The Impact of ODI Coaching on Transformational Leadership and Employees' Perception of Supply Chain Integration and Organizational Performance
Keywords:transformational leadership, supply chain integration, organizational performance
Organization Development Intervention (ODI) is the key to make changes in the organization. Leaders are the backbone of the organization. Transformational leadership style enables a leader to bring a change in the organization. ODI on Transformational Leadership coaching is expected to improve the effectiveness of transformational leadership styles that bring positive change towards employees' perception on Supply Chain Integration and Organizational Performance. ODI on transformational leadership coaching has been conducted at Konco Bakery in Surabaya that involved eleven (11) leaders and thirty (30) employees. The OD researcher has taken four (4) roles in conducting the coaching, which are as an Expert Advisor, a Mentor, a Counselor, and a Facilitator, in an interactive seminar, observation, and discussion. The coaching was conducted by explaining the characteristics of Transformational Leadership in the eight (8) leaders’ roles, e.g. Trend Watcher and Role Model, Mentor, Parent Figure, Change Agent, Innovator, Achiever, and Motivator. Coaching also used The Whole Brain Literacy which synergizes the three thinking skills required in running the eight (8) leaders' role. Leaders who only use Precision Thinking will give the result of becoming administrator which dominate the leadership style before intervention. Three abilities to think which are Open Ended Thinking, Feeling Power Thinking, and Aim Thinking are indispensable in applying the eight (8) the role of transformational leadership. The result of Paired Sample t- Test showed that coaching on Transformational Leadership is significant in enhancing and improving Transformational Leadership and results in a significant increase on employees' perception of Supply Chain Integration and its effect on Organizational Performance.
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