7-2 Milestone Two: Adaptive Leadership Toolkit
Scenario
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.
Guidelines for Submission
Submit a 3- to 4-page Word document using 12-point Times New Roman font, double spacing, and one-inch margins. Sources should be cited according to APA style. Consult the Shapiro Library APA Style Guide for more information on citations.
Adaptive Leadership Toolkit Creation
Name
Instructor
Course
Date
Adaptive Leadership Toolkit Creation
Business problems the organization is currently facing
The organization is currently experiencing business challenges related to lower ratings in leadership practices, specifically in leaders' social intelligence, emotional intelligence, and interpersonal skills. In order to tackle these issues, an adaptive leadership toolkit will be created. This toolkit will serve as a comprehensive framework and resource for all individuals in leadership positions, with a personal development plan as an illustrative example. Drawing inspiration from design thinking and adaptive leadership principles, the toolkit will guide leaders in effectively navigating complexity, leading organizational change, and cultivating social and emotional intelligence. By equipping leaders with the necessary tools and skills, the adaptive leadership toolkit aims to address the identified weaknesses and enhance their ability to promote employee engagement and drive overall organizational success (Pianesi, 2019; Dunn, 2020; Cote, 2022).
Skills and behaviors that are current strengths exhibited by leadership
According to the employee satisfaction survey, leadership demonstrates notable strengths such as social intelligence, emotional intelligence, and effective interpersonal skills. These qualities play a vital role in the organization's success. Social intelligence enables leaders to comprehend and navigate intricate social dynamics, fostering collaboration and strong employee relationships. Emotional intelligence empowers leaders to recognize and manage their emotions while empathizing with others, improving communication, conflict resolution, and organizational motivation. Furthermore, effective interpersonal skills enable leaders to establish rapport, build trust, and inspire their teams, increasing employee engagement, productivity, and overall organizational triumph. By harnessing these strengths, leaders can cultivate a positive and supportive work environment, enhance employee satisfaction, and steer the organization toward its objectives (Pianesi, 2019; Dunn, 2020; Cote, 2022).
Skills and behaviors that are current areas of weakness for leadership
Based on the employee engagement survey findings, the organization's leadership has been identified as having weaknesses in social intelligence, emotional intelligence, and interpersonal skills. To tackle these areas of improvement, the self-assessment method utilized to create my personal development plan can be implemented. This self-assessment process enabled me to identify my strengths and areas for growth, formulating strategies to enhance my skills. By incorporating this self-assessment as an exemplary tool within the adaptive leadership toolkit, all leaders in the organization can benefit from a similar approach. The toolkit will guide leaders in evaluating and strengthening their social and emotional intelligence and interpersonal skills, providing valuable resources and strategies. This approach aligns with the adaptive leadership framework, highlighting the importance of learning and adaptability in complex and ever-changing enviro...