Adaptive Leadership Toolkit and Personal Development Plan
You work as a director of leadership and learning for an organization that makes prosthetics. This year’s employee engagement survey results for the organization show that some leadership practices are rated lower, while some practices were rated higher. The new chief human resources officer (CHRO) met with the team to discuss the general results. Everyone agrees that the company’s focus should be on both specific leadership development areas perceived as strengths and on those rated as areas for improvement, primarily regarding social intelligence, emotional intelligence, and the interpersonal skills of effective leaders.
To help this initiative, your manager, the vice president of leadership and learning, asked you to create an adaptive leadership toolkit that can be used throughout the organization. To begin this work, you conducted a personal leadership self-assessment and turned this into a personal development plan. Then you shared this artifact with your manager. Your manager was impressed with the thoroughness of the personal development plan and saw value in incorporating it as an exemplar within the adaptive leadership toolkit for use by all people leaders in the organization. After receiving such positive feedback from your manager, you are now ready to move forward on developing the adaptive leadership toolkit that will be shared with your manager and chief human resources officer (CHRO) of the organization.
Prompt
Summarize the business problems the organization is currently facing and describe how the adaptive leadership toolkit will address these problems.
Based on the employee satisfaction survey, identify the skills and behaviors that are current strengths exhibited by leadership and explain how these strengths are critical to the success of the organization.
Based on the employee satisfaction survey, identify the skills and behaviors that are current areas of weakness for leadership and explain how these areas may be improved by applying the self-assessment you used to create your own personal development plan.
Describe the importance of including a personal development plan as an exemplar in the adaptive leadership toolkit and explain how SMART goal setting can help to improve the areas of weakness for leaders within the organization.
Explain how the personal development plan and SMART goal setting could help develop the leadership styles of the leaders within the organization.
Business Development
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Business Development
In most instances, the organization looks forward to achieving outstanding results. However, achieving the following results is not easy since the organization should conduct a series of evaluations on the employee. Therefore, the leaders should engage the employees in the discussion regarding the current performance and the measures that can be employed to improve it. This process would help the business to have a competitive advantage over the other businesses, thereby remaining in business in the long run.
For example, the business has been suffering from a series of business problems. One problem it has suffered from is the employees' high trust issues with the supervisors. This likely causes them to doubt what the other employees say. The other problem is that the employees feel they are not motivated to perform since there have been low recognition programs. Similarly, there have been employees who feel that even though they are given rewards for the task they have been performing, they have failed to match the effort they have made. Furthermore, there have been communication breakdowns within the organization, which have caused the organization to suffer from trust and appreciation issues. Moreover, the employees feel few skill and development opportunities, creating a huge gap between them and the supervisors. Similarly, the organization also needs some critical leadership and training for the supervisors, which is evident in how they treat the employees.
One way to solve the trust issues with the supervisors is to ensure that all the communication breakdowns have been solved. There should be continuous and clear communication between the leaders at the top of management and those at the bottom. Furthermore, the top management should ensure that it will frequently recognize the individuals for their outstanding performance. Furthermore, even though the organization has been rewarding the employees, it should ensure that it offers a fair and transparent reward meeting their efforts. Similarly, the organization should ensure that there is clarity of the communication and ensure the communication is transparent since it will help to solve the communication breakdowns. Moreover, the organization should offer employee skill development opportunities to give them room for improvement. On the other hand, it should also offer additional leadership skills to the supervisors for them to be able to lead the organization effectively.
Even though the organization has some weaknesses, leadership skills, and behavior strengths are shown. For example, the leadership is currently employing a gratification-oriented culture. Moreover, the leadership has shown high dedication to the organization’s development. The other unique feature that the leadership possesses is that it values the employees’ opinions. On the other hand, the leaders have shown a high degree of honesty to the juniors. These skills and behaviors strengths are critical for the organization’s success.
For example, employing a gratification-oriented culture could boost the employees' productivity. For example, when the employees are appreciated, they feel motivated to work since they know their actions are acknowledged (van Woerkom & Kroon, 2020). On the other hand, showing commitment to the organization is a strong employee skill. For example, when leaders commit to the organization, they are usually ready to stick with it even when things are not working out as expected. On the other hand, valuing the employees’...