PSY FPX 8720 Assessment 6

Analysis

The requirement for leadership development has emerged following meticulous cultural analysis. Adena Health, being a developing organization, chose to explore its dominant culture with the assistance of a third-party consulting firm. Inquiry showed a stark requirement for better leadership skills. Adena Health staff, while being interviewed, described the culture as one in which there is an overlord type of hierarchical leadership based on fear and exclusion. Consequently, with employees showing their fear and unease, there has been extensive turnover in top leadership. Seeing this necessity, Adena Health has recognized the necessity to build the soft skills of their leaders and establish a selection of accepted norms of behavior. 

Current Gap

Presently, Adena Health provides a task-based new leader orientation without coverage of leadership skills in the employee relations context. Leaders who desire to grow are typically referred to outside e-learning courses, typically at their own expense. The Human Resources department has recently contracted an executive coach, a member of the organizational development team, who has started coaching at the executive level.

PSY FPX 8720 Assessment 6:Key Components

Adena’s leadership development program will feature required classes organized into cohorts by the Human Resources department. The program, which will be called Adena Leadership Core, will feature four classes: “Culture Transformation and Change,” “Crucial Conversations” (from Crucial Learning), “Leading Self and Emotional Intelligence (EQ),” and “Leader as Coach.” Each class will feature important core competencies.

Adena Leadership Core 2022 Course Description

Core Competencies

Culture Transformation and Change

This module addresses the profound impact leadership has on organizational culture, ranging from employee engagement to work environment, ambiance, and overall company success as a whole. Leaders will understand various organizational change models and methods for navigating them successfully, learning resilience and effective communication to drive teams and break through resistance.

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

Crucial Conversations

Critical conversations are critical junctures with high stakes, opposing views, and intense emotions. Critical conversations can be change-making, deciding project outcomes, team performance, safety, diversity, engagement, and relationships. Leaders will be taught a model for handling such challenging conversations.

• Self-awareness
• Calmness
• Handling Problem Employees
• Participative Management
• Building Collaborative Relationships
• Compassion & Sensitivity

Leading Self and EQ

This experiential course invites leaders to develop emotional intelligence in peer collaborative groups and promote self-awareness and a growth mindset. Through reflection, leaders will cultivate composure, initiative, and respect for differences.

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

Leader as Coach

Through group work and exercises, leaders will learn the nature of coaching and the application thereof, gaining skills in focused and global listening, effective questioning, and competent delivery of feedback.

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

Guidelines for Effectiveness

It is necessary to measure the success of the development program. Employee development activities divert employees from their normal work for a while, and this impacts short-term productivity. Having metrics to measure progress and to reflect on it makes future development activities more justifiable. In addition, if the desired progress of leaders is not seen, more support or role adjustment within the organization may be necessary.

Major Measurements for Leadership Core

Adena will use the following measures to determine the success of the program, considering the potential individual gains or losses experienced by leaders:

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

PSY FPX 8720 Assessment 6 Leadership Development Plan 

Virtual Guidelines

Virtual team leadership training is distinctive in the challenges it poses. While the curriculum remains relevant, it needs to be adjusted to address virtual team-specific needs and challenges. The provision of features such as breakout rooms, chat capabilities, and other interactive features is essential to support adult learners in a virtual space.

Conclusion

The necessity for leadership development at Adena Health is underpinned by the necessity to build a culture of growth and responsiveness. By embracing the Adena Leadership Core program, Adena Health aims to provide its leaders with the skills and competencies needed to deal with challenges and realize organizational success.