Organizational Learning and Leadership

Process of Developing the Organizational Learning Plan

The learning plan should ensure that employees acquire exceptional leadership competencies to advance their careers and even become effective leaders. The plan should align with all organizational stakeholders’ needs to avert unnecessary resistance and achieve smooth implementation (Smerek, 2018). The process of developing the learning plan will entail several steps to successfully address the current organizational problems. The first step will revolve around assessing the learning needs of employees to identify their values, skills, and existing gaps to comprehend what the workers should learn. This aids in determining the needs of the current employees to comprehend the competencies they need to be successful.

The second step in the process of developing the learning plan will entail identifying the learning goals of the employees and organization to comprehend the anticipated preferences. Thirdly, identifying learning resources like the required people, technology, and learning materials will be essential to ensure that employees acquire the right skills (Smerek, 2018). The fourth step in the development of the plan is the involvement of the relevant stakeholders that comprehend the day-to-day operations of the company. Stakeholder involvement helps avoid unnecessary conflicts and resistance, which may derail the attainment of the projected goals. The last step is organizing the company to achieve seamless implementation of the learning plan.

Key Theories to Use to Inform the Learning Plan

Theories are essential in organizational learning as they help learners acquire the needed competencies. Effective learning plans utilize theories to impart reliable knowledge to the learners. Theories are mostly used because they are built on applicable and testable concepts that can be easily integrated into learning plans to attain the projected objectives (Bratton, 2020). As a result, the organization’s learning plan should incorporate relevant leadership concepts to assist the current employees in acquiring incomparable knowledge that can be shared with the future workforce.

The various leadership theories exist to provide vital concepts and guidance to ensure that organizations achieve their anticipated objectives through good leadership. Most leadership theories produce diverse leadership perspectives, which offer leadership development, direction, and commitment (Bryman et al., 2011). The fundamental theories that will inform the learning plan include psychoanalytic approaches to leadership theory, leadership-as-practice theory, and critical leadership theory to ensure that employees have outstanding competencies to share with others.

Psychoanalytic Approaches to Leadership Theory

The psychoanalytic approach focuses on an individual’s unconscious dimension and how it affects personal and social life. The unconscious dimension affects a leader’s behavior and determines why followers accept leaders. This approach to leadership holds that effective leaders address followers’ unconscious needs and behaviors (Schedlitzki & Edwards, 2021). As a result, the psychoanalytic approach to leadership allows organizational members to comprehend how successful leaders establish a good relationship with their followers to effortlessly achieve their goals. Additionally, the psychoanalytic approach will ensure that the learning plan focuses on political leadership to effectively politics in the workplace.

The psychoanalytic approach will ensure that the learning plan integrates fundamental charismatic styles of leadership. The main forms of charismatic leadership extend to include socialized and pseudo-charismatic leadership. Socialized charismatic leadership demonstrates how leaders utilize values, while pseudo-charismatic leaders manipulate followers for personal gains. As a result, employees should comprehend all forms of charismatic leadership. The approach introduces differentiated and cognitive leadership, which should be incorporated within the learning plan (Bryman et al., 2011). Differentiated leaders utilize distinct traits, while cognitive leaders comprehend what needs to be done to attain efficiency.

Leadership-as-Practice Theory

The learning plan will incorporate leadership-as-practice theory, which acts as a distributed and shared leadership within the organization. Practice leadership usually offers the right support to followers to aid them in attaining the anticipated results. This theory will ensure that the plan demonstrates how practical examples can be utilized to guide leaders (Raelin, 2016). The use of the theory further introduces leadership traits which are crucial for the plan to make sure that leaders in the organization learn how to become effec