Three Ways Ceos Can Lay the Foundation for Leadership Development, Article Review

The article espouses the need for CEOs to establish team leaders. The journey toward becoming a CEO is quite long and requires dedication and hard work, as espoused by Davtyan. With that in mind, the author proposes that CEOs can adopt three ways to cultivate leaders within organizations. The three ways entail; (1) providing employees with growth opportunities within organizations, (2) establishing an environment where employees can discuss their career goals, and (3) leading by example (Davtyan 2). The author further contends that leaders must incorporate leadership styles that align with organizational goals. A critical point raised in the article is the need to incorporate managerial training within a company. The ultimate goal of leadership development, as proposed by Davtyan, is to ensure that employees climb the management ladder.

As previously highlighted, the article raises three major points. The points touch on facilitating growth opportunities, allowing employees to discuss their career goals, and leading from the front. The points raised are valuable as they enable the company’s overall growth. Critically, employees’ goals should be aligned with the overall company goals. Successful companies adopt human resource policies that ensure employees’ progress. When employees are provided with growth opportunities, they are motivated to excel (Davtyan 4). This is a plus for the company as it ensures optimum productivity. Woerkom and Meyers (100) posited that employees’ personal growth significantly contributes to organizational success. Davtyan argues that talent shortages continue to be witnessed within the tech industry. With that in mind, it is critical to ensure that growth is enhanced within the internal structure of companies.

The article also highlights the importance of allowing employees to have candid conversations about their career goals (Davtyan 7). This point is valid because employees need to feel wanted and valued within organizations. Furthermore, it enables the company to establish training and development programs. When employees discuss their goals, leadership teams can establish knowledge management and sharing strategies. Critically, employees do not want to remain in the same position for years. In some cases, employees are motivated by the need to enter upper management levels. Transformational leadership is critical to the success of organizations. Through transformational leadership, employees are highly motivated. A key takeaway is the importance of leaders walking the talk. More importantly, employees are likely to follow a leader who respects their input. Leadership development can be achieved when employees view their leader as part of the team.

CEOs play a vital role in organizations’ success through leadership and management. The article by Davtyan posits that leaders should employees should be provided with growth opportunities (Davtyan 5). While this is critical for organizational success, it is important to ensure that employees achieve their objectives. Ideally, providing growth opportunities for employees may impact the ability to achieve short-term organizational goals, which are valuable to a company. Secondly, the article posits the importance of allowing employees to discuss their career goals. The major challenge with this assertion is that employees have different career goals. These differences may impact the achievement of overall company goals. Ha and Kim (49) opined that organizational behaviors are affected by employees’ attitudes. This reaffirms the challenge of ensuring employees’ career goals are aligned with overall company objectives.    Finally, the research pointed out the importance of leading by example (Davtyan 10). As a criticism, the main issue is that employees have different expertise and skills. Employees have varying motivation levels, which is vivid in their job performance. Davtyan points out the importance of leaders walking the talk. However, leaders may adopt a leadership style that may not necessarily be replicated in employees. Transformational leadership style may impact the power and hierarchy structures, leading to employee confusion.

While the article raises critical points on leadership development, it fails on some fronts. Firstly, the article fails to highlight how leaders can provide employee growth opportunities. From the onset, the article appears to be a theoretical presentation with no practical evidence which can be adopted in organizations. Secondly, the article assumes that organizational structures are similar across business organizations. This is critical because organizations have different success stories based on their adopted organizational structures. Thirdly, the article assumes that all employees want to reach upper management levels. Employees have different objectives that motivate their life outside the workplac