XYZ Leadership Philosophy for leading innovative teams

This is extremely true in the case of innovation where training is required in directing innovation teams and developing a facilitative kind of leadership style is necessary for an organization. In the present world, businesses have tried their level best to cut their cost due to changes in the marketplace and eventually unfavorable economic environments. However, innovation tends to often fail due to the fact that innovation is perceived to be the responsibility of a selected few (Boni et al. Results for Company XYZ In the digital era, all the successful businesses have learned that engaging in the collective knowledge of every individual is the only way to innovation, creation, and improvement. In certain circumstances, leaders tend to concentrate on the efficiency of small, select groups but this tends to fail because it fails to generate the best, exemplary creative ideas and it may fail to buy-in to the whole organization (Hurley et al.

However, this type of change tends to make people perform and fully maximize their potential towards the organization. Regardless of the benefits that are associated with transformational change, great flaws exist thus making it not appeal to people (Hurley et al. Since transformational change might stimulate the potential of different stakeholders within the setting of the business organization like our case of XYZ, it can make people take the way of the leaders (Hurley et al. From the fact that, authority and confidence are manifested to a few (leaders), in some instances the leaders make some detrimental decisions based on emotions. This tends to lead to negative implications for the organization due to the fact that the decisions might not be the interest of the majority of people.

The leaders always have the notion that people who are under them will agree as well as motivated to the latter. This is a key setback to the organization due to the fact that the stakeholders will have the same views towards the organization management (Mainemelisn et al. Change management as defined earlier refers to a leadership that has been introduced upon which it controls as well as sustains an organization. It calls for dedication and involvement of all the stakeholders (Xue et al. Transformational change is actually strategy-driven and stems from the highest rank in an organization. Leadership philosophy for leading innovative teams (facilitative leadership) Therefore, paying attention to company XYZ, there is the need to create a leadership philosophy that is leading to innovative teams.

This is due to the fact that the weaknesses that are associated with transformational change need to be addressed. Due to technological innovation and globalization, the leadership philosophy needs to be changed at all the cost in order for the organization to remain competitive in the market (Bolman, 27). In the world of business, innovation refers to discontinuous or eventually breakthrough improvement of process, performance or products aimed at new dimensions within the organization. Interdisciplinary collaboration and serendipity lead to innovation in an organization (Bolman, 31). In order to develop leadership philosophy for leading teams, it is essential, to fully make effective sense of any situations and challenges that are familiar and complex within the organization (Cha et al. This would involve unknown variables as well as mysterious forces.

In the first case, an organizational climate that ensures innovative thinking in matters that requires solving problems. Therefore the first thing is to develop an organizational climate that supports innovative development. The first instances of impressions and assumptions do not fully create the best picture of the solution. The ideas can only be integrated within the organization by communicating ideas to the stakeholders in the best way possible. Then, there is the serious play towards achieving innovation in the small teams, by free exploration, limit testing, experimentation and eventually levity prototyping. The work turns out to be a play with the intentions is achieving the best for the organization (Schneider, 209). Innovations are not driven from "lone genius" insights only come through the process of nonjudgmental sharing of ideas.

Therefore, a collaborative inquiry is a key element in developing the leadership philosophy. Emotional and Cultural Intelligence For the last few years, there has been a growing wave that the essential quality that entails success in areas that have been globalized is the synthesis of Cultural Intelligence (CQ) as well as Emotional Intelligence (EQ). This is due to the fact that they are the imperatives to effective and dynamic cross-cultural partnerships (Earley et al. Emotional Intelligence is the ability to manage self-awareness, the internal capacity, and depth awareness in order to explore new environments (Earley et al. Cultural Intelligence is the ability to fully read relational dynamics, expectations, customs and body language that are inherent in cultural environments that are diverse.

EQ entails self-knowledge, self-management, social awareness and relational management. It is an essential tool in setting and attaining set goals (Sowder, 53). The levels of motivation and eventually self-control can be influenced by the people. Within the setting of an organisation it is quite essential as it determines the manner employees will work. Employees need to be motivated in order to fully be active in their roles and to be innovative (Sowder, 66). Performance appraisals must be formulated and developed in order to make sure that the best is obtained from the works. There is the need to develop a culture of innovation in XYZ to solve the problem and develop competitive products. Statistics reveal that 20% to 67% that is attributed to the variance of the climate of creativity is always related to leadership behavior.