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Assignment Details:
You are to review the below responses and add comments to their selections of competencies. You are to read the feedback and make your final selection of competencies.
Consider the following during the ongoing discussion:
· Are you actively listening to the feedback, remaining open to modifying the leadership competencies you have identified based on their comments and input?
· Compare and contrast competencies selected by others with those you have selected. As you review their rationale that justifies their selections, provide feedback on additional points they should consider.
· Provide your rationale for keeping competencies you have selected that your fellow peer(s) have not, explaining why you believe the competencies you have selected provide better opportunity for organizational improvement. If, however, you believe another learner’s competency selection is more viable then your own, then provide the rationale for changing your initial selection to one recommended by another learner.
Peer One:
I previously recommended that leaders include skills such as collaborating, fostering team play, caring, mentoring and developing, interpersonal intelligence, integrity, and courageous authenticity in their toolkit. If I had to focus on one core competency it would be the relating competency. These competencies strategically line up with the following questions on the satisfaction survey that had low scores. The three employee survey questions related to the competency are:
· My job makes good use of my skills and abilities (collaboration, mentoring, and developing)
· My supervisor shows appreciation for the work that I do (caring connection, fostering team play, collaboration)
· My Supervisor talks with me to help me determine my training and development goals. (collaboration, mentoring, and developing)
Improving skills within the relating competency such as becoming a better collaborator, fostering team play, mentoring and developing, and establishing a caring connection with employees will greatly improve the survey results across all major focus areas. These areas include job satisfaction, working conditions, company and strategy, training and development, and reward and recognition as many of these creative competencies impact various aspects of the business (Anderson, 2019). People are the most essential asset of any organization and being effective in relating to others can be a driving factor in success. For this reason, this competency should be prioritized as employees feeling their “substance and importance” in an organization creates a foundation for any sustainable improvement (Stansfield, 2019, p.6). According to John Maxwell’s 21 Irrefutable Laws of Leadership, the law of connection teaches us that you have to move people’s emotions before moving them into action (2009). Developing these competencies will create a more safe, enjoyable, and motivating work environment where employees' skills are being utilized, goals are being reached, and most importantly, they feel valued and appreciated.
References:
Anderson, J. (2019). Scaling leadership: Building organizational capability and capacity to create outcomes that matter most. Hoboken, NJ: Wiley.
Maxwell, J. C. (2009). The 21 Irrefutable Laws of Leadership. ASCA Newsletter, 2009(3), 16–26.
Stansfield, T. (2019). Why and how to develop sustainable production standards: Establishing the right measures is key to setting and meeting goals. ISE: Industrial & Systems Engineering at Work, 51(3), 38–43.
Peer Two:
Class,
Below, are this week’s discussion questions & my responses:
Q.1) Do the leadership competencies identified for improvement align with a specific question in the engagement survey?
The leadership competencies identified that is needed for improvement is: interpersonal abilities team-building, people developer and personal/approachable. (Anderson, R. J., & Adams, W. A., (Ch. 4), 2019). The leadership skill of having interpersonal abilities would improve the following employee survey results: “My company cares about its employees”. Leadership would need to improve their interactions with their employees. They also need to focus on showing their employees that they care and have compassion toward their employees. Thus, having improved interpersonal abilities will provide leadership with the ability to develop a stronger connection with their employees. Secondly, team-building aligns with the employee survey question: “My supervisor shows appreciation for the work that I do”. Leadership would need to be more team-building oriented, as team-building would encourage further engagement with their employees and more support for their team. Another leadership skill chosen was for leadership to be a good listener, which was a skill that was influenced from the question “Attentive and present when people are presenting their views”. Being a good listener would ensure that the leaders are listening to the feedback of their employees and taking the feedback into consideration, especially when making decisions. Another leadership skill, people developer, would improve the employee survey question: “My Supervisor talks with me to help determine my training and development goals”. Effective leaders will offer guidance and assist them with their goals and growing within their career endeavors. They will offer guidance to their team. In addition, another leadership skill of personable/approachable, were influenced from the question “promotes an environment in which employees feel free to make suggestions and complaints”. Employees should feel comfortable enough to make suggestions and talk with their leadership team. Employees should be encouraged to meet with their leaders and know that they could talk to them about what is on their mind. (Anderson, R. J., & Adams, W. A., (Ch. 4), 2019).
Q.2) How will improvement in the leadership competencies you have identified positively impact the results in the next employee engagement survey?
The employees within the organization are lacking the support and guidance that they need for success, from their leadership team. If the leadership team obtains the above skills, then they could not only be more effective leaders, but they could also be more effective and efficient toward their team. The employee engagement survey can tremendously improve if leadership is using the leadership skills of interpersonal abilities team-building, people developer and personal/approachable, then leaders would be able to provide their team with the guidance and support that they are in need of. As a result, the employee evaluation would improve within the future. Employees would have support and guidance from their leaders, and they would feel that their leaders are working with them to be operational and interpersonal goals. This could improve the results of the next employee engagement survey.
Thank you.
References:
Anderson, R. J, & Adams W. A. (2019). Scaling Leadership (Ch. 4). VitalSource Bookshelf. https://online.vitalsource.com/#/books/9781119538301/cfi/6/24!/4/2/8/4@0:33.2