Leadership: A Socio-Emotional Skill as a Strategy for Organizational Development
Abstract
Leadership is a key factor in organizational development, as it directly influences team motivation, culture, and effectiveness. This study aims to investigate the relationship between socioemotional leadership skills and organizational development. The central hypothesis posits that greater development of these skills increases the level of leadership, which in turn improves organizational development. To test this hypothesis, a quantitative, descriptive, and correlational study was conducted using Exploratory Factor Analysis (EFA) for factor identification, with a sample of employees from microenterprises in Tijuana, Mexico. The results confirm that leadership has a significant impact on organizational development, with structural validation through a Structural Equation Model, which indicates relevant correlations between the variables. The findings suggest that investment in ongoing leadership training, focused on interpersonal skills such as empathy, communication, and conflict management, significantly contributes to improving organizational performance and development. Furthermore, the importance of a culture of continuous feedback is highlighted, enabling leaders to adapt their management style to the evolving needs of their teams. In conclusion, organizations with effective leaders demonstrate better performance, lower staff turnover, and greater employee engagement, thus reinforcing the hypothesis.
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