The position of a president in a global company requires the candidate to be a highly skilled leader. His skills, experience, and personality traits play a leading role in the management of the organization. However, these qualities cannot be considered separately from the president’s actions. Advancement and manifestation of truly effective leadership traits naturally evolves in a person eager to improve on the existing talents and remains open minded toward acquiring new skills. However, this does not exclude the possibility and the need to define the requirements for the future president of the company working in the global market. Therefore, the following work is dedicated to the analysis of the most important leadership traits, qualities, and skills to be possessed by the candidate.
In general, being a leader means having the ability to bring and unite people towards a common goal. He can manage and control all aspects in his sphere of duties. He can also bring order and stability within the company. People, who at times are in a position of power, however are not able to manage effectively may temporarily occupy the leading position, but they cannot stay there for long. The strength of a leader lies in his ability to adhere to his values. Devotion to his ideas and dreams gives a leader more power above the normal desires and motives. In order to become an efficient leader, one must possess the following personal traits. The first and the most important trait of the leader is the ability to be responsible. It means being able to set goals and achieve them, despite the obstacles encountered. It also includes the ability to persevere and make decisions quickly. The next essential trait of a leader is the ability to communicate. Communication is a tool that is necessary for anyone who wants to delegate and achieve success. Without communication, it is impossible to express one’s ideas and share them with the others, as well as lead the people and inspire them. The next trait of the efficient leader is the ability to organize and bring the work to a desirable result. The last but not least is the love of working with people, which creates appreciation and contributes to a favorable psychological climate within the company (Gold et al., 2010).
Moreover, the new president must set and follow the vision of the company for many years to come. Vision is essential, and is the direction of the organization in the future, the ideal or dream to be implemented. As a result, it clarifies the understanding of the goals and orientation of the company, creates a perspective, and gives meaning and value to the staff’s daily activities. In order to maximize the company’s potential, the leader must set a positive tone in the workplace. This goal can be achieved by connecting the vision of the firm with the values of the personnel, so the aspirations and goals of the organization will become one with those of the people that work in it. In turn, such actions will maintain a sense of commitment to the company’s goal and encourage the staff to work productively (Fairholm, 2011).
By taking into account that the organization operates in the global market and combines remote employment and work in the numerous physical locations, distributing its products through different global wholesalers to retailers and the end consumers, it is possible to determine the most preferable leadership style to be used by its president. Since this position will require to overview the company’s global network as well as the need to make multiple decisions simultaneously, the democratic leadership style will be the best option. It is characterized by the distribution of powers through division of responsibility between the president and his deputies, as well as managers and their subordinates. In this case, the leader will always seek the views of staff on the critical issues, and the decisions will be made collectively. As a result, the leader will be directly attending to the tasks, taking a part in the development and implementation of plans, and regularly and timely informing the members of the team about the important issues. The communication with employees will take place in the form of requests, suggestions, recommendations, tips, and incentives for quality work, thus establishing a solid relationship with them. Therefore, such initiatives are rather important as they stimulate a favorable psychological climate in the company, improving the quality and productivity of its work (Bonicci, 2011).
It is important to remember that not all the people in the company will be working with an equal productivity and enthusiasm. Some of them may oppose the leader, forming the so-called out-group, which separates itself from the team. As a result, they barely come in contact with the leader and often have little opportunities for career growth, which may result in conflicts among them and the rest of the staff. Therefore, the presence of such a group poses danger to the stability and quality of the work of the entire company. Nevertheless, these people still remain a part of the team, therefore, the new president must possess good out-group member skills in order to identify the reason for such a separation and reestablish the relationship with the group. However, this process may result in conflict between the out-group members and the rest of the personnel. Therefore, the leader must handle such a situation by taking the role of mediator. He can conduct and facilitate the dialogue, work together with the opponents, and achieve a feasible resolution. The leader also plays an important role in the removal of post-conflict stress by helping the opponents to implement a self-critical analysis of what happened in order to prevent the similar situations from occurring. However, the success of the leader’s actions depends on his credibility, which is based on his ability to overcome obstacles. The leader can be active even in the most difficult situation, continuing to move straight toward his goal. His attention is spent on finding a solution. Such an approach leads to a positive result, and increases the leader’s credibility in the eyes of his subordinates. In turn, the leader who can overcome the obstacles will be more successful in solving the conflicts between the employees (Gold et al., 2010).
Finally, it should be noted that the president of the global company must not only possess good professional knowledge, but also be guided by the ethical principles. The absence of the following ethical traits will be regarded as the leader’s lack of professionalism, and will turn his subordinates away from him. The first ethical trait to be possessed by the leader is sensitivity. It implies responsive and sympathetic attitude to people, namely those working under him, by excluding rudeness, arrogance, intolerance, suspicion and mistrust in communication with them. Sympathy is expressed in an effort to understand and support the other person. The next trait is respect – recognition of individual’s dignity, which communicates appreciation and contributes to performance improvement. It is also important to note modesty – a moral quality of being unassuming towards someone’s abilities. By taking into account that the company operates on the global scale and its activity involves many people, its president must be modest in order to acknowledge the contribution of every employee to the success of the enterprise as a whole (Ciulla, 2004).
As a conclusion, it is possible to say that the abovementioned set of leadership traits and skills for the president has been defined. However, this set should only be viewed as a necessary basis for managing an enterprise. It should be noted that the complex structure of the company that works on the global market requires new president to be fully prepared for the work ahead before assuming the position. Therefore, he will have to acquire the additional skills, as well as hone the existing ones to manage the entire organization and handle all the issues and challenges presented by its external environment. As a result, in a few years, he will become not only a formal president of the company, but also its full-fledged leader, being able to organize the work, resolve the conflicts between his subordinates and lead the company to achieve its goal.
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