaluation that supports future organizational work assessment to construct and create positive circumstances (Connollyet al. 2017). 

Understanding of the functions and technical factors: Leaders need to create a multi-professional team so that the structured work application and building future approaches can able to happen systematically. Individual role, detailed understanding and technical cores also need to state in this context that generates effective work level guidance.

Foresight: The effective business association and creating structured analytical ability helps to follow future work indication and planning for the organization. The suitable work planning and follows the reasonable assumptions can generate a prompt and suitable work prospect (Connollyet al. 2017). I have seen from the results found from the psychometric tests conducted to understand my personal leadership capabilities aligned with the leadership vision and foresight. This is important considering that the leaders are responsible for managing 15-45% of an organization's performance. The effective leadership prospect and managing the particular action also can generate supportive work engagement.

Valuable key points
I have gathered different information about the strategic leadership approaches and based on that the organizational development and growth are possible to manage. The work commitment, communication, and effective management support also help to increase employee current skills. I have seen that the leaders can easily focus on managing effective planning that aligns personal and organizational goals. Moreover, the supportive Great Man leadership theory inherent the effective work prospect that sets the appropriate traits and manages organizational responsibilities as well (Donate and de Pablo, 2015). Constructing authority and accomplishes goals is also an important segment in the leadership prospect. 

The major emphasis in this segment of strategic leadership assignment has been placed on attracting talent by strategy and managing the range of activities that are helpful to generate future development. Furthermore, managing the organizational culture and constructing workforce demographics also helpful in this segment to channelize and accommodate several changes. I have also focused on effective training so that strategic integration and long term planning can able to create systematically. Suitable succession planning and assisting the potential employee management criteria generate long term growth and development. The employees need to be prepared for the advancement of positions so that the operations and long-term goals can able to structure adequately (HammadandHallinger, 2017).

strategic leadership assignment

Figure: Schein’s Organizational culture
Source: Donate and de Pablo, 2015

The organization, on the other hand, needs to identify the high potential employees so that the respective development and workforce trend with predictions can able to manage particularly in the strategic leadership. Performance potential and managing the primary development helps to generate potential advancement for future work. The foundational dimension, growth dimension, career dimension, and talent identification is a major segment that helps to build broad work responsibilities (Fischer, 2016). In this context of strategic leadership assignment, it is important to focus on aspiration, engagement and overall ability to manage structured work association in a particular manner. 

I have followed the strategic information from a talent matrix that helps in creating major support to manage the talent and work significantly that integrated supportive work assessment.  Work integrity and further planning also can generate a suitable pathway for leadership engagement by following the organizational culture as a whole. The leaders will different talents; skills and work understanding can easily progress for long term assistance and growth (Gopeeand Galloway, 2017). Emphasis on personality and positive influence also conduct entrepreneurial and competitive work prospects.

The major work purpose and associating with the positive work direction helps to manage future actions that are helpful for organizational development and progression. I have also acknowledged people, leadership and culture to follow the effective leadership theory and managing the supportive work level prospect that constructs positive employee performance.

In this segment, I also want to state the various challenges of strategic leadership that I have faced are-

Developing managerial efficiencies: It is a major challenge in constructing and specifying strategic thinking, time management and prioritizing various works that help to speed-up the work segment (Söderhjelmet al. 2018). 

Constantly inspire others by following effective strategy: Ensure constant inspiration can be a major challenge for the organization as the working environment and people may not support the same. 

Developing employees: Effective monitoring and coaching can be a major challenge in this aspect (Bolden, 2016). 

Guiding change: Understanding, mobilizing and associating with effective planning can be quite challenging within the organization. Mitigate any negative consequences, overcome any resistance to change and interact with the employees constantly can be quite problematic.

Managing the internal stakeholders by suitable strategy: While constructing the appropriate planning it is necessary to form policies, management, relationships, and image. But providing support for the same can be problematic and it can generate various issues among the internal and external people (Eacott, 2015). 

In this study of strategic leadership assignment a brief description has been discussed about strategic leadership quality and the organizational factors that are responsible to be a leader. Effective performance of a leader, organizational plan and valuable resources has been discussed. This study has also been shown the managing concept should be clear about the major challenges. 

Anderson, M.H. and Sun, P.Y., 2017. Reviewing leadership styles: Overlaps and the need for a new ‘full?range’theory. International Journal of Management Reviews, 19(1), pp.76-96.

Bolden, R., 2016. Leadership, management, and organizational development.In Gower handbook of leadership and management development (pp. 143-158).Routledge.

Connolly, M., James, C. and Fertig, M., 2019.The difference between educational management and educational leadership and the importance of educational responsibility. Educational Management Administration & Leadership, 47(4), pp.504-519.

Donate, M.J. and de Pablo, J.D.S., 2015. Strategic leadership assignment The role of knowledge-oriented leadership in knowledge management practices and innovation. Journal of Business Research, 68(2), pp.360-370.

Eacott, S., 2015. Educational leadership relationally: A theory and methodology for educational leadership, management, and administration. Springer.

Fischer, S.A., 2016. Transformational leadership in nursing: a concept analysis. Journal of Advanced Nursing, 72(11), pp.2644-2653.

Gopee, N. and Galloway, J., 2017. Leadership and management in healthcare.Sage.

Hallinger, P., 2018. Surfacing hidden literature: A systematic review of research on educational leadership and management in Africa. Educational Management Administration & Leadership, 46(3), pp.362-384.

Hammad, W. and Hallinger, P., 2017.A systematic review of conceptual models and methods used in research on educational leadership and management in Arab societies. School Leadership & Management, 37(5), pp.434-456.

Jeavons, T.H., 2016. Ethical nonprofit management: Core values and key practices. The Jossey?Bass Handbook of Nonprofit Leadership and Management, pp.188-216.

Jefferies, R., Sheriff, I.H., Matthews, J.H., Jagger, O., Curtis, S., Lees, P., Spurgeon, P.C., Oldman, A., Habib, A., Saied, A. and Court, J., 2016.Leadership and management in UK medical school curricula. Journal of health organization and management, 30(7), pp.1081-1104.

McCaffery, P., 2018. The higher education manager's handbook: effective leadership and management in universities and colleges. Routledge.

Söderhjelm, T., Björklund, C., Sandahl, C. and Bolander-Laksov, K., 2018. Strategic leadership assignment Academic leadership: management of groups or leadership of teams? A multiple-case study on designing and implementing a team-based development program for academic leadership. Studies in Higher Education, 43(2), pp.201-216.

Thomson, P., 2017. A little more madness in our methods?A snapshot of how the educational leadership, management, and administration field conduct research. Journal of Educational Administration and History, 49(3), pp.215-230.

Yahaya, R. and Ebrahim, F., 2016. Leadership styles and organizational commitment: literature review. Journal of Management Development, 35(2), pp.190-216.

Appendix 1. Psychometric tests

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