1. What is strategic leadership? Describe the major actions involved in strategi
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Question
1. What is strategic leadership? Describe the major actions involved in strategic leadership.
2. Why is it important to develop managers for succession to other managerial jobs?
3. What are the differences between top-down, scenario, and emergent strategic planning? In what situations is top-down planning likely to be superior to bottom-up emergent strategy development?
4. Identify an industry that is undergoing intense competition or is being featured in the business press. Discuss how scenario planning might be used by competitors to prepare for future events. Can some industries benefit more than others from this type of process? Explain why.
Explanation / Answer
1. Strategic leadership refers to a manager’s potential to express a strategic vision for the organization, or a part of the organization, and to motivate and persuade others to acquire that vision. Strategic leadership can also be defined as utilizing strategy in the management of employees. It is the potential to influence organizational members and to execute organizational change.
Actions involved in strategic leadership:
Competence - This is the first step of strategic leadership. A competence is an area of knowledge or skill that demonstrates ability to meet needs in a distinct area.
Vision - A vision is the mental picture of what the organization or situation should look like at a distinct point in the future.
Communication of Vision I - after vision is crafted next step is to effectively communicate the vision to the appropriate internal groups.
Serving Others to Realize the Vision - It is the final step in the Strategic Leadership Process is serving others to realize the vision. When meeting the needs of others, one will by definition, be called upon to serve. When in the act of service and sacrifice for others, one builds influence.
2. Succession planning indetifues the job vacancies that can be expected to occur through retirement or attrition and the strategic consideration of where and how internal candidates might fill those vacancies. It involves assessing job requirements and skills of existing employees and then seeking to fill the gaps between needs and skills with targeted training and development. It is an important way to identify employees who have the current skills--or the potential to develop skills--that can help them move up in an organization, or on to other positions. A management succession plan, in particular, leaves your organization prepared to replace senior executives.
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