Leadership Development Assignment Example in Beeston

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The leadership of a business organization can be considered as the ability to lead and direct a group or an organization. The leader of the company guides and leads the people and organization in a specific direction to meet business objectives. Leadership development is considered as the process in which different activities are performed to improve the skills, knowledge and capability of a person to develop leadership capability (Daniëls, Hondeghem and Dochy, 2019).

This report is about Boots the Chemist company that is trading as Boots in the international market. It is a retailer of health and beauty products. Boots the Chemist was founded in the year 1849 by John Boot. The Headquarters of Boots the Chemist is in Beeston, Nottinghamshire, England, United Kingdom. Mainly, the organization is serving people within the UK. This report will provide a brief of issues that the organization is facing in the business process. Leadership aspects will be analyzed in the report. The challenges that are faced by company leaders related to change management will be explained in the report along with the impact of change on stakeholders. The process of implementing change within the organization will also be evaluated in the report.

The main problem that is faced by Boots the Chemist is related to the operational profit which is continuously declining in the target market. Due to low profit in the marketplace, the organization is continuously closing its stores in different locations. The organization has closed 18 of its UK stores in the last four months. The main reason behind the declining profit of the company is lower retail sales and margins. As per the statement of the organization, the company has also planned to close their stores consecutively. Till the year 2020, the organization has planned to close around 200 stores of the company. In the international market, the organization has faced a decrease in the gross profit of the company by 9.9% in 2018. This decrement was mainly observed in the United Kingdom market. The Pharmacy sales of company stores have also decreased due to lower National Health Services funding and lower volume in the UK. This is how the organization is facing critical decrement in marginal profit and sales in the UK.

The role of the leader is high in the process of change management and managing the failure condition in the organization (Komives and Wagner, 2016). Here are some leadership aspects that have been considered in the report that can be used by the leadership of the organization to target the current issues that are faced in the marketplace.

• Leadership Styles

• Autocratic: This leadership style is considered as one of the most inefficient styles that are used by the leader of the company. The autocratic leadership style is also considered as person-centric leadership style where all the decisions that are implemented in the organization are taken by the leader of the company. This type of leadership style is good for organizations that can be considered as startups. For large size organizations, this leadership style can be considered as an effective way to direct the company.
• Democratic: This leadership style can be explained as a leadership style in which the leader of the company involves different people in the decision-making process. For this leadership style, employee motivation and satisfaction are too high. This leadership style is also effective in improving the decisions of the organization. This leadership style allows the leader to collaborate with employees to deal with problems that are faced by the company in the current time.
• Coach: This leadership style is different from autocratic and democratic leadership styles. This leadership style is based on the improvement of skills and knowledge of employees (Clinton, 2018). The leader of the company has great knowledge and experience that is used by them to train and teach their employees. This leadership style can help the leader to improve the capabilities of employees by enhancing their knowledge. This is the most effective style to improve and retain talent in the organization.

From the above leadership styles, the leader can use both coach and democratic leadership styles to manage the challenges that they face in the UK retail pharmacy market.

Leadership and management are two main parts of an organization's administration. Both are important administrative roles in the management of business operations of the organization in the target market. There are some differences in the roles of leaders and managers in business organizations. These differences are based on their roles and responsibilities within the operations of the company.

• Leader: Main focus of leader is on goals and targets of the organization.
• Manager: The operations of the manager are focused on various tasks that are provided by the leader.
• Leader: Takes risks on behalf of the organization.
• Manager: Role of manager is to reduce the level of risk in company operations.
• Leader: Motivates the employees and managers.
• Manager: Guides the employees to perform certain actions in the organization.
• Leader: Has the capability to break rules on which the organization works.
• Manager: Follows the rules and encourages the employees to follow rules.
• Leader: Delegates power to the managers.
• Manager: Assigns tasks to the employees.
• Leader: Focuses on the performance of the company in the marketplace.
• Manager: Focuses on internal operations of the organization.

The concept of leadership and organisational culture can be explained with the help of Handy's Cultural model. Mainly four organisational cultures are considered in this model: Task Culture, People Culture, Power Culture, and Role Culture. These types of culture can be used in an organization to improve the performance of a company in the marketplace.

• Task Culture: In this type of culture, teams are formed to address specific tasks. In this type of culture, power is distributed within the team members. The power is delegated to the team to efficiently complete the task. This culture is effective in focusing on specific tasks of the company.
• Person Culture: In person culture, power is assigned to the people based on their knowledge and experience. This culture can be considered as person-centric. Power assigned to the person is based on their profession (Cullen-Lester, Maupin and Carter, 2017). Power is allotted to people who work together to achieve the organization's goal. For example, professions like lawyers and doctors can be considered in this leadership culture.
• Power Culture: In power culture, all power is delegated to only a few people in the organization. Mostly, power is held by the top management level of the company. The power of decision-making is allotted to a few people in the company. These people allot tasks and delegate power to the employees.
• Role Culture: This culture is mainly rule-oriented. All the employees of the organization are aware of their roles and responsibilities. The power of a person can be defined based on their position in the organization. This culture is used in organizations which are highly structured.

From all these cultural settings, role culture is most effective in improving the internal operation of an organization and reducing the challenges that are faced by organizations in the marketplace. Effective delegation of power and responsibilities can help Boots the Chemist to deal with low marginal profit in the marketplace.

There are different challenges faced by leaders in managing change within the organization. Some of the major challenges that are faced by leaders in the change management process are:

• Handle the Resistance: This is highly challenging for leaders to manage the resistance of employees against the proposed changes that will be implemented in the organization's culture. This is highly difficult for leaders to convince the employees to work with proposed changes in operations. In this process, they also have to deal with angry and demotivated employees.
• Handle Conflicts: This is most difficult for an organization to deal with the conflicts between different people in an organization related to the change implementation process (Holt, Hall and Gilley, 2018). Conflicts that occur due to change implementation processes need to be handled by leaders to solve these conflicts within time.
• Deal with Failures: This is the main task of the leader to handle the failures that are a result of implementing change in the company. This is the responsibility of the leader to take responsibility for failures. This is also their duty to handle the financial and other resource losses.
• People Management: This is the most important task of a leader is to manage the people of the organization. This is challenging for leaders to develop teams and allot the tasks to team members. It can take a lot of effort to manage the task of the change implementation process within the organization.
• Future Planning: After implementing change in the organization, it is challenging for the leader to think of further processes that can be used by them with recently implemented changes in the organization (Griffith, Baur and Buckley, 2019). This is highly risky for a person to propose new possible changes to improve the performance of the organization in the marketplace.

The impact of change is huge on the stakeholders of the company. There are different stakeholders associated with a company with different interests. The impact of change is different for each stakeholder of the company.

• Employees: Changes implemented in the organization can cause demotivation in employees. Employees can also get angry or afraid of losing their jobs. This is how anger or confused behaviour can reduce their efficiency in organisational operations.
• Investors: Investors can show uncertain behaviour due to the possibility of loss. Investors are the people who provide capital to the company. Investors can resist due to the risk of possible failure. This is how it is more critical for investors to be part of the change management process.
• Management: The impact of change implementation is also high on management. Management of the organization consists of people who are skilled in various operations (Feser, Nielsen and Rennie, 2017). With the change management process, management also has to perform learning sessions to get comfortable with changes that will be implemented in the organization.

Management of an organization can use different processes to implement change in the organization. Kotter's 8-step change management process can be used by the organization to implement changes effectively in the organization. For example, Kotter's 8-step change management model can be used by Boots the Chemist to implement change.

• Create Urgency: In this stage, the need for change is evaluated for the operations of the organization in the marketplace. In this process, benefits and requirements of the change process have been analysed for the operations of the company.
• Form Coalition: Different teams are formed in an organization along with the collection of information and data that is required to implement change in the organization. Different specialists are required in the change implementation process and are involved in teams to prepare for the change management process.
• Create Vision: Leaders of organizations create change to make people aware of the benefits of the changes that will be implemented in an organization (Sonnino, 2016). This vision will also provide direction to the employees and stakeholders with proposed changes in the company.
• Communicate Vision: There are different processes used by the organization to communicate about the change that will be implemented in the organization.
• Remove Obstacle: After the technical and operational evaluation, all the barriers are removed from the change implementation process. This is most important to manage the change implementation process.
• Create Short Term Wins: Different short targets are proposed by the management and change implementation team to implement change in small and short processes.
• Build on Change: As per the plan developed for the change implementation process, required changes are implemented in company operations and technology.
• Anchor Changes: As the changes are implemented in the organizational process, these changes are associated with the culture of the company. Through this process, company employees can make a habit of working with implemented changes.

This is how complete change can be implemented in the organization. This report concludes the importance of leadership development in the organization. All the challenges that are faced by organizations in business scenarios have been discussed in the report. Challenges that are faced by leaders and stakeholders in the change implementation process have been explained in the report. The process of implementing change has also been evaluated for Boots the Chemist to implement the required changes in the company.