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Scenario
You work as a director of leadership and learning for an organization that makes prosthetics. 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 create 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 from your manager, you are now ready to move forward on developing the adaptive leadership toolkit that will be shared with your manager and chief human resources officer (CHRO) of the organization.
Prompt
Summarize the business problems the organization is currently facing and describe how the adaptive leadership toolkit will address these problems.
Based on the employee satisfaction survey, identify the skills and behaviors that are current strengths exhibited by leadership and explain how these strengths are critical to the success of the organization.
Based on the employee satisfaction survey, identify the skills and behaviors that are current areas of weakness for leadership and explain how these areas may be improved by applying the self-assessment you used to create your own personal development plan.
Explain how the personal development plan and SMART goal setting could help develop the leadership styles of the leaders within the organization.
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Leadership Self-Assessment Report
Courtney Roberts
MBA 350 – Leading People & Organizations
June 2, 2024
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Leadership Self-Assessment Report
Overview
In my role as the director of leadership and learning in an organization that deals with
prosthetics, it is imperative to develop leadership qualities in the organization. In light of the
organization’s plan to expand its operation into the Canadian markets and the recent employee
engagement survey that revealed indifferent responses towards leadership practices, such areas of
strength and areas of concern have become evident. This focus entails working on skills such as
social skills, emotional skills, and personal skills. As it has been established, my task is to develop
an adaptive leadership toolkit. In this context, the first step is to take the Leadership Practices
Inventory (LPI) of my leadership behavior.
Self-Assessment Results
Upon completing the Leadership Practices Inventory (LPI) self-assessment (Paskova,
2023), my scores across five key leadership behaviors were as follows: Model the Way (57),
Inspire a Shared Vision (54), Challenge the Process (58), Enable Others to Act (58), and Encourage
the Heart (60). These scores give more information about my talents and weaknesses in leadership;
it indicates that I am good in skills such as collaborating with co-workers and valuing others’ input
and ideas while pointing to weaknesses in expressing a vision and motivating people towards
embracing organizational goals (Paskova, 2023).
Lowest Ranked Leadership Behavior: Establish a shared vision
Fostering a Shared Vision is one of the core competencies of leadership; it entails
communicating a vision that all can embrace. This way, leaders get people excited, dedicated, and
focused on what could be done for them, thus creating a sense of vision and mission. This behavior
is imperative for leadership development as it plays multiple significant roles. Firstly, a vision
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provides direction and drives enthusiasm within the team, which also ensures that team members
try their best to achieve common goals. Secondly, it enhances congruency and due diligence since
everyone is working towards the realization of shared objectives instead of having to decipher
what needs to be done. Lastly, this practice fosters a culture of innovation because it encourages
people to think outside the box and come up with new ways of doing things, hence creating positive
change in the organization.
To improve my ranking in this leadership behavior, there is a need to improve on the
aspects of leadership communication by developing the capacity to present vision clearly and
persuasively to the subordinates. It means not only that the direction is set that points to the future,
but people are mobilized and included; they get the feeling that they are contributing to the creation
of that vision (Setiadi et al., 2023). By engaging the team in conversation and actively seeking
their opinions, I am seeking to ensure that everyone becomes personally invested in achieving the
identified goals and objectives, which can help bring about change that benefits the organization.
Highest Ranked Leadership Behavior: Encourage the Heart
Encourage the Heart, identified as the leader’s behavior with the highest priority in my selfreflective data, involves an appreciation of the team members’ efforts and accomplishments. It
includes acknowledging workers and their contributions, as well as creating a team focus and
common objectives. From this perspective, leaders create contexts that ensure people feel
appreciated in the organization and, therefore, motivated to work harder.
Achieving success in this area of leadership is therefore crucial in leadership development
for the following reasons. Firstly, formal rewards and appreciation of the milestones help enhance
the morale of the employees, making them more productive, focused, and happy (Setiadi et al.,
2023). Second, when the leaders are able to rejoice together, the team members feel a sense of
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oneness, which makes them work together as a cohesive force. Finally, the experience shows that
high retention rates are achieved due to the culture of appreciation and recognition of employees
since people behave accordingly. Hence, as a leader, encouraging the Heart on a regular basis
enhances morale in the team and binds the team to goals towards the organization’s success and
the happiness of those in the organization.
Impact on Leadership and Organizational Development
Addressing Weaknesses
Enhancing my skill of creating a shared vision will be most beneficial to my leadership
career. I must have a clearer vision and implement efficient communication strategies, as this will
assist in motivating the team for the upcoming challenges, particularly as the organization seeks
to expand into new markets. This should also increase my capacity to lead change and inspire
innovation among the team, thus fostering a progressive atmosphere within the group.
Leveraging Strengths
I am most passionate about encouraging the Heart and, therefore, have all the potential
necessary to create a morale-boosting atmosphere in an environment. This capability will aid in
achieving high employee satisfaction and productivity to retain key people during organizational
transition and growth. Building on this strength, it will be possible to guarantee that positive
reinforcements are the definitive components of the organizational culture.
Leadership Behaviors for Improvement
When using the information from the Employee Satisfaction Survey, one can conclude that
the organization should focus on enhancing particular leadership behaviors to respond to particular
business challenges. To be specific, Inspiring a Shared Vision is considered one of the
organization’s significant ideas for improvement (Rezeki et al., 2023). In this way, by presenting
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clear goals and involving staff, a manager can help an organization find its sense of direction,
which can offset the consequences of employees’ decline in satisfaction with their work. It is
equally crucial to improve the option Enable Others to Act as it fosters trust among employees and
provides them authorization to act and work in synergism. Last but not least, leaders should be
instrumental in the practice of Encouraging the Heart by complimenting people for the work done
and rejoicing in the successes achieved as they attend to what is perceived as a lack of recognition
or appreciation of employees’ efforts at contributing to organizational innovation and productivity.
Successful Leadership Behaviors
On the other hand, this paper established that the organization’s leadership has achieved
some leadership behaviors that help in managing relationships with direct reports (Rezeki et al.,
2023). Importantly, Encouraging the Heart has been observed as effective, as the leaders in
question do provide recognition and praise for work done, as well as successes made. Such
behavior creates positive feelings of ownership and commitment from the team, an aspect that
helps in boosting morale and productivity. Moreover, leaders are great at Enabling Others to Act,
creating an environment that encourages people in the team. When leaders give support to their
subordinates, as well as open opportunities for their professional development, trust is established,
and good working relationships are produced. Sustaining such successful leadership behaviors
enhances the entire organizational culture of support and unity between the leaders and their
subordinates in the organization, hence enhancing organizational performance.
Conclusion
The reflection was based on the LPI self-assessment, and the experience was rich with
knowledge of my leadership skills. My career strength reflects my achievements in Encourage the
Heart, which is my highest score, while my area of improvement is reflected in my lowest score
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for Inspire of a Shared Vision. So, with the help of the further development of visioning and
communication with subordinates, I will ensure their correct orientation and motivate the team to
succeed in achieving the organization’s strategic objectives and development initiatives. Such
strength-based and weakness-focused strategies to help build a list of developmental tasks for my
development plan and form an adaptive leadership tool kit for the organization will be invaluable.
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References
Paskova, L. (2023). MOTIVATION TO ACHIEVE IN THE CONTEXT OF
TRANSFORMATIVE LEADERSHIP. In ICERI2023 Proceedings (pp. 3898–3904).
IATED.
Rezeki, F., Mardiputera, H. M., & Wulandari, A. (2023). High and low levels of employee
performance: The role of transformational leadership styles and employee
engagement. Asian Journal of Management, Entrepreneurship and Social Science, 3(03),
568-584.
Setiadi, M. T., Sofi’i, I., Wahyudi, W., & Haryadi, D. (2023). Dynamic capability of servant
leadership as a triggering factor for organizational commitment and employee
performance. International Journal of Applied Finance and Business Studies, 11(2), 246254.
