One of the challenges in the business that may prohibit the business from progressing to the desired outcome is poor institutional culture. Because of its huge influence on employee behavior, institutional culture is crucial to overall productivity. Nonetheless, this firm’s institutional structure is a barrier to its future expansion. For instance, its institutional structure does not assist workers and shows little regard for them. Moreover, organizational structure has failed to ensure that its mission and goals are aligned with its operational initiatives. As a consequence, the company has faced reduced productivity from the employees, thus reducing the profit margin. However, the adaptive leadership toolkit can help the organization to obtain favorable outcomes. For instance, the adaptive leadership toolkit will help leaders solicit positive feedback from their staff to improve their leadership skills. Managers can actively request comments from their staff at periodical progress assessment meetings or regular group sessions to implement necessary behavioral adjustments. Supervisor evaluations are also included in some organizations’ effectiveness appraisal programs. Supervisor evaluations can also be used to provide positive comments.
The other challenge facing the corporation is the reduced employee engagement and high rate of employee turnover. This is as a result of poor leadership. Employees who are not motivated and dissatisfied with their workplace culture start exploring new opportunities. Organizations strain when top achievers and knowledgeable staff leave and must be replaced by new ones. There are several expenses involved with replacing a skilled worker, notably the expense of filling the post while it is unoccupied, the expense of recruiting a successor, and the expense of bringing a newer worker up to speed. However, the adaptive leadership toolkit can help to increase employee engagement and reduce the high-rate employee turnover. The toolkit encourages the leaders to share the organization’s purpose, objectives, and strategies in choice-making regarding their work. Through this initiative, the employees feel engaged and can address their problems with the leaders, thus reducing the high rate of job turnover. Leaders may also communicate the worker’s strategic and operational goals in biweekly or monthly conferences. Communicating the organization’s purpose, objectives, and strategies with workers allows them to quickly grasp how their employment directly influences its objectives (GBS Corporate Training, 2017).
The leadership behavior that has existed in the corporation for its success is encouraging the heart. Inspiring the heart necessitates managers empathize with their workers while staying centered on the organization’s primary objective: achievements. Caring for workers means having clear goals and expecting the utmost from them (Raidah, 2014). To encourage the heart, managers must pay interest, customize awards, share accomplishments and significant experiences, rejoice collectively, and set a good model for colleagues to emulate. While leaders commend their employees for accomplishing the organization’s ideals or objectives, they provide them strength and motivate them to exercise their skills to deliver even when under pressure. It fosters enhanced efficiency, lower absenteeism, higher ambition, improved teamwork, stronger ties among colleagues, improved communications between staff members, fewer disagreements in the workplace, and even decreased work difficulties (Raidah, 2014).
The leadership skill and behavior that has been the area of weakness in the corporation is enabling others to act. The behavior has brought a lot of negative impacts in the corporation, such as reducing the worker’s morale. This affected the productivity of the employees, thus reducing the profit margins of the corporation. Proactively unengaged employees create disruptions and unhappiness within the organization. Even highly involved workers may experience a drop in satisfaction if the organization’s general level of involvement falls. However, the leaders can address this area of weakness by adding value to the employees. In order to enable employees to act, they need to feel significant, appreciated, and respected. To add value to the employees, the leaders need to offer employees opportunities and facilities for individual and career advancement. The other approach to enable others to act is by encouraging solid relations with the employees. Establishing trust is essential for developing and sustaining healthy, effective connections that allow people to act. Leaders should involve workers in decision-making that affects their job and lives.
Personal development is the desire for individual improvement in order to improve the standard of life and attain desired goals. When users make a personalized developmental strategy, they begin to identify the type of individual they want to be, the competencies they want to acquire, and the successes they want to attain. Then they lay their long- and short-term objectives for realizing these dreams, as well as timeframes for when they intend to achieve them. Incorporating a personal development plan in the adaptive leadership toolkit helps the leaders improve their choice-making skills and allow them to prevent difficulties that may have troubled them in the past. It would also help them to produce more optimism and embrace the strength of optimistic thinking. Setting SMART goals at all stages, not simply individual but also business and collaboration, means that all workers will start interacting. It may begin as a requirement, but over time it turns genuine and spontaneous. Understanding about an institution’s aims, ambitions, and critical outcomes and how each worker fits into the broader scope of business offers everyone a better understanding of the broader image and how they fit into it. Worker involvement increases when they understand their role in a business, and workers find it considerably simpler to fulfill aspirations and aims.
A personal development plan is essential for executives so that they may progress in their leadership advancement and strive to build abilities in a variety of sectors that contribute to the creation of a healthier organization. When leaders start focusing on personal development plans, they can better contribute to a defined goal for the organization. The concepts of a personal development plan distinguish a decent leader from a great one. It establishes distinct objectives for the leaders. It assists the leaders in identifying their own strengths and limitations. SMART objectives guarantee leaders that their objectives are defined and that they are specific regarding how they desire to attain them. It establishes a wonderful foundation for the workers’ personal ambitions and assists them in setting defined objectives for their organization.
References
GBS Corporate Training. (2017). The cost of poor leadership on your revenue and culture. Corporate Training | Bespoke Leadership Training and Management Courses | UK.
Raidah S.al-Baradie. (2014). Encouraging the heart. ScienceDirect.com | Science, health and medical journals, full text articles and books. https://www.sciencedirect.com/science/article/pii/S235264671400012X
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