Milestone 2 Module 7

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Milestone Two: Adaptive Leadership Toolkit 1 Module Seven: Milestone Two Nicole Miller Southern New Hampshire University MBA-530 January 27 th 2024

Milestone Two: Adaptive Leadership Toolkit 2 Business Problems Current business problems include a lack of recognition, praise, and rewards, and relationship management between supervisors and their employees. The adaptive leadership toolkit will be designed to address and overcome challenges by providing a framework for leadership development. The toolkit will highlight the importance of adaptive leadership which allows leaders to use collaboration with everyone’s beliefs and ideas to face organizational challenges to allow individuals and organizations to grow through trust, communication, and relationship management (Michaels, 2023). Current Strengths From the employee satisfaction survey, some skills and behaviors are current strengths of our leadership team that include appreciation for client/customer relationships and striving to provide value to our customers. The organization has consistently high scores in this area and this strength allows the organization to maintain a customer-first mindset which is imperative for overall business success as customers who are satisfied help contribute to brand loyalty and business growth. Working conditions that are safe, clean, and orderly are also notable strengths as we maintain employee well-being, productivity, and overall job satisfaction. These responses are critical to success as they reflect the organization’s commitment to providing a safe, conducive working environment. The survey also highlights that the company respects the inclusiveness and diversity of employees and employees are generally proud to be a part of the company. Based on these strengths, the company is going in a good direction with “Model the way” which includes

Milestone Two: Adaptive Leadership Toolkit 3 clarifying values by speaking up, reaffirming common values, and leading by example by coordinating activities with shared values are all parts of modeling the way (Kouzes & Posner, 2021). Current Areas of Weakness The employee satisfaction survey also provides us with insights into current areas of weakness. The question "I trust my supervisor" has seen the biggest decline in percentage terms, down 27.27% from two years ago. This is followed by the question "Provides leadership who act in just and ethical ways," which has had a fall of -22.22%. Though they have always scored poorly, praise, rewards, and recognition have decreased noticeably year after year. Employee morale and engagement suffer, and their efforts are affected when they are not acknowledged for their efforts. The data can conclude that the behaviors lacking include emotional intelligence, communication, and development skills. These areas can be improved through the LPI self-assessment with a focus on “Enable Others to Act” which aims to support inclusive environments where employees feel safe speaking up and offering their ideas. Employees have a distrust in their supervisor and trust is a crucial part of being an effective leader. The self-assessment can help leaders identify which behaviors to focus on to help rebuild the trust that includes transparent communication, consistency, and reliability. “Encourage the Heart” which will focus on rewarding and recognizing individual and teams’ accomplishments that make employees feel proud of the work they do. As it is important to recognize and appreciate team members, we can use the self-assessment to identify current

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Milestone Two: Adaptive Leadership Toolkit 4 opportunities to improve leaders’ recognition practices that include specific praise for outstanding performance and encouraging a positive, motivated working environment. Personal Development Plan and Leadership Styles Personal development plans should be included as an exemplar in the adaptive leadership toolkit to help shape a culture of continuous leadership development. A personal development plan provides a roadmap for leaders which helps identify strengths, areas of opportunities, and skill-building enhancements. As we incorporate examples within the adaptive leadership toolkit, leadership can have a framework model to follow to provide accountability and ownership over their professional development. The personal development plan can assist leaders in taking steps towards improvement while aligning their development to organizational values and goals. Incorporating SMART goal setting provides a structured approach, provides clarity, and allows leaders to track and monitor their goals. SMART goal setting can also help leaders shift to having a goal-oriented mindset and cascade that down to their teams to empower their employees to do the same to reach their goals. SMART Goals and personal development plans also help develop leadership styles and enhance emotional intelligence. By focusing on acknowledging their strengths and areas of opportunity, they are enhancing their self-awareness which can lead to stronger communication skills. Leaders will also be able to align themselves with organizational objectives to ensure their personal development contributes to the success of the company by focusing on organizational priorities. Leaders will be able to acquire new skills and benefit from a dynamic adaptive leadership style.

Milestone Two: Adaptive Leadership Toolkit 5 References Kouzes, J. M. & Posner, B. Z. (2021). Leadership challenges, (6th Edition). John Wiley & Sons, Inc. Michaels, G. (2023, September 15). What is adaptive leadership: Examples and principles . Work Life by Atlassian. https://www.atlassian.com/blog/leadership/adaptive-leadership

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