8-1 Outline
Jami Hancock posted Sep 15, 2021 1:49 PM
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1. How will you frame your purpose/mission statement?
By utilizing the adaptive toolkit, we can identify areas that need improvement and areas that are successful within the business that has been analyzed. After identifying these areas, the toolkit can be created to illustrate how specific leadership competencies can be improved and mastered to create a more cohesive business that fosters creativity and communication. Throughout the examination of the company and the employee satisfaction survey results reflection of where the company is out now versus where it needs to be in the future as well as SMART goals were identified and created as a strategic plan for improvement. This toolkit will foster better skills for those in leadership and more empowerment for employees and customers.
2. What business objectives are you meeting by implementing the toolkit?
Leadership development, communication, and achievement are the desired objectives that will come from implementation of the toolkit. Employees need to be seen, heard, appreciated, and made to know their worth. The morale of those not part of leadership is getting lower with each satisfaction survey so there needs to be a big change. Improving leadership is the first step in addressing employee needs as well as making sure that company decisions align with its mission and vision.
3. Why have you targeted these specific leadership competencies? How are they relevant to the organization?
Take a look at survey questions such as;
“My supervisor talks with me to help me determine my training and development goals.”
“My supervisor is there to support me, so I do not feel abandoned, and I trust my supervisor. “
“Rewarding the members accordingly for their hard work.”
“I feel encouraged to come up with new and better ways of doing things.”
“The company cares about its customers.”
All of these have had consistently low ratings with continuous drops over the course of four years. Without communication, strategy is useless. Without strategy, achievement cannot be reached. Without communication, there is no achievement. As you can see, all of these leadership competencies intertwine with one another and require proficiency from one another in order to be useful and successful. A change in approach needs to take place within the leadership team. A new strategy needs to be drafted and applied that includes a more efficient pattern of communication with solid SMART goals that can lead the business, the leadership team, and employees to achievement in terms of satisfaction and function.
4. How will the organization and its employees see the benefits of using the toolkit?
The organization and employees will see a shift in leadership and a shift in the way they problem solve and make decisions. As previously discussed in the question above, the main concerns are employees not feeling heard or appreciated and the gap in vision/mission versus the decisions that are actually being made. The first change is going to be the implementation of communication and at this point the organization and employees will begin seeing the benefits of using the toolkit. Satisfaction with their jobs, organizational strategy, and connections between leadership and employees will begin morphing into place.
5. When can they expect to see the benefits?
This toolkit and strategy have a great plan and follow through; however, results will not be seen overnight. This toolkit is introducing a completely new organizational structure that is going to encourage improvement of communication, leadership, and vision. I would say there should be a noticeable change in communication between supervisors and employees within ninety days, coaching will take place with leadership almost immediately, and communication will begin being fostered as well. Within the first year the utilization of the toolkit will have weeded out the individuals who do not wish to change and will hopefully remain with better leaders and more empowered employees.
6. How will success be measured?
Success will be measured by using the same employee satisfaction surveys that have been used by the organization. However, I would suggest they be done more often. The surveys that are taken more often may be shorter and only include the main areas of focus of the adaptive toolkit. Qualitative data can be collected and measured by each supervisor with their employees on a regular basis by having team meetings monthly or scheduled one on one meetings.
7. How will updates be communicated to the employees?
Updates will be sent out via memos by email to all employees regularly. Team meetings with supervisors and employees will also yield new information on how the changes are coming along and what employees need to be doing to aid the adaptive toolkit in being as impactful as possible. Email makes sure that everyone is included and receives the same information so that no one is left behind or given false information.
8. How can employees provide feedback?
Employees will be encouraged to provide feedback openly in team meetings, schedule a time to speak with their supervisor, or by participating in the more frequent satisfaction surveys as well as the survey every two years. The toolkit is meant to empower both leadership and employees so it needs to be known that there will be no room for retaliation against whistleblowers and that the organization is a safe space to share.
9. What concrete steps will you take?
The first concrete step is to foster communication between leadership and employees in the organization. This means identifying each specific team and supervisor, establishing clear communication methods, and creating a schedule for discussion, feedback, and concerns. Simultaneously, coaching will be implemented at the leadership level. By providing coaching at the leadership level the need for alignment between vision/mission and decisions can occur as well as providing supervisors and other members of leadership with the proper tools to be a successful leader. By creating successful leaders the company will in turn create future leaders with their employees.
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