How should the adaptive leadership toolkit be communicated to the
organization's leadership to help gain buy-in?
When discussing how to get the leadership of the organization to
buy into the toolkit, it is important to understand the need for the
organization to commit to the goal. In this instance, the organization
has a large need to invest in building the leadership capabilities of
the managers in the organization. The leadership has been identified
as one of the 'gaps' after looking at the employee survey. Many of
the line items related to either the skills of the leadership or how the
leadership was viewed. It is important to note and communicate that
this is how the employees are feeling about the current state. The
top-level management need to ultimately recognize that there is a
need for improvement and communicate down that this is a priority
to help the organization in the long term.
How can you ensure this communication strategy is sustainable
long-term, more than two years?
After achieving the buy in from the leadership, the next issue of
maintaining the support and ensuring that the progress is not lost is
the next discussion. I believe that by continuing the annual surveys
as well as instituting a method of feedback on the program, this will
ensure that we are both receiving valuable input and making the
changes we need appropriately. The future surveys will hopefully
show a positive trend in the areas we chose to focus on, and the
feedback will help us notate areas in which we can adjust the
program to better fit the needs of our employees.
