Running Head: LEADERSHIP CONSULTANT ANALYSIS 1

Leadership Consultant Analysis

Name

Institution
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Leadership Consultant Analysis

In the economy of today, a key challenged to the success of a business is retaining and

developing leaders who can meet novel as well as ever-changing demands. Leadership

consulting involves strengthening existing and emerging leaders in an organization towards

progressive and sustainable success. Leadership consultants offer tools of leadership

development that are intended to advance leaders’ effectiveness at different levels of the

company.

Organizational Structure

Based on the organizational chart, the structure of the company is tall structure. Tall

organizations have many levels of supervision and management. The organizational structure of

the company has a long command chain from the general manage to the operations manager,

food and beverage director, sales director, purchase associate to the head of food service. A tall

structure offers different authorization levels for various actions undertaken by managers. It

assumes that lower level personnel lack the knowledge and experience to formulate sound

decisions for the firm. Additionally, the structure builds in levels of authorization, eradicating the

potential for lower level personnel to formulate decisions, which hold negative impact for the

firm. A tall structure integrates a degree of internal control through not permitting low-level

personnel to formulate certain decisions (Griffin, 2017).

Human Resources

Based on the human resources cycle, the step that is missing from the cycle is training

and development (Jacoby, 2015). Training and development is an important step in human

resources because it offers an opportunity to increase the knowledge base of workers. It provides

both workers and the company with the benefits, which make time and cost a worthwhile
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investment. Training and development eliminate weaknesses in employees. It does so by

allowing them to strengthen the skills, which every employee needs to enhance. Training and

development brings all workers to a higher level in order to have them all with similar

knowledge and skills. This helps lessen any weak links in the company who depend on others to

finish basic tasks. Offering the necessary training generates an overall knowledgeable workforce

with workers who can take over as required, work independently and on teams without constant

supervision and help from others (Husys, 2017).

Training and development offers enhance employee performance. Personnel who receive

the needed training are able to perform their jobs effectively. They become more cognizant of

proper procedures and safety practices for basic tasks. Additionally, training may also build

employees’ confidence because they have a stronger comprehension of the industry as well as

the responsibilities of their job. Continuous training keeps employees on the industry

developments’ cutting edge. Personnel who are skilled and on top of shifting industry standards

aid the organization hold a leading position and robust competitor in the industry (Husys, 2017).

An organized training and development guarantees that personnel have a consistent

experience as well as background knowledge. In particular, the consistency is pertinent for the

firm’s basic procedures and policies. All workers need to be aware of the procedures and

expectations within the organization. This encompasses discrimination, safety, as well as

administrative tasks. Additionally, putting all workers via consistent training in these aspects

ensures all employees are at least exposed to the information (Husys, 2017).

Lastly, personnel with access to programs of training and development have the

advantage over those in other organizations who are left to pursue opportunities of training on

their own. The training investment that an organization makes indicates that personnel are
LEADERSHIP CONSULTANT ANALYSIS 4

valued. Training and development creates a supportive place of work. Personnel who feel

challenged and appreciated through opportunities training feel more satisfied with their jobs

(Husys, 2017).

Leadership Style

Pacesetting Leadership Style

In a pacesetting style, the leader establishes high standards of performance as well as

demonstrates them himself. She or he is obsessive about accomplishing work tasks faster and

better, and asks of everybody around him. This type of leadership pinpoints poor performers as

well as demands them to do better. If they fail to do so, they are replaced with employees who

can. Thus, based on the information provided by the email, the type of leadership style described

is a pacesetter. The leader expects the best from his employees and replaces those who cannot.

Pacesetting leadership style kills morale of employees as they may feel as failures, especially

those with poor performance. It also poisons the workplace environment due to lack of

responsibility and flexibility as work is routinized and task-focused (Goleman, 2014).

Pacesetting leadership style should be utilized sparingly because it does not motivate

employees (Goleman, 2014). To overcome the style’s drawbacks, I would advise the team leader

to engage employees in decision-making in order to feel that their contributions are valued and

respected. The team-leader can do this by doing open discussions. He or she should always give

clear instructions as well as stop pressuring employees. In other words, he or she could give

room for creativity as well as novel ideas to be generated by the employees and accommodate

these ideas into the workplace.

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Real-World Application

My organizational structure is tall structure. The structure affects the efficiency of our

team because the responsibility and freedom of subordinate employees such as me is restricted. It

also slows down decision-making due to approval require by every authority layer, thus we find

that our team takes a while to execute some tasks as we await the decision of the manager.

Communication is also slowed as it has to occur through many management layers. This also

affects the flow of communication in our team (Griffin, 2017).

Considering my company’s human resources cycle, the steps that are well implemented

include recruitment, education, motivation, and evaluation. The step that is not well implemented

in my company’s human resources cycle is celebration. Our company does not have systems that

allow employees to reenergize and thank them for their hard work, as well as recognize crucial

milestones. There are usually little to no flexible work schedules, extra paid time off, or gift

cards as a show of appreciation. The effect of this on our team is that we feel less empowered

and we lack a sense of ownership. The team also feels demotivated, particularly when we work

for extended for longer hours without any rewards or the management fails to fully recognize our

hard work (Jacoby, 2015).

Conclusively, this paper has analyzed the role of a leadership consultant. The analysis

has looked into the human resources, leadership style, and real-life application. It has established

that all steps in the human resources cycle are important. The type of leadership style that a

leader uses is important because it may break or make employees. Companies have a

responsibility to ensure that employees are highly motivated by creating a favorable work

environment.
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References

Goleman, D. (2014, February 20). Daniel Goleman: Use the Pacesetting Leadership Style

Sparingly - Daniel Goleman. Retrieved from http://www.danielgoleman.info/daniel-

goleman-use-the-pacesetting-leadership-style-sparingly-2/

Griffin, D. (2017, November 21). Tall Vs. Flat Organizational Structure. Retrieved from

http://smallbusiness.chron.com/tall-vs-flat-organizational-structure-283.html

Husys. (2017, August 21). Importance of Training & Development in Organizations - Husys

Consulting Limited. Retrieved from https://husys.com/importance-training-

development-organizations/

Jacoby, M. (2015, March 10). 5 Stages of the Human Resources Life Cycle in Need of

Improvement [Web log post]. Retrieved from

https://www.huffingtonpost.com/margaret-jacoby/5-stages-of-the-human-

res_b_6833296.html