Arguably, leadership in every organization determines the progressive move, either in the positive or negative directions. In the past decades, leadership practice and styles has gradually changed within the law enforcing agencies. In the past, leadership was totally dedicated to individual department, but currently leadership has transformed into a dynamic activity, This implies that leadership has become a teamwork, dispersed leadership, as well as inclusive. As a matter of fact, many stakeholders within the law enforcing agencies are encouraged to adopt and utilize participatory style of leadership and management by collaborating in various activities and decision-making process.
Regardless of the type of leadership in a law enhancement agency, leadership entails hard work. The dynamism in an organization is changing rapidly; hence, requiring multiple navigation and perspectives in leadership. Shared leadership has existed for many years, whereby it puts emphasizes on traditional ideas on how organizations operate. It entails maximization of all human resource in an agency, this is done by ensuring that all individuals are empowered and given a chance ho hold and demonstrate its expertise in leadership (Conger & Pearce, 2003). Sharing of leadership in an organization is not easy, but it can be practiced. Its involvement in organizational leadership yields a lot of success and prosperity. In the process of leadership sharing, the best strategy to use is to clearly state and set rules and regulations of power sharing and decision making. Moreover, shared leadership is unfolding, interactive, dynamic influence process in an organization, whereby objectives leads individuals towards the achievement of collective goals. The influence entails downward or upward hierarchal and peer influence (Curtis & Manning, 2002).
Shared leadership approach has both advantages and disadvantages. Undeniably, shared leadership enhances commitment among the organizational stakeholders. In this case, no individuals have the guards too claim that he/she is more committed than the other. Moreover, there is no work overload on some individuals. Shared leadership is flexible since each an individual works uniformly (Conger & Pearce, 2003). Certainly, working together results to a variety of leadership role models that. Each individual is involved in the decision making; hence various leaders point hands in the process. On the other hand, shared leadership has some disadvantages. For example, an individual effort in a shared leadership style is not rewarded. Hence, the individuals who do well can be demotivated due to lack of recognition; as a result the entire group will lose. Sometimes, it is difficult for leaders to understand each other because of differences in ideologies.
Conversably, the leaders in law enforcement ha various direction to undertake pertaining shared leadership. Organizations such as law enforcing agencies need flexible and stable leadership. In fact, for the success of the agency, the leaders and responsible stakeholders should be in a position to implement apposite and dependable leadership. Leaders in the law enforcement agency need to change others towards achieving desired goals. Perhaps, shared leadership within law enforcement agency should include two crucial components such as organizational and personal. Success in this leadership style requires commitment and knowledge from the leaders (Northouse, 2009).
Interestingly, the leaders within law enforcement agency require deep interest on others, as well as bringing out the best qualities in others. The shared leadership needs to be changed according to changes that transpire in society. This transformation will enable leaders under the leadership style to be able to address modern problems that affect the agency. In addition, leaders in the law enforcing agency need to undergo training and educational standards, in order to understand future challenges, and asserting themselves to meet the challenges. Due to dynamic nature of shared leadership, leaders need to be dynamic in setting strategies and achieving its goals (Curtis & Manning, 2002).
Visionary leaders are the backbone of the new working imaginations in globe. Leaders undertaking various roles in an organization require ability and skills to keenly observe. In fact, sitting at the periphery of the organization and observing what goes on, and acting upon the issues observed is crucial (Northouse, 2009). Visionary leadership entails a balance of expressions of mental, physical, spiritual and emotional dimensions. Perhaps, it is based on observing core values, innovative actions, as well as empowering relationships. Visionary leadership is associated to increased efficiency by making decision making a frontline responsibility. Visionary leadership is in a position to hold and access on organizational vision by becoming innovative and creative. A visionary leader potentially works with a lot of power that is aligned and intentionally directed to agency goals.
Conger, J & Pearce, C. (2003). Shared Leadership: Refraining the Hows and Whys of
Leadership. London: Sage
Northouse, P. (2009). Leadership: Theory and Practice. London: Wiley