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Innovation Leadership: Concepts, Tools, Techniques, and Traits of Effective Leaders Assignment Sample

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Introduction - Individual Forum Contribution

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Concept of Innovation Leadership

Innovation leadership is mainly focused on the philosophy that can motivate the employees to think of different ideas to improve the business process. Along with this, some recent scholars of the world state that this is a technique to produce innovative as well as creative ideas among the employees by influencing them effectively to do that. In the contemporary world, many organisations those are willing to create an innovative team that can improve the speed of various business processes along with improving the quality of their work (Oberer & Erkollar, 2018). It can be seen that some innovative leaders of the world have been focusing to improve work collaboration among the employees through various techniques of motivation. Along with this, it can be also seen that some modern leader’s so-called innovative leaders are focused on the culture of an organisation and promote effective communication between leaders and their employees in order to practice innovative leadership methods (Guzmán et al. 2020). In this regard, it cannot be exaggerated to innovative leadership is focused on the improvement of the performance of employees by reducing problems among employees and within the workplace. Some scholars of the world have been suggesting that this type of leadership is focused on the strategic vision and demand of the consumers. In case, a leader of the organisation is more focused on the strategic vision and recent demand of the consumers then there is no doubt that such an organisation can achieve its goal.

Leadership process, tools and techniques and whether it differs in innovative organisations

Tools and techniques of leaders

Nowadays, leaders of various organisations have been using following tools and techniques:

  • Critical thinking
  • Decision making
  • Delegation and team building
  • Motivating the employees
  • Mentorships

Difference in leadership process in various innovative organisations

In order to improve the work performance of the company, some innovative leaders of organisations focuses on the internal structure of the organisation and for this, they analyse the internal structure of the organisation. With the help of an analysis of the internal organisation, such leaders can identify and evaluate various problems that have been causing the ineffective and incompatible performance of the employees (Al-Husseini, El Beltagi & Moizer, 2021). It is an obvious fact that in case a leader is able to identify the problems of internal organisation then such leaders focussed on devising a plan to reduce such problems.

On the other hand, some leaders focus on evaluating the reason behind the avoidance of the equal participation of employees in order to achieve organisational goals. In order to improve work collaboration, they are focussing on promoting effective communication between leaders and employees (Johannessen & Stokvik, 2018). It is an obvious fact that in case effective communication has been implemented at the workplace then there is quite a possibility that the employees can openly talk about the problems. It can be also seen that some leaders of modern organisations focussing on actual problems of the employees and work to reduce such problems. Sometimes, it can be seen that employees do not know the skills that are required to complete the work effectively and in this scenario, some innovative leaders focus on the improvement of their skills by providing a proper training programme while other leaders are focus on hiring efficient employees.

Characteristic traits of good and bad leaders

Recent studies suggest that in the contemporary world, there is a lack of good or effective leaders and this is the reason various modern companies in the world are continuously looking for them. Zhu et al. (2018) argue that a good leader has effective communication skills as well as listening skills while on other hand, while a bad leader does not have such skills and leaders are not communicating with their employees in a friendly manner. For instance, in case some conflicts prevail among the employees. On the other hand, Ciulla, (2020) argue that good leaders are conducting a meeting with the employees and focus to listen to the problems of the employees before taking any decision. On the other hand, bad leaders are not focussing on listening to the problems of employees and using the suppression method. In this regard, some recent scholars of the world suggest that the suppressing method or dominating method in order to reduce conflicts at the workplace is not able to reduce the problems of the employees. El Toufaili, (2018) argue that it can be also seen that due use of such a method, sometimes the relationship between the employees and the organisation can be negatively affected. In this scenario, it can be seen that good leaders are focussing to know the reason behind such conflicts that have prevailed in the workplace. In order to pacify conflicts, the way of talking to good leaders is effective and this is the reason why they effectively reduce their conflicts.

In order to improve the performance of the employees, a good leader is focused on promoting effective communication at the workplace among employees as well as between employees and their leaders. Al-Husseini, El Beltagi & Moizer, (2021) argue that they also focus on identifying various problems that are the reasons behind the lack of performance of employees. Sometimes, it can be seen that implementation of various plans at the workplace such as technical upgradation becomes a reason behind the degradation of their performance. In this scenario, good leaders are focussing on skill improvement by providing proper training while bad leaders use the tools of demotivation and demoralisation in order to improve the skills of the employees. In this regard, some recent scholars of the world suggest that tools of demoralisation for practising leadership in the workplace can affect the relationship between leaders and employees in a negative way. Guzmán et al. (2020) argue that in many cases, it can be seen that due to excess use of such tools the employees are demotivated from the work and avoiding sharing various problems with their leaders. In this regard, it cannot be exaggerated to say that the tools that have been used by bad leaders ultimately exacerbate performance. On the other hand, good leaders are analysing the citation from both perspectives- organisations, as well as employees, find reasons behind the problems, and effectively work to fix them.



  •, (2022), Support Organizational Innovation With the Innovation Equation, Retrieved from:


  • Al-Husseini, S., El Beltagi, I., & Moizer, J. (2021). Transformational leadership and innovation: the mediating role of knowledge sharing amongst higher education faculty. International Journal of Leadership in Education, 24(5), 670-693.
  • Ciulla, J. B. (2020). The importance of leadership in shaping business values. In The search for ethics in leadership, business, and beyond (pp. 153-163). Springer, Cham.
  • El Toufaili, B. (2018). The influence of subjective factors on the development of the transformational style of leadership. Revista de Management Comparat International, 19(2), 124-135.
  • Guzmán, V. E., Muschard, B., Gerolamo, M., Kohl, H., & Rozenfeld, H. (2020). Characteristics and Skills of Leadership in the Context of Industry 4.0. Procedia Manufacturing, 43, 543-550.
  • Oberer, B., & Erkollar, A. (2018). Leadership 4.0: Digital leaders in the age of industry 4.0. International journal of organizational leadership.
  • Zhu, J., Liao, Z., Yam, K. C., & Johnson, R. E. (2018). Shared leadership: A state?of?the?art review and future research agenda. Journal of Organizational Behavior, 39(7), 834-852.


  • Johannessen, J. A., & Stokvik, H. (2018). Evidence-based innovation leadership: creating entrepreneurship and innovation in organizations. Emerald Group Publishing.
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