Leadership is an essential asset owned by an organization. It is generally referred to as a
person's ability to guide, inspire and allow others to contribute to the success of an organization.
A leadership challenge concerns how a leader mobilizes people in an organization and its
effectiveness (Rocha et al.). Leadership can even become more arduous when the employees are
not given the same allocation, making it difficult to interact with the leaders often. It proves to be
an undisputed challenge since the effectiveness of the leadership is low compared to that of the
same allocation where a leader can do daily follow-up of progress in the organization. Lencioni
claims that for an organization or leadership to show results, the basis of leadership should start
with trust, evading conflicts, showing commitment, and accepting accountability where one
needs to (Lencioni and Patrick). Leadership is challenging and equally essential in an
organization and, therefore, should be improved daily for the betterment of an organization.
Every leader, irrespective of the organization, should be a team builder. All the
employees under the leadership must remain united. It ensures that the members consult each
other before deciding on anything and achieve appealing results. When every person considers
the opinion of the other on a decision affecting the organization, it becomes simpler for all the
employees to move in the same direction. However, in circumstances where employees are
allocated in different places, it might be impossible for consultancy as it is always challenging to
reach each other through mobile phones or zoom meetings (Kouzes et al.).
As a leader, one should instigate trust from within. When a leader shows the juniors that
he is worth being trusted as he is working towards the organization's good, the others
automatically create trust. This works effectively as the leader will not have the intense job of
doing follow-ups on the workers; instead, they will work as expected as they are trying to
enumerate their leader. Lack of trust is dangerous in an organization. If a leader portrays a lack
of trust in his workers, they will likely turn out untrustworthy. They will work as expected only
under supervision which can be very challenging. It is crucial that the workers feel trusted for
them to deliver as expected. It is challenging for members far from the leader, for they might not
feel the essence of the given trust and might not deliver nevertheless.
Fear of conflicting with the leader is another enormous challenge to leadership.
Members chose contrived consonance over a healthy debate. Significantly, a leader should give a
platform for other members to contribute freely towards the success of an organization. When a
leader is strict and unfriendly, it shies off some workers with excellent ideas to contribute to a
company's success. A leader must accept collections and new ideas calmly and acknowledge
their worth. This way, the workers will be interested in contributing and debating them and
eventually come up with profitable outcomes for the organization. It can be challenging where
we have different locations as the ample time and platform to conduct these debates might not
always be available.
A leader needs to show total commitment in a work scenario. The commitment should
be evident from keeping time to fulfilling all the tasks and responsibilities entrusted to the
leaders. By so doing, the leader will be a perfect example to the other workers, and it will be
even more suitable for a leader to reprimand the other workers if they fail to meet their
expectations. Nevertheless, it is challenging for this to be of effect if the leader and workers are
not located in the same place as they cannot tell what the leader does or does not do. However,
irrespective of that, the leader should always serve as an example and therefore remain
A leader should ensure each junior and himself is accountable for everything they do.
As much as a leader is trying to build a team with the workers, he mustn't overlook the mistakes
made by anyone. The team should stand in a position where it is clear who the leader is. Suppose
a worker is by any chance dragging the rest behind; in that case, it is the responsibility of the
leader to replace the worker or take any necessary action to ensure order in the organization and
that no low standards are set to allow for incompetency. This way, the workers will be free with
the leader, and they will not forget that he is the leader and responsible for the team's outcomes.
It might become challenging to follow and ensure accountability of everything for workers far
from the leader.
As a leader, it is one's responsibility to ensure a team's success and not individual
success. Therefore, the instructions and guidance given to the workers should be aimed at
collective success. That way, the workers will find it easy to support each other and produce a
profitable outcome together. In the case of different allocations of workers, it is possible to find
different members working to impress their superiors without considering their end goal.
In my opinion, leadership is a dependable factor in the success of an organization and,
therefore, should be taken very seriously. However, it is accompanied by a series of challenges,
especially where we have different allocations of workers. As challenging as it is, it should be
improved daily to ensure rewarding results.
Kouzes, James M., and Barry Z. Posner. The student leadership challenge: Five practices for
becoming an exemplary leader. John Wiley & Sons, 2018.
Lencioni, Patrick. "The five dysfunctions of a team." Pfeiffer, a Wiley Imprint, San
Lencioni, Patrick M. The five temptations of a CEO: A leadership fable. Vol. 32. John Wiley &
Rocha, Álvaro, et al. "Leadership challenges in the context of university 4.0. A thematic
synthesis literature review." Computational and Mathematical Organization
Theory (2021): 1-33.