How should the adaptive leadership toolkit be communicated to the
organization's leadership to help gain buy-in?
In order for an organization to gain buy-in when implementing and
adaptive leadership toolkit, the organization must first create a
vision. When a large organization creates a vision, it shows they are
in it for long term success of the establishment. This is also where
create a plan and motivate stakeholders. To help see the vision take
shape, the organization should use a SMART goal plan. Using the
SMART criteria, the organization must first define Specific,
Measurable, Attainable, Relevant, and Timely goals in order to
achieve buy-in of the adaptive leadership toolkit. The organization
then needs to define what type of leadership style they are looking
for. For example: does the organization want a leader who possesses
integrity, communication, and trustworthiness? Or, does the
organization want leader who is Type A and is quite the opposite?
The individual employee morale, productivity, and retention
leadership style are essential in order to be a fair leader. When a
person takes on the role of a leader within an organization, it takes
time for the leader to grow and become more refined as time goes
on. Using the SMART goal plan is crucial when implementing new
ideas, projects, or an adaptive leadership toolkit because all
employees aren't the same and different departments or
organizations have different needs. Lastly, an organization must
know who the stakeholders will be through the entire process, all
parties must be involved, and the organization must be open to
receiving feedback about what works and doesn't work.
How can you ensure this communication strategy is sustainable long-
term, more than two years?
I can ensure the communication strategy is sustainable for more than
two years by updating and changing the adaptable toolkit as the
business grows. What worked before might not work in the future,
and it's always a positive to be open. When changes are made, the
stakeholders need to make sure that the changes are for the good of
everyone and not just a few individual people. With that being said,
stakeholders should make specific goals or improvements that are
achievable yet challenging. The organization needs to make sure that
all current and future leaders understand their roles and entail. This
is usually accomplished through the onboarding process, followed by
training and development. When leaders have the tools they need to
succeed, the organization will succeed.
