Assignment for Developing Strategic Management

And
Leadership Skills

Task 1

1.1 Discuss and Explain The link between Strategic management and
leadership in Enterprise

Well recognized that strategic management is defined as study,

assessment, decisions and procedures that organizations assume in
order to generate sustainable competitive advantages1.

Enterprise rent a Car had a long ride starting in St. Louise,

Missouri USA 1957, where Jack Taylor started with seven
automobiles till it became the top car Rental Company in North
America, and almost certainly in the whole world. Obviously Mr.
Taylor had not only spend his money since that time, but also he
invest in a significant key element, that enabled the company to
employs more than 75,000 employees nowadays and run a fleet of
more than one million vehicles all over the world.2
However when we take a closer look, promptly we can find that all
5 levels of management are involved in handling everyday's work,
offering their customers a satisfaction level, simply can be described
as "exceeds the expectations". Rocketing from the owner's belief

Dess, Gregory G., G.T. Lumpkin and Marilyn L. Taylor. Strategic Management. 2nd edition. New 1
.York: McGraw-Hill Irwin, 2005
Enterprise rent a car – The Times case study 2
"Take care of your customers and develop your employees first and
profits will follow".3
Strategic management had to come across out how they will
achieve these values, and then they figured out that Leadership skills
are the password to the success they seek.
Because simply Leaders are the tool that will carry out strategic
management goals into real business, because Enterprise's
management will make sure that its leaders can take their own
decisions, in which all 5 levels of management leads.
Starting from the front line management employee’s level (1), city
managers, General Managers, and then Senior Managers till the Level
(5) of management, committee level exampled in the CEO himself.
Every level has the delegation and the frame to take right decisions,
such as recommending the appropriate car to the client passing with
the motivation procedures and tools till the decisions related to charity
and community aids business.
That’s why it’s not a surprise that Andy Taylor and the present
chairman of the whole organization, indeed was a normal employee in
his father's business, who experienced all operations and actions of a
scheme his father have implemented before. Before can be the person
in charge of Enterprise nowadays4. Because the management decided
that the core competence and the pass declaration is Leadership. You
have to be a leader to pass.
As a conclusion we can come out with the result that the link is
noticeably causality between strategic management and leadership.
Leadership is considered as the engine for the big carriage named
“Strategic Management” in Enterprise.

Enterprise rent a car – The Times case study 3

Enterprise rent a car – The Times case study 4
1.2 Compare and contrast the impact of management and leadership
styles on strategic decisions in Enterprise.

Enterprise is a fruitful field for all management and leadership

styles, as documented all styles are being used through different and
related situations, leaving the whole decision in the manager’s hand,
to use the best appropriate style they can find it most effective in the
handled situation.
Autocratic style, Democratic or even Laissez – faire, which mean
in French language "leave alone" were all implemented to achieve the
strategic goals effectively. The successful thing is that all styles are
totally effective enough to get Enterprise through with a very good
impact on Customers, employees and management itself. In addition
Diversity in leadership styles are widening the flexibility in decisions
making and their influence circles. Those guys are dedicated to the
old Proverb “address people in the language they can understand”5
For example Andy Taylor enforced the use of the ESQI (Enterprise
Service Quality Index) in all branches, to ensure the employee's
obligation towards a core strategic goal, which is customer's
satisfaction, considering that Autocratic style is the best way to do
this.
While front line employees are using the democratic approach in
several occasions such as recommending the suitable vehicle to the
clients according their needs and wants, hitting the same target, which
is customer's satisfaction, using their own decision making
authorities, empowered to them previously in a very effective impact.
On a third scene we can spot other teams of Enterprise's employees
take decisions on behalf the whole organization in a matters such as

English Proverb 5
 community projects, using the Laissez-faire style to enlarge the value
of their organization at many segments of different communities, as
the region of South East England did in planting 40000 tress in
Scotland6.

1.3 Evaluate how leadership styles can be adapted to different situations.

In that order, a plainly feature of leadership can be noticed, which

is adaptation. Evidently Andy Taylor in the matter of creating the
appropriate motive for his staff, and because he knows how to
calculate the ROI (return on investment) equation, he was firm
autocratic in the matter of customers satisfactory and he implemented
a way of motivation can be summarized in "the prospect of promotion
is in the customer service caution".
Meanwhile other management level in the same organization
modified this way of motivation regarding a second strategic goal
which is employees' development, using an adapt full leadership skill,
such printing the most developed names in the Enterprise newsletter
avoiding forcing any obligations, but depending on the rising feelings
of self awareness in all staff, when they will hear a statement says
"The Elite Club"7 what a genius.

Leadership skills can always stand as the harmonious piece of

puzzle in several different situations to target the same strategic goals.

Task 2
Enterprise rent a car – The Times case study 6
Enterprise rent a car – The Times case study 7
2.1 Asses the impacts of the selected theories of management and
leadership have on organizational strategy.

Talking about theories brings at once to the front the Grid Theory
of Leadership (By Robert Blake and Jane Moulton 1960). It’s a
management theory that state that manager should study the situation
he's dealing with before he choose the appropriate leadership style for
it, noting that he is concerned to achieve good position on the grid
between two main axis, the first one is the people (customers and
employees) and the second one is the results (growth and
profitability). As a result we can find 5 management styles among 81
squares; impoverished management, task management, middle of the
road management, country club management and team management.8

And from reviewing the strategic goals of Enterprise, we can find

out that Enterprise got involved using this theory in a very wide range,
seeking to be in team management position as possible as they can,
please notice what's following.

1- Customer Satisfaction (Concern of People).

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 2- Fleet Growth (Concern of Results).
3- Employee development (Concern of People).
4- Profitability (Concern of Results).

We find that this theory enabled the strategic management in

Enterprise to asses its leadership style constantly, to always determine
the most appropriative style they can use expressed in numbers9.

After this we find the Hersey – Blanchard Leadership situational

theory (By Paul Hersey and Kenneth Blanchard 1970) which says that
manager should do fine tuning in dealing with different situations in
order to achieve certain fixed goals by the same teams. He can modify
his leadership style according the maturity levels he's dealing with.10

And that was clearly shown in Enterprise in the matter of finding

the suitable way of management from TELLING in the ESQI
(Enterprise Service Quality Index), then SELLING like the way of
choosing the managers who have the leadership skills in high
standard, the management here sells this idea to its employees, giving
the reason why Andy Taylor now is the CEO. PRACTICING like the
authority Enterprise gave to its local offices to discuss the best
approach they can give to the clients in certain situations, then to take
decisions accordingly. And finally DELEGATING like what happened
in the community projects with the dedicated teams, when they used
the full empowerment and delegation management gave them to hit
the mark and they did.

www.e-how.com 9
www.e-how.com 10
 As from the above two selected theories, we can see the full
supportive impact on the organizational strategies of Enterprise. We
also can ensure that management used different theories to fulfill the
same, targets effectively and in a very flexible way.

2.2 Create a leadership strategy that supports organizational directions.

If I were in the decision makers' of Enterprise shoes, I would grab

hold of the leadership skills spreading policy (LSSP) among all levels
of management, departments and individuals in the company. But
should I take into consideration the cost savings, training effectiveness
and most of all the people's feedback and opinion.
To keep the organization as much as possible in the team
management square, scoring most effective results but not before the
sake of customers satisfaction and development of employees.
Taking the whole organization to the next step of leadership
awareness, to get everyone involved inspired, and makes every
member a self leader, that will be the clear vision of my leadership
strategy. This vision can be then cascaded into the next detailed
objectives.
 Re-arrange of all recruitment criteria in the organization.
 Set a detailed training and development plans for every position in
the organization and seek feedback all time.
 Set the belief of that people are expensive and should be heard
well as well as being understood.
 Offer a unique self motivated employees to serve our clients
should be the core product value in the whole organization.
  Role model base should be implemented starting from the
committee level.
 Customer feedback is a very import monitoring tool.
 Financial ROI theory is an accumulating perception in every step
from the above mentioned.

Raising the bar on all followers to serve the cause of leadership

main beliefs will be the common mission for all leaders and mangers in
Enterprise. Linking everyone to this issue will be our common dream.

Task 3
3.1 Assess leaders' performance in Enterprise, using an appropriate
method or evaluation.

To assess leaders' performance in such an organization as

Enterprise, we need to go through a process in alignment with the well
declared business objectives pre-mentioned.
On the leadership side we can seek usual evaluation tools for the
motivation, inspiration, and adaptation, ability to listen, forecast and
achieving goals smartly. And Enterprise’s leaders have a good history in
those items, gave what they were expected to do. But how evaluation will
take place then?
For me first comes first, customers’ feedback is my hidden
treasure, collecting, verifying and responding positively to what’s my
client is saying will have enormous effect on the assessment process, then
subordinates and followers feedback will be my second source of data
needed.
 As a result I have two analyses to do to assess leaders’ performance
in Enterprise.
SWOT analysis and GUBA Analysis after the customers’ satisfaction
index is well implemented, studied and re-done ESQI.
SWOT stands for Strengths, Weaknesses, Opportunities and Threats.
Strengths:
- Leaders in Enterprise have wide experiences in this field, could
be the best heads among all human resources available in the
market globally.
- Not only big heads, but also big history of achievements.
- High technical skills and ability to face hard times.
- Ability to motivate, inspire, forecast, get involved, take
decisions at least until this snap shot we are taking.
- Goal and results oriented and can achieve targets all times.

Weaknesses:
- Sometimes leaders turn aside away from the goals they are
dedicated for.
- Hit the mark once is tuff; keep hitting it is the servitude.

Opportunities:
- Leading the market is not enough; we have to find what’s
beyond that.
- Ansoff’s Matrix, telling new marketing solutions and
development plans for big potentials using Penetration, Product
development, then Market development and Diversification
options.
 - As Enterprise leads the markets so its Leaders have the
opportunity to put new product definition, depending on the
human element as the core competence.
- Gulf and Middle East areas are nominated to be our next
booming market.

Threats:
- Lake of motivation options, as most of leaders in Enterprise
supposed to reach high career satisfaction limits, unless they
reached that already.
- Competitors can seek similar strategies seeking to enlarge their
market share.
- When leaders stop hearing people and appreciate them, this is
the biggest threat Enterprise can face.
After this I will seek the subordinates’ feedback beside the usual
HR evaluations, for example the GUBA Analysis that stands for, Good,
Ugly, Bad and Awesome. Simply should keep on this routine, applying its
rules firmly, in order to have a real feedback from the followers in the
closed room during absence of their leaders.
After all above mentioned processes, seems that things are running
fine in alignment with the strategic business objectives and directions,
putting Enterprise in the lead by virtue of its leaders.

1. Customer Satisfaction.
2. Fleet Growth.
3. Employee development.
4. Profitability.
3.2 Create recruitment criteria for CEO position, reflects the leadership
skills required for this position in and organization of your choice.

Keeping Enterprise under our survey we can put together

recruitment criteria of its CEO, heading to keep the recent success and to
raise the bar for a sustained lead to the whole market using the leadership
skills in particular.
CEO is one of the most popular jobs in any organization. All
considers that CEO can do whatever they crave, and is effectively skilled.
Naturally, nil could be added to the reality. By it’s extremely
acknowledged, the occupation explanation of a CEO means meeting the
requirements of clients, people, shareholders, society, and the law. Some
of a CEO’s responsibilities can be handed over. But many tasks of the
work must be accomplished by the CEO11.
Retrospectively on core competence depending on the leadership
skills in Enterprise, CEO’s recruitment criteria in Enterprise should
comprehend the following values. In cooperation with all employees and
reporting to the board of directors he should be competitive in the
following actions.

 Have a Vision and can link people to his vision in cascaded

missions.
 Develops what is new, which can be considered as an added value.
 Has big circle of influence.
 Can implement leadership skills across the whole organization.
 Display strategic views and plans to make certain that Enterprise
remains dedicated to its Believe.
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  Develops People by creating a job atmosphere where employees
are confident to expand their potential.
 Can lead the conflicts inside and outside the organization.
 Always seeks feedback and dedicated to details according to
priority.
 Has all interpersonal skills starting from communication skills,
passing with negotiation skills till presentable and good looking.
 Has all the financial, technical, languages and academic knowledge
proved through recognized certificates, references should be
furnished upon request.
 All the above is in accumulation of the ability to direct Resources
and capability to calculate Risks.

4.1 Create a CPD plan (continuous Professional Development Plan) for a

CEO position to develop his / her leadership skills

First we have to determine the exact weaknesses in the current

CEO, so let's suggest that current CEO position in Enterprise is in deep
need to develop the following abilities
- Ability to create views that impact positively the organization.
- Ability to put organizational plans and track measurable results.
- Ability to encourage and motivate others.
- Ability to priorities action plans.
Then we are ready to put our CPD plan as follows

Continuous Professional Development Plan

Organization Enterprise rent a car
Title / Position CEO (Chief Executive Officer)

Enlarge his or her Leadership skills to enlarge his or her competence, and as a result the whole
Development Objective
organization can do the same.

Development objective Development activities Learning style Cost Time Frame

Read the Harvard business schools

Theoretical N/A 3 days
To develop the Ability to articles
create views that impact Attend an academic course in title of
positively the organization "Effective Leadership" that depends Auditory USD 100.00 2 weeks
mainly on the practical exercises
 Attend a local course in Enterprises
training center titled in "strategic Auditory N/A 5 days
To provide the candidate with
Management for organizations"
the needed skills to put
Work with his / her team in preparing
organizational plans and track
for upcoming board meeting with a
measurable results. Activist N/A 8 weeks
new strategic plan for the coming
phase
To enlarge the ability of the
To read the book "The 7 Habits" of
CEO to encourage and Theoretical N/A 6 days
Steven R. Covey
motivate others
Will set up gathering every Tuesday
to brain storm with team, play roles,
To enlarge the Ability to Kinesthetic and
do practical exercises, change
priorities action plans. Auditory N/A 6 weeks
experiences and explain regarding
priorities and challenges we are
facing
4.2 Evaluate the effectiveness of methods used in your CPD plan to
develop the leadership skills.

My last column in the previous CPD table is the measure column

"how to measure" in order to complete the SMART concept in my plan, it
has to be measurable. So evaluation my methods' effectiveness is a core
part from the plan itself.

Regarding how will do it, mainly will depend on the feedback from all
the employees, who have common tasks with the CEO, that’s beside the
GUBA analysis and the customer service feedback as well. After that,
will check whether the KPI (Key Performance indicator) mentioned that
the CEO position in more link and dedication with the organization
directions and competence that highlights the leadership skills or not.

So measurement of effectiveness will be as follows for the all mentioned

development activities seeking feedback
1. reaction
2. learning
3. behavior
4. results

Noting that Leadership Skills are the core competence in Enterprise

and by implementing these 4 we will find that CEO has to go through
questionnaires inquiring his reaction regarding the development activities
he will join, feedback and courses evaluation outcome to know his
learning conclusions, also interviews to be done with his superiors and
partners "followers" in order to know his achievements in the behavior
field and finally the whole result view, whether its was done or not.12

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