PSY FPX 8720 Assessment 6 Leadership Development Plan

Assessment 6 Leadership Development Plan

Name

Capella university

PSY FPX 8720 Psychology of Leadership

Prof. Name

Date

Analysis

The necessity for cultivating leadership skills has emerged from in-depth cultural examination. Adena Health, as a burgeoning entity, opted to scrutinize its prevailing culture with the assistance of a third-party organization. This scrutiny has unveiled a conspicuous demand for enhancing leadership capabilities. Employees of Adena Health, during interviews, depicted the culture as one dominated by fear and exclusivity, with an emphasis on hierarchical leadership. Consequently, with employees articulating their apprehension and unease, there has been a notable turnover among top-level leadership. Recognizing this imperative, Adena Health has acknowledged the necessity to foster the soft skills of its leaders and establish a set of accepted behavioral standards.

Current Gap

Presently, Adena Health provides a new leader orientation primarily focused on tasks, lacking coverage of leadership skills from an employee relations perspective. Leaders seeking development are often directed to external e-learning programs, typically at their own expense. Recently, the Human Resources department has engaged an executive coach, integrated within the organizational development team, who has commenced coaching at the executive level.

Key Components

Adena’s leadership development initiative will comprise mandatory classes organized into cohorts by the Human Resources team. The program, titled Adena Leadership Core, will consist of four classes: “Culture Transformation and Change,” “Crucial Conversations” (sourced from Crucial Learning), “Leading Self and Emotional Intelligence (EQ),” and “Leader as Coach.” Each class will encompass essential core competencies.

Adena Leadership Core 2022 Course Description

Core Competencies

Culture Transformation and Change

This module delves into the profound impact leadership exerts on organizational culture, encompassing employee engagement, work environment, ambiance, and overall company success. Leaders will explore various organizational change models and strategies to navigate through them effectively, fostering resilience and adept communication to inspire teams and surmount resistance.

• Change Management
• Leading Employees
• Participative Management
• Building Collaborative Relationships
• Compassion and Sensitivity

Crucial Conversations

Crucial conversations denote pivotal moments characterized by high stakes, divergent opinions, and intense emotions. These conversations can be transformative, influencing outcomes in projects, teamwork, safety, diversity, engagement, and relationships. Leaders will acquire a framework for navigating such challenging dialogues.

• Self-awareness
• Composure
• Confronting Problem Employees
• Participative Management
• Building Collaborative Relationships
• Compassion & Sensitivity

Leading Self and EQ

This experiential course encourages leaders to cultivate emotional intelligence within collaborative peer groups, fostering self-awareness and a commitment to personal growth. Through introspection, leaders will develop composure, initiative, and respect for diversity.

• Composure
• Self Awareness
• Taking Initiative
• Respect for Differences

Leader as Coach

Through group discussions and practical exercises, leaders will grasp the essence of coaching and its application, honing skills in focused and global listening, impactful questioning, and adept feedback delivery.

• Leading employees
• Participative Management
• Building Collaborative relationships
• Compassion and Sensitivity

Guidelines for Effectiveness

Evaluating the success of the development program is crucial. Employee development initiatives temporarily divert employees from their routine tasks, potentially impacting short-term productivity. Establishing mechanisms to measure progress and reflection aids in justifying future development endeavors. Additionally, if leaders fail to demonstrate desired progress, supplementary support or role reassignment within the organization may be necessary.

Major Measurements for Leadership Core

Adena will gauge the success of the program using the following metrics, while acknowledging the potential individual benefits or setbacks experienced by leaders:

• Engagement Survey Score
• Employee Retention
• Learner Satisfaction
• Leader Performance Evaluation Rating

PSY FPX 8720 Assessment 6 Leadership Development Plan

Virtual Guidelines

Leadership development for virtual teams presents distinct challenges. While the curriculum remains relevant, adaptations are necessary to address the unique needs and challenges faced by virtual teams. Incorporating features such as breakout rooms, chat functionalities, and other interactive tools is essential to engage adult learners in a virtual setting.

Conclusion

The imperative for leadership development at Adena Health is underscored by the imperative to nurture a culture of growth and adaptability. By implementing the Adena Leadership Core program, Adena Health aims to empower its leaders with the requisite skills and competencies to navigate challenges and drive organizational success.

References

Crucial Learning. (2021, November 23). Crucial conversations for mastering dialogue. Retrieved December 20, 2021, from https://cruciallearning.com/crucial-conversations-for-dialogue/ Unboxed Staff. (201AD, January 18). Measuring Leadership Development Program Effectiveness. Retrieved December 20, 2021, from https://www.unboxedtechnology.com/blog/measuring-leadership-development-program-effectiveness/

PSY FPX 8720 Assessment 6 Leadership Development Plan

CCL. (2021, October 15). Virtual leadership development programs. Retrieved December 20, 2021, from https://www.ccl.org/leadership-programs/virtual-leadership-development-programs/

ADDITIONAL INSTRUCTIONS FOR THE CLASS – PSY FPX 8720 Assessment 6 Leadership Development Plan

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• Discussion Questions (DQ)

Initial responses to the DQ should address all components of the questions asked, including a minimum of one scholarly source, and be at least 250 words. Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source. One or two-sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words. I encourage you to incorporate the readings from the week (as applicable) into your responses.

• Weekly Participation

Your initial responses to the mandatory DQ do not count toward participation and are graded separately. In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies. Participation posts do not require a scholarly source/citation (unless you cite someone else’s work). Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week. PSY FPX 8720 Assessment 6 Leadership Development Plan

• APA Format and Writing Quality

Familiarize yourself with the APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in Loud-cloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required). Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation. I highly recommend using the APA Publication Manual, 6th edition.

• Use of Direct Quotes

I discourage over-utilization of direct quotes in DQs and assignments at the Master’s level and deduct points accordingly. As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content. It is best to paraphrase content and cite your source. PSY FPX 8720 Assessment 6 Leadership Development Plan

• LopesWrite Policy

For assignments that need to be submitted to Lopes Write, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me. Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes. Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own? Visit the Writing Center in the Student Success Center, under the Resources tab in Loud-cloud for tips on improving your paper and SI score.

• Late Policy

The university’s policy on late assignments is a 10% penalty PER DAY LATE. This also applies to late DQ replies. Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances. If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect. I do not accept assignments that are two or more weeks late unless we have worked out an extension. As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading. PSY FPX 8720 Assessment 6 Leadership Development Plan

• Communication

Communication is so very important. There are multiple ways to communicate with me: Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class. Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.

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