6-1 Discussion Adaptive Leadership Toolkit Competency Selection (part one)
Tiffany Sweet posted Sep 5, 2021 8:21 PM
The employee satisfaction survey results indicate that the organization would benefit from implementing a leadership development initiative. Employees have clearly expressed the need to build better working relationships with leadership based on trust, recognition, and open communication. The lack of these important measures is displayed by the employees’ general job dissatisfaction and a missing sense of personal fulfillment from their work. There are several specific skills leaders and supervisors need in their adaptive leadership toolkit to successfully address concerns and improve employee morale: relating to their employees, providing improved mentoring and development guidance, actively listening to employee concerns and complying with their expectations, and offering a pleasing outcome for their employees.
According to the Leadership Circle Profile guide (2020), the Relating leadership competency “measures your capability to relate to others in a way that brings out the best in people, groups, and organizations.” Currently, employees do not feel like their “best” is supported or even encouraged by leadership. The organization is missing a great opportunity to benefit from employee strengths, expertise, and insight by not supporting their ideas or initiatives for improvement.
I added Mentoring and Developing as a critical competency because according to the survey results, only 25% of employees rated the statement, “My supervisor talks with me to help me determine my training and development goals” favorably. By enhancing leaders’ mentoring and development competencies, it will “help [employees] grow and develop personally and professionally” (Leadership Circle, 2020).
I chose Complying as another competency because I think it is time to listen to employee complaints and comply with the needs they have expressed. The survey results show that only 35% of employees trust that leadership will “act in just and ethical ways” and only 24% actually trust their supervisors at all. Being able to trust in leadership is an expectation the organization should deliver on. The survey also indicated that employees expect to receive recognition or praise for working hard and contributing to the success of the organization. Only 31% of employees agreed that “when people work extra hard to meet our goals they are rewarded accordingly,” and just 38% feel that their supervisors appreciate the work they do. Complying with these employee expectations will help improve job satisfaction and productivity and will benefit the organization as a whole.
The last competency I added to the leadership toolkit is Pleasing others. Like Complying, I think leadership needs to use the information obtained in the survey about employee expectations and offer pleasing solutions. Only 35% of employees are currently very satisfied with their jobs, and it is important to note that job satisfaction has decreased 13% in four years. Pleasing the employees with help retain talent and create a better working environment for all.
Leadership Circle Inc. (2020). Leadership circle profile. https://2y3l3p10hb5c1lkzte2wv2ks-wpengine.netdna-ssl.com/wp-content/uploads/2018/02/The-Leadership-Circle-Profile-Brochure-TLC-AUG2015-1.pdf.
In this module, you are to review your classmates posts and add comments to their selections of competencies. Similarly, other learners will review your list of competencies and provide their feedback for the same. On completion of this review, you are to read the feedback given by your fellow classmates and make your final selection of competencies.
Consider the following during the ongoing discussion:
Are you actively listening to the feedback from your peers, remaining open to modifying the leadership competencies you have identified based on their comments and input?
Compare and contrast competencies selected by your peers with those you have selected. As you review their rationale that justifies their selections, provide feedback to your peers on additional points they should consider.
Provide your rationale for keeping competencies you have selected that your fellow peer(s) have not, explaining why you believe the competencies you have selected provide better opportunity for organizational improvement. If, however, you believe another learner’s competency selection is more viable then your own, then provide the rationale for changing your initial selection to one recommended by another learner.
Your responses agree or disagree should show that you have given thought to what the original post said. They should also push the conversation forward, offering insights or (if necessary) asking clarifying questions. While responding, For your initial post, do the following: Does your response push the conversation forward? Does your response offer your perspective? What about your peers’ stories can you relate to What can you learn from your peers’ stories? Are your responses clear? Have you considered the viewpoints or insights of the original posts?
Write a post of 1 to 2 paragraphs. Consider content from other parts of the course where appropriate. Use proper citation methods for your discipline when referencing scholarly or popular sources.