7-2 Milestone Two Adaptive Leadership Toolkit

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Feb 20, 2024

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Running head: ADAPTIVE LEADERSHIP TOOLKIT 1 7-2 Milestone Two: Adaptive Leadership Toolkit Nick Roy Southern New Hampshire University

ADAPTIVE LEADERSHIP TOOLKIT 2 Problem Statement Our prosthetics company is currently facing one of its greatest challenges - a decline in performance levels and employee satisfaction. Through a comprehensive employee satisfaction survey, we have conducted a thorough analysis of the organizational performance, comparing the current year with the past two and four years respectively. This data shows some significant concerns! For starters, employee satisfaction has plummeted to 57% in the current year, showing a considerable drop from 62% two years ago and 66% four years ago. This decrease in employee satisfaction can have a detrimental impact on overall organizational performance such as profitability and customer satisfaction. When employees lack motivation and don't feel valued, it can result in high attrition rates and increased employee absences. However, in this case, it is leading to employees quiet quitting. The phenomenon known as "quiet quitting" was coined during the coronavirus pandemic as employees who were working from home started to re-evaluate their personal and professional lives. It refers to employees who exert only the minimum amount of effort required to maintain their jobs without going above and beyond for their employers. This behavior can manifest as refraining from active participation in meetings, avoiding volunteer tasks, and declining overtime work. Moreover, it may also lead to increased absenteeism, resulting in various implications for the organization. The second problem lies in working conditions. The decline in working conditions, which has persisted from 60% four years ago to 56% this year, represents one of the critical problems. It has led to a prevailing sentiment among employees that the organization should prioritize their safety, contributing to a substantial level of mistrust. Notably, the perception of fair and ethical conduct from organizational leaders has significantly decreased from 53% to 35% in the current

ADAPTIVE LEADERSHIP TOOLKIT 3 year, shedding light on considerable gaps in leadership's impartiality in carrying out their responsibilities—including hiring practices, listening, and addressing employee concerns. Adequate engagement from supervisors is required to understand employee performance and areas for improvement. Failure to do so has resulted in significant dissatisfaction and lack of trust within the company. Upon closer examination of the data, a crucial problem emerges - leadership deficiencies. Unlike four years ago, where direct supervisors invested their time and effort into aiding staff members to develop their training and achieve their development goals by 33%, currently, only 25% of the staff feels that their managers are interested in their growth and development. This lack of support has a direct effect on their performance. It is imperative for our company to address these issues promptly and invest in improving employee satisfaction and our working conditions, as it remains a vital aspect of our overall success and productivity. If we don’t, we will see employees continue to “quiet quit” by doing just the minimal necessary to not get fired, or worse, they may just give up completely and leave the company. In this business environment that is full of constant flux and transformation, we need our employees to feel like they are valued members of our organization so they can go above and beyond their job description to help us be a top performing company once again. Current Leadership Strengths At our prosthetics company, we prioritize the professional growth of our employees through comprehensive training and development programs. Under the theme of "Training and Development," our recent employee satisfaction survey has shown consistent performance, with a focus on meeting the training needs of our dedicated team. Over the past six years, our training

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ADAPTIVE LEADERSHIP TOOLKIT 4 and development efforts have remained strong, with a current rating of 68% compared to 70% four years ago, highlighting our commitment to maintaining high standards. To ensure that our employees are equipped with the necessary skills to align with our organization's mission, we provide them with structured and needs-based training shortly after joining our team. Additionally, we prioritize bi-annual refresher training sessions to keep our employees informed about new policies and market trends. By investing in our employees' development, we aim to foster a workforce that consistently delivers high-quality outputs and keeps our company competitive in the global market. At our prosthetics company, excellence begins with our people, and our dedication to their training and development sets us apart. Current Leadership Weaknesses At our prosthetics company, one of the critical areas for leadership improvement lies in the supervisor's ability to acknowledge and appreciate employees for their effective work. It is essential for good leadership in the workplace to foster intrinsic motivation consistently and regularly by recognizing and praising employees in areas where they excel. In the past four years, the category of recognition and praise has shown a decline from an average score of 46% to 39% in the current year. This decline is attributed to the reduced ability of leadership to acknowledge employees' accomplishments and performance, which has decreased from 44% to 38%. Intrinsic rewards, such as acknowledging employees for consistently delivering high-quality outputs, play a vital role in instilling a sense of healthy competition and fostering engagement.

ADAPTIVE LEADERSHIP TOOLKIT 5 To address the issue of low recognition and praise, managers should incorporate outcome measures of success into their personal development plans. These measures can help departments or teams focus on specific goals and objectives, thus creating a more aligned and cohesive vision across the organization. For instance, the customer service manager could establish a success metric of ensuring clients are served within ten minutes, with the "Employee of the Week" recognition given to the staff member with the lowest client rating time. By including such aspects in the personal development plans, managers can concentrate on key areas where the company faces challenges and devise innovative solutions to address them. This approach not only encourages personal improvement but also creates a more engaging and rewarding work environment. Describe The Importance of Including a Personal Development Plan In our prosthetics company, our leaders can utilize a personal development plan as part of their adaptive leadership toolkit. A sample personal development plan is found in the appendix of this paper. This will empower our leaders to focus on their weaknesses, while proactively developing strategic solutions to bridge any leadership gaps that they have found. By spearheading these initiatives, leaders can be in a better position to contribute towards the achievement of our business objectives which is to become a world-class prosthetics company. This approach can also foster an inclusive environment where leaders and their subordinates can actively participate in the decision-making process together, thereby reducing any perception of the company imposing its approaches on them. Kouzes and Posner (2023), the authors of The Leadership Challenge: How to Make Extraordinary Things Happen in

ADAPTIVE LEADERSHIP TOOLKIT 6 Organizations, emphasize the significance of such engagement in enhancing overall effectiveness and collaboration. Explain How SMART Goals Can Help Improve the Areas of Weakness Developing SMART (Specific, Measurable, Achievable, Relevant, and Time-Bound) goals is crucial in addressing areas of weakness and guiding leaders to set realistic objectives within a specific timeframe (Carlson, 2018). The risk of vague or broad goals is that they may lack defined outcome measures, rendering them ineffective in solving organizational problems (Kouzes & Posner, 2023). For instance, suppose our leaders aim to position our company as a world-class producer of prosthetics in the United States by 2023. This can be a very attainable timeline as it allows for the setting of the achievement of this SMART goal for 2030 providing a realistic time frame for resolving our internal challenges that the company is currently facing. By implementing SMART goals, all organizations and not just ours, can enhance their strategic planning and performance by ensuring a proactive approach to success. Explain How a Personal Development Plan and SMART Goals Can Help Develop Leadership Styles Being a leader is not just about managing people and making decisions. It is about cultivating and nurturing relationships with all of the organization’s stakeholders which includes customers, suppliers, and employees just to name a few. Effective leadership requires a broad range of skills, character traits, and behaviors that must be developed and strengthened over time. Everyone can be a leader. It just needs to be brought to the surface and developed by

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ADAPTIVE LEADERSHIP TOOLKIT 7 having the right mindset, tools, and resources at their disposal. One of the most effective ways to enhance your leadership style is first to assess your leadership capability by doing a leadership practices inventory. This will give you awareness of where you are in terms of your strengths and weaknesses. From there you can create a personal development plan and set SMART goals that align with your aspirations and vision in both your professional and personal life. A personal development plan is a written document that outlines your learning objectives and how it links to the organization's mission, vision, and values, as well as how to improve your professional and personal life. A personal development plan is essential for anyone who aspires to become a successful and impactful leader in their organization. A sample personal development plan is in the appendix of this paper. A complete personal development plan should include a self-assessment such as the results to the Leadership Practices Inventory, a vision statement, SMART goals, and a timeline for achieving your targets. One of the key components of a personal development plan is goal setting. However, not all goals are created equal. To ensure that your goals are achievable, measurable, and aligned with your vision and aspirations, you should follow the SMART criteria. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. This framework helps you set goals that are concrete, focused, challenging, and realistic, and that can be measured and evaluated objectively. By setting SMART goals, you can track your progress, stay motivated, and adjust your approach as needed to achieve your objectives.

ADAPTIVE LEADERSHIP TOOLKIT 8 References Anderson, R. J., & Adams, W. A. (2019). Scaling Leadership: Building Organizational Capability and Capacity to Create Outcomes That Matter Most . Wiley. Carlson, D. (2018, May 1). Setting goals for success: Writing down goals and using SMART goals ups chances of keeping them. Optometry Times, 10(5), 8. Kouzes, J. M., & Posner, B. Z. (2023). The Leadership Challenge: How To Make Extraordinary Things Happen in Organizations (7th ed.). Wiley.

ADAPTIVE LEADERSHIP TOOLKIT 9 Appendix A Sample Personal Development Plan for Leadership Development Employee’s Name: Eduardo Job Title: Supervisor Organization and Location:____________________ Today’s Date:__________________ Learning Goal: To attain the required leadership skills that can improve the relationships with his followers. Competency: Strategic Thinking Learning Objectives Learning Experiences Target Date Evidence of Learning Cost and Support How links to vision, mission, and strategic plan? To further develop skills and qualities in formulating the direction for subordinates To contribute to the ability to set a vistion for my company and realize the vision through achievable objectives To widen my understanding of leadership 1) Complete a leadership development program 2) Delegate tasks to my subordinates during meetings Competency: Emotional Intelligence Identified area of emotional intelligence development Competency: Communication Skills List short term and long term goals and achieve them with small steps Improve time management and task organization by trying out

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ADAPTIVE LEADERSHIP TOOLKIT 10 different methods Develop meaningful relationships with your subordinates and other peers Understand the meanings of verbal, non- verbal, and written communication This personal development plan was completed and agreed to on:________________________ Employee signature: ________________________ Supervisor Signature:____________________________ Sixth month review date: _____________________________ Comments: Employee signature: ________________________ Supervisor Signature:____________________________

7-2 Milestone Two Adaptive Leadership Toolkit

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