Communication Strategy for Adaptive Leadership Toolkit

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Saint Leo University *

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Management

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Jan 9, 2024

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1 9-1 Project Submission: Communication Strategy for Adaptive Leadership Toolkit Southern New Hampshire University

2 This report will seek out the problem in question of the communication strategy for the rollout implementation of the adaptive leadership toolkit. It will provide an overview of the present company issue at forth and establish how these obstacles may be altered using an adaptable leadership toolkit. Business Problems Analyzing the results of this survey reveals that our leadership team has been steadily declining in several important areas when it comes to making use of existing leadership and incentive skills. In the process of doing this study, it became evident that team members frequently felt mistreated, undervalued by their bosses, and without the support or motivation to advance within the company or reach their full potential. The most concerning issue is the fractured connection between workers and managers, as well as the employees voiced their dissatisfaction with their supervisor and their lack of faith in the leadership's moral character. This indicates that the leadership is having difficulty igniting a shared vision while setting an example for their employees. These qualities of leadership are crucial to a business's success because they reflect the drive, commitment, and teamwork of the employees. My leadership toolkit will pinpoint the weakness and improve the opportunities for development. I will use my method to turn the problems into strengths and watch the company flourish throughout the years to come. Installing a beneficial leadership method will build employee satisfaction and improve employee productivity. The toolkit will not only improve the success of the business and future survey but also improve the happiness of the employee. Since the employees don’t feel that they are appreciated and supported by the leader My

3 responsibility is to solve the immediate issue by developing a strategy to resolve the problems that caused us to be at this point. Leadership strengths The survey reveals positive results for working conditions and job satisfaction. When examining these statistics, it is evident that the employees believe that the company makes sure they have the necessary resources and tools to carry out their duties effectively to be productive in their jobs. It’s important to have the proper resources for your employees. When given the proper equipment and resources to do their work, employees are more productive ( The Right Tools and Resources Increase Engagement and Productivity , 2021). When your employees have the resources, they need to accomplish their jobs properly, stress levels drop, and mental health generally improves. When given a task and unable to produce the expected result due to a lack of resources, The employees get more frustrated and stressed. Another strength is the working conditions the employees feel the company ‘’Maintain working conditions that are safe”. Employees motivation, desire, mental health, and performance are all impacted by their work environment ( How to Create a Better Workplace , n.d.). Employee quality of work and job satisfaction both increase with a better work environment. This demonstrates that an organization's ability to succeed depends on its leaders creating a favorable work environment. Therefore, the positive evaluations demonstrate that using the abilities and actions included in the adaptive leadership toolbox produces positive outcomes. The survey's research was essential in determining this organization's present leadership strength. We can preserve and enhance it going forward by realizing this. Additionally, when

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4 developing an adaptable leadership toolkit for additional organizations, this may be used as evidence of effectiveness. Leadership Weakness One of the most significant concerns affecting the organization is related to recognition and praise that was rated poorly. The score drops 6 points from 4 years ago to the current year. Employees believe that they are frequently treated unjustly, that their leaders don't value them, and that they aren't given the support or encouragement they need to advance within the organization or reach the heights of their abilities. To have a complete view of the possible adjustments that may be required, we must also identify any existing deficiencies. The employees are not satisfied with their job. There are several factors that might contribute to job dissatisfaction such as: Being underpaid, having an unreliable or unsupportive supervisor, and restricted professional advancement within a company ( What Is Job Dissatisfaction? | BambooHR , n.d.). When workers believe they aren't receiving the encouragement, inspiration, and support they require, it affects their job satisfaction. Job unhappiness may have a detrimental effect on the employees causing a decrease in morale and work effectiveness. Employee motivation to be productive and provide high-quality services is likely to be lower when they are not invested in their work. If workers are dissatisfied with their jobs, the company's performance will suffer overall, and more workers will leave, leading to a high rate of employee turnover. In general, this has a negative impact on productivity, morale, and overall job quality. Lastly supervisors need to implement on improving their communication skills, they also need to work on developing a connection with their employees. Supervisors must be aware of both

5 their positive and negative attributes to address this problem. The toolkit enables leaders to customize the adaptive leadership toolkit to the abilities and dispositions required for growth. Additionally, the toolkit will monitor the intended outcomes and notify administration if any changes are required. The Adaptive Leadership Toolkit was able to be developed to help overcome the shortcomings once they were analyzed. Another weakness was ‘’I trust my supervisor which follows under the category of inspiring a shared vision. It dropped to 15 points from 4 years ago to the current year. Having a vision and motivating people with that same goal is one of the core principles of leadership. The lack of knowledge about the supervisor's vision and, more significantly, how the employee's job contributes to a shared goal is one reason why an employee could mistrust their boss. This is particularly problematic since there is a pronounced absence of community, interpersonal interaction, and collaboration when a leader fails to inspire a common vision. Personal Development Plan In an organization for a leader to grow personally, there needs to be a very personal component. This reason, creating a personal growth plan is crucial. A personal development plan serves as a road map for achieving their objectives. Its purpose is to specify and analyze their advancement toward those objectives. The organization's present status is introduced by the survey, each leader's personal areas of strength and weakness are provided by the LPI, and a vision for their future is created by combining the information in their personal development plan an approach to use to help guide a personal plan is SMART GOAL. A personal development plan's effectiveness may be attributed to several factors, including The Implementation of SMART GOAL which make a leadership's company plan simpler. SMART is Specific, Measurable, Achievable, Relevant, and Time-Bound (SMART) Goals. SMART

6 Goal will establish benchmarks by describing each goal's intended outcome, method, duration, and success measures. The development plan's procedure will break past habits and their tendency to recur, preventing the organization from being afflicted by previous issues. Personal development plans are crucial in helping to resolve leadership behavior and skills. Having recognized the shortcomings and challenges, we now need to come up with a strategy to deal with the issue. I will implement a development plan to the leadership toolkit. The leadership toolkit provides us with the results on the improvements we need to take but the (PDP) will provide guidance on how to enhance certain aspects of leadership. SMART GOALS will help to improve the areas of weakness. Aligning The PDP and SMART GOAL will also align with the leadership behavior which will help guide me on targeting the issues. Adaptive Leadership Toolkit The importance of an Adaptive Leadership Toolkit is vital in an organization. It’s imperative to approach the introduction of the adaptive leadership toolkit to the organization's leadership in an organized and complete manner. Prior to introducing the adaptive leadership toolkit, determine the organization’s objectives, present difficulties, and goals to provide change for the company. It’s vital to recognize the issues and contexts in which the concepts of adaptive leadership may be used for. Addressing the unique demands of the company, the toolkit's message will be more relevant and appealing to the leadership. When properly utilizing the toolkit, it will help to promote an innovative strategy in a complicated setting. Finding the people at the organization who are actively using the toolkit is a crucial component. Employee engagement surveys are still a great way to let your employees express themselves. This kind of study enables a company to prevent errors from becoming major roadblocks.

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7 Everyone in the company stands to gain from the leadership toolkit. It enables managers to collaborate with the people they serve to create a personal growth plan for the adaptive leadership toolkit. It will guarantee that actions and skill sets reflect the organization's core values. Organizational leaders are the target audience for the adaptive leadership toolset. These leaders might range from top executives to front-line supervisors inside the company. The goal of the toolkit is to help executives better understand adaptive leadership and develop the skills necessary to steer their businesses through times of transformation. Possessing a variety of adaptable leadership tools might be crucial for several reasons. For instance, the owner of a toolkit may oversee making sure the toolkit is current and useful for today's leaders. Furthermore, the owner can oversee offering assistance and direction to users of the toolkit. leadership skills and behaviors The specific leadership behavior in a leadership adaptive toolkit consists of ‘’Model the way’’, “Inspired a shared vision. Model the way is being a model for others. A leader leads by example by their deeds and conduct. They stay faithful to what they say. Before a leader motivates others, they must have a strong sense of conviction and enthusiasm for the cause. This enables them to support the team's and the company's common values and inspire others to share their own. Team members are further motivated by this to develop their own beliefs and leave them out at work ( Kouzes & Posner, 2013, p. 16). Inspired a shared vision presenting the team with an inspiring and ambitious vision of the future. To motivate others to work toward a common vision and set of goals, it begins with identifying and creating SMART goals, which are then skillfully communicated via words and deeds. People eventually seek a feeling of purpose and meaning in their life, therefore it's critical to develop leadership behaviors that inspire a shared vision. Sharing this vision and demonstrating the critical part they play in it

8 requires the team to be able to explain why their business is essential to communicating this vision and demonstrating how they play a critical role in it by assisting others in leading fuller and fulfilled lives with prostheses. It will truly assist to build a clear image and encourage others to participate in the leader's passion and excitement if you can take it a step further and convert their vision into measurable, achievable goals. The audience of the adaptive leadership toolkit is the leaders. The toolkit will reassure the employees that their concerns are being acknowledged and taken seriously. Employee satisfaction has been steadily declining. Leadership is very vital in a work environment because without leadership there will be a lack of direction and morale. In the past 4 years, Reward Recognition demonstrated a decrease via assessment. Leaders recognize contributions by showing appreciation for individual excellence. It can be one to one or with many people. It can come from dramatic gestures or simple actions ( Kouzes & Posner, 2013, p. 16). The employees felt a lack of acknowledgment as an employee. The employees don’t feel appreciated for the hard work they contribute to the workplace. A six-point decline in reward recognition will eventually cause the employees to leave for a better opportunity. The second is Job satisfaction decreased 12- points. The employees don’t feel content in their job. There are many justifications to why the employees feel less content in their job, which is poor management and lack of advancement. The lack of connection between employer and employee leads to poor job satisfaction. The third focus area is company and strategy. The company needs to show improvement in evaluating progress against goals and employers need to effectively communicate the objectives and what is to be expected across the organization. The Adaptive Toolkit's goal is to improve leaders' and employee ability to communicates with each other.

9 Rollout and Implementation: One effective technique to use the toolkit for adaptable leadership as an introduction is by email. Considering that the staff survey is carried out every two years. This will help me set a timeline for rolling out the adaptive leadership toolkit. To witness good changes in the company and manager leadership when the next survey is out, I want to make sure that I include the toolkit at the appropriate time to allow for its implementation and utilization. The only way the adaptive toolkit will be presented is leaders must first complete their self-evaluation also is known as Self- assessment. This will be taken once a year. Leaders should at the very least be evaluated once a year. In a year, a lot may happen, and if you don't take the time to think things through, you can pass up important chances to get better (Leadership, 2021). After the self-assessment is completed from each manager or supervisor, they will get an email with the adaptive toolkit attached to it stating the time duration of examining, study, and learn about the toolkit. The tools will be addressed in a meeting that is scheduled shortly after the specified amount of time has passed. A meeting can help discuss the changes that need be made pertaining to the results of the assessment. To solve the issues, the company is having a weekly conference, and the discussion will cover how the company plans to use the adaptive toolkit to enhance leadership behaviors and competencies. In the conference insight will be shared and hopefully opinions will be discussed amongst the meeting. Within the 12 months a lot will be accomplish and the toolkit will be applied with the leaders. The next employee survey in two years will reveal a favorable shift following the implementation of the adaptive toolkit. Metrics and Deliverables

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10 The success of this rollout and implementation be measured in the next time frame of the employee survey which is presented every two years. Milestones will be included with the toolkit and given with checkpoints in addition to its placement. To make sure everything is moving along as planned, the checkpoints will be crossed out throughout the course of the year. Customer feedback, conferences to monitor progress and highlight good aspects, and a discussion of whether anything has changed at all will be included in this milestone. Methods for Communicating To ensure buy-in, it is imperative to approach the introduction of the adaptive leadership toolkit to the organization's leadership in an organized and complete manner. When properly utilizing the toolkit, it will help to promote an innovative strategy in a complicated setting. The first step will be to determine the organization's standards. Prior to introducing the adaptive leadership toolkit, determine the organization's objectives, present difficulties, and goal to provide change for the company. It’s vital to recognize the issues and contexts in which the concepts of adaptive leadership may be used for. By addressing the unique demands of the company, the toolkit's message will be more relevant and appealing to the leadership due to the toolkit. The second step will be to effectively state the benefits and significance that the organization receives from the adaptive leadership toolkit. Highlight how it may improve the leadership's capacity to make wiser decisions, encourage innovation, and steer effective outcomes in challenging and quickly changing situations. Displaying the beneficial effects of using adaptive leadership ideas in other businesses with specific examples or case studies will demonstrate the beneficial effects. Lastly, you can introduce the adaptive leadership toolkit by communicating it

11 with the organization's leadership in an open and honest manner. Give them the chance to voice their concerns, ask questions, and provide suggestions. To overcome any possible resistance, provide them with more tools, instruction, or mentoring to help them comprehend and implement the concepts of adaptive leadership. By taking these actions, the leadership of the company may be. This should be communicated to its intended users by providing research and testimonies that demonstrate the adaptable toolkit's efficacy. This will help leaders and stakeholders come up with a common vision. When using the toolkit, it is important to be well-informed since this will enable the leaders to trust your advice and understand the course they are on. Demonstrating the positive benefits of the toolkit will need more than just words but examples, real-life situations that will give the stakeholders and intend users the realization of it all. In order to fully convey the advantages of the toolkit to stakeholders and intended users, examples and real-world scenarios are just as important as words when demonstrating its benefits. Feedback and Communication Open feedback and communication between employers and employees will be beneficial having meetings that will give the employee the opportunity to express their feelings and feedback will not only show a positive impact for the company but also for the relationship of the employees and employers. Feedback is essential to the effective functioning of the adaptive leadership toolkit. The reason why it’s effective is because the business must fully understand the impact of the investments they make. Ensuring that there are weekly meetings will also give employees the clarity of their questions and concerns will be answered by the leaders. The employers can choose to be anonymous or not. Overall the outcome will be positive and it will show in the next employee engagement survey of the improvements the adaptive leadership toolkit will provide.

12 Work cited page. Leadership, E. G. (2021, November 8). Why You Should Conduct Regular Leadership Assessments . https://www.linkedin.com/pulse/why-you-should-conduct-regular-leadership- assessments-/ Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge. John Wiley & Sons. less

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Communication Strategy for Adaptive Leadership Toolkit

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