Leadership Innovation And Chance

Leadership has been the guide where “a process of social influence in which a person can enlist the support of others in the triumph of a common task”. The observation is a prerequisite knowledge where good marketing leaders would recognize the value of understanding customers, outsmarting competition and experimenting new marketing approaches. The aid of leadership works with two platforms where customer experience and long-term brand positioning drives the balance scorecard of marketing experiments. The working area intends on the two Australian companies, Pet Circle and BYOjet where the key leaders will adopt leadership styles for growth of the companies (Pullen and Vachhani, 2013). Pet Circle is an Australian online pet supply company whose mission is to care for the pet whether it is on premium pet food, accessories, medication or treats. While BYOjet is an Australian online travel agent company that offers one of the cheapest flights. 

Now, coming to the leadership styles adopted by the key leaders for the growth of the company requires satisfaction and benefits for the customers. Since Pet Circle is the Australia’s largest online pet supply company, which services over 100,000 customers across the country and employs over 50 team members, the leaders of the company may choose Charismatic leadership style where the behaviors would influence others with the power of personality. It also acts energetically by motivating others for moving forward. Since the leaders of Pet Circle inspire passion, this may seem to believe rather than self in the team (Olivier, 2012). Besides, it also expands the organization’s position in the marketplace for raising the team’s morale. However, Pet Circle after raising $4 million capital, it tripled the warehouse operations and expanded the product range successfully. Pet Circle is also active in the sense that the animal community strives for helping the less fortunate cats and dogs wherever possible. While the Charismatic leadership style may also be able to create risk for the group if their leader leaves the situation, thus, the leader’s feeling must connect directly with the team’s members to form stability (Kouzes and Posner, 2012). By far Charismatic leaders have a vision where the personality may motivate followers to execute the vision effectively. Thus, the leadership strengthens on personality where competition is a host for the happy followers of Pet Circle.

The leaders of BYOjet adopts Pace setter leadership style where creating a transactional interface is very important, as it offers best airfares, widest online availability and lowest prices in airlines. The leaders adopt this style because their behavior sets high performance for the self and group (Karp, 2013). It also epitomizes behavior that will seek from the others. However, when the staffs are highly skilled and are self-motivated, this would embrace new projects and move with good speed. Here, the action is the key, as the results might be critical while offering the resonance of flight tickets to the customers. This style is effective for the group members, as they may be highly competent on the task offered for completion. Moreover, the leader would find no patience that need to learn while picking up the work with good pace.

In the quantum, the leaders of Pet Circle and BYOjet may also adopt other styles that may fit convenient for the growth of their company (Kabalo, 2015). BYOjet has been in the territory where it has developed user-friendly online booking engine that has 24-hour customer service with one-stop flight stop, thus adopting Transformational leadership style would be convenient. However, adapting this style by the leaders of BYOjet ensures ongoing success and tries to resolve the problems the company is suffering. If the team lacks problem for solving skills, exercises and conducting workshops, it must promote innovative thinking in resolving the issues associated with process delays and customer satisfaction (Jones, 2014). Becoming a good transformational leader must build trust-based relationships with the people and must have the potential to motivate people in delivering the vision towards success. Thus, to help the employees for handling the situation, a clear mindset is required to overcome the actions and achieve good long-term profitability.

On the other hand, Pet Circle is a team composed where love and affection is required to treat the pet members of a family. The leaders of the company would use Transactional leadership style for achieving goals (Hoption, 2015). This style would subordinate with the operational work done effectively by clarifying goals, assigning qualified personnel, establishing realistic expectations and allocating sufficient funding and resources to the pets. This would also articulate a clear direction where establishing routines would get the task completely fast going. Moreover, this would find stability for development and growth. Pet Circle’s leaders with the transactional style should enrich organization’s maturity, increase productivity of cats and dogs and emphasize clear setting of goals.

Leadership acts as a catalyst in the business area. This would subordinate with the developments of the company in order to maximize its effectiveness. Leadership stands primitively for the growth of these companies, Pet Circle and BYOjet. While the significance works with the workforce that need the experienced individuals for providing single guidance and direction to its employees. It would be resistive if the leaders were invaluable while communicating with the strategic directions and the line to motivate the employees for increasing organizational goals (Gardiner, 2015). Business leaders can also serve when the leaders would be responsible for training the employees for performing the tasks effectively in order for supervising actual completion of the tasks done. Leaders of the two companies would also seek growth by supervising external as well as the internal threats. As argued by Emira (2013), leaders may have command and control style for formulating ideas they dictate to their employees. Besides, the collaborative leaders come with certain ideas that have the assistance to boost the company’s performance. Thus, facilitating productive tasks would be extremely important for constructing company’s culture. However, the most prolific area of assigning the tasks to the management would be important for developing leaders for the business growth. 

Now, what would stand upright for BYOjet is that the leaders with the help of leadership styles must provide something beneficial where success proves to be important. While it is seen that some companies hires another C-level executives for incorporating the responsibilities and role for the strategic growth of the company, this can prove an explicit responsibility for shaping company’s future strategic direction. Beyond the traditional hub, strategic planning and transformation of work leads to credibility of the broader company. Here, the purpose of generating growth would facilitate cultural changes of BYOjet’s availability of fares including the low-cost carriers. As opined by Breshears and Volker (2013), the transformation of a company signifies the essence of corporate accountability, market leadership and changing the alignment of client engagement. This would shape the growth structure of Pet Circle to find hallmark of brand reputation. It also requires leadership to get on the betterment of its future clients. Changing the growth of the company finds today’s corporate leaders that blazes with new paths. Here, the advent is to find trust by introducing new ideals and ideas. Employees of Pet Circle want their executives must shape through vocal sharing and develop perspective to think about the future growth (Hoption, 2015). Thus, the employees of these two companies want their leaders to be aware of the change management, as this can breakdown the diversity of common people. Most importantly, the diversity of thought is valued to find better solutions in line with the leadership of the two Australian companies chosen.

References

Breshears, E. and Volker, R. (2013). Facilitative leadership in social work practice. New York, NY: Springer Pub.

Emira, M. (2013). Support staff leadership: Opportunities and challenges.Leadership, 9(1), pp.23-41.

Gardiner, R. (2015). Gender, Authenticity and Leadership: Thinking with Arendt.Leadership.

Hoption, C. (2015). It does not add up: Comparing episodic and general leadership ratings. Leadership.

Jones, J. (2014). Leadership lessons from Levinas: revisiting responsible leadership.LATH, 2(1), pp.44-63.

Kabalo, P. (2015). David Ben-Gurion's leadership as a "two-way interaction process". Leadership.

Karp, T. (2013). Studying subtle acts of leadership. Leadership, 9(1), pp.3-22.

Kouzes, J. and Posner, B. (2012). The leadership challenge. San Francisco, CA: Jossey-Bass.

Olivier, A. (2012). How ethical is leadership?. Leadership, 8(1), pp.67-84.

Pullen, A. and Vachhani, S. (2013). The materiality of leadership. Leadership, 9(3), pp.315-319.