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CMI Assignment Help > Blog > CMI Level 7 > CMI 701 Assignment Example

CMI 701 Assignment Example

  • October 21, 2024
  • Posted by: Scarlett
  • Category: CMI Level 7
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Strategic leadership is crucial in guiding an organisation toward its long-term mission and vision. It requires making data-driven decisions that align with the organisation’s core values, while also staying attuned to market dynamics and competitive pressures. Effective strategic leaders must possess strong business acumen and the ability to anticipate how their decisions will impact both the organisation and its stakeholders, both internally and externally.

Assessment Questions

Learning Outcome 1: Understand the role and context for strategic leadership

AC 1.1 Critically appraise the impact of organisational context on strategic leadership

    Strategic leadership is a key part of how organisations function, and its success is often shaped by the environment it operates in. Whether the setting is supportive or challenging can greatly affect how well leaders and their teams achieve their goals. Understanding the organisation’s culture and goals is crucial because it helps leaders choose the right strategies for different situations.

    A clear sense of purpose and positive organisational behaviour lay the foundation for effective strategic leadership. Building strong relationships between leaders and teams also creates a productive environment that encourages innovation. Skills like risk assessment, resource management, and handling tough situations all depend on understanding the organisation’s unique context to strike the right balance. In short, organisational context is a major factor in the success of strategic leadership decisions.

    AC 1.2 Critically appraise the role of the strategic leader to set and realise organisational goals

      Strategic leadership is a vital part of any organisation, focusing on setting clear goals and inspiring others to work towards them. Strategic leaders are responsible for identifying key priorities and organising resources to achieve these goals efficiently. This requires a strong sense of purpose, accountability, sharp decision-making skills, and the ability to communicate well to motivate and recognize employees.

      Moreover, strategic leaders must think beyond daily operations and focus on developing a long-term vision for lasting success. By fostering collaboration and open communication within the organisation, strategic leadership empowers teams to work together in achieving their goals over time.

      Learning Outcome 2: Understand the behaviours and skills for strategic leadership

      AC 2.1 Critically appraise the leadership behaviours and skills required to deliver strategic goals

        Leadership behaviours and skills are crucial for achieving strategic goals. Leaders should focus on creating an environment where team members feel empowered to take initiative, share creative ideas, and engage in problem-solving. Setting clear expectations, offering guidance and training, giving autonomy for decision-making, and fostering a culture of learning and collaboration are all key to success.

        Effective communication is also essential for building trust and ensuring everyone understands the goals. Strong leaders recognize individual contributions, celebrate achievements, and make fair decisions. By regularly evaluating their leadership approach, leaders can drive meaningful outcomes while working towards strategic goals.

        AC 2.2 Critically reflect on how the principles of strategic leadership can be applied to respond to complex organisational challenges

          Strategic leadership is a complex field that focuses on how external factors influence organisations, requiring leaders to think beyond short-term solutions. Strategic leaders need to have a broad understanding of how their organisation interacts with its environment and develop innovative, transformative strategies for long-term success. To tackle complex challenges, they must move away from traditional approaches, build strong collaborative networks, and anticipate changes in the external environment.

          This kind of strategic agility allows organisations to seize opportunities and recover quickly from unexpected risks. By applying strategic leadership principles, organisations can better prepare for unforeseen threats, implement effective strategies, and strengthen their resilience in changing environments.

          Example

          Organisational change and technology are two key challenges which require strategic leadership in order to be solved appropriately.

          Organisational change is a very complex challenge, which obliges leaders to solve uncertainty and resistance issues, while making do with transformation processes. The type of visionary leadership is indispensable here, because leaders must make people depict how the world will change, in order to get their support and commitment all along (Collings, 2021). Visionary leaders, similar to Microsoft Corporation, can motivate teams towards a common mission by putting their vision into words and making their purpose clear.  There are challenges like societal reluctance towards technology and the requirement for prolonged training, leaders must promote ongoing education and provide systems of support to ensure a seamless shift.

          Technological changes pose a complicated task which entails to steer the leaders through new opportunities and risks as they discover the disruptive innovations. The concept of strategic agility IV is excellent to these conditions, which will allow leaders to predict the market’s changes and swiftly respond to the emerging trends (Ho, 2023). Agile leaders, led by Jeff Bezos of Amazon, do their best to inspire small errors and learning as such the reality makes fast adaptation achievable. Nonetheless, strategic responsiveness might present some hurdles to be accomplished. Organisational inertia and legacy systems slow down the change, more careful planning and buy-in from stakeholders are required (Amin, 2023).  So, there are challenges due to issues like financial limitations and the demand for scalable technological solutions, leaders must give priority to strategic alliances and investments that promote long-term sustainability. 

          To overcome these challenges, strategic leaders can get encouragement from a variety of theorists and leaders. John Kotter (2012) points out the Eight-step change model which emphasises the significance of creating an atmosphere of urgency and creating a powerful group that is accountable for the progress of change projects in his change management model. Based on Peter Senge’s idea of the learning organisation too, the significance of facilitating a culture of continuous learning and an ability to constantly adapt is highlighted in order to properly deal with the technological disruptions (Ladkin, 2022).  Also, strategic leaders can champion continuous learning initiatives and establish robust support mechanisms to overcome cultural resistance to technology and the need for extensive training. They can foster a culture of openness to change through clear communication, training programs tailored to diverse learning styles, and ongoing feedback loops to address concerns and encourage adoption. Furthermore, to improve budget constraints, they might also establish strategic alliances with technology companies and academic institutions to maximise assets and guarantee long-term technical innovation and expansion.


          Furthermore, ethical leadership is another critical aspect of strategic leadership that can guide organisations through complex challenges. Ethical Leadership (Mendonca and Kanungo, 2007) prioritises integrity and ethical decision-making, ensuring that the organisation’s actions align with its values and principles. This approach builds trust and credibility, both within the organisation and with external stakeholders. Ethical leaders are transparent in their decision-making processes, communicate openly about the reasons behind their decisions, and involve team members in discussions about ethical dilemmas (Pang, 2023). This inclusive approach fosters a culture of accountability and ethical behaviour, which is essential for navigating complex organisational changes and technological advancements.

          Also, transformational Leadership (Bass and Riggio, 2006), is also highly relevant in this context. Transformational leaders inspire and motivate their teams by creating a vision of the future, encouraging innovation, and fostering an environment of trust and collaboration. These leaders are adept at recognizing and addressing the individual needs and aspirations of their team members, which helps to build a strong sense of commitment and engagement (Greimel, 2023). Transformational leaders prioritise personal development and growth, empowering their teams to take on new challenges and opportunities. On the other hand, Authentic Leadership (Goffee and Jones, 2011), emphasises the importance of self-awareness, transparency, and genuine relationships in leadership. Authentic leaders are true to themselves and their values, which builds trust and respect among their teams. They are transparent about their intentions and actions, fostering an environment of openness and honesty (Baquero, 2023). This approach is particularly important in times of change, as it helps to build trust and reduce uncertainty among team members. Authentic leaders also prioritise the well-being and development of their team members, creating a supportive and empowering environment that encourages innovation and adaptability.

          Another valuable leadership approach is Value-Driven Leadership (Gentile, 2014) which focuses on leading by example and adhering to core values that guide decision-making processes. Value-driven leaders cultivate an environment where ethical standards and organisational values are consistently upheld, which helps in building a strong ethical foundation (Thien, 2023). Such leaders can navigate organisational change by ensuring that all actions align with the organisation’s core values, thereby fostering trust and loyalty among employees and stakeholders. Leading with Integrity (Blanchard, 2011), further supports the notion that integrity is fundamental to effective leadership. Leaders who demonstrate integrity are consistent in their actions and decisions, aligning them with ethical principles and the organisation’s values (Peer, 2023). This consistency builds credibility and trust, which are essential for leading through periods of change and uncertainty (Fuerst, 2023). Integrity-driven leadership ensures that the organisation maintains a strong ethical stance, which is critical for long-term success and sustainability whereas Resonant Leadership (McKee, Boyatzis, and Goleman, 2003), highlights the importance of emotional intelligence and the ability to connect with team members on an emotional level. Resonant leaders are attuned to the emotions of their team members and can inspire and motivate them by creating a positive and emotionally supportive work environment (Ramaswamy, 2023). This approach is particularly effective in managing change, as it helps to address the emotional aspects of change and reduces resistance. Resonant leaders use empathy, self-awareness, and emotional regulation to foster a collaborative and motivated team dynamic, which is crucial for navigating organisational change and technological advancements.

          Organisations can utilise The Combat Estimate (7 Questions) (Ministry of Defence) that helps leaders systematically analyse situations and determine the best course of action. By asking seven critical questions—such as “What is the situation?” and “What are the possible courses of action?”—leaders can break down complex problems, evaluate potential impacts, and make informed decisions (Hubbart, 2023). For instance, in a business facing a market downturn, applying The Combat Estimate can help leaders assess the competitive landscape, identify threats and opportunities, and develop strategies to maintain market share or pivot operations effectively (Peer, 2023). Furthermore, the Six Thinking Hats technique (Edward De Bono, 1985), offers a structured way to approach problem-solving and decision-making by encouraging diverse perspectives. Each “hat” represents a different mode of thinking: white for facts, red for emotions, black for critical judgement, yellow for optimism, green for creativity, and blue for process control (Gupta, 2023). By systematically switching hats, teams can explore problems from multiple angles, ensuring a holistic view. For example, a company developing a new product might use the Six Thinking Hats to ensure all aspects are considered (Mei, 2023). The white hat could gather market research data, the red hat could gauge consumer feelings, the black hat could identify potential risks, the yellow hat could highlight benefits, the green hat could brainstorm innovative features, and the blue hat could oversee the process to keep discussions on track. Using these techniques, organisations can enhance their decision-making processes, foster creativity, and develop robust strategies to overcome challenges (Mukhibbah, 2023).

          Thus, addressing organisational change and technological advancements requires a multifaceted approach that draws on various principles of strategic leadership. The principle of strategic leadership encompasses various approaches to guide organisations through change and complexity effectively. Visionary leadership is essential, where leaders articulate a clear and compelling future to gain team support (Battisti, 2023). Ethical leadership prioritises integrity and ethical decision-making, fostering trust and accountability. Transformational leaders inspire and motivate teams by encouraging innovation and collaboration, while authentic leaders build genuine relationships through transparency and self-awareness. Value-driven leadership aligns actions with core values, ensuring consistent ethical standards (Khaw, 2023). Resonant leaders use emotional intelligence to connect with team members, creating a positive and supportive work environment (Hubbart, 2023). By integrating these principles, strategic leaders can navigate challenges, promote adaptability, and drive long-term success and sustainability within their organisations. By fostering a culture of continuous learning, ethical behaviour, and adaptability, strategic leaders can effectively guide their organisations through complex changes and ensure long-term success and sustainability. This holistic approach not only addresses immediate challenges but also prepares the organisation for future opportunities and risks, positioning it for sustained growth and innovation.

          References

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