AC 1.4. For the question (compare the different knowledge, skills and behaviours required for leadership and management in organization. Cliffsnotes answers touched briefly on similarities, but there is a need to expand on this a little with further similarities between the leader and manager as part of the comparison.

The previously provided answer was:

Introduction:

This briefing paper evaluates our organization's current leadership and management development state.

In our organization, leaders and managers have complementary roles. Leaders set the vision, inspire teams, and make strategic decisions for long-term growth. They understand market trends and organizational goals, and they excel in communication, emotional intelligence, and creative problem-solving. Leaders tend to be adaptable, foster collaboration, and encourage innovation.

Managers focus on an organization's operational aspects, ensuring smooth daily processes, effective resource allocation, and achieving performance goals. They have deep technical knowledge of workflows and policies and skills in planning, delegation, and time management. They emphasize structure and consistency in results.

Leaders and managers play crucial roles in an organization but differ in focus. Leaders inspire and drive transformation, while managers focus on stability, processes, and targets. However, they overlap in areas like communication and team management, which are essential to both roles.

Areas needing improvement:

One central area for improvement for leaders is strategic agility. Many leaders in the organization struggle to respond effectively to sudden changes in the market or operational disruptions, which limits their ability to pivot strategies and maintain a competitive edge. Leaders must enhance their coaching and mentoring skills to effectively support team development and performance. Many managers struggle with adaptability, resisting new practices and technologies, which stifles innovation. Furthermore, their tendency to work in silos limits cross-functional collaboration, hindering communication, efficiency, and creativity.

Bennett and Lemoine (2014) note that strategic agility is essential for leaders in a volatile, uncertain, complex, and Ambitious environment. Leaders must make swift, informed decisions to maintain organizational resilience. Coaching and mentoring are vital in transformational leadership (Bass, 1985), as they empower employees and boost engagement and performance.

For managers, adaptability is key, emphasized by Kotter's (1996) change management model, which underscores embracing change for success. Cross-functional collaboration is also crucial; Hansen (2009) found that breaking down silos fosters innovation and efficiency. Addressing these areas can significantly enhance overall organizational effectiveness.

Recommendations for Improvement:

Our organization should implement targeted leadership development initiatives. A strategic agility program for leaders should include training in scenario planning and decision-making under uncertainty. Establishing a coaching initiative can foster employee growth through guidance from leaders.

Prioritizing change management training for managers will equip them to lead effectively during periods of change. Implementing team-based projects that require cross-department cooperation can enhance collaboration, complemented by regular workshops and networking sessions to promote communication and teamwork.

Conclusion

Developing leadership and management capabilities is critical to the organization's success in today's dynamic environment.

Include more evidences within the answer, evidence the points with relevant cited sources, and ensure to add intext citation, references and bibliography.