9-1 Project Submission: Communication Strategy for Adaptive Leadership Toolkit

9-1 Project Submission: Communication Strategy for Adaptive Leadership Toolkit

Samnang Sam

Southern New Hampshire University

MBA-530 Leading People & Organizations

Instructor: Brenda Geer-Frazier

January 13, 2023

This report will explain the breakdown of the communication strategy for the rollout and

implementation of the adaptive leadership toolkit. It will summarize the current business

understanding the root cause of the problem. The evidence shows that the poor ratings attribute

to the perception of leadership and leadership support. The organization must implement an

adaptive leadership toolkit with a personal development plan to rectify this.

I tailored an adaptive leadership toolkit to tackle persistent problems by improving specific

leadership skills. By utilizing the toolkit, leaders can identify their strengths and weaknesses. The

toolkit will give leadership skills to identify, analyze, and act appropriately on the best response

to these focus areas. Being an adaptive leader has been shown to have positive benefits such as

improvement in leadership bench strength, adaptability in leading a company through changes,

an increase in retaining high talents, and improved business performance (Samaras, 2020).

A personal development plan improves the adaptive leadership toolkit. It is a way of keeping

By creating a personal development plan and adaptive leadership toolkit, the organization will

have the means of improving this business problem. The adaptive leadership toolkit will be the

directly correlate to skills and behaviors in the adaptive leadership toolkit and prove that

implementing them yields results. Great Place to Work Research has shown that employees who

are proud of their work are six times more likely to endorse their work to others and two times

According to the satisfaction survey, leadership scored well in aligning the organization's values

with their employees. We can see evidence of this with questions such as providing employees

with a sense of fulfillment and purpose in their jobs and commitment to helping employees fulfill

their family and other responsibilities. They stated that personal values drive commitment and

are the means to increasing motivation and productivity (Kouzes & Posner, 2021)

Leadership Weaknesses

Evidence shows that the areas of weakness are working conditions. However, these

survey questions are focused on the site of supervision. Employees' perceptions of their

supervisors are that they need to be supported and appropriately acknowledged. The ability of

communication skills. They can learn these leadership skills and behaviors using the adaptive

leadership toolkit.

me to help me determine my training and development goals the lowest. The low score is

evidence of poor communication skills by supervisors. They stated that communication is the

thread that enables leaders to create a culture of trust (Cummings, 2017).

However, the analysis shows the area that needs improvement and allows leaders to tailor the

adaptive leadership toolkit to the skills and behaviors needed for development. The toolkit will

also measure the desired results and inform leadership if adjustments are needed.

Personal Development Plan

A personal development plan is a roadmap on how you will achieve your set goals. It is

to define and measure your progress in achieving those goals. One method of conducting a

personal development plan is by using SMART goals.

76% of participants who wrote down their goals and shared weekly progress with friends

achieved them over four weeks (Student life articles, 2022).

In adding a personal development plan in conjunction with the adaptive leadership toolkit,

leaders will have a well-structured outline to support the adaptive leadership toolkit. To simplify,

personal development plan will guide us on how we get there.

is measurable. They are ensuring that the goals are achievable within the time frame. They verify

that the goals are relevant to the organization's objective. Lastly, the goals are time-bound.

organizational leadership styles. It will help supervisors find focus and direction on the skills

they want to improve. It also allows supervisors to evaluate their strengths and weaknesses,

which can help them set benchmarks. Someone can use continuous personal development plans

and SMART goal setting to obtain the desired leadership style.

Everyone in the organization can benefit from the adaptive leadership toolkit. They

developed the toolkit to improve skills to tackle adaptive problems. Individuals in positions

for developing an adaptive leadership toolkit. In addition, it should be a requirement for anyone

in leadership and management positions to develop an adaptive leadership toolkit.

They will break ownership of the adaptive leadership toolkit down into two levels. The first

ownership level will be direct managers to the workforce. It allows managers to work with their

be the leadership and training team. Ownership here will allow for one single origin of truth that

can be altered accordingly for the business needs and disseminated for standardization among the

organization.

Leadership Skills and Behaviors

Leadership skills and behaviors identified through the adaptive leadership toolkit that can

address business problems are delegations, mentorship, recognizing potential, and empathy.

They recognized these skills as tools for bridging gaps between supervisors and employees.

Looking back at the employee satisfaction survey, the question I trust my supervisor scored 24

percent in the current year. Using delegating skills enables others to act and further builds a

relationship between supervisor and employee. The action of delegating requires both parties to

trust in one another. It will lead to employees feeling appreciated and respected.

development goals, scoring 25 percent. Supervisors can improve their mentorship skills to teach

and guide their employees to be their best.

their goals, they are rewarded accordingly scored 31 percent. However, developing skills to

recognize potential helps supervisors to identify and acknowledge their employees'

achievements.

Lastly, the survey question, when I am having difficulty, my supervisor is there to support me, so

I do not feel abandoned, scored 35 percent. Supervisors with empathy skills will have the

the length it takes for training, and the budget figured out.

When all the factors meet, rollout and implementation have four phases, each six months long.

organization will announce the project to the workforce. Phase two will identify any areas of

improvement and refine the rollout and implementation at the remaining plant locations. Phase

three will consolidate all data from phases one and two and finalize the rollout and

implementation to all sites. Phase four will end the rollout and implementation lifecycle and

yield the project's results.

Metrics and Deliverables

To measure success, they must create goals. SMART goals can be used globally as a

track the project's progress. At the same time, the main project will have goals to measure the

overall success of the rollout and implementation.

Specific

The organization will perform an instructor-led presentation to employees in leadership

positions. The participant will build their development plan and adaptive leadership toolkit.

Measurable

Encouraging personal development plans and adaptive leadership toolkits will progress the

adoption. Having participants improve their leadership skills will help address the business

problem.

Time-bound

They integrate the adoption and use of a personal development plan and adaptive leadership

toolkit in six months.

Some significant milestones to think about are the completion of training, the creation of

the personal development plan and adaptive leadership toolkit, and the results of the employee

engagement surveys. Each one of these milestones is critical for the success of this rollout and

implementation. These milestones are dependent on the success of the previous objective.

We can start by making meetings more efficient. A survey conducted on senior

management by Harvard Business Reviews states that "65% said meetings keep them from

closer together (Harvard Business Review, 2017)." It is best to keep meetings as short as possible

to maintain the effectiveness of the message.

Find a Champion that has creditability to the audience. The audience must trust the person

delivering the organizational toolkit. It is tactical to gain a trusted associate of the audience to not

Understand the audience's concerns. Before presenting the toolkit, we need to identify possible

concerns and prepare to address them during the delivery. Preparation shows leadership that

Plead our case to leadership. The strategy is to portray the possible outcome of implementing the

leadership toolkit and show tangible evidence through studies. It is easy to say that doing so will

have this desirable result, but without data to back up the claim, it does not inspire confidence,

which can be detrimental to a buy-in.

They should use a different communication approach for the intended users. It is an

opportunity to discuss the engagement survey results and show how the adaptive leadership

Feedback and Communication