Unit 01 Leading people (K/616/9037) Assignment Sample

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LO1 Understand how to lead people

1.1 Evaluate different leadership styles

Leadership style refers to an ability of leaders to lead and motivate the team. There are different kinds of leadership styles such as autocratic, democratic, situational, transformational, transactional and so more.

• Autocratic style: It is a leadership style where all controls remain in the hand of the leader in regards to making decisions, no input of employees considered. The employees have to adhere instructions without any questions. The advantage of leadership includes rapid decision-making and keeping team cohesive (Jaafar, Zambi and Fathil, 2021). However, the disadvantage includes decline morale of employee and lack of scope for professional growth.
• Democratic style: The style concern with considering multiple people views and opinion in the decision-making process. Such a style benefits in encourage collaboration, innovation within business, better group engagement, productivity and creative solution. The drawback includes slower down decision making process and more communication gap.
• Transactional style: The style lead and motivate members via use of rewards and punishments. The pros of style include better way to reach short-term goals, furnish in clarity in expected behavior from members and bring stability. On the other hand, cons are limits creativity, not opt for employee who looking for professional development opportunity.
• Transformational: The style motivate and influence other to work to attain common goals. The advantage includes creating strong relationship, collaboration, provide autonomy and growth of team. However, pros are greater pressure on leader and not fit for bureaucratic company (Deng et al, 2023).
• Situational: The leaders adopt leadership style according the particular situation and team members. The advantage includes better motivation, decision-making, efficient resource allocation. However, pros are it is time-consuming and complex make onerous to attain goals.

The different leadership are suitable in some situation while are not for others. For instance, democratic suitable for situation where innovation and creativity required whereas it is not suitable when rapid decision are prime requirement. In addition, transformational leadership is effective for situation where change need to implement while it is not effective where people are already skilled and competent. Thus each style have difference suitability in diverse situation.

Unit 01 Leading people (K/616/9037) Assignment Sample

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1.2 Analyse the benefits of using coaching techniques to support people and improve performance

It refers to techniques used by the coach or mentor to develop new skills in learner.

Developing coaching technique: The coaching technique include identifies strength and weakness of the individual and accordingly providing coaching to improve the performance. The technique use GROW coaching framework to attain the set goals. According to model, first the coach assist the coachee to uncertain their goals by establish SMART goals, then several questions ask to recognizes reality or weaknesses and challenges in front of the person. Afterward, various options and strategies brainstorm by the coach and coachee to attain goal. Also, in context of will, the coach aids coachee to develop an action plan to attain the set goals considering required action and timeframe (Grant, 2022). This technique allows the coach to guide the coachee according to the required need, results in enhancing performance by overcome or developing weak area via action plan.

OSCAR model or technique: Another technique use by the coach to enhance performance is OSKAR model. According to this, coach help the coachee to set SMART goals by provide direction to attain best outcome. For instance increasing communication skill by 10% in next 6 month. While preparing the goal, its scaling checked in terms of feasibility to ensure plan remain realistic (Nedeva et al, 2021). The stage of know-how resource include identify required resource to reach goals like training, mentorship and so more. Afterward, the action includes creating an action plan for required step taken or deadline. Reading a book is an example of action to enhance communication skill. In addition, the coach and coachee review the progress to attain the goals.

Another coaching technique include asking guiding questions by using CLEAR model, the first step is contract where coach list down the goals.

Listening: the coach ask open ended questions and listens concerns and challenges of coachee.

Exploring: The coach motivate the learner to influence their behavior.

Action: the coach help learner to take required action.

Review: after action progress review to adjust plan accordingly (Coaching Model, 2025). The coaching techniques help the learner to get guidance, leads to motivate them and improve their skill via action plan, result in enhancing performance significantly.

1.3 Analyse their organisational culture and the impact that this has on their leadership style

Organizational culture defines as a set of values, system, rules and regulation that impact employee behavior within the company. Organization culture plays an important role in motivating and shaping employee behavior within the company. For instance, Tesco supportive and positive culture results in increasing company productivity and performance while increasing employee satisfaction and retention.

The culture of the company influences by internal and external factors. The internal factors includes value, structure beliefs and so more. For instance, the hierarchal structure makes the company culture rigid, where top-down approach use, leads to decline employee engagement, morale and satisfaction. This kind of structure influences to used autocratic leadership style where decision taken by top management. In addition, the factor i.e. value leads to make organizational culture more positive and supportive if company focus on doing business with ethical and fair values. This kind of culture positively influence leadership style by fostering greater trust and collaboration.

Additionally, the external factors also influence the company`s culture. For instance, referring to the social changes in the employee expectation in regards to motivation, inclusion and diversity, influence the leadership style to be more focus better organization policies and procedure (Sanosra et al, 2022). It include changing in leadership practices that provide everyone with the equal training and development opportunities. Also, the technological changes motivate to make the company culture more innovative. This change leads to influence the use of transformational leadership style where each employee provide with freedom to share their creative ideas and well as required training and resources to effectively implement it.

1.4 Explain the difference between equality, diversity and inclusion and the impact this has on

leading the team

In the business environment, equality refers to a practice of ensuring that everyone able to access the same opportunities and right at workplace regardless of gender, age etc. On the other hand, diversity means valuing the difference within people in terms of language, identity, sexual orientation, physical attributes, ethical values and so more. However, inclusion refers to a practice or as a culture where everyone feel valued, respected and welcome with the ability to contribute (Chakravarthi et al, 2022).

The leader plays an important role in ensuring equality at the workplace as the leader focus on implanting policies as well as providing equal opportunities of all people. For instance, leader of Tesco provides equal opportunities in regards to training and professional development to all employees without considering their age and gender. This leads to positively influence employee within the team by making them more enthusiastic and productive. This leads to develop a positive environment where all people feel engaged and valued.

In addition, the role of leader is quite important in managing the diversity issues at the workplace such as communication gap, unconscious bias, unequal opportunities, conflicting work styles and so more. The leader use open and transparent communication channel where each member able to convey their problem, according to the issues leader focus on providing better solutions. In addition, the leader to manage issue in regards to unequal opportunity and work style by emphasize on address issue via providing opportunity of training according to learning needs.

The leader build an inclusive environment by focus on open communication, better opportunities, effective hiring practices and assisting diverse talent.

LO2. be able to lead people

2.1 communicate the organisation’s strategy and purpose of their team, adapting their communication style to suit their team

One of main role of the leader include communicating the strategy of the company as well as purpose of the team to the employees for the better alignment, coordination as well attainment of the company goals. For instance, the leader using the assertive communication style communicates the strategy of Tesco i.e. offering high-quality product at the affordable price. An assertive communication style means directly conveying information to listener and also listens and respects to their ideas and opinion. The communication of organizational strategy makes easier for the leader to provide understanding to the team members regarding the purpose of team i.e. work effectively and collaborative manner to support organizational strategy and attainment of the goals.

The leader by communicating the organizational strategy and purpose of the team maintain openness and transparency within the team members which plays a significant role in motivating and encouraging each member to work in the best manner (Musheke and Phiri, 2021). This leads to influence member to contribute their best effort. In addition, the team leader communicate the members that attainment of the purpose of the team allows each individual member to develop their skills more as they able to get more opportunities in future as well.

2.2 identify the strengths, competences and expertise of team members

The team includes diverse members with different kinds of skills, expertise and competencies. During working on a project of product innovation within the Tesco, several skills and expertise of team members identifies. It is as under:

• Team-working: The team has a good expertise in regards to team-working skill. It is an ability of the team members to work well collectively in each kind of situation. The good team working skill allow the team members to cope up with the difficult situation within the organization that act as a barrier in attainment of the team goals (West and Borrill, 2023). All members work in collaboration and emphasize on attain company goals.
• Attention to detail: Another competency of the team members includes ability of attention to detail. It is a skill of focusing on each and every minor detail. The effective attention to detail skill allows the team members to decline the scope of mistake correspondingly helps in attain team and company’s goals effectively and efficiency.
• Communication Skill: One of the effective skill of the team members include good communication. The skill allows the members to communicate ideas and suggestion to other members in a team in understandable manner, to generate a productive outcome. In addition, good communication skill helps the employees to manage conflicts in regards to thoughts and opinion with the team members by actively listen to each other’s views.

2.3 identify areas for improvements in team members performance

It is an important role of the leader to identify strengths as well as weaknesses of its team members with the help of performance management as well 360 feedback model. The team members of product innovation project of the Tesco, some of area of development identifies, it is as under:

• Technical proficiency: From the performance management, it is evaluated that technology use is one of the weakness of team members. Presently, various techniques introduce such as AI, automation, data analytics software and so more (Moglia et al, 2022). It is identifies that working with such a technology and software is quite onerous for the employees correspondingly it is an area of improvement that can be develop by implementing a timely training.
• Time-management: Another recognized area of development for the employees includes efficient time-management skill. It is an ability of using and managing time wisely. As each team member has a different working style and speed of doing things. This leads to make difficult for the team-members to collaboratively manage their time. This problem act a drawback for the team, make difficulty in completes the task on set deadline.
• Decision-making skill: The team includes different members with different opinion, idea and suggestions. Referring to this, whenever an important decision is requires to make within the team, members take it as a challenging task. Hence, as a leader it is considered as an area of improvement for the team.

2.4 support the development of the team and individuals

To improve area of development as well as to support the team member’s development, coaching, role modelling as well as values and behaviours can be use. The leader use different coaching methods such as GROW to support skill development of the employees. To develop individual as well as whole team`s technical, time-management and decision-making skill, the leader while using GROW model, first establish SMART goals. For instance for improving technical skill by 10% within 6 months by providing technical and software training. In context of reality, leader ask questions to employees to further recognize weaknesses such as inability to use software. The coach brainstorm different strategies such as training, workshop, seminars, mentoring with the purpose of development. Afterward, to support employees development, coach guide employees to draw an action plan by explaining required actions such as reading technical books, schedule time, observing experts in time-management, watching online tutorial in regards to improve decision-making and so more. Hence, the GROW model of coaching enables the leader to support the individual as well as team development.

Furthermore, for supporting the development of team as well as individual, leader can use approach of role modelling. It means a practice where values, behavior, working style act as inspiration for others to imitate, in terms of development of particular skill or competencies. The leader via using the role modelling method can motivate the employees to attain the best outcome or development of the skill (Shanahan, McDonell and Reynolds, 2023). For instance, when employees observes a role model, they learn doing things in correct and innovative manner results in better development in terms of gaining of new skills and behaviors results in enhancing individual and team performance.

2.5 implement suitable techniques to manage change within the team

In a rapid changing and dynamic environment, introduction of change based on internal and external factors is quite important within the business. For instance, for innovation project of Tesco, a change introduce in company in regards to greater use of technology such as AI, automation, data analytic for purpose of smooth operations. To manage and introduce the change effectively, the leader use different techniques of managing change. One of technique is carefully plan of change, according to the technique the leader efficiently plan the change i.e. technological introduction in process by considering its associated benefits and drawbacks. Another technique is understanding and managing resistance to change, whenever a change introduced in organization, employee often resist to change due to fear of lack of ability to work with change, job security etc. At the time of change, leader can minimize the resistance by providing required training and rewards to the early adopters. This technique is quite important to implement change proficiently (Rehman et al, 2021). Moreover, one of the best change implementation technique is effective communication, according to this, leader emphasize on doing effective communication with the employees in reference to change by explaining the urgency of change as well as its associated benefits to organization i.e. competitive edge and profitability as well as advantage to employees such as personal and professional growth and financial growth. This technique allows the employees to adopt the change without any resistance. Also, feedback consideration technique allows the leader to listens the concerns, idea and suggestions of employees in regards to change, it leads to help the leader to manage change effectively.

References

• Chakravarthi, B.R., Muralidaran, V., Priyadharshini, R., Cn, S., McCrae, J.P., García, M.Á., Jiménez-Zafra, S.M., Valencia-García, R., Kumaresan, P., Ponnusamy, R. and García-Baena, D., 2022, May. Overview of the shared task on hope speech detection for equality, diversity, and inclusion. In Proceedings of the second workshop on language technology for equality, diversity and inclusion (pp. 378-388).
• Deng, C., Gulseren, D., Isola, C., Grocutt, K. and Turner, N., 2023. Transformational leadership effectiveness: an evidence-based primer. Human Resource Development International, 26(5), pp.627-641.
• Grant, A.M., 2022. Is it time to REGROW the GROW model? Issues related to teaching coaching session structures. Coaching Practiced, pp.29-40.
• Jaafar, S.B., Zambi, N.M. and Fathil, N.F., 2021. Leadership style: Is it autocratic, democratic or laissez-faire. ASEAN Journal of Management and Business Studies, 3(1), pp.1-7.
• Moglia, A., Morelli, L., D’Ischia, R., Fatucchi, L.M., Pucci, V., Berchiolli, R., Ferrari, M. and Cuschieri, A., 2022. Ensemble deep learning for the prediction of proficiency at a virtual simulator for robot-assisted surgery. Surgical Endoscopy, 36(9), pp.6473-6479.
• Musheke, M.M. and Phiri, J., 2021. The effects of effective communication on organizational performance based on the systems theory. Open Journal of Business and Management, 9(2), pp.659-671.
• Nedeva, I.R., Vitale, M., Elson, A., Hoyland, J.A. and Bella, J., 2021. Role of OSCAR signaling in osteoclastogenesis and bone disease. Frontiers in cell and developmental biology, 9, p.641162.
• Rehman, N., Mahmood, A., Ibtasam, M., Murtaza, S.A., Iqbal, N. and Molnár, E., 2021. The psychology of resistance to change: The antidotal effect of organizational justice, support and leader-member exchange. Frontiers in psychology, 12, p.678952.
• Sanosra, A., Hakim, A.R., Cahyono, D., Qomariah, N. and Thamrin, M., 2022. Role of Knowledge Sharing and Leadership Style in Improving Employee Performance With Work Culture As an Intervening Variable. Jurnal Aplikasi Manajemen, 20(4), pp.920-937.
• Shanahan, M., McDonell, K. and Reynolds, L., 2023. Role play with large language models. Nature, 623(7987), pp.493-498.
• West, M. and Borrill, C., 2023. The influence of team working. In Understanding doctors' performance (pp. 106-122). CRC Press.

Online

• Coaching Model. 2025. Online. Available through: <https://www.aihr.com/blog/coaching-models/ >