Scenario You work as a director of leadership and learning for an organization that makes prosthetics. The organization has been in business since 1999 and employs over 350 people in its Tampa, Florid

Scenario You work as a director of leadership and learning for an organization that makes prosthetics. The organization has been in business since 1999 and employs over 350 people in its Tampa, Florid
THE ADAPTIVE LEADERSHIP TOOLKIT Jacqueline Campbell Southern New Hampshire University MBA 530 Leading People & Organizations Prof. Becky Maclennan February 20, 2022 THE ADAPTIVE LEADERSHIP TOOLKIT The business problems The major problem that the business is exposed to is poor leadership strategies. According to the annual employee engagement survey, most of the workers within the organization are not happy with the leadership approaches in their organization. According to Lejeune et al. (2021), the research explains that the leadership approaches in an organization are an essential component that affects the whole organization’s performance and the workers within it. Therefore since our organization engages in developing prosthetics, leadership is an important area that may have led to high concerns and adversely affected the levels of satisfaction among employees. Another issue within the organization is poor motivation, especially praising and recognizing best performers. Additionally, the workers have been receiving little support from their supervisors. Therefore, the issues may be addressed by developing a better leadership method that supports employees’ growth and increases their satisfaction levels within the organization. The current strengths We identify various strengths and weaknesses from the employee engagement survey on the current organizational leadership. An essential strength is that the organization is dedicated to ensuring that employees meet their personal and family responsibilities. This is a crucial factor that improves the relationship between the employees and their leadership. Additionally, through this strength, employees can easily balance their professional and personal lives, increasing their satisfaction and motivation levels. Secondly, we observe the strength in which the organization’s leadership is dedicated to providing better value and satisfaction to the customers. The dedication connects employees’ individualized objectives and the primary firm’s goals. Additionally, the author has also shown various essential leadership elements to provide an organization’s culture and performance, including; encouraging, motivating, and having a unified vision. Considering these elements, the leadership promotes better performance and connection with employees. The weakness areas Based on the employee engagement survey, we can observe different weak areas that the leadership needs to work on. Firstly, the poor focus on the in-service development and training to the workers. Most workers feel that their employer has not met their training needs. This does not just reduce engagement levels in the organization and limits the learning and growth opportunities for the employees. Secondly, the organization has not motivated its employees through praise and recognition. The management has not appreciated the best performers for their hard work. This gradually reduces employees’ motivation and satisfaction levels. Within the organization, the leaders have a crucial role in promoting continued motivation by working harder through monetary rewards, praises, recognition, promotion, etc. When employees see their colleagues getting rewarded, they are motivated to work harder, promoting better organizational performance. The importance of including a personal development plan A leader needs to create a connection between the adaptive leadership model and the PDP (personal development plan). The plan includes all the objectives that one seeks to deliver and achieve within a specified duration. Additionally, the personal development plan plays a crucial role for everyone to grow and improve their professional and personal lives gradually. Therefore when looking for the best leadership skills to consider, the PDP is an essential tool to help one understand the essential measures and approaches they should take to meet their objectives. According to Swann et al. (2022), there is a linkage between personal and professional developments. Hence, having a comprehensive and well-thought professional development plan assists individuals in developing behavior and traits that provide future strengths. Additionally, adopting a SMART goal development helps one remain focused on achieving goals by having strategic milestones. Additionally, SMART goal-setting helps one gradually improve their competencies, knowledge, and skills in leadership. Finally, the SMART goals help one evaluate their progress, how much they have to work to achieve their goals, know whether they have achieved their goals or not, and make the right actions throughout the process. The impacts of PDP and SMART goals on the leadership styles To fill their current leadership gaps, it’s essential to create an interaction between SMART goals and a personal development plan. Through the personal development plan, one is motivated to understand areas to improve. For example, one understands how they can work on their team working skills and communication skills to serve as better leaders in their organizations. Therefore this element will enable leaders to communicate with their employees and understand their problems before developing an amicable solution. Additionally, working on one’s weaknesses helps to increase professional relationships. Therefore the personal development plan is essential for better leadership strategies since one understands actions they should take for gradual improvement. While the development of SMART goals helps one work and achieve their potentially intended objective, therefore when setting goals, one ensures they are specific, measurable, relevant, time-bound, hence providing one with a systematic approach for gradual improvement. SMART goals also help narrow down and simplify complex organizational leadership gaps into attainable ones. Therefore, both SMART goals and professional development plan are essential to improve employee satisfaction and address leadership deficiencies. Aguinis & Gabriel (2021). References Aguinis, H., & Gabriel, K. P. (2021). If you are serious about impact, create a personal impact development plan. Business & Society, 00076503211014482. https://journals.sagepub.com/doi/pdf/10.1177/00076503211014482 Lejeune, C., Beausaert, S., & Raemdonck, I. (2021). The impact on employees’ job performance of exercising self-directed learning within personal development plan practice. The International Journal of Human Resource Management, 32(5), 1086-1112. https://www.tandfonline.com/doi/pdf/10.1080/09585192.2018.1510848?casa_token=FQly9dbj9BkAAAAA:iBr2RiE6UfhpoP8cljR6wis_lKHOD3-F1Vw5a36cbBG7cI2OC-MDHGMdhOY3r-QEgsXDnDxkeiVV34A Swann, C., Jackman, P. C., Lawrence, A., Hawkins, R. M., Goddard, S. G., Williamson, O., … & Ekkekakis, P. (2022). The (over) use of SMART goals for physical activity promotion: A narrative review and critique. Health Psychology Review, 1-16. https://www.tandfonline.com/doi/pdf/10.1080/17437199.2021.2023608?casa_token=VtkLStbBxeUAAAAA:7QVMikMaFvPsqOINHF2vY6mNc7v8E1j2myR0H9Um4WJVBC1-tBnKuEC9jfjThSwEC3hHEVNbGAXqU4Q
Scenario You work as a director of leadership and learning for an organization that makes prosthetics. The organization has been in business since 1999 and employs over 350 people in its Tampa, Florid
Running head: PERSONAL DEVELOPMENT PLAN 1 Inspiring a Shared Vision Jacqueline Campbell Southern New Hampshire University MBA 530 Leading People & Organizations Prof. Becky Maclennan February 18, 2022 Personal Development Plan Leadership Behavior The leadership behavior that I scored lowest in the LPI Self-Assessment is Inspiring a Shared Vision. To inspire a shared vision means helping the people you lead to identify a positive goal or dream to aspire and move towards. According to Flynn (2014), leaders that demonstrate this leadership behavior passionately believe that they could cause a significant change in their organization or teams by foreseeing the future and developing an exceptional and perfect image of what their organization would become. Moreover, through quiet persuasion and magnetism, such leaders often enlist others in these goals. Inspiring a shared vision is a crucial leadership behavior because it helps leaders encourage team members to become committed and motivated to a common goal. In essence, shared visions are strong driving forces of collaboration among teams because they are on the same page. Martin et al. (2014) asserted that a common goal provides meaning and orientation for leaders and subordinates. It encourages both parties to focus their energy on a project and take part in transformational practices. Therefore, developing this leadership behavior is vital because it equips a leader with skills necessary in team management and the success of a business project. Without a common vision, mission, purpose, and value, an organization is headed towards disaster, however promising it may be. Moreover, when employees work on a project but have entirely different visions about how they want to achieve their goals and when they should have achieved them, this creates conflict and misunderstanding because some team members perceive others as uninterested in the project. However, when a leader intervenes and encourages his team to work towards a common goal, these frictions would be minimized, thus enabling a smooth collaboration among teams. You must inspire a shared vision or a common goal as a leader because it is critical in effective leadership. This could be achieved through choosing a vision and determining what skills and strategies are required to accomplish the goal. Secondly, leaders should communicate this vision to their team members by creating slogans and leading by example. Before executing the plan, a leader should ensure that every team member understands the goals and objectives they want to accomplish in a given period. Therefore, I hope to improve on this leadership behavior by achieving the following SMART Goals with this information in mind. SMART Goal Specific: My goal is to be an excellent leader that inspires a shared vision and positive change in my organization. I will enroll in local leadership training programs and attend these lessons every week to accomplish this. Measurable: I will evaluate my team’s performance and assess the scope to which the objectives and goals of the team have been met to determine my progress. Besides, I will help my team complete our business project successfully. Achievable: Attend workshops on Inspiring Shared Visions and join an online leadership program. I will also watch informative videos and read books on developing this leadership behavior. Relevant: Inspiring a shared vision will enhance collaboration in team projects and increase productivity. This will increase the number of successful projects completed in time and ultimately lead to more positive outcomes in the organization. Timeliness: Achieve a 45 and above in the LPI Self-Assessment test in three months. I should also have increased my team’s productivity by 15 percent in six months. References Flynn, B. (2014). The Five Practices and Ten Commitments of Exemplary Leadership. OSU Leadership Center. https://leadershipcenter.osu.edu/blog/mon-07282014-921am/five-practices-and-ten-commitments-exemplary-leadership Martin, J., McCormack, B., Fitzsimons, D., & Spirig, R. (2014). The importance of inspiring a shared vision. International Practice Development Journal, 4(2).