Leadership development and succession Marc Gaynor OPS404: Leadership and Supervision in Operations Management Colorado State University-Global Campus Professor: Michael Charter February 3, 2015 Leadership development and succession There has been a debate over time on whether leaders are born or they just emerge. This paradox fits perfectly in the case of Malcolm Gupta in his quest to climb the corporate ladder. Malcolm has a strong resolve to rise through the ranks and ultimately get the corner office that he has his sights set on. Companies face challenges of maintaining steady and competent candidates to fill leadership positions with a greater grasp of roles and responsibilities (Cashman et al., 2010). The implication …show more content…
Malcolm clearly wishes to move in between departments that have clear cut titles that reflect some leadership roles such as the management trainee, team leader, and supervisor. The article also points to leadership in a manner at which Malcolm has decided to put his knowledge learned in school based on industrial engineering. The aim is to help him gain a practical grasp on the leadership and key positions in the corporate world. Malcolm hopes to use his education to expertise the leadership in any given occupation. He does his job with visible diligence where his efforts and good work is acknowledged. He raises his concerns when placed in a distribution department that he sees it as an affront to curtailing his long term goal of getting that corner office. However, Malcolm could have used his leadership skills at the distribution department as an innovative form instead of leaving the position and pitching for another. Leadership is vital to both the top and all other levels of the organization. It can be practiced in an informal fashion and not necessarily sanctioned from the CEO or their assistants (DuBrin …show more content…
He should use the same to his advantage in trying to get a senior position in communication or correspondence between the company and their trading partners. Thus selling the idea that, his mastery of Mandarin is helpful which the company should view as an asset. This scenario would enable the company to seek his input as an employee, and this might probably get him noticed for his potential capability that could be incorporated into the managerial processes (Jarousse, 2014).There is the need also for Malcolm to think innovatively and be able to engineer his leadership position in any position he may find himself in charge in the company. He should be able to influence his coworkers into a visionary objective that the top brass might be missing out. Such little acts would stand out boldly and get him noticed by the management after having built a good rapport with employees across the departments. Jessica Magnum provides insight into the composition of the industry. She gives Malcolm a reality check when she offers the truth since she has greater experience (DuBrin 2013). There is no way in which Malcolm would be able to rise above so quickly as a rookie and leave out the rest of the workforce who have a greater understanding of the dynamism of the company. Jessica shows that leadership position is a reward for exceptional performance and that Malcolm should try