The Adolescent Leadership Training and Effect on Corporate Organization

Early Leadership Training and Its Relationship to Communication Skills, Self-Esteem, and Problem Solving Skills among Adolescents
The research study explored the efficient of the youth leadership programs in Charleston County. The methodology applied to this study is a qualitative embedded case study, which answers the what, how and or why questions of social phenomenon. The researcher conducted interviews with eight previous participants of youth leadership programs. The results of the interviews will be reported in this chapter.
Results
The purpose of the qualitative embedded case study was to explore the perceptions of participants who previously participated in an adolescent’s leadership training program on how the program influenced their self-esteem building, communication skills, and problem-solving skills within Charleston County in South Carolina.
The research questions therein were what are the perceptions of the training program and experiences of past participants of adolescents’ leadership training program, what are the perceptions of past participants on how the adolescents’ leadership training program affected their communication skills, what are the perceptions of past participants on how the adolescents’ leadership training program affected their self-esteem, and what are the perceptions of past participants on how the adolescents’ leadership training program affected their problem-solving skills?
To answer these research questions, 8 response questionnaires were received from volunteer respondents who were randomly chosen and anonymously answered the questions in the questionnaires. The respondents were chosen from a pool of people who had previously undergone the youth leadership programs and were willing to share their experience and the influence this training had on them.
From the data collected in the questionnaires, it can be seen that most of the respondents are people who underwent the adolescent leadership training in the past. This goes hand in hand with the fact that most of the respondents have been in leadership positions even though most of them have been in the job industry for a relatively short period of time. It is indicated from the statistics that 75% of the respondents have been in some leadership position within their organizations. As a matter of fact, 63% of the respondents were seen to be below 5 years old in the job market as leaders or taking some responsibility within the organization they work for as an individual in charge of some people or department. The data also indicates that 88% of the respondents had undergone some form of adolescent leadership training.
Among the people who had undergone the adolescent leadership training, 88% of them admitted that the training had a significant effect or influence on their communication skills and that they acquired some new skills that hitherto they never had. On being questioned on their self esteem and how it might have been influenced positively by the adolescent leadership training, 75% of the respondents agreed strongly that the training actually added some value to their self esteem. Some respondents admitted that they had a bad self esteem before their contact with the training and this changed after the training, while others indicated that the training worked to boost the self esteem which they already had developed through life before the leadership training.
The last section of the questionnaire was to find out if the respondents felt that their problem solving skills were in any way impacted by the adolescent leadership training and a significant 88% agreed that the training helped in boosting their problem solving skills, or even developing it altogether to be what it was at the time of encounter with the questionnaire. On being asked what lessons or skills that the adolescent leadership missed out yet they felt that ought to be included, 75% of the respondents indicated that community service and work ethics are two areas that needed coverage in the leadership training. The general submission as seen from the questionnaires was that the adolescent leadership trainings, though diverse in nature as seen from the responses, were important in modeling the new employees in their places of work, ready for leadership positions as early as 5 years into their work posting. The data collected indicates that the same high number of respondents who had attended the adolescents leadership training also showed to have benefited from the training in terms of their individual attributes and skills being made better by the training.
Interpretation of the results
The figures in the questionnaires as depicted above show that majority of the respondents underwent the adolescent leadership training and as a result, they significantly improved their communication skills, the self esteem was boosted and the problem solving techniques were also highly boosted through the skills that they acquired from the training. The training can also be attributed to the fact that it helped the recipients to get the zeal and boldness to get into leadership positions as most of those who underwent the training were seen to already in leadership positions within their organizations barely less than 4 years into their employment. The training helped instill skills that were not imparted in them in the normal school curriculum at all the stages of education and hence responsible for developing their life skills that would later on help them in the job market. It also came out in the questionnaires that in the process of the leadership training, there are other life skills and lessons that one acquired that are significant in the job market like the office etiquette, pubic speaking skills, managing businesses in varying environments and setting of personal goals. These are the skills and knowledge that most of the respondents felt that came as fringe benefits of the leadership training and helps in modeling an all round leader or employee getting into the job market after the formal school training and education.
There are various articles that point out to the study of cases as above with the aim of reaching a collective conclusion. One of those that is instrumental in the determining the evaluation of the importance of leadership training in the employment life of an individual is the Baxter P. and Jack S., (2008:Pp9) article that holds that the single case with embedded units is one of the best approaches to understanding how the same issue can be influenced by different interventions and how this affects the global issue. In this case, the trainings are the interventions that are introduced in the skill levels of the individuals with a keen interest on how this affects the skills levels and the ability to offer leadership after the training. In the context of this research, it was established that the intervention had a direct bearing and effect on the leadership levels of the individual.

Evaluation of findings
The results obtained pointed out to the importance of adolescent leadership training in the career path of the individual. The results show that the training that one goes through significantly contributes to the development of the leadership skills of the individual hence their value in the job market. The results also show that the training contributes to the imparting of skills in the individual leading to an employee who is not only ready to pick up the job description that awaits bit also ready to offer leadership within the organization at whatever position they may be at.
The results also gives a strong indicator that the leadership trainings go beyond the acquiring of life skills that help one at work, but also models the intangible traits of individual through changing their attitudes and self esteem of the individual and the communication techniques that the person acquires in the course of the training.
According to (Babatunde O., 2015:Pp194) leadership involves several other factors that makes up the individual to be viewed as having leadership qualities such as being a coach, innovator, builder, connector among other qualities. These are qualities that came out in the data collected from the questionnaires among the people who had undergone the adolescent leadership training. This shows that the training plays a significant part in the modeling of the individual in the process of being a good leader in the organization. This indicates a direct relationship between mentorship and leadership among the people who undergo the training and this relationship is clearly depicted in the data collected through the questionnaires. This is an indicator that the teenage training affects the corporate world leadership.
The findings of the research also put to light the fact that communication skills and problem solving skills and the high self esteem are some of the central attributes of a good leader. This assertion is corroborated by Prive T., (2012) who puts honesty, communication, commitment, confidence, inspiration and creativity as the central attributes that make one a great leader. These are individual attributes and life skills that can be sharpened and made more practical and pronounced in an individual in the process of adolescent training sessions.

References
Baxter P. & Jack S., (2008). Qualitative Case Study Methodology: Study Design and Implementation for Novice Researchers .The Qualitative Report, 13(4), 544-559. Retrieved October 14, 2017 from http://nsuworks.nova.edu/tqr/vol13/iss4/2

Babatunde O., (2015). The Impact of Leadership Style on Employee’s Performance in an Organization. Retrieved October 14, 2017 from https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=6&ved=0ahUKEwjHvdnslPPWAhWLfhoKHR08BzIQFghDMAU&url=http%3A%2F%2Fwww.iiste.org%2FJournals%2Findex.php%2FPPAR%2Farticle%2Fdownload%2F19209%2F19974&usg=AOvVaw0lvMxf-rxX6QqjWOGpSr3W
Prive T., (2012). Top 10 Qualities That Make A Great Leader. Retrieved October 14, 2017 from https://www.forbes.com/sites/tanyaprive/2012/12/19/top-10-qualities-that-make-a-great-leader/#539ee37c7754