Most of the big organizations in the world invest a lot to develop leadership qualities in their highly qualified employees. Generally these organization uses to select this way only to stay ahead in the race of competition. These organizations apply various methods. The methods like analyzing employee’s capacity, making teams and giving promotions to those who proved their expertise in the specific field. These methods are totally depending on the ready made lists of attributes, personalities and other important factors for organization. But presently, the method of recognizing the employee’s capacity before hand and training them with respect to that is unable to prove best result. The main cause behind that is very complex, speedy, and fluctuating global market.
The necessity of self cognizance:
Employees performing the roll of leadership are facing the intricate, fast, and unstable market situations. In few years the senior employee trainers will get retired in huge numbers. Team leaders will get reduced around by 30% within five years. Then team leader development program will not be a side by side activity. It will combine with works also. Companies will have to put conscious efforts to make habit of deliberation in the team leaders. Skills are static. Companies need such system to make the skillful employees more flexible towards advanced changes and self cognizant to face the future’s challenges.
The expenditure for advance training may be very high. Many organizations are ready to do that. They always demand the trainers. These trainers not only train the employees but also penetrate the habit of studying eventful affairs, listening to others, and grasping new things. This trade of leadership development through self cognizance program needs to be vitalized as per market requirement.
Mr. Anderson, the founder and developer of ‘Leadership Circle Profile’ say, “I never had seen such genuine trainers. In future we need lots of such team leaders who can tolerate the storm of complexity and revolutions. Nobody knows what is going to happen in future and what we have to do for it? Only 5% leaders have self awareness about these storms”. He also added that “rest of 95% of leaders runs like racing horses, they don’t give importance to self cognizance. These leaders fail to do self testing, finding and removing flows, checking the correctness of germinated thoughts, taking feedbacks from masters or trustful advisers, learning from mistakes, enhancing the skills, etc. This magical formula can work as a solution of many problems, searching new ways, distressing the minds”.
As per Mr. Anderson’s opinion: Learning, developing and using the formula ‘Awakening-awareness’ is the key of success in the future. Junior employee becomes senior authority by his skills and works experience. He teaches the same techniques without changes to juniors. Juniors also develop their skills in that way only. But change is the core demand of time. The seniors must learn the formula ‘Awakening-awareness’ so that the development is not stay around the technical skills and leadership. It will lead to self cognizance to progress in all round area of the life. Future is demanding such leaders.
