RESPONSIVE LEADERSHIP THROUGH TRAINING AND DEVELOPMENT OFSOFT AND HARD SKILLS

Abstract

Purpose: The objective of this study was to analyses the need for developing responsive leadership skills and to understand the views and perceptions of the sample respondents on responsive leadership as a soft -skill.

Theoretical framework: Recent literature shows that Leadership is a main trait at a workplace.  It relates to people being motivated to perform better than to increase profitability because it is the belief of the management philosophy that if the performance is improved, profitability improves automatically. It is the soft -skills that enable the leaders “to adjust their leadership behaviors to match each individual’s needs rather than using the same pattern of leadership style with everyone” (Chase Colin, 1997). Hence, this issue calls for an immediate academic scrutiny and the present study is intended to bridge this gap.

Design/methodology/approach: The analysis shows that the corporate leaders, students and teaching faculty are of the opinion that the extent of utility of Soft-Skills is very great extent and responsive leadership is the need of the hour. It was also analyzed that Soft-skill Development and Leadership roles are dependent on each other and there is a close association between skill development and leadership role.

Findings: It was found that there is a need for responsive leadership in corporate sectors by having a special timetable for leadership skills. soft skills are a good result in improving profitability which is the main goal of the business in the larger run. It was also found that academic internships must be introduced in all the education programs to facilitate and Forster academia- industry interactions

Research, Practical & Social implications: The soft-skills will make a friendly leader and not a task master.  The development of soft-skills also makes the leader a responsive leader.

Originality/value: The development of responsive leadership must begin at an early stage and not till he/she finds a job.  It is always best to sharpen the tools beforehand rather than doing at the time of crisis.

Keywords: Soft-Skills, Effective leadership, workforce, Responsive leadership, workplace performance