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Inspiring Positive Change in Leadership
Problem Statement
EME 620
Janet Lee and Richard Brandt
Contents
Performance Problem......................................................................................................................2
Background......................................................................................................................................3
Organizational Environment........................................................................................................3
Evidence......................................................................................................................................3
Needs Assessment............................................................................................................................5
Phase 1 Planning.......................................................................................................................5
Phase II Collecting Data...........................................................................................................5
Phase III Final Report...............................................................................................................6
Goals Analysis.................................................................................................................................6
Aim..............................................................................................................................................6
Initial Goals.................................................................................................................................6
Refined Goals..............................................................................................................................7
Rank Goals...................................................................................................................................7
Make Final Ranking....................................................................................................................7
Performance Problem
Often, individuals are promoted into people leader positions based on
their knowledge competency while the ability to effectively lead employees
is lacking. Although a person has earned the leadership position, the
attributes of a leader have not been addressed by the company executing
the hiring.
The problem exists in organizations where there is none or an
ineffective leadership orientation plan in place. Lacking are:
Self-realization skills
The ability to observe behaviors of self and others
Responding to situations appropriately
Being a visionary
Social Literacy
Word choice-emails, day to day interactions, memos
Team mentality
Office persona/approachability
Co-collaborative
How to work on a team
Facilitating effective discussion
Designing meetings that matter
Being a global citizen.
Mentorship
Asking for help from appropriate mentors
Being a role model in the company
Focusing on what employees need not bottom line
How do employers identify these budding leaders? What is the criteria? We
will be looking to answer these questions and provide employers with the
proper tools to build a workforce of the best leaders possible.
Background
Organizational Environment
Employees are hired to fill immediate positions and the training
consists of one afternoon or an orientation with all particulars shrunk
down to a meaningless charm school, a simple lecture telling the
"leaders" how to mind their manners and what will keep them out of
HR. The missing link is imparting the importance of leadership skills
and how they equate to the success of a business. Without this
knowledge, the new leader lacks accountability for their leadership
effectiveness.
Evidence
This training will be a combination of individually paced learning
utilizing multimedia presentation (video, storyline, real time quizzes,
immediate feedback, collaboration, online communities) and face-toface interactions.
Two examples of the effectiveness of this training technique are as
follows:
Teaching - Teachers become administrators based on Masters
Degrees in subject area disciplines. These programs do not include a
leadership focus therefore, teachers default to old learning based on
prior knowledge about the field. What did my Principal do to discipline
students? How did my Principal treat the staff? People often choose
this leadership position to get out of the classroom not considering that
once they are out of the classroom, the responsibility of leading grows.
Corporate Many managers in the corporate world get to their
positions by being competent associates in their previous jobs but
didnt include working with direct reports. The lack of experience
working with direct reports can cause these new managers to
micromanage, neglect, or ineffectively lead their team. The main
reason the majority of these people applied for the management
position was for compensation purposes and not with the intention of
people development.
We will split the training in to four units containing necessary
components for success in the course.
1.
2.
3.
4.
Self-realization
Literacy
Collaboration
Global Networking
Needs Assessment
Phase 1 Planning
Target Audiences
Potential Leaders Attendance in the training is optional and on a
request basis
New Leader Required if the employee has been promoted to the
leadership position within the past year.
Tenured Leaders Employees whove been in their current leadership
role longer than a year will be subject to an assessment by
their direct reports to determine their need to take the
training.
Strategy
The strategy for collecting the data to assess the current gap in
leadership training and job preparedness programs will be compiled via
two different industries, corporate and academic. Once the data has
been collected, it will be review to determine what information is
relevant across both industries and how unique information can be
applied across various disciplines.
Turnover Data
Dropout Rates
Students Grades
Goals Analysis
Aim
To develop and execute an effective training program to improve
leadership within an organization.
Initial Goals
Refined Goals
Rank Goals
1.
2.
3.
4.
5.
6.
7.
8.