Bright Star Schools: Effective Leadership

Effective Leadership

In the field of Human Resources, the ideal department will be prepared to manage a wide range of tasks that will serve to protect the best interest of the company and the employees. The department carries the responsibility of creating and implementing an array of written practices that will serve as guidance to employees. These documents range from an Employee Handbook, to the proper policies and procedures, along with the implementation of a great compensation and benefits packet. The primary decision maker of these policies trickle from the Board of Directors on to the CEO and finally to the Human Resource Department for final implementation. The size of the company may define the level of the policies and procedures,

The proper implementation and employee morale of an organization lie on the management team and the proper direction they receive from their leadership. A leader is not developed into a leadership role, a leader is born to lead by nature. As Peter Drucker stated “You can’t educate leaders, well, you can in the sense that leaders need to know a lot” (2005). According Quinones (2012) “effective leadership does not require strong action from time to time, at its most basic, it is a mindset at work all the time, visibly or invisibly, aimed toward your goals” the goals that will set your team for success. To better understand leadership at an organization, a ten question survey was conducted with employees of Bright Star Schools. Bright Star Schools demonstrated strengths in areas that support employee morale, performance, professional growth, loyalty, etc. However, though the organizations leadership validated strengths, there are areas of growth that can improve and that would help

An indispensable skill to have as a leader is the capability of mentoring (Smith, 2015). Leaders that mentor are not only servicing their followers, but they are also adding personal value for growth as a leader (Smith, 2015). According to Zmorenski (2012) defines mentorship as “a personal development relationship in which a more experience or more knowledgeable person helps a less experience or less knowledgeable person”. Zmorenski (2012) adds that this a mentor is granting another person the perk of their own personal years of experience and/or education. A great leader can define the difference between mentoring and coaching as they are both very distinct. A mentoring leader will target all the areas of the mentees professional career and their personal growth and capabilities (Zmorenski, 2012). After analyzing the answers from the questionnaire, the leaders from Bright Star lack sense a mentorship and guidance that has trickled from key officers, to managers onto support staff. As Hollister (2001) stated “mentoring can help carry on your organization’s legacy by passing on its values and mission to your protégé” serving the employee and employer making you a strong asset to the organization. Leaders that mentor strengthen their coaching and leadership skills as they are working with individual with different