Best Practice Companies in Mastering Leadership

By: Craig W. Roggow

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Introduction

Best Practice Companies in Mastering Leadership

Leadership is an integral component of any organization either in the business or nonprofit sector. In essence, leadership influences all aspects of a company such as management, recruitment, administration, accounting, and marketing among others. Ineffective leadership can easily cause a company to enter into liquidation. On the other hand, excellent leadership is an essential ingredient for profits and financial success in a company. Coca-Cola Company and Google Inc.are exceptional examples of best-practice companies in mastering leadership, theories, and concepts. The standards of leadership at Coca-Cola and Google have been influential in steering the companies towards the highest echelons of corporate success. This analysis focuses on both companies as best practice companies in mastering leadership. The similarities and differences in both companies will also be put into perspective.

Objectives of the post

  • Identify and explain what these bestpractice companies do within mastering leadership.
  • Define the similarities between the Coca-Cola Companyand Google Inc.
  • Describe major differences between Coca-Colaand Google.
  • Critique Coca-Colaand Google best practices.
  • Implementing best practices.

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Analysis

The Coca-Cola organization is categorized among the globe’s most prestigious companies. Such an excellent reputation is largely based on the company’s strong leadership qualities. There are numerous attributes that align the Coca-Cola Company as a best practice company in mastering leadership, theories, and concepts (Bass, 2006). The senior leaders in this company are characterized by excellent dynamism. This is because they are highly receptive to change.

The company reshuffles its leadership system frequently. This facilitates for changes at all levels of the Coca-Cola Company. Integrity is a crucial virtue among all leaders in the organization. For instance, the Coca-Cola Company has a strict policy against corruption and bribery. This virtue is strongly emphasized among leaders in all operational ranks of the company. Such integrity has been essential in terms bolstering the global reputation of the company (Daft, 2008). The leadership system in this company is characterized by an excellent work ethic. This perspective has developed an excellent culture of hard work within the entire workforce at the company. In any organization, the integration of an excellent culture within the workforce depends on the leadership structure. The board of directors is highly professional. This enables the directors to make feasible decisions in all aspects of the company. These traits illustrate the alignment of the Coca-Cola Company towards best-practices in leadership.

Google Inc. is a technology firm with an excellent share in the global market. With billions of revenues, this firm is massively influential in the US and global economies. The technology sector has also improved extensively due to the services of Google Inc. The firm’s success is strongly founded on a brilliant leadership structure (Carter & Goldsmith, 2012). The company’s senior leaders delegate numerous responsibilities to the employees. This is an essential leadership attribute for enhancing confidence in the workforce.

The leaders at Google Inc. are famed for promoting innovativeness. The company’s employees are provided with excellent resources for them to be innovative. This has been a strategic pillar of the tremendous success of Google Inc. The leadership system in this company promotes teamwork. The company’s offices are characterized by numerous working teams. In essence, the company considers teamwork as a crucial aspect of performance enhancement. In these teams, employees develop each other.

The leaders of Google employ numerous motivational tactics. For instance, all employees are paid highly. There are also numerous incentives such as bonuses and promotions. Consequently, the company is ranked among the globe’s best employers. The leadership system of Google promotes talent development (Yuki, 2013). This is achieved through on-the-job training. Such policies enhance the skills of all employees. The levels of job satisfaction in the company are extremely high. This owes a lot to the transformational styles used by the leaders.

Leaders in Google and the Coca-Cola Company delegate responsibilities to employees. The delegation has greatly impacted the companies’ decision making efficiency. This approach also promotes confidence among followers. Both companies have dynamic leaders. The respective chief executives in these companies are receptive to change. This has positively impacted their productivity (Maxwell, 2012). The leaders in these companies have invested in talent development. These companies have excellent programs for hiring and training new graduates. This underlines the leader’s dedication to talent development. The leadership systems of the Coca-Cola Company and Google have embraced multiculturalism.

Diversity is a notable component of the workforce in both organizations. In essence, the leaders are not biased towards certain groups or cultures. This is a crucial perceptive of dynamic leadership. In both organizations, diversity is perceived as an advantage rather than a shortfall. This promotes togetherness and great respect among all employees. Professionalism is a notable aspect of leadership in Google and Coca-Cola (Daft, 2008). The different managers and directors have excellent professional qualifications and experience. This has strengthened the efficiency of leadership in all operational levels.

These companies are characterized by distinct leader-follower relationships. At the Coca-Cola Company, there are minimal interactions between the senior leaders and subordinates. This is because of the considerable stringent organizational hierarchy. In contrast, the followers and leaders have close ties at Google Inc (Carter & Goldsmith, 2012). The company has a simplified leadership hierarchy that does not encompass a lot of bureaucracies. Consequently, all employees at Google can interact and communicate frequently with the leaders.

The leadership system at the Coca-Cola Company does not promote teamwork. In contrast, teamwork is a crucial aspect of operations at Google Inc. Most tasks at the Coca-Cola Company are performed individually (Harris, 2009). This creates a high degree of individualism in the company. This hampers harmony and strong relations among employees. However, Google has excellent mechanisms for promoting teamwork. This bolsters cooperation and togetherness within the workforce at Google. The leadership structures in these companies have different approaches to innovativeness (Maxwell, 2012). The leaders in Google invest extensively in promoting innovativeness among employees. Such tactics are not used by the leaders of the Coca-Cola Company.

Both companies are brilliant models for best-practice in leadership. The capacity of organizations to attain the different goals of performance is dependent on leadership. Due to the effective leadership mechanisms, the companies have been stable for long. Financial stability is pertinent driver of success in the 21st Century. The leadership practices in the two companies have bolstered human resource efficiency. This is essential especially for companies with global interests. However, there are various shortfalls characterizing both organizations. For Google, the leaders provide the followers with extensive autonomy.

While the autonomy of employees is essential, the leaders must regulate it. This is crucial in that it enhances respect among the employees. For the Coca-Cola Company, the leaders must interact often with followers. The leaders can achieve this by simplifying the hierarchy of management (Daft, 2008). All employees must have adequate platforms for communicating with the leaders. Additionally, the leaders at the Coca-Cola Company should enhance the integration of employees in decision making. This would immensely increase motivation among employees. This is also an excellent strategy for strengthening the company’s image.

As the CEO, I would implement a leadership structure that encompasses the best personal values and professional attributes. Such an approach is crucial in the attainment of leadership efficiency at all operational levels of the organization. The motivation of employees would be an essential aspect of emphasis within the implementation framework. The motivation of employees is directly connected to the standards of job satisfaction.

Apart from motivation, the organizational culture would be an essential aspect in the leadership system. The different leaders in the company must conform to the organizational culture. This would help in setting an excellent example for employees. Integrity is also a pertinent aspect of integration in the organization’s leadership structure (Maxwell, 2012). Integrity would immensely enhance the efficiency of all leaders. Leaders would also be required to use different models such as the transformational style. This is a crucial aspect that streamlines the leaders’ competence.

 Conclusion

The standards of leadership at Coca-Cola and Google have been influential in steering the companies towards the highest echelons of corporate success.  The board of directors at Coca-Cola is highly professional. This enables the directors to make feasible decisions in all aspects of the company. The leaders of Google employ numerous motivational tactics. For instance, all employees are paid highly. There are also numerous incentives such as bonuses and promotions. The leaders in these companies have invested in talent development. These companies have excellent programs for hiring and training new graduates. This underlines the leader’s dedication to talent development. The leadership system at the Coca-Cola Company does not promote teamwork. In contrast, teamwork is a crucial aspect of operations at Google Inc.

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References

  • Bass, B. M. (2006). Transformational leadership, Lawrence ErlbaumAssociates: Mahwah, NJ.
  • Carter, L. and Goldsmith, M. (2012).Best practices in leadership development and organization change, John Wiley & Sons: Hoboken, NJ.
  • Daft, R. L. (2008). The leadership experience, Cengage Learning: Mason, OH.
  • Harris, A. (2009). Distributed leadership: Different perspectives, Springer Publications: New York, NY.
  • Lussier, R. N. andAchua, C. F. (2009).Leadership: Theory, application, , and skill
    development, Cengage Learning: Mason, OH.
  • Maxwell, J. (2012). The best leaders are listeners, Thomas Nelson, Inc.: Nashville, TN.
  • Roggow, C. (2013). Best Practice Companies in Mastering Leadership. Retrieved from:
    http://mergerandacquisitionstrategies.org/best-practice-companies-in-mastering-leadership/
  • Yuki, G. (2013). Leadership in organizations, Prentice Hall.