3-1/4-1 Discussion: Adaptive Leadership ToolkitPrevious Next ListenThis discussion topic will span two weeks to Module Four.
First, you will need to review the(I will add)- employee engagement survey assessment that you completed in Module Two by implementing the grow, reality, obstacles, and way forward (GROW) model. Based on the findings, you will visualize and discuss what you plan to include in your adaptive leadership toolkit.
Think from the aspect of the tools found in a toolbox in many homes, such as a hammer, wrenches, pliers, saws, and screwdrivers. A single tool does not work in all situations. If you use a wrench to drive a nail instead of using a hammer, it might work. But it won't work as well as a hammer.
Now consider things from the perspective of leadership skills and behaviors. For adaptive leadership to be effective, it is imperative that leaders use different tools in different situations. Equally important is developing a metric, a means by which the desired behavior can be periodically assessed. The measure you set determines the behavior you get, so effective leaders first determine the desired behavior, and then develop a metric to periodically assess progress.
In Module Three, you will post your initial response, while in Module Four, you will assess other learners' posts and provide them with your input. This allows you additional time to make your initial post strong, robust, and well supported. For your initial post, you should consider the following questions:
- What leadership behaviors are needed to improve the work environment, determined via your assessment of the employee engagement survey?
- What leadership skills would you recommend including in your organizational leader's toolkit to develop the identified leadership behaviors?
- How will improvements in the recommended leadership skills and behaviors improve organizational performance?
Post your initial response by Sunday evening of Module Three.
In Module Four, review the initial posts of at least two of your peers, addressing the following "Stop/Start/Continue" feedback questions:
- Stop: What are the leadership skills and behaviors the learner has selected that you recommend be stopped, i.e., not pursued? Provide the rationale as to why you believe a leadership skill they have selected may not be the most appropriate focus area based on your review of the employee engagement survey results. If you don't identify any leadership behavior focus area to stop, then how would you suggest one or more of the targeted leadership behavior areas be modified to better address the outcome desired?
- Start: What leadership skills and behaviors do you recommend the learner add as a focus area? Provide the rationale for your recommendation as well as one to two suggested ways this leadership skill/behavior could be targeted for improvement.
- Continue: For the recommendations that the learner has made that you fully agree with, provide commentary as to why you believe the selected leadership skills and behaviors area is appropriate to be addressed.
To complete this assignment, review the Multiweek Discussion Guidelines and Rubric.
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This discussion topic will span two weeks to Module Four.
First, you will need to review the employee engagement survey assessment that you completed in Module Two by implementing the grow, reality, obstacles, and way forward (GROW) model. Based on the findings, you will visualize and discuss what you plan to include in your adaptive leadership toolkit.
Think from the aspect of the tools found in a toolbox in many homes, such as a hammer, wrenches, pliers, saws, and screwdrivers. A single tool does not work in all situations. If you use a wrench to drive a nail instead of using a hammer, it might work. But it won’t work as well as a hammer.
Now consider things from the perspective of leadership skills and behaviors. For adaptive leadership to be effective, it is imperative that leaders use different tools in different situations. Equally important is developing a metric, a means by which the desired behavior can be periodically assessed. The measure you set determines the behavior you get, so effective leaders first determine the desired behavior, and then develop a metric to periodically assess progress.
In Module Three, you will post your initial response, while in Module Four, you will assess other learners’ posts and provide them with your input. This allows you additional time to make your initial post strong, robust, and well supported. For your initial post, you should consider the following questions:
- What leadership behaviors are needed to improve the work environment, determined via your assessment of the employee engagement survey?
- What leadership skills would you recommend including in your organizational leader’s toolkit to develop the identified leadership behaviors?
- How will improvements in the recommended leadership skills and behaviors improve organizational performance?
Post your initial response by Sunday evening of Module Three.
In Module Four, review the initial posts of at least two of your peers, addressing the following “Stop/Start/Continue” feedback questions:
- Stop: What are the leadership skills and behaviors the learner has selected that you recommend be stopped, i.e., not pursued? Provide the rationale as to why you believe a leadership skill they have selected may not be the most appropriate focus area based on your review of the employee engagement survey results. If you don’t identify any leadership behavior focus area to stop, then how would you suggest one or more of the targeted leadership behavior areas be modified to better address the outcome desired?
- Start: What leadership skills and behaviors do you recommend the learner add as a focus area? Provide the rationale for your recommendation as well as one to two suggested ways this leadership skill/behavior could be targeted for improvement.
- Continue: For the recommendations that the learner has made that you fully agree with, provide commentary as to why you believe the selected leadership skills and behaviors area is appropriate to be addressed.
