How should the adaptive leadership toolkit be communicated to the
organization's leadership to help gain buy-in?
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 are not 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 does not work.
How can you ensure this communication strategy is sustainable long-
term, more than two years? e
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 is 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, 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.
