Developing a Leadership Plan

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Select a contemporary leadership challenge. It can be in your workplace, an organization you are currently or previously associated with, or an organization you can research through peer-reviewed resources. In this paper you will propose a leadership plan to the CEO and Board of Directors that will address this challenge.

Explain why leadership in this organization is not functioning to its potential and identify what needs to change.
Present a brief description of at least four leadership models and determine which leadership model(s) are exhibited in this organization.
Select a model and explain how your selected model will support success for the organization.
Describe the exhibited behaviors by the leader(s), and explain whether they add value.
In analyzing the leader(s), present a brief description of at least 4 leadership styles and determine which characteristics and leadership style exhibited requires improvement through reflection or training.
Explain to what extent conflict is present, both positive to challenge the status quo and negative based on personal agenda pursuit.
Examine the role that effective communication will serve toward conveying the scope of the problem and resolution in the situation.
Describe Tuckman’s teamwork performance stage, and recommend leader support to optimize conjoined efforts.
Summarize your findings and recommendations to the CEO and Board of Directors.
Your completed plan for the CEO and Board of Directors should be a minimum of seven pages in length. A title page or reference pages do not count toward this requirement. You may utilize charts, data, tables, and other visuals as needed, but this is not a requirement and does not count towards the page length

Sample Solution

Leadership Plan to Address Ineffective Leadership and Team Dynamics

Introduction:

This leadership plan addresses challenges faced by [Organization Name], focusing on ineffective leadership and team dynamics. It proposes a multi-pronged approach, including leadership training, conflict resolution strategies, and team-building exercises.

Why Leadership Isn’t Functioning Optimally:

  • Lack of Strategic Vision: The current leadership might not have a clear vision for the organization’s future, leading to a lack of direction and employee disengagement.
  • Poor Communication: Communication gaps can lead to confusion, frustration, and a dysfunctional work environment.
  • Micromanagement: Stifling creativity and initiative through excessive control can hinder productivity and morale.
  • Limited Collaboration: A lack of collaboration can create silos within departments, hindering innovation and problem-solving.

Leadership Models:

  • Transformational Leadership: Inspires and motivates followers to achieve their full potential and strive for innovation.
  • Servant Leadership: Focuses on the needs and well-being of employees, fostering a collaborative and supportive environment.
  • Transactional Leadership: Relies on rewards and punishments to motivate employees, often used in hierarchical structures.
  • Situational Leadership: Adapts leadership style based on the maturity and development level of employees or teams.

Current Leadership Model and Its Impact:

Based on the identified issues, the organization likely exhibits a Transactional Leadership model with elements of Micromanagement. While this can achieve results in the short term, it lacks long-term vision, demotivates employees, and stifles innovation.

Selected Model: Transformational Leadership

Transformational Leadership will empower employees, foster innovation, and create a more engaged workforce. It focuses on:

  • Idealized Influence: Leaders serve as role models, inspiring employees to achieve their full potential.
  • Intellectual Stimulation: Leaders encourage creativity, innovation, and critical thinking.
  • Individualized Consideration: Leaders pay attention to individual needs and development.
  • Inspirational Motivation: Leaders communicate a clear vision that motivates and excites employees.

Leader Behavior Analysis:

  • Focus on Short-Term Goals: Leaders might be overly focused on meeting immediate quotas or targets, neglecting long-term strategy.
  • Limited Communication: Leaders might not effectively communicate the organization’s vision, goals, and expectations.
  • Lack of Delegation: Leaders might be reluctant to delegate tasks, leading to micromanagement and employee disengagement.

Leadership Styles and Improvement Areas:

  • Authoritarian: Leaders dictate decisions without input, which needs to be replaced with a more participative style.
  • Bureaucratic: Leaders might be overly focused on rules and regulations, stifling innovation. This can be improved by adopting a more flexible and adaptable approach.
  • Democratic: While some democratic leadership exists through limited communication, it needs to be expanded to encourage open communication and collaboration.

Conflict Management:

Currently, negative conflict driven by personal agendas might be hindering progress.

  • Conflict Resolution Strategies: Training in conflict resolution skills will equip leaders and staff to address disagreements productively.
  • Focus on Shared Goals: Shifting focus from individual agendas to shared organizational goals will create a more collaborative environment.

Effective Communication:

  • Transparency and Open Dialogue: Leaders need to clearly communicate the challenges, proposed solutions, and expected outcomes.
  • Active Listening: Leaders should actively listen to employee concerns and ideas, fostering trust and engagement.

Tuckman’s Teamwork Performance Stages:

The team might be stuck in the Storming stage, characterized by conflict and disagreement. Leader support can help them move to Norming (collaboration) and Performing (high-functioning teamwork).

  • Team-Building Activities: Activities that promote trust, communication, and collaboration can be used to optimize team performance.

Summary and Recommendations:

  • Leadership Training: Invest in leadership training programs to develop transformational leadership skills such as vision setting, communication, and delegation.
  • Conflict Resolution Training: Equip leaders and employees with conflict resolution skills to address disagreements constructively.
  • Team-Building Exercises: Facilitate team-building activities to foster collaboration and trust.
  • Open Communication: Implement open communication channels, encouraging feedback and employee participation.

By implementing these recommendations, the organization can address the leadership and team dynamics challenges. Strong leadership, effective communication, and collaborative teams are essential for success in today’s competitive environment.

Note: This plan is a framework. You can customize it further by:

  • Replacing bracketed information with the specific organization’s details.
  • Researching specific leadership training programs or team-building activities suitable for the organization.
  • Including data or examples from the organization to strengthen the analysis.

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