COLLEGE OF POSTGRADUATE STUDIES

DEPARTMENT OF LEADERSHIP

COURSE: - Strategic Leadership and Innovation

Assignment Two

SUBMITED BY: - HENOK MEZGEBE ASEMAHUGN

ID/NO: - MLO/3436/15A

Instructor: Dr. Gebre

Feb 2024
1. How can foster a Culture of creativity and Innovation? Discuss Elite Versus
Developmental views of creativity and Innovation.

Creativity and innovation are essential skills for any organization that wants to thrive in a
competitive and dynamic environment. They enable you to generate new ideas, solve problems,
improve processes, and create value for your customers and stakeholders. But how can you foster
a culture of creativity and innovation in your organization? In this article, we will explore some
of the benefits of doing so, and some of the strategies you can use to achieve it.

To foster a culture of creativity and innovation in your organization, it's essential to implement
strategies that facilitate and promote it. This includes establishing a clear vision and goals that
are aligned with your mission and values, so that employees understand the purpose and
direction of your organization. It's also important to provide time and space for creativity and
innovation, such as allowing employees to work on their own projects, providing flexible
schedules, and creating a physical and virtual space that encourages collaboration. Additionally,
you should embrace diversity and inclusion, leverage different perspectives, backgrounds, and
skills, and create a culture of respect, trust, and openness. Lastly, provide feedback and
recognition to help employees improve their skills, learn from their mistakes, grow as
professionals, and boost their confidence.

The elitist view sees creativity as an individual spiritual experience; an innate ability that cannot
be harnessed. In the developmental view, creativity is in us all, not a select few, and is more a
problem-solving process that can be learned, practiced and applied by anyone.

2. Discuss and write the difference between Leader developments versus

Leadership development.

Leader development focuses on developing individual knowledge, skills, and abilities (human
capital), whereas leadership development focuses on building networked relationships (social
capital) among individuals in an organization.
Leader Development focuses on the individual and their personal growth, helping them improve
their skills, abilities, and mindset to become effective leaders. It aims to develop a person’s self-
awareness, emotional intelligence, decision-making, and communication skills. Leader
Development programs often consist of workshops, mentoring, coaching, and other resources
designed to enhance a person’s leadership capabilities.

On the other hand, Leadership Development is about developing the leadership capacity within
an organization, focusing on creating a culture of leadership and fostering collective leadership
abilities. It involves building systems and processes that enable individuals to work together
effectively as a team, share responsibility, and make better decisions. Leadership Development
programs often include team-building exercises, group coaching, and the development of shared
values and visions.

3. Discuss the difference between trait and behavioral theories of leadership.

According to behavioral theory, becoming a leader is just a matter of proper training, while trait
theory emphasizes that a leader must have certain inherent, inborn qualities. So, this is the key
difference between trait and behavioral theories of leadership.

Basically, trait theories believe that a leader is “born.” They often describe leaders in terms of
their personal characteristics, such as charismatic and driven. Behaviorists, on the other hand,
believe leadership can be taught, or fostered, by providing the necessary training and skills to an
individual. Therefore, this explains the difference between trait and behavioral theories of
leadership.

4. Discuss and write the difference b/n Fiedler’s contingency model Vs Hersey
& Blanchard’s situational leadership

Contingency leadership is a theory that states a leader’s effectiveness is contingent upon how his
or her leadership style matches the situation. Situational leadership, on the other hand, is a theory
that states a leader should adapt his or her leadership style to match the situation. So, this is the
key difference between contingency and situational leadership. In addition, Fieldler was the
developer of contingency theory, whereas Hersey and Blanchard were the developers of
situational leadership theory.
The key difference between contingency and situational leadership is that contingency leadership
theory emphasizes that a leader should match the right situation, whereas situational leadership
theory believes that a leader should be adaptable to the situation he faces.

4. Compare and contrast transformational versus transactional leadership. When

does each of them are preferable?

Transactional leadership focuses on short-term goals, compliance, and structured procedures,

while transformational leadership emphasizes long-term vision, inspiration, and personal growth.
Effective leaders recognize the value of both styles and adapt their approach to meet the needs of
their teams and organizations.

While transactional and transformational leadership are often presented as opposing styles, they
are not mutually exclusive. Effective leaders can incorporate elements of both styles to suit
different situations. This hybrid approach, known as "transformational-transactional leadership,"
allows leaders to provide structure and clarity when needed while also inspiring and motivating
their teams.

Finding the right balance between these two styles depends on various factors, including the
organization's culture, industry, and specific challenges. In some situations, such as crisis
management or routine tasks, transactional leadership may be more appropriate. In others,
particularly when driving innovation or organizational change, transformational leadership can
be highly effective.

In the realm of leadership, transactional and transformational styles represent two distinct
approaches with different impacts on organizations and their members. Transactional leadership
focuses on short-term goals, compliance, and structured procedures, while transformational
leadership emphasizes long-term vision, inspiration, and personal growth.

Effective leaders recognize the value of both styles and adapt their approach to meet the needs of
their teams and organizations. Ultimately, leadership is not a one-size-fits-all concept, and the
ability to navigate the complexities of leadership styles is a crucial skill for those seeking to lead
organizations to success in an ever-evolving world.
6. Compare and contrast Leadership versus Management

Some individuals in an organization might have both management and leadership

responsibilities, but that doesn't mean that these two words are interchangeable. While there are
important similarities between leaders and managers, the differences are perhaps even more
essential to understand.

Managers are much more likely to focus on ensuring that a company's day-to-day business gets
done. At the same time, leaders use their imagination and vision to look for rewards and
opportunities to fire up their team's creative process. In short, the goals of managers tend to arise
out of necessity, while the goals of leaders result from an active and personal attitude of growth.
Companies need both managers and leaders to survive and thrive. The first step to ensuring that
your business has highly skilled individuals in leadership and management
positions is understanding the similarities and differences between these essential roles.