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? a
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.
