Learning Event Design: Simply Me
Simply Me is among the high street fashion and home retailers that are well-known in UK with about 50 stores. The company at founding was initially just a fashion outlet but in the past 10 years, it changed its portfolio to include a section for children”s ware and homeware. The change was attributed to the high competition margin in the fashion that has become very tight. In addition most of its outlets that are located in major high streets but are limited to due to the limited floor space. The Executive Board has decided to opt for the new trend of larger malls that are located outside the town. In order to implement this, the smaller stores are to be sold and in this plans are already underway to sell these smaller stores and open the 5 big ones in the next 18 months in order to facilitate such progress with the first one of them expected in the next 6 months. In doing this it will open up a number of opportunities especially to the current and future graduate trainees as they will gain the experience and potential managerial levels of position to be available in such stores.
Each year the company will recruit a number of students of either degree or higher national diploma to be used for placement and operative level roles. Simply ME will monitor their progress over a period of 12 months and in this they will assess on whether they are suited to be offered a place on the Management Trainee Scheme. Individuals who demonstrate the management potential will be given opportunities to lead a team or be given junior supervisory roles for a period of approximately 3 months during which they will take part in an assessment centre. In each year approximately 20 graduates are selected for the scheme and some of the chosen ones will participate in the “Fast Track Programme” to senior management capacity in a period of two years.
The world currently is at an exponential technological growth that has led to drastic change both in society and growths. This has resulted in a lot unthinkable things happening like collapsing of billion-dollar multi-nationals. This is because the traditional business models are being rendered unusable leading to the need for management to develop the ability to operate in such environments. Such an open and fast-thinking market will require a transformational leadership approach if it going to survive. Hence experienced managers will have to develop hands-on solutions that are specific to the emerging problems and there are no better options that the transformational leadership approach.
The first part before the actual one-day training session begins is to meet with all the participants and interact. This will ensure that they will have enough time to strike rapport and make the whole exercise more comfortable and enjoyable. In addition to this it will be the opportunity to clearly lay out the plan for the day including the topic to be discussed and the plan of the whole day. The time will also be used to inform the participants on the expectations and the aims of the session that they should have achieved at the end of the day.
Transformational leadership is a process that changes and transforms the want to change, improve and to be led. Simply it can be described as a process that involves assessing the motives of an associate, satisfying their needs and valuing them. Hence a transformational leader can make a company more successful by valuing its associates. This can help the managers to become great leaders through an approach that will involve the discussion of the weaknesses, strengths, and a way out in company including all steps that are involved.
According to Bass & Riggi, in transformational leadership, there are four factors known as the “four I’s” that are considered namely idealized influence, inspirational influence, intellectual stimulation and individual consideration. Each of these factors comes in very handy to the managers in trying to create this form of approach in the workplace. The transformational leadership will help the participants in becoming more competent managers will be able to influence the organization as a whole to forge forward towards meeting the set down objectives and mission of the company.
Idealized Influence; this is used by managers in order to give exemplary role models for associates so that they can emulate. Managers who will possess the idealized influence can be trusted and respected by all associates to make decisions that are good for the organization.
Inspirational Motivation; this is a managerial concept that will be applied by managers who motivate their associates to commit to a vision of the organization. Such managers will need to have inspirational qualities so as to encourage the team spirit in order to reach the goals that may be set be it increased revenue or growth of the company in the market.
Intellectual Stimulation; this describes the managers who will encourage motivation and creativity challenging the normal views and perception of a group. This will stimulate the intellectual and promote critical thinking that will help in solving the various problems that arise in the organization.
Individual Consideration is another aspect of transformational leadership in which the managers will act as coaches and advisors to the associates. The managers who will possess individual consideration will encourage the associates to reach the goals that will help both the organization and the associates as well.
Step I: Discussion of Transformational Leadership in Groups
This will begin with an introductory part where all the participants will get to know each other along with the facilitator and in this the facilitator will be required to make the participants understand what is expected of them in the single day training on transformational leadership.
According to Petran, the discussion about transformational leadership will be done among groups with the aim of discovering how best it e of help to the participants. The participants are expected top learn a lot of things but mainly it will entail:
- The ability to create a team of fully self-motivated performers who will have the ability to surpass all mental blocks and fears to reach their full potential.
- The participants will be able to open up a fast-paced culture that will produce results while also attracting the best and brightest talents in the market due to the working culture in place.
- The participants will also be able to change their mentality form the old employee situation to an approach of total individual ownership that enables them o be co-creators that just simple employees who perform their duties.
- It will assist in installing a step-by-step process of transformation from some entrenched behaviours.
- The students at the end of the training should possess the ability to depoliticise the organization and work with an open and transparent organization. This will allow them to work smoothly with the top environment hence achieve fast decisions and stay on the cutting edge in matters of relevance to the market.
- They should have the ability to create a deep and meaningful bond and spirit de corps in the organization that will enable them forge into a loyal cutting edge elite performance unit.
- The participants will possess the ability to empower the team to move forward from being reactive to a dynamic, passionate and be taking on challenges with their whole heart.
- In addition they will end up becoming excellent coaches on helping team members transcend their emotional and mental barriers to the desired state. This will be done by better understanding of the psychological framework required to achieve the effective transformation.
Step II: Group Presentation of Ideas Discussed
At this point in time all the small groups that will be discussing may have completed discussing on all the benefits that the transformational leadership will bring both to the organization and individual as well. In each benefit every group will give it will be required to give an example on how this will directly relate to the companies current plan or restructuring in order to enlarge its presence in the market (Kuhnert & Lewis 1987, p.654).
Step III: Tea Break
After the completion of each group”s presentation on the benefits of the transformational leadership and its impact on the organization, a tea break of about 30 minutes will be given. The tea break is given as a strategy due to a variety of reasons. This is a strategy that helps in breaking the ice as the whole process may bring monotony. The breaks will also the participants to refresh their body by stretching after long sitting periods in addition it will enable them to exercise their arms and eyes. The fact that they are sitted in a single place without many activities as this limits creativity and ability to grasp the idea that is being taught. The mingling and laughing will allow them to refresh as they prepare for the next session. The facilitator will also get to mingle with the participants and in the process of mingling will be easily able to identify any points that need to be emphasized depending on the reaction an comments by the participants. The interaction among the participants will enable them to exchange ideas and in the process will be able to learn more as the learning process will now be centred among themselves. The interaction will also allow relaxation and assisting in removing any tension or feeling of being uncomfortable that may exist among them as due to the fact that they may not all be familiar to each other.
Step IV: Briefing and Learning Mode of Study
According to Bass & Riggio, after completion of the break an ideal method of learning has to be used in which the educator will be giving to the participants. This will be mainly a lecture on the transformational leadership and it will entail all the components involved in adopting this form of leadership both mentally and in policy to ensure the organization survives at the best position in the market.
In this style of learning the topic or issue will be viewed from different aspects and perspectives. In such a situation participants will gather information and use their creative imagination in order to solve the problems that have been presented. Hence in such a scenario concrete issues will be reviewed from various angles. This is used because people will tend to perform better in situations where it requires idea generation a brain-storming session and in the process activating their creativity.
In this process a more concise and logical approach is taken in learning and solving problems. In such a situation the ideas and concepts are more important than people in that a clear explanation will be used to ensure that the concept is understood rather than opting for a practical approach. The participants in this situation will concentrate more on the abstract ideas in place rather than people and will excel when understanding is applied using a wide and clear range of information that is clear and properly arranged.
This is a style of learning in which solving problems will be based on use of learning that been acquired in a certain period. This is preferable in tasks that relate with technical issues especially those regarding theories and ideas. This does not concern any personal or interpersonal aspects and will be mainly used by people who tackle problems relating to interpersonal or social issues. People who will employ this style will tend to experiment with new ideas.
This is a learning style that is really hands-on and in which it relies on intuition rather than the more logical view of things. The people in this case prefer an analysis of the problem by taking a more practical experiential approach. This will be based on actions that are carried out on gut instinct in comparison to the normal situation that involves a logical process. The learning style can be useful and prevalent in situation that requires initiative and action. In such approaches people who become involved will tend to work in groups in order to help in solving the various problems that may be presented to them. In such a situation, targets will be set and they will work towards achieving the set down objectives .
Step V: Lunch Break
This is the lunch hour in which the participants in this case the trainees and the facilitator will get the change to replenish their energy and get a bit of rest through the consumption of a meal. This time they will stretch and relax while relaxing both the body and mind.
Step VI: Questions Session
During this period the participants will be required to ask questions on any questions that relate to transformational leadership to the facilitator or make any comments that they may deem to assist in the whole process.
Step VII: Lecture Process of Developing Transformational Leadership
In this process for effective business management to take place, there needs to more regulation of employees and in this a business leader will require moral understanding. Hence the transformational leadership shall involve appealing to the workers beliefs and psychological needs.
This is the first step and it will involve the leadership having to interact with all the employees on a personal basis. In doing this they will able to find out the needs of each employee including their desires. In doing this, they will learn the best approach to be used in motivating them and will assist in gaining the trust of the employees. This will assist in pushing them to achieve their personal goals while ensuring the company”s agenda is also pushed forward.
Lang , states that if the manager has developed a personal relationship with the employees, the next move will involve engagement of creativity. This will be achieved by appealing to workers of all levels and challenge them to come up with ideas that will change the culture in the office. The employees in this case will be encouraged to take risks and challenge any status quo that may be in existence in the office. In the process they are presented with opportunities to learn more.
In order to finally have a change in the office a manager will need to take the step of conveying a vision and mission that the company as whole will work on. This will lead to appeal for higher morals among the employees and in the process a common goal will be established giving motivation in the process. The optimism carried will bring excitement on the potential .
The manager in this case for proper transition of the greater vision and mission that is to be achieved will need to do his or her best in the specific duties so as to give a role model to the rest of the employees. In conveying the impact will be positive on the other employees as they will work towards their own behaviour as this will eventually result in a transformation in the organization through this ideas of the leader.
Step VII: The Feedback
In order for the facilitator to ensure that the trainees who are the participants in the training session did grasp some concept there will be feedback from them. This can be a question and answer session that will be fulfilled using a quiz .
- What is transformational leadership?
- What are the four factors of transformational leadership?
- What are the benefits of transformational leadership to an organization and employees?
- What is the process of implementing the transformational leadership?
The facilitator will conclude by one again emphasizing on the transformational leadership and its importance if implemented well to the individual and organization. The participants who are trainees are reminded on why all the stages of implementing the process is important. At this juncture the training will be concluded and all participants will be allowed to leave with any further consultations to be done individually.