Organizational leaders can determine the success or failure of the organization and proper ways must be established to ensure that an organization gets the most effective leaders who will ensure that an organization is able to meet its missions, visions and goals for the betterment of the organization in particular and the whole society in general. Short term and long-term organizational success and stability is greatly influenced by the type of leaders it has in its departments.
When you take a closer look at the most successful organizations, you will realize that they have among them the best ways for choosing departmental leaders. This ensures that there is maximum synchronization of activities in various departments and in all levels. This also helps to solidify team work in modern work places.
So what are the major ways used to choose leaders in our organizations and how effective are they? Read on…
A GOOD LEADER:
· Communicates effectively
· Share vision with the team members
· Appreciates the work of other members
· Motivates subordinates
· Is result oriented
· Is a good team player
So how do many organizations choose their departmental leader?
ONE: EXPERIENCE IN THE FIELD
A saying goes, “Experience is the best teacher.” This applies in careers too. Leaders are chosen depending on the much experience they have in their field of specialization. Experience ensures that you understand in depth what you do for having done it for a long time.
This remains one of the most effective ways of choosing organizational leaders. Some careers like medical careers e.g. Surgeons, the most experienced persons are often in a position to lead based on experience.
TWO: ACADEMIC QUALIFICATIONS
Some organizations will also choose their departmental leaders based on academic credentials on the idea that the candidate is more learned hence able to know how to run that department well. This depends on certifications and qualifications.
This method has its own shortcoming as it is possible to have someone with very huge academic credentials but lacks the necessary experience to run the department. But in some careers like ICT careers where the trend is so dynamic, credentials may match knowledge in the latest ICT knowledge hence ability to understand the department well.
THREE: INFLUENCE OVER OTHERS
The power to affect people or events and situations can also be used to determine a leader. The influence may be due to various factors among them being general knowledge, academic knowledge, public speaking, physical dominance etc.
Influential people often end up being leaders where the organizational management is too political, but it can also serve as the right way to get a departmental leader as many people will easily agree on an influential person and if that person happens to possess leadership skills, then that is beneficial to the organization.
FOUR: AFFILIATIONS WITHIN THE ORGANIZATION
The social or business relationship that exists within the organization may be used to determine a departmental leader. This also means with how well connected you are with “the right people” within the organization.
This method is mostly evident in a highly political organization but again, it is easy to end up choosing the wrong leaders.
FIVE: YEARS OF SERVICE
It is easy to assume that someone who has served many years in the organization in a particular department easily understand the department’s operations and hence can easily be picked as the departmental head. The major challenge in this method is the fact that someone may have served for many years but still lacks the latest knowledge required for that career. Also it is a major barrier for the organization to incorporating new knowledge and skills in the management spectrum.
SIX: PHYSICAL AGE
Some organizations accord departmental leadership to older people on the idea that it is easy to respect them. If the older employee has what it takes to be a leader, then that is ok. However, making an assumption that older people due to their experience in life can they can also lead well is wrong as they may be lacking in knowledge and skills to lead.
SEVEN: VOTING BY MAJORITY
Some organizations also practice this old age way of getting departmental leaders. But this method may be influenced by other factors as influence over people in the organization, affiliations among others. The best thing is people get to choose who they can work with best and this ensures there is harmony and much team work. But again people’s choice may be wrong, though the probability of many being wrong is minimal.
EIGHT: NEPOTISM AND FAVORITISM
This is favor shown to family members and friends by those in power and is among the most popular ways of getting people in leadership positions. It is unprofessional way but it is here to stay.
If the favored candidate has what it takes to lead, that is fine. But often, this method only serves to getting the wrong people for the right job. It also breeds a spirit of discontent and mistrust between the heads and the other employees hence weaken team work a lot.
What are your most preferred ways of choosing departmental leaders?
Do you want to lead your department? Then consider the above factors among others that apply in your organization.
What other ways do you know? Share with us.
What other ways do you know? Share with us.
Have a good day.
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