THE ADAPTIVE LEADERSHIP TOOLKIT ESSAY

THE ADAPTIVE LEADERSHIP TOOLKIT

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Southern New Hampshire University

MBA 530

Leading People & Organizations

Prof. Becky Maclennan

February 20, 2022

THE ADAPTIVE LEADERSHIP TOOLKIT

The business problems

The major problem that the business is exposed to is poor leadership strategies. According to the annual employee engagement survey, most of the workers within the organization are not happy with the leadership approaches in their organization. According to Lejeune et al. (2021), the research explains that the leadership approaches in an organization are an essential component that affects the whole organization’s performance and the workers within it. Therefore since our organization engages in developing prosthetics, leadership is an important area that may have led to high concerns and adversely affected the levels of satisfaction among employees.

Another issue within the organization is poor motivation, especially praising and recognizing best performers. Additionally, the workers have been receiving little support from their supervisors. Therefore, the issues may be addressed by developing a better leadership method that supports employees’ growth and increases their satisfaction levels within the organization.

The current strengths

We identify various strengths and weaknesses from the employee engagement survey on the current organizational leadership. An essential strength is that the organization is dedicated to ensuring that employees meet their personal and family responsibilities. This is a crucial factor that improves the relationship between the employees and their leadership. Additionally, through this strength, employees can easily balance their professional and personal lives, increasing their satisfaction and motivation levels.

Secondly, we observe the strength in which the organization’s leadership is dedicated to providing better value and satisfaction to the customers. The dedication connects employees’ individualized objectives and the primary firm’s goals. Additionally, the author has also shown various essential leadership elements to provide an organization’s culture and performance, including; encouraging, motivating, and having a unified vision. Considering these elements, the leadership promotes better performance and connection with employees.

The weakness areas

Based on the employee engagement survey, we can observe different weak areas that the leadership needs to work on. Firstly, the poor focus on the in-service development and training to the workers. Most workers feel that their employer has not met their training needs. This does not just reduce engagement levels in the organization and limits the learning and growth opportunities for the employees.

Secondly, the organization has not motivated its employees through praise and recognition. The management has not appreciated the best performers for their hard work. This gradually reduces employees’ motivation and satisfaction levels. Within the organization, the leaders have a crucial role in promoting continued motivation by working harder through monetary rewards, praises, recognition, promotion, etc. When employees see their colleagues getting rewarded, they are motivated to work harder, promoting better organizational performance.

The importance of including a personal development plan

A leader needs to create a connection between the adaptive leadership model and the PDP (personal development plan). The plan includes all the objectives that one seeks to deliver and achieve within a specified duration. Additionally, the personal development plan plays a crucial role for everyone to grow and improve their professional and personal lives gradually. Therefore when looking for the best leadership skills to consider, the PDP is an essential tool to help one understand the essential measures and approaches they should take to meet their objectives.

According to Swann et al. (2022), there is a linkage between personal and professional developments. Hence, having a comprehensive and well-thought professional development plan assists individuals in developing behavior and traits that provide future strengths. Additionally, adopting a SMART goal development helps one remain focused on achieving goals by having strategic milestones. Additionally, SMART goal-setting helps one gradually improve their competencies, knowledge, and skills in leadership. Finally, the SMART goals help one evaluate their progress, how much they have to work to achieve their goals, know whether they have achieved their goals or not, and make the right actions throughout the process.

The impacts of PDP and SMART goals on the leadership styles

To fill their current leadership gaps, it’s essential to create an interaction between SMART goals and a personal development plan. Through the personal development plan, one is motivated to understand areas to improve. For example, one understands how they can work on their team working skills and communication skills to serve as better leaders in their organizations. Therefore this element will enable leaders to communicate with their employees and understand their problems before developing an amicable solution. Additionally, working on one’s weaknesses helps to increase professional relationships. Therefore the personal development plan is essential for better leadership strategies since one understands actions they should take for gradual improvement.

While the development of SMART goals helps one work and achieve their potentially intended objective, therefore when setting goals, one ensures they are specific, measurable, relevant, time-bound, hence providing one with a systematic approach for gradual improvement. SMART goals also help narrow down and simplify complex organizational leadership gaps into attainable ones. Therefore, both SMART goals and professional development plan are essential to improve employee satisfaction and address leadership deficiencies. Aguinis & Gabriel (2021).

References

Aguinis, H., & Gabriel, K. P. (2021). If you are serious about impact, create a personal impact development plan. Business & Society, 00076503211014482. https://journals.sagepub.com/doi/pdf/10.1177/00076503211014482

Lejeune, C., Beausaert, S., & Raemdonck, I. (2021). The impact on employees’ job performance of exercising self-directed learning within personal development plan practice. The International Journal of Human Resource Management, 32(5), 1086-1112. https://www.tandfonline.com/doi/pdf/10.1080/09585192.2018.1510848?casa_token=FQly9dbj9BkAAAAA:iBr2RiE6UfhpoP8cljR6wis_lKHOD3-F1Vw5a36cbBG7cI2OC-MDHGMdhOY3r-QEgsXDnDxkeiVV34A

Swann, C., Jackman, P. C., Lawrence, A., Hawkins, R. M., Goddard, S. G., Williamson, O., … & Ekkekakis, P. (2022). The (over) use of SMART goals for physical activity promotion: A narrative review and critique. Health Psychology Review, 1-16. https://www.tandfonline.com/doi/pdf/10.1080/17437199.2021.2023608?casa_token=VtkLStbBxeUAAAAA:7QVMikMaFvPsqOINHF2vY6mNc7v8E1j2myR0H9Um4WJVBC1-tBnKuEC9jfjThSwEC3hHEVNbGAXqU4Q