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.
Leadership Toolkit Development
Name
Instructor
Course
Date
Leadership Toolkit Development
Q1
The organization is currently facing business challenges associated with lower ratings in specific leadership practices, particularly in the domains of social intelligence, emotional intelligence, and interpersonal skills. These difficulties can impede effective leadership and hurt employee engagement and performance. To tackle these issues, an adaptive leadership toolkit will be introduced as a comprehensive resource for all individuals holding leadership positions within the organization. Ideally, employees with lo emotional intelligence do not accept others in the organization. For example, when recruiting employees in an organization, they tend to be hostile and show welcoming behaviors. In other words, these kinds of employees cannot articulate themselves. One of the common aspects of employees with low emotional intelligence is miscommunication.
Further, employers and employees must be more proactive regarding productivity and emotions. Failure to communicate the roles and responsibilities of every employee can make them lose their purpose, aspirations, and faith in the company they are working. In such cases, employees are always advised to be objective when assigning workers tasks. At the same time, they need to interact with them to understand what motivates them, what demoralizes them, and what inspires them to do their work efficiently. It is important to note that when leaders fail to communicate effectively, they jeopardize their relationship with others and reduce the chances of a company's success.
In this case, leaders are expected to develop a plan that will help them become better in the future. This includes developing goals and objectives they intend to achieve. For instance, having emotional intelligence. This toolkit will draw inspiration from the personal development plan established by the director of leadership and learning. It will provide practical guidance, tools, and resources for enhancing and cultivating social intelligence, emotional intelligence, and interpersonal skills. By equipping leaders with the necessary skills and knowledge, the toolkit aims to improve leadership practices, cultivate better relationships between leaders and employees, bolster employee engagement and motivation (Wuryani et al., 2021), and ultimately drive higher performance and organizational success. Furthermore, the toolkit will incorporate principles of adaptive leadership (Bagwell, 2020) to enable leaders to effectively navigate and flourish in complex and dynamic environments, including the current business landscape.
Q2
Based on the employee satisfaction survey findings, leadership in the organization demonstrates several commendable qualities that contribute to its success. These strengths encompass social intelligence, emotional intelligence, and interpersonal skills. These attributes are crucial in fostering positive relationships, facilitating effective communication, and promoting collaboration among team members. Social intelligence allows leaders to comprehend and navigate intricate organizational social dynamics, thereby cultivating a harmonious and inclusive work environment. Emotional intelligence empowers leaders to identify and manage their own emotions while exhibiting empathy toward the emotions of others. Consequently, this enhances employee morale, engagement, and motivation. Additionally, leaders' interpersonal skills, including active listening, conflict resolution, and relationship building, contribute to effective teamwork, cohesive leadership, and the ability to adapt and respond to challenges (Bagwell, 2020; Wuryani et al., 2021). By capitalizing on these strengths, leaders can augment employee satisfaction, productivity, and overall organizational performance.
Q3
After analyzi...