MBA 530 – Milestone One

Overview

For this assignment, you will be taking a more thorough look into your leadership self-assessment results that you reflected on in Module One. This assignment will help in the creation of your personal development plan, which will be submitted in Module Six.

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 were 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 create an adaptive leadership toolkit that can be used throughout the organization. To begin this work, you conducted a personal leadership self-assessment, and now you will be taking a closer look at these results to produce a self-assessment report. You plan on exploring how this self-assessment would make a beneficial contribution to a personal development plan and adaptive leadership toolkit, which will help to resolve the leadership challenges the organization is currently facing.

Prompt

For this assignment, refer to your results from your self-assessment and use the LPI Self Percentile Ranking to determine where each of your five leadership behaviors rank.

Leadership Behaviors

Model the Way

Inspire a Shared Vision

Challenge the Process

Enable Others to Act

Encourage the Heart

For further information on each of the five leadership behaviors and their two commitments, please refer to The Ten Commitments of Exemplary Leadership.

Self-assessment: In this part of your report, you will use the results from your self-assessment to identify leadership behaviors where you ranked highest and where you ranked lowest, and begin thinking about how this information impacts your ability to lead. This work will help to inform your personal development plan, which you will create in Module Six.

Identify the leadership behavior in which you ranked lowest and define what this behavior means to you.

For the leadership behavior in which you ranked lowest, describe the importance of developing this area to improve skills related to leading others.

Identify the leadership behavior in which you ranked highest and define what this behavior means to you.

For the leadership behavior in which you ranked highest, describe how this area helps support skills related tobeing an effective leader.

Adaptive leadership toolkit: In this part of your report, you will use your findings from the

Employee Satisfaction Survey

and the leadership behaviors you reviewed in the self-assessment to identify areas of leadership the organization should focus on developing. This work will help to inform the adaptive leadership toolkit that you will develop in Module Seven.

Based on your review of the Employee Satisfaction Survey, identify the leadership behaviors the organization’s leadership should focus on improving and explain how developing these areas will address the business problems the organization currently faces.

Based on your review of the Employee Satisfaction Survey, identify the leadership behaviors the organization’s leadership is currently successful in and explain how maintaining these areas can help in managing relationships between the leaders and their direct reports.

MBA 530 GROW Model Template
Name: Courtney Roberts
Date: May 20, 2024
Identified Trends
Job Satisfcation, Working Conditions and Company & Strategy shows identifiable trends.
Based on the data given in the Employee Satisfaction Survey, it appears that job satisfaction
has declined each year when comparing the current year to four years prior, with significant
changes observed. Additionally, the working conditions indicated that employees perceived
a lack of ethical leadership. The is problematic because employes are generally more
motivated and work harder when they perceive their leaders to be diligent and ethical.
When employees sense a lack of recognition and fair treatment from their supervisors or
superiors, it tends to create a atmosphere that impacts their overall job satisfaction and
perception of the workplace. This has led to decline in the current year across various
categories related to supervisor interactions. Commonly, dissatisfaction with management,
rather than the job itself, drives people to leave their positions.
– Job Satisfaction : I am very satisfied with my job.
– Working Conditions : Provides leadership who act in just and ethical ways
– Company & Strategy : My company cares about its employees
Employee Survey Results Data
Chart Title
80
70
60
50
40
30
20
10
0
Job Satisfaction
Current Year
Working Conditions
Two Years Ago
Focus Areas
Company & Strategy
Four Years Ago
1. Job Satisfaction : According to the survey results, four years ago, job satisfaction
decreased in all questions, with the exception of one survey question resulting in the
possible chance of lack of support for leadership that the employees feel.
2. Working Conditions : According to the survey results, four years ago, working conditions
decreased due to the lack of trust and support the employees felt. If the supervisors
were able to provide a solid foundation of trust and support the employees these
numbers wouldn’t have fluctuated for four years.
3. Company & Strategy: According to the survey results, there was a noticeable decline
over the past four years. It appeared the employees believed their company lacked
consideration and failed to show appreciation for its workforce.
Reality—Current State
1. Job Satisfaction : The downfall for job satisfaction would be due to the fact the
employees were dissatisfied which lead to the increase turnover, resulting in the
company losing its workforce, which in turn can cause a drop in productivity.
2. Working Conditions : It is crucial that leaders are aware to fostering positive
relationships and effectively communicating the company’s mission and vision. Without
this awareness, the employees could perceive a lack of meaningful purpose, growth
opportunities, and fulfillment in their roles. This would result to employees seeking
employment elsewhere that would help develop them personally and the organization.
3. Company & Strategy : A company and leaders should demonstrate appreciation at all
levels and empathy to its employees, whereas this can heightened productivity, a more
robust organizational structure, and greater innovation. This is a way to have employees
feel valued in their roles, increasing likelihood of them producing high-quality work.
Desired Future State—Where Would You Like to Be?
1. Job Satisfaction : The key to propelling a company forward is ensuring the content of its
workforce. To enhance his and see better results in surveys, its my view that companies
should acknowledge their employees’ efforts, which can in turn foster motivation.
2. Working Conditions : Ensuring that employees receive adequate training and are led by
a leader who is open and clear can lead to improved outcomes. Employees are
dedicated to achieving excellence and are driven to provide top-tier products and
services when they perceive the work environment as supportive and positive.
3. Company & Strategy : The development of a successful strategy establishes a clear
vision and direction for any organization. Wen employees have a clear understanding of
their roles and the company’s mission, it leads to the achievement of set targets and
objectives.
Identified Gaps—Obstacles
1. [Insert text.]
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3. [Insert text.]
Goal Revision
1. [Insert text.]
2. [Insert text.]
3. [Insert text.]
A Way Forward—Action
1. [Insert text.]
2. [Insert text.]
3. [Insert text.]