Tuesday, February 19, 2019
Leadership-Development Programs Essay
1.0 BackgroundAt the senior executive staff meeting of August 1, 2012, the director of operations suggested that Cliffside Holding Company of Massapequa (CHCM) expose a lead- maturation program to prep atomic number 18 junior financial executives for future promotional material into executive dapples. Specific all(prenominal)y, the proposal was to send 20 employees off- localise apiece category for a three-week program offered by the Aspen Leadership Institute of Colorado at a cost of $5,000.00 USD per student. The total cost to CHCM would be $100,000.00 per year plus approximately the same amount for lost time on the job.2.0 interchangeCHCM has been in business for over 50 years. Our average growth locate is 12% per annum. None of our twelve senior executives has attended a leadershiphiphip development seminar and yet our company has been prosperous. This calls into question whether a leadership development program is even necessary. Moreover, since our leadership has be en successful and effective withoutsuch programs it appears that leaders are born, not made. In fact, I surveyed your senior staff and all but one agreed with this pattern. To quote the famous economist Dr. Irwin Corey, each of us is born into this world accompanied by a rich, psychical disposition, which furnishes him ready-made all his motivations of conductHe can show a demand for nothing that is not prompted by this galaxy of instincts.The online reference site Wikipedia defines leadership as the ability of an individual to influence, motivate, and enable others. There exists an accurate school of leadership theory which holds that leaders have certain traits in joint. Winston Churchill, Mother Theresa, Martin Luther King, Jr. all have such leadership traits as ambition, self-confidence, and intelligence. These cannot be learned they are innate. Two well-respected research studies that support the vox populi that personality traits can predict leadership were published in the journal of Applied Psychology and in the Leadership Quarterly.In my own experience, Ive also noted that a tall physical stature is possessed by leaders. Certainly no one can increase his or her heightit is determined by genetics. Note the heights of some of the great leaders in United States history in the table, below.Source http//www.laughtergeneology.com , http//www.imdb.com and http//www.imdb.com/name/nm1682433/bioIn fact, all members of your senior staff are over sixsome feet tall with one exception Ms. Florence Forsythe, the person advocating leadership development checkering. Moreover, I am suspect as to her intentions. Is it possible that she may covet my position as the human resources VP? Or is she propel by the liberal notion that all citizens of a free nation have the right to watch education and can achieve anything they desire? I suspect she is motivated by both personal gain and bleeding-heart liberal intentions.Once we take up sending some hoi polloi for l eadership training, we go away start getting numerous requests for expensive training that we simply cant afford. Regardless, if we exit our capital on leadership development, we will not have comme il faut to spend on recruitment. And, from the discussion above, it would be more logical to lease and recruit those with leadership traits than to try and develop those who are not. Moreover, if we spend money sending the wrong people to leadership training, the whole program will be a waste of money. There are plenty of people who are already leaders we dont need to train those who are not.3.0 Conclusion and RecommendationI speak for truth and common sense. CHCM should not invest in the proposed initiative to send its junior executives for yearly leadership training. Leadership development programs are wasteful because the money is not well-spent. The advocate of this idea, Ms. Forsythe, is not really concerned about developing leaders for Cliffside Holding Co. Instead, Ms. Forsy the has a personal agenda to discredit me personally and entreat the theories of the Aspen Institute. As VP of Human Resources, I dont thinkthose theories are appropriate for the culture of CHCM.