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Scenario – You work as a director of leadership and learning for an…
Scenario – You work as a director of leadership and learning for an organization that makes prosthetics. The organization has been in business since 1999 and employs over 350 people in its Tampa, Florida, headquarters and three plant locations across the Southwest. While the business is currently based in the United States, the organization is exploring ways to move into Canadian markets within the next three years. This year’s employee engagement survey results for the organization show that some leadership practices are rated lower, while some practices were rated higher. The new chief human resources officer (CHRO) met with the team to discuss the general results. Everyone agrees that the company’s focus should be on both specific leadership development areas perceived as strengths and on those rated as areas for improvement, primarily regarding social intelligence, emotional intelligence, and the interpersonal skills of effective leaders.
To help this initiative, your manager, the vice president of leadership and learning, asked you to make an adaptive leadership toolkit that can be used throughout the organization. To begin this work, you conducted a personal leadership self-assessment and turned this into a personal development plan. Then you shared this artifact with your manager. Your manager was impressed with the thoroughness of the personal development plan and saw value in incorporating it as an exemplar within the adaptive leadership toolkit for use by all people leaders in the organization. After receiving such positive feedback, you moved forward with drafting the rest of the adaptive leadership toolkit.
Your manager has shared the adaptive leadership toolkit that you made with the CHRO, and it was well received. The CHRO wants to distribute this toolkit to all leaders throughout the organizationsupervisors and aboveand asks you to draft a communication strategy that will help in the rollout and implementation of the adaptive leadership toolkit. For this project, you will draft that communication strategy.
Summarize the business problems the organization is currently facing and describe how the personal development plan and adaptive leadership toolkit will address them.
Why was the personal development plan made?
Why was the adaptive leadership toolkit developed?
My overview and analysis of the organization’s issues
My strategy was to group all the employee responses under each specific focus area for a more comprehensive and holistic perspective on the data. Please look at the bar chart below for a summary of all the findings:
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WORKING CONDITIONS _ _ TRAINING &
DEVELOPMENT – REWARD & RECOGNITION
RECOGNITION & PRAISE JOB SATISFACTION C…
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Identified Trends
Working Conditions: Working Conditions: In the instance of working conditions, it was determined by aggregating the numerous replies under this focus area that this focus area experienced the most substantial decline over time. It fell by 22 points between 2019 and 2021 and by 44 points between 2021 and 2023.
Delving even deeper under the header of working conditions, it was found that there was a decline of 08 points from 2019 to 2021 and a decline of 10 points from 2021 to 2023 in employee responses to: Provides leadership who act in just and ethical ways2023 in employee responses to: Provides leadership who act in just and ethical ways.
Job Satisfaction: In the case of job satisfaction, when bulking the various responses together under this focus area, it was seen that this focus area had the second significant decrease over the years. It dropped 26 points from 2019 to 2021 and 30 points from 2021 to 2023.
Delving even deeper under the header of Job Satisfaction, it was found that there was a decline of 07 points from 2019 to 2021 and a decline of 10 points from 2021 to 2023 in employee responses to: My supervisor shows appreciation for the work that I do.
Company & Strategy: By combining the many responses under this focus area for company & strategy, it was found that this focus area had the third most significant decline over time. There was a decline of 14 points from 2019 to 2021 and a decline of 14 points from 2021 to 2023.
Delving even deeper under the header of Company & Strategy, it was found that there was a decline of 05 points from 2019 to 2021 and a decline of 10 points from 2021 to 2023 in employee responses to: My company cares about its employees.
The employee responses to job satisfaction and other emphasis areas will be impacted if they do not believe that their workplace and conditions are safe, humane, and conducive to a healthy place to come to work every day. It was simple to recognize a strong correlation between the reasons why the points of working conditions and job satisfaction fell mainly in recent years from the aforementioned supporting data. The points decreased and varied between 1 and 10 points in every response from the most recent years.
Employee Survey Results Data
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JOB SATISFACTION Year 2019 2021 2023 310 320 330 340 350
360 Points 370 380 390 400 410
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COMPANY & STRATEGY Year 2019 2021 2023 180 185
190 195 200 205 210 215 220 225 Points
Focus Areas
Under the helm of working conditions, one area that needs to be examined is “Provides leadership who act in just and ethical ways”.
A leadership development plan & Ethics, and Integrity plan must be implemented.
This topic can be a very slippery slope. Leadership is seen as the primary example that subordinates watch as the pinnacle of how everyone should act and conduct themselves in the workplace. Suppose leadership is not operating and conducting themselves correctly. In that case, this can lead to chaos in the workplace as others will feel they can do, say and behave in any manner they deem fit without having to deal with any repercussions.
Under the helm of job satisfaction, one area that needs to be examined is “My supervisor shows appreciation for the work that I do”.
Although the company has a Reward & Recognition program, it may have to be revamped. The survey shows that employees feel their contributions are not being rewarded and recognized.
This topic can have very damning ramifications on employees not feeling that their work contribution matters. Employees not feeling appreciated can lead to low employee morale, deterioration of staff member engagement or, worst case scenario, high employee turnover. We are all humans, and although we should not take these kinds of issue(s) personally, our emotions play a role in all aspects of our lives.
Under the helm of company & strategy, one area that needs to be examined is “My company cares about its employees”.
The company should strongly consider revamping and implementing a new vision, mission statement, and culture statement.
This topic can have critical consequences not only on the employees and customers but also on the company. Employees who feel that a company does not care about them tend not to give their all to their work tasks. Thus, it affects the work output and customers, affecting the company’s bottom line (finances). Many of the adverse effects mentioned in the focus above, “job satisfaction: My supervisor shows appreciation for the work that I do”, also affect this focus area; revising the company vision, mission and culture statements would aid in setting the tone for what the company expects from existing staff members, leaders and new entry employees.
RealityCurrent State
There was a decline of 08 points from 2019 to 2021 and a decline of 10 points from 2021 to 2023 in employee responses to: Provides leadership who act in just and ethical ways. The employees have a strong level of distrust in management and find that the leaders conduct themselves in an unethical manner.
There was a decline of 07 points from 2019 to 2021 and a decline of 10 points from 2021 to 2023 in employee responses to: My supervisor shows appreciation for the work that I do. This led me to believe that employees feel unappreciated for their work contributions, making them feel unfulfilled in their jobs and career paths. This could be because the reward and recognition program may need to be appropriately utilized, or management needs to notice or care to recognize employees for their input.
There was a decline of 05 points from 2019 to 2021 and a decline of 10 points from 2021 to 2023 in employee responses to: My company cares about its employees. There was a decline of 05 points from 2019 to 2021 and a drop of 10 points from 2021 to 2023 in employee responses to: My company cares about its employees. This prompted me to conclude that employees feel unvalued, thus making them feel unfulfilled in their jobs/career paths, detached, having diminished work performance, and burnout. Another attribute of the employees’ response could be a toxic work environment.
Desired Future StateWhere Would You Like to Be?
Working Conditions – Trust in leadership: I will like to see the trust in leadership increase by 10 points by the following survey. Accomplishing this slight increase will show that employees are starting to trust their supervisors and managers. Trust is a two-way street, so we will focus on training the supervisors and managers to act and behave ethically.
Job Satisfaction – Employees feeling appreciated: I would like to see the employees feeling appreciated increase by 20 points by the following survey. Doing this could increase productivity and employee involvement in sharing new and innovative ideas and lead to employees being willing to go the extra mile.
Company & Strategy – Revamp and implement new company vision and mission statements, and culture statement: I would like these statements to be revised and implemented as quickly as possible since I would like to see a 20-point increase in employees’ perceptions that “My organization cares about its people” in the next poll. It is vital to align the organization’s defined vision, mission, and culture with its employees so that everyone knows what the organization stands for and its goals. By doing so, the cultural perspective of the entire organization will shift.
