PERSONAL EFFECTIVENESS APPLICATION ASSIGNMENT SAMPLE
Introduction
Personal Effectiveness is a self-management strategy applied by individuals to utilize appropriate resources for personal and professional development. This report had aimed to identify the personal effectiveness strategies applied by Google CEO Sundar Pichai for professional development. Impacts and effectiveness of Sundar Pichai’s strategies are discussed and analysed in this report.
Case Study Review
Personal Effectiveness Strategies of Sundar Pichai
“Be Humble and Keep Learning”
Individuals associated with leadership tasks would be required to perform continuous learning processes with a humble attitude for future success. As per the views of Ahmed (2018) leaders require to possess a humble attitude and learn from their subordinates and superiors to collect diverse perspectives in the practical field. Continuous learning applied by leaders would infuse a sense of responsibility among subordinates and appreciation among seniors. For instance, Google CEO Sundar Pichai had stated that for creating a successful career individuals would need to stay humble and keep learning new perspectives. Individuals trying to achieve leadership positions in the corporate field would be able to attain knowledge from diverse perspectives and adapt according to the rapid changes in the business environment.
“Focus on Others’ Success than Your own”
Sundar Pichai had advised that for getting successful in the competitive corporate field an individual would need to focus on the competitor’s success rather than their own. As observed by Mirbabaie et al. (2018)motivation in professional development can be derived from competency among a group of people trying to achieve a common goal. Leaders need to evaluate the strategies adopted by their competitors and compare them with their own. Critical comparison would help leaders to understand the loopholes of existing strategies and plan alternative options accordingly. Prevalence of competition within a professional field increases employee and organisational performance. Application of Sundar Pichai’s strategy would motivate employees to perform efficiently for receiving appraisals and promotion, thereby increasing the overall productivity of a company.
“Attract and Recruit Talents personally”
Organisations functioning in a competitive environment would need to implement effective recruitment strategies for hiring the best talent in the industry. Sundar Pichai had suggested that leaders associated with recruitment responsibilities must hire talented individuals with active involvement. As asserted by Groysberg et al. (2018) assessment-based hiring can help organisations to recruit potential candidates by evaluating their skills through aptitude programmes. Active recruitment facilities would include practical aptitude tests, group discussions rather than the traditional interview process to select the best candidates on the basis of talent and performance.
Impact of Sundar Pichai’s Strategies
Google CEO Sundar Pichai had performed successful personal effectiveness strategies for becoming one of the influential leaders in the world. Sundar Pichai had suggested leaders to possess a “humble attitude” and perform “continuous learning” for future development. According to Nelson (2021) “continuous learning” process would create a positive impact on an individual’s career as it would help them to gain knowledge related to new ideas and concepts. Leaders associated with corporate organisations would need to adopt a “continuous learning process” for evaluating the current market trends and prepare their business operations to sustain the competitive market. CEO Sundar Pichai had recommended to focus on a competitor’s success more than one’s own for understanding the reasons for success or failure. Furtner et al. (2018) noted that “competency” can act as a source of motivation for individuals trying to achieve a common target. Leaders can apply this strategy of Sundar Pichai to infuse a sense of “competency” among employees through remunerations, appraisals and promotional facilities. This would positively impact the productivity of an organisation and enhance its profitability.
“Personal recruitment of talent” strategy adopted by Sundar Pichai can negatively impact an organisation by slowing down its recruitment process. “Active recruitment” procedures may require sufficient time and energy for performing selection activities which may slow down operational functions of a business. For instance, candidates may get demotivated from unexpected results in aptitude tests which may lead them to approach competitor organisations with better hiring facilities. Hence, “active recruitment” strategy would create a negative impact on an organisation’s “human resource department” by making it inefficient in hiring potential candidates.
Theoretical Perspectives of Personal Effectiveness
Trait Theory of Personality
Figure 1: Trait Theory of Leadership
(Source: Inspired by Shafique 2017)
“Leadership Traits” determine the personal and professional qualities possessed by leaders to achieve organisational goals and objectives. As per the views of Shafique (2017) “Trait Theory of Leadership” is an approach to understand the personality traits of leaders associated with different organisations. “Leadership Traits” comprises key qualities such as “desire to lead”, “knowledge about business”, “self-esteem”, “integrity” and “extraversion”. This leadership strategy can be aligned with Sundar Pichai’s’ personal effectiveness strategy of “Continuous Learning with a Humble Attitude ”. Application of “Trait theory” would help individuals as well as leaders to possess a positive attitude towards organisational activities and infuse a sense of responsibility among employees for achieving a common business objective.
Leadership Presence Coaching Model
Figure 2: Leadership Presence Coaching Model
(Source: Inspired by Kerns 2019)
“Leadership Presence Coaching Model” assists leaders and individuals to create an effective presence through “influence”, “engage” and “connect” procedures. According to Kerns (2019) “leadership presence coaching model” would provide leaders to build relationships with employees by establishing efficient communication and connection. This strategy can be interlinked with Sundar Pichai’s strategy of “attracting and recruiting talent personally” by establishing a direct connection with candidates during the selection process. Application of this leadership model would enable leaders to understand the specific requirements of team members and employees through direct connection.
Conclusion
Leaders of global organisations need to perform a Personal Effectiveness Approach to perform effective personal and professional development. Sundar Pichai had suggested strategies to individuals for becoming global leaders in the market. Application of leadership strategies related to continuous development and possession of a humble attitude would create a positive influence. Incorporation of personal recruitment policies may benefit firms by attracting potential talents through aptitude tests in an unbiased manner. “Trait Theory of Leadership” and “Leadership Presence Coaching Model” would enhance the personal qualities of a leader in achieving a competitive business goal.
References
Ahmed, A.D., (2018). Leading In A Changing World. Leadership, p.10.
Furtner, M.R., Tutzer, L. and Sachse, P., (2018). The mindful self-leader: Investigating the relationships between self-leadership and mindfulness. Social Behavior and Personality: an international journal, 46(3), pp.353-360.
Groysberg, B., Lee, J., Price, J. and Cheng, J., (2018). The leader’s guide to corporate culture. Harvard business review, 96(1), pp.44-52.
Kerns, C.D., (2019). Leadership Presence at Work: A Practice-Oriented Framework. Journal of Marketing Development & Competitiveness, 13(3).
Mirbabaie, M., Marx, J. and Stieglitz, S., (2019). ‘Show Me Your People Skills’-Employing CEO Branding for Corporate Reputation Management in Social Media.
Nelson, J.M., (2021). Implementing a Positive Leader Development Program. Positive Organizational Psychology Interventions: Design and Evaluation, p.169.
Shafique, I. and Beh, L.S., (2017). Shifting organizational leadership perspectives: An overview of leadership theories. Journal of Economic & Management Perspectives, 11(4), pp.134-143.
