Summarize the business problems the organization is currently facing and describe how the adaptive leadership toolkit will address these problems
Leadership practice has become one of the daunting paradoxes for the organization. An adaptive leadership toolkit can become a vital source to evade this problem. Employee engagement surveys have unveiled issues, such as low leadership practices. There have been problems in emotional intelligence, social integration, and skills (interpersonal). The most important thing is to eliminate this challenge and set the foundation for leadership effectiveness. The adaptive leadership toolkit will address these problems in multiple ways. This leadership toolkit will enable the personalized development plan. Intense assessment and development aspects can help to work on improvement areas. This toolkit will also streamline the core competencies in the leadership domain. Leaders will comprehend behaviors and skills to move forward. The adaptive leadership toolkit ensures the focused content and related activities to augment social intelligence, interpersonal skills, and emotional intelligence. It will be a combination of examples and scenarios for better skill application. Leadership will have the feedback mechanism and continuous improvement interventions through this toolkit, and it is enough to evade the problem (Serrat, 2021).
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.
Employee engagement surveys have been in the limelight. This survey highlights several skills and behaviors that become strengths of leadership. Indeed, these strengths can become the source of gaining and sustaining success. For example, value to the client is one of the best strengths due to the pertinent results (90-91%). It is critical as far as customer satisfaction is concerned. The employee survey has revealed that there is a safe working environment in the internal business climate. Almost 80% of the employees indicate that there are safe working conditions. Apart from that, working conditions are clean and orderly. Employees have experienced dignity and respect in this inclusive culture. These safe working conditions and inclusive settings contribute to employee well-being, high performance, and productivity. These are critical success factors for the organization. Leadership is acting ethically and just way in the internal climate. However, the survey shows that only 35% to 53% of employees agree with it. Leadership needs to be more progressive in these domains to set the foundation for a trustworthy environment and good brand reputation. The organization or leadership has shown commitment to the work-life balance as far as the family and other liabilities are concerned. Goals are clearly defined, along with fair compensation. It has resulted in the retention of the top talent in the organization. Nonetheless, the leadership must encourage employees to participate in the decision-making. They can give suggestions in different situations, and it will enhance the value (Byrne & Rees, 2006).
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.
Employee surveys show some weaknesses and inadequate behavior. The organization asked employees how the organization cares for its employees. Many employees said that the company does not care (70%). Conducting self-assessment at the leadership level and improving the employee engagement approaches are suitable interventions. It is all about fostering a culture of employee well-being. Supervisors are not more supportive, especially when determining the training and development objectives. For example, only 25% of the employees accepted that the supervisor discusses development and training objectives. Supervisors need to adopt coaching skills to set the foundation for adequate professional development. The appraisal system needs to be better or stronger. Recognition could be more effective, as a limited number of employees admitted that their performance is being recognized and celebrated. Consistent feedback protocols must be embedded in the leadership style to get things in the favor. Employees also expressed little trust in supervisors. Almost 25% of employees have shown faith in supervisors. The combination of open communication, transparency, and consistency must be preserved to evade this weakness.
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.
There is a need to incorporate personal leadership plans as an example in the adaptive leadership toolkit. It enables individual growth. Leaders can develop a personal roadmap to set the ground for excessive growth. Exemplar can streamline multiple aspects of the development plan. It is all about tailoring their plans by navigating strengths and weaknesses. Exemplar can facilitate inspiration. Leaders typically need to be made aware of the details of the development plan. This example emerges as a tangible reference, which further optimizes valuable insights related to goal setting and objectives. Exemplary can lead to effective organizational alignment and a culture of consistent improvement (Lawson, 2008). Leaders navigating and revising their plans can become relevant and practical. Smart goal setting is one of the appropriate techniques to work on weaknesses. Goals should be specific, measurable, attainable, pertinent, and time-bound. Through this approach or technique, leaders will be aware of what they are doing to develop themselves. A precise path and adequate assessment can lead to changes in the right direction.
Explain how the personal development plan and SMART goal setting could help develop the leadership styles of the leaders within the organization.
The combination of smart goals and personal development plans can lead to the effective development of leadership styles. This development plan can assist in assessing the current leadership styles. Of course, the leadership style may have some strengths and weaknesses, but the areas for improvement, especially in the context of the style, must be recognized. Skill identification has also been one of the essential outcomes of the personal development plan (Bratton, 2020). For instance, if the leader aims to adopt transformative leadership styles, this plan can assist in acquiring pertinent skills to justify its application. This development plan has become a vital source in recognizing diverse leadership approaches. Understanding what leadership style is relevant in a particular situation is essential, and the personal development plan provides this exposure. Feedback protocols, which are embedded with the plan, can also help the leaders understand the influence of the style on employees. It can also lead to some changes in leadership approaches and styles (Gandolfi & Stone, 2018).
References
Bratton, J. (2020). Organizational Leadership. SAGE.
Byrne, J.-A. C., & Rees, R. T. (2006). The Successful Leadership Development Program: How to Build It and How to Keep It Going. John Wiley & Sons.
Gandolfi, F., & Stone, S. (2018). Leadership, Leadership Styles, and Servant Leadership. Journal of Management Research, 18(4), 261-269. doi:https://www.proquest.com/scholarly-journals/leadership-styles-servant/docview/2561525251/se-2?accountid=30552
Lawson, K. (2008). Leadership Development Basics. Association for Talent Development.
Serrat, O. (2021). Leading Solutions: Essays in Business Psychology. Springer Nature.
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.
Employee Satisfaction Survey Results
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