With respect to the leadership I can state that my leadership brand is the transformational leadership. The transformational leadership allows the organisations to make significant and dramatic changes at times. The transformational leaders inspires and  motivates its staff by establishing a clear objective for the future vision and further defining the essential steps required to be taken in order to achieve those objectives. The traits of the leadership generally allow the leaders to transform the organisation with their courage, confidence, and vigour. This specific type of leadership also requires competitive environment and such leaders introduce new ideas and creative ways for performing the tasks.

Get good at the technical part of your work if you’re starting your career. The experience will be important and you’ll develop competence and therefore credibility. Further develop empathy. The people you will lead need to view you as genuine, that you are looking out for what’s best for them in addition to what’s best for the organization (your primary duty). Depending on the nature of the organization (e.g. services) one could easily argue by developing people you are best serving the organization. I don’t have great advice on how to develop empathy other than try to put you in their shoes and keep in mind that we all have one shot at this trip called life, it’s precious.

Ask questions. That’s going to be your primary tool according to my interpretation of the intent of this method. You need feedback about products, processes, problems from the people that are closest to them, the workers. When you are experienced you may see additional layers they may not, but they will provide the observations/data you need to lead (the higher up you get the more you will lose touch with the details of the daily work people are doing).

Practice listening. Let the other person finish their thought, explain it back to them to see if you understand. Practice not finishing their words if you have that habit. Ask questions. That’s going to be your primary tool according to my interpretation of the intent of this method. You need feedback about products, processes, problems from the people that are closest to them, the workers. When you are experienced you may see additional layers they may not, but they will provide the observations/data you need to lead (the higher up you get the more you will lose touch with the details of the daily work people are doing).

Practice solving conflict in a healthy manner, another aspect of this is practicing not responding to the first emotion. No matter how good you get something will make you angry, it’s important to be aware of that emotion and let it settle before responding (for some of us like me it takes years and mentoring).

Acknowledge the problems that everyone can see. It’s horrible working under a leader who is either unaware or ignores problems the rest of the team is affected by. Examples: a poorly functioning policy, or lack of a policy, low quality, a slowdown in business, a project that is having difficulty. Another great example is an ineffective team member, while you shouldn’t publicly announce an active employee is not working out, deal with the situation so your team knows you recognize problems and will hold people accountable.

Learn to evaluate yourself. What do you do well, what do you not do well. What were your contributions to the organization? What were the failures? What do you want to improve on in the coming year? What goals do you want to set? Consider doing this at the end of each year. By doing this repeatedly you will get better at the technical work, become more self-aware, and more adept at doing this kind of reflection which will help you evaluate other people. If other people see that you evaluate your flaws honestly and work on yourself constantly, they will be more open to following you and your suggestions for them.

Micromanaging kills autonomy, which is what many leaders do when they don’t know how to control the work otherwise. Micromanaging can arise from deficits of the leader(s), such as: poor delegation, poor performance management, poor coaching, poor training, poor hiring (you can’t win with an incompetent team, if you have one it is your fault as a manager, if you inherit one it has to be the first thing you correct).

A path to mastery can be killed by not having a plan to develop/train employees, and/or not letting them try new challenges. Think of the highest level of a given skill, and the steps/experience required to get there. Provide a path for people to take those steps

With respect to the leadership and team building I also participated in an activity with the group members at the university. The game involved balancing the wood with the help of two bottles of water which each group had, where few long and short strings were attached which can be seen in the pictures too. Every group had to use the hand to touch the string and keep the wood balance. This was an interesting activity for team building.

The after-effect of the Brexit choice, and the plans to actualize it, keep on causing floods of vulnerability over all enterprises all through the UK (Wadsworth, 2016).  Given the idea of the hospitality and the travel industry, this vulnerability is something being felt acutely by the segment. Hospitality and the travel industry is presently the fourth biggest industry in the UK, self-catering accommodation, representing hotels, restaurants and attractions among numerous others (Zimmerman, 2017). With such a wide extent of business types falling under its umbrella, it contributes a colossal £143billion to the UK economy, utilizing an aggregate of 4.49million individuals. Moreover, as per measurements from the British Hospitality Industry, since 2010 the industry has been in charge of making one of every five of every new activity in the UK and is on track to convey a further 100,000 before the decade’s over (Sweeney, 2016).

Inside these more extensive figures, an expected 700,000 (15%) of the 4.5 million individuals that right now work in the area are from the European Union (Swales & Baker, 2016). Somewhere in the range of 2011 and 2015, the amount of immigrant workers expanded by 22 percent, with the major share of these originating from EU nations (Zimmerman, 2017).  In any case, because of Britain’s choice to leave the EU, the quantity of individuals from abroad applying for new occupations inside the industry is falling. Not just that, ongoing insights from the Office of National Statistics assesses that 130,000 EU nationals emigrated in the year to September the largest amount in 10 years (Tsai, 2017).

In a report covering the mass migration, the BBC expressed that of the quantity of EU nationals who are touching base in the UK, less are seeking “business related reasons”, especially to “search for work” (Wadsworth, 2016).

This is a concerning measurement. With such an extensive number of individuals from the EU making up a centre extent of British friendliness specialists, it is important to look at replacing them potentially, should they too choose to leave the UK (Szymańska, 2016). In any case, as an association, the individuals regularly report that one of their greatest difficulties with junior workers is changing their impression of their job as ‘an occupation’ to a ‘profession’. This is regularly as opposed to mainland specialists, huge numbers of whom consider friendliness to be a good, long lasting calling and one they can take pride in (Woolfson, 2016).

With the deluge of European labourers hinting at abating, there is a hazard that this ‘work’ as opposed to ‘profession’ state of mind could turn out to be more across the board in the business as it swing to UK specialists to make up the deficiency (Szymańska, 2016). The best approach to keep this viewpoint from saturating is instruction. It is important that associations like own work with youngsters to feature the numerous open doors a vocation in hospitality can offer them, while offering the preparation and consolation to seek after these chances. The government have to do what they can to exhibit the value of a vocation in accommodation (Woolfson, 2016).

Zimmerman (2017) who has been studying the hospitality business for more than 50 years, stated: “For me, hospitality is the best business on the planet and we ought to be pleased with the exclusive expectations we have accomplished in the UK amid the previous 25 years. This is an industry where you can begin at the base and go appropriate to the highest point of the calling and we need to get that message over.”

As Woolfson (2016) made reference to, a hospitality career offers unlimited opportunities. From front-of-house to fund and income administration, in contrast to numerous enterprises, friendliness genuinely enables individuals to begin on the base rung of the profession stepping stool and work their way to the simple best. With such changed profession choices and degree for movement, the hospitality business likewise offers boundless potential outcomes to pick up and create widespread aptitudes that can be connected over the activity range (Swales & Baker, 2016).

This is the reason education is so imperative to the eventual fate of the hospitality industry– guaranteeing that youngsters entering the universe of work consider friendliness to be a feasible profession alternative (Lufkin, 2017). When they’re in, the open doors don’t end there. Preceded with Professional Development (CPD) is a colossal reward in educating and creating aptitudes that advantage representatives in their picked calling, which would then be able to be connected to any industry they work in (Sweeney, 2016).

References:

Lufkin, B., 2017. 50 grand challenges for the 21st century. BBC.

Swales, D. & Baker, S., 2016. The impact of Brexit on the UK agricultural workforce. Agriculture and Horiculture Development Board.

Sweeney, K., 2016. Huawei confirms £1.3bn UK investment despite Brexit. Business Weekely.

Szymańska, J., 2016. The Future of the Free Movement of People after the Brexit Referendum. The polish institute of international affairs.

Tsai, 2017. Leading in a Changing World. Conventry University.

Wadsworth, J., 2016. Brexit and the Impact of Immigration on the UK. London School of Economics.

Woolfson, C., 2016. Free Movement of Labour and Brexit: Reclaiming National Sovereignty or a Victory for Xenophobia? International Union Rights, 23, pp.20-22.

Zimmerman, D., 2017. This is what we really think about Brexit in Germany. The independent.

As the times are changing so are the ways of living. The most obvious and prominent changes are innovation and development that can be observed over the years by everyone (Tsai, 2017). In this present day business world, the business and organizations are all about developing such  an economy where the core product is knowledge or information and the fast development of innovation and knowledge is the most vital and crucial element for any business or organization to survive and sustain. This topic is quite debatable and argued stating that this transformation in business trends ad innovation in technology at the present day has resulted in quite challenging and complicated obstacles and tasks for the leaders in the business industry (Paul, 2018). Developing the approach of CAS (complex adaptive systems) the leadership obstacles can be acquired, by considered leadership as not just a position of power of authority but a constantly changing and developing interplay for which flexibility and adaptability must be shown by the leaders. It is very important for the leaders to be flexible so they can adapt the change with the changing trends and should possess abilities of problem resolving (Culcdanial, 2017).

There are a number of debates previously happened but still are not very effectual with respect to adaptation and identification of the most appropriate and suitable style of leadership (Lufkin, 2017). The general concept related to leadership is that much more then just managing and management operations. The difference between the leadership and management is that management stands for doing things in right; however, the leadership simply states doing the right things (Luke, 2017). With respect to this context, every style of leadership should comprise of the components or characteristics which are not only restricted to the tasks and duties associated to bureaucracy but should also comprise of attributes having much more meaning and complexity to them so it can serve a much deeper and complex purpose (Jafri, 2014).

Through various researches and studies it has been evidently proven that no particular leadership style no matter transactional, transformational or democratic leadership which is effective and applicable in all situations (Adekunle, 2017). And as this world and its dynamics are constantly changing, and nothing seems permanent but the change. In the present day nothing is predictable or constant, neither the demand of the customer, nor the growth of the market, neither the life cycle of the products competition nature or the change rate of technology (D’Ambrosio, 2015). Hence the most effectual and the most capable style of leadership can be the one which show adaptability and capability to react in all types of scenarios accordingly (Lazzari, 2018).

The leadership styles of this present world might be suitable now but things are changing awareness is increasing and now people have knowledge and awareness, so they do not blindly follow them but need motivation and actions as well as strategies (Adekunle, 2017). Hence, the most appropriate leadership style can only occur when style of the leader always matches or changes according to the given scenario (D’Ambrosio, 2015). The most effectual & successful style depends on interface between human resources, distinctiveness of the work circumstances, and the personality of the managers. The most prominent challenges that are faced by the present day leaders are retaining and developing talent, leading the change and developing the leader for the next generation (Ross, 2016).

For example Elon Musk success is reported to because of his transformational leadership style. The transformational leadership style involves the leader utilizing their knowledge, power, and experience in a meaningful ways such as engaging with the employees or supporting advice in a friendly manner with their employees (Blazek, 2016). The leaders who follow the transformational approach tend to change the goals, values, identities and needs of their employees, with the aim and ambition to boost their confidence and trust which would help the building of confidence and trust in the employees and further enhance their commitment and performance for the organisation (JnJ, 2012). With the responsive, social, and the attitude which is pleasing to the employees, the transformational leaders are able to encourage and facilitate the employees to use their knowledge, skills, and experience in the organisation (Kotter, 2007).

Hence, the leadership style which will be developed or created in the future ahead should be flexible in nature, having the ability to adjust to any and every scenario, should be adaptive, where they remain acceptable in front the constant change and new ideas and majorly should be motivating and knowledge based, having the present day as well as past knowledge.

References:

Adekunle, B., 2017. Contemporary Leadership Styles: How relevant are they in today’s changing world. Research Gate.

Blazek, K., 2016. The transformational leadership style of Elon Musk. Boothco.

Culcdanial, 2017. Contemporary Leadership Styles: How relevant are they in today’s changing world? WordPress.

D’Ambrosio, M., 2015. Leadership in Today’s World. Stanswartz.

Jafri, A., 2014. The Challenges of 21st Century Leadership. The Guardian.

JnJ, 2012. Human Resources Leadership Development Program. HRLDP.

Kotter, J., 2007. Leading Change: Why Transformational Efforts Fail. Harvad Business Review.

Lazzari, Z., 2018. 5 Different Types of Leadership Styles. Chron.

Lufkin, B., 2017. 50 grand challenges for the 21st century. BBC.

Luke, M., 2017. The challenges of 21st century leadership. research gate.

Paul, T., 2018. How relevant are contemporary leadership styles in today’s changing world? Quora.

Ross, M.-C., 2016. 3 Leadership Challenges for the 21st Century. Linkedin.

Tsai, 2017. Leading in a Changing World. Conventry University.

Boeing was established in the year 1910 by William Boeing who was a great businessperson of the US at that time (Columbia, 2017). In the year 2008 and 2009, it was ranked as the second manufacturing company in the list of top 100 US federal contractors as the cumulative worth of contracts associated with Boeing amounted to be $23 Billion (Duncan, 2009). Leadership and management style and techniques in the company has been widely debated matter and Boeing is considered to have experienced change of leadership and management style with the inclusion of its new CEO (Duncan, 2009).

Numerous Boeing workers are welcoming the organization’s centennial with a blend of pride in its creative inheritance and profound worry about current patterns and what these predict for what’s to come. Bedol & Cobb (2016) states that   over the 20 years of working environment investigation of Boeing, representatives more than once disclosed that the way of life changed, regularly for the more awful. Boeing changed from a “family-like” organization that esteemed its representatives to one that treated them like “expendable products.” Accordingly, numerous workers progressed toward becoming separated and disenthralled (Elfaa, 2004).

Looking forward, it can be thought about whether organizations with apparently extensive quantities of disappointed, wary and separated specialists can appreciate proceeded with progress (Graham, 2017).  An enticing reaction is: “perhaps yes.” After all, regardless of the animosity and the association administration clashes at Boeing, its request book is full and its benefits and offer cost are close record levels (Columbia, 2017).

This may lead top officials to trust that the significance of corporate culture on organization execution has been oversold (Graham, 2017). What’s required, they may construe, is intense, tough administration, utilizing a blend of impetuses and dread, to prompt the required exertion from their workforces. Boeing gives great wages and advantages (however these are under risk) and liberal instruction and preparing openings (Mariani & Carlotta, 2015). These are alluring promptings to carry out one’s occupation capability enough and to remain at the organization. Also, when required, administration can turn to real and undermined development of employments to accomplish its destinations (Lufkin, 2017).

Innovative movements may likewise be persuading organization pioneers that work environment culture will matter less later on. As robots and digitization make work more daily practice, administration may just stress over propelling the main 10 percent who plan and build up these innovative frameworks.  Organizations additionally might put money on generational turnover (Malighetti & Redondi, 2009). Bedol & Cobb (2016)examination gave suggestions among ongoing Boeing procures that the new “primary concern” corporate ethos progressively work with the desires for millennial. They appear to have more confident, individualistic demeanours than the children of post war America they’re supplanting and may stress less over the loss of family culture.

There is additionally the way that labourers regularly can and do discover space, even in the most various levelled associations, to infuse their own importance and reason into their work lives (Elfaa, 2004). Numerous Boeing specialists are furious as redistributing expands their instability and dissolves the centre abilities that made Boeing a pioneer in aviation development.  However numerous likewise talks about pride in their work, and in observing planes they’ve helped fabricate flying overhead (Gibson, 2018). Others discover importance in tutoring more youthful partners or relish the test of structuring refined machines made of thousands of parts. As it were, they discover approaches to section their sentiments about best administration and still do quality work (Malighetti & Redondi, 2009).

In any case, while money related outcomes at organizations like Boeing recommend they can prevail in the short run, there are worries in the more drawn out view related with not supporting labourer agreeable societies (Columbia, 2017). The worldwide plan of action Boeing embraced for the 787, with its subsequent postponements, billions in cost invades and negligence for “inborn” learning may genuinely hamper Boeing’s capacity to contribute, enhance and contend later on (Luke, 2017).  And keeping in mind that depending on the altruism of representatives has papered over a portion of the resolve issues, one-fifth of the staff said they work to their maximum capacity just 50 percent of the time. Others progressively consider Boeing to be “only a pay check” and would promptly move to different firms (Malighetti & Redondi, 2009).

Also, millennial will age, shape families and settle down, making it likely they too will look for more professional stability and a more beneficial workplace. Monetary numbers recount some portion of an organization’s story (Graham, 2017). In any case, Elfaa (2004) research proposes there are genuine (however hard to gauge) benefits in having a steady, experienced, agreeable and submitted workforce benefits that, over the long term, are probably going to influence an organization’s aggressive and monetary execution.

To accomplish those advantages and guarantee proceeded with progress, employee requires a culture that demonstrates an organization regards and genuinely esteems its workers.

References:

Bedol & Cobb, 2016. United Airlines Media Plan. Alexia Conley.

Columbia, 2017. Airline Industry Overview. Columbia Education.

Duncan, K., 2009. Leadership and Communication. Improving leadership and communication Skills for Municipal Managers and Supervisors.

Elfaa, 2004. The benefits of low Fares Airlines. Liberalisation of European Air Transport.

Gibson, C., 2018. The low cost airline, changing the way we fly. BBC News.

Graham, C., 2017. United Airlines flight lands with engine on fire at Denver airport. Telegraph UK.

Lufkin, B., 2017. 50 grand challenges for the 21st century. BBC.

Luke, M., 2017. The challenges of 21st century leadership. research gate.

Malighetti & Redondi, 2009. Pricing Strategies of Low-cost Airlines: The Ryanair Case Study. Journal of Air Transport Management .

Mariani & Carlotta, 2015. Disruption management in the airline. Norwegian University of Science and Technology.