The Modern Leadership Dilemma: Occupational Evolution
The Modern Leadership Dilemma: Occupational Evolution
Charmaine Madison | 2021
Abstract
In the medical profession, all surgical assistants, nurses, and doctors are required to obtain varying credentials to validate their knowledge. This knowledge validation serves as a baseline requirement to enter into the medical profession. Specific certifications are later obtained to indicate experience in specific areas of study or practice environments. Before they can work, each occupation must become licensed; establishing their authority to practice or perform procedures and make life-threatening decisions, associated with their profession. Licensing ensures knowledge and complacency with applicable ethical codes of conduct, federal and state-specific laws. Licensing establishes insurability which minimizes risk for the individual and the organization from potential legal challenges.
Based on trend analysis, leadership in every industry will face an increasing level of accountability and expectation to become conscious capitalism, maintain a competitive market edge, optimize resources, gain efficiencies and retain quality; while also serving and supporting a more diverse workforce[1]. The role of leadership is exclusive and independent from the industry or individual and is often referred to as a competency or complementary skill. The impact of today’s leaders extends well beyond economics into ethics, employee privacy rights, preservation of the environment, and employee quality of life. Advancements in technology have provided additional ethical and quality concerns as artificial intelligence software and computing devices have begun to perform decision-making functions; eliminating tasks from managers or leaders[2]. The broad nature of leadership impact increases the risk to the organization and individual if decisions result in an economic or personal loss, injury or damages.
In this discourse, I will explore the urgent need for the professionalization of leadership and the establishment of a universal structure for global leadership development of capabilities. Introduced as a response, the Leadership Maturity Model is presented to address the gap of providing applicable guidance for achieving ethical and effective multi-level leadership within an organization. The Leadership Maturity Model is a proven set of leadership development best practices presented into a framework; designed to aid organizations and leadership coaches in the development of future leaders by providing a multi-level leadership criterion for capabilities. This framework establishes transparent expectations and standards for internal and external stakeholders of the quality and credibility of an organization’s critical decision-makers; promoting accountability and ethical behavior that leads to increased performance and assurance of capabilities needed to navigate the challenges and complexities of today’s diverse workforce and economy.
[1] (Metcalf, 2018) (StratX)
[2] (Penn, 2018)