Leading Organization & People _ MBA 610

Please read the instructions carefully !

>Sheet

(where 1 is low, and 7 is high). See Part 1, Item 1 below for an example, and then overwrite the sample ratings with your own ratings for this item. The gap for each item will be automatically calculated.
Interpreting your results: In the example, the gap is

. The large negative number indicates an item where current proficiency is low and career importance is high—so, this might be an item to address. A gap represented by a large positive number (e.g., 5) indicates that current proficiency is relatively high and career importance is relatively low. In this event, you would not want to pick the item as one to address.

, and Implementation

Goal-Setting
1

2 7 -5

Using a scale of 1 to 7, where 1 is low and 7 is high, please indicate your current level of proficiency with each of the following. Using the same scale, select the number that best represents how important each item is for your career success. Gap

Instructions: Review each item below and determine your current level of proficiency and the importance the item has for your career success. Use a scale of 1 to

–

Part 1: Personal Leadership Assessment,

Goal-Setting

Using a scale of 1 to 7, where 1 is low and 7 is high, please indicate your current level of proficiency with each of the following.

Using the same scale, select the number that best represents how important each item is for your career success.

Gap

I am able to formulate a good long-term career goal.

I am able to analyze my personal knowledge proficiency.

I am able to analyze my personal skill proficiency.

I take actions to address self-identified areas of strength or weakness.

I am able to formulate goals that meet the SMART criteria to help me address areas of weakness or strength.

I monitor, critically analyze, and record my progress in taking actions and achieving goals.

I seek timely support and feedback from others to help track my progress and achieve my goals.

Self-Awareness

I know my areas of personal strength in the workplace.

I understand how to leverage my strengths to achieve success.

I know what I need to improve to be an effective leader.

I understand what I need to do to make the improvements I believe are important for my career success.

I recognize actions I can take to help improve my leadership competencies.

I recognize how my behaviors may impact others.

Awareness of Others

I have a good understanding of the needs of the people I work with.

I have a good understanding of how others perceive me at work.

I am interested in learning about the people I work with.

Self-Management

I handle criticism without becoming defensive.

I am calm under pressure.

I use personal failures as an opportunity for further growth and development.

I manage stress well.

I typically have a positive outlook.

I try to see and understand matters from others’ perspectives.

I am a good listener.

I wait to form judgments until I have all the needed information.

When I make a mistake I am not afraid to say so.

Management of Others

I am able to relate well with peers in the workplace.

I have good working relationships with those I supervise.

I have good working relationships with those I report to.

Gap for Leadership: Use your gap analysis to identify your gap for leadership and select one of the above to work on this semester.

Gap 1 (Provide the number from column B and the description from column C):

Part 2: Situation Audit

Organizational Strategy and Objectives

I am able to explain my organization’s mission, vision, values, and core goals to people who are new to the organization.

I am able to evaluate my organization’s mission, vision, values, and core goals and make recommendations for improvements if needed.

I understand the concept of valuable, rare, inimitable, and nonsubstitutable resources (VRIN) and can identify them within my organization.

I am able to explain my organization’s current strategy to others.

I am able to critically evaluate my organization’s strategy.

I am able to explain the pros and cons of alternative strategies my organization might want to consider in light of its current situation.

I am able to accurately explain my organization’s current structure.

I can discuss my organization’s size and understand the possible implications for organizational performance.

I am able to explain the pros and cons of the current organizational structure for achieving the mission, vision, values, and core goals.

I am able to explain the strategic and financial objectives my organization is using to help achieve its strategy.

I am able to critically evaluate my organization’s strategic and financial objectives and offer recommendations for possible improvements.

I can identify and explain my organization’s core competencies.

I can explain how and why each of my organization’s core competencies might serve as a source of competitive advantage.

I am able to explain how and why resource-based theory is useful in understanding my organization’s critical resources.

Human Resources

I am able to describe my organization’s human resource management system to those who are new to the organization.

I am able to evaluate the human resource management system and identify some aspects that may need improvements.

I am able to explain my organization’s performance management (PM) system (including talent recruitment, onboarding, development, and evaluation) to those who are new to the organization.

I am able to identify potential strengths and weakness in the PM system and make recommendations for possible improvement.

I am able to analyze and explain the extent to which my organization views its people as a source of competitive advantage.

Financial Resources

I understand how and why the information contained in my organization’s publicly available financial statements is helpful in explaining its financial situation.

I know how to find the information I need to identify typical accounting and financial management issues when analyzing an organization’s financial statements.

I can explain the process used to develop my organization’s operating budget.

I can evaluate the extent to which my organization’s master and unit level budgets appear to align with and support its mission, goals, vision, values and objectives (MGVOs).

Technology Resources

I can evaluate the extent to which my organization leverages the Internet as a source of competitive advantage.

I am able to evaluate my organization’s use of an Intranet (or alternative tools for internal collaboration and communication) and identify areas of potential strength and weakness.

I can explain the process used to develop my organization’s strategic technology plan and evaluate its alignment with the MGVOs.

I am able to explain and evaluate my organization’s technology governance practices.

I am able to summarize my organization’s current situation with respect to the effective use of advanced technologies.

Building and Equipment

I am able to summarize my organization’s physical plant and equipment.

I can evaluate whether the plant and equipment are used effectively.

I am able to evaluate whether there are physical assets within the organization that need to be retired or replaced.

I can explain the process used to develop my organization’s facilities plan and evaluate its alignment with the MGVOs.

I am able to evaluate the adequacy of the physical plant budget.

I am able to determine whether there are bottlenecks within my organization’s operations.

Leadership Effectiveness

I am able to identify the common managerial style within my organization.

I can determine the possible causes of the dominant managerial style, and discuss the likely consequences of this style for my organization’s MGVOs.

I am able to identify the types of support provided by my organization to its managers to enhance their knowledge, skills, and abilities.

I am able to identify issues with managerial effectiveness within my organization (if they exist).

I am able to recommend possible courses of action that my organization’s leadership might consider if issues with managerial effectiveness are identified.

I am able to identify the potential costs and benefits of my recommended courses of action.

I am able to identify the major management control systems in place within my organization and determine whether they help the organization achieve its MGVOs.

Organizational Leadership

I am able to identify the roles and responsibilities of my organization’s leader.

I am able to identify the power sources upon which my organization’s leader relies.

I am able to analyze the implications for the organization of the power sources used by my organization’s leader.

I am able to identify the major factors that limit the ability of my organization’s leader to exercise his or her power.

I am able to identify the influence tactics upon which my organization’s leader usually relies and discuss the implications for his or her performance.

I am able to recognize how my organization’s leader handles organizational politics and discuss the implications for his or her performance.

I am able to identify the approaches to conflict (organizational and/or interpersonal) used by my organization’s leader, and discuss the implications.

I am able to analyze whether my organization’s leader is an effective decision maker.

I am able to assess the ability of my organization’s leader to create and nurture relationships with peers and followers that contribute to success, both individual and organizational.

I am able to identify whether my organization’s leader uses a transactional or transformational leadership style and discuss the implications.

I am able to assess whether the behaviors, decisions, and actions of my organization’s leader contribute positively to the MGVOs and reputation of the organization.

Governance

I am able to describe the governance structure in place within my organization.

I am able to determine whether the current structure ensures independent and expert oversight and review of major organizational decisions.

I am able to determine whether my organization has provided appropriate protection against arbitrary, capricious, and/or unethical behavior on the part of leaders and managers.

I am able to assess whether the current management, leadership, and governance are effective.

I am able to assess whether any recent changes (management, leadership or governance) within my organization have had positive measurable effects.

Learning Organizations

If they exist, I am able to describe the metrics related to my organization’s commitment to learning.

I am able to determine whether the metrics (if present) align with and support the organization’s MGVOs.

I am able to determine the extent to which the metrics are being used to review performance and to make needed changes.

I am able to assess whether my organization is committing the resources and leadership attention required to create a sustainable learning organization.

I am able to describe my organization’s experience with implementing significant changes over the past five years.

I am able to determine which change model(s) best describe my organization’s experience with implementing significant change.

I am able to determine the lessons my organization’s leaders and managers should take from past change experiences to help ensure success for the future.

I am able to complete a preliminary situation audit for my organization and to identify specific aspects of the organization that require leadership attention.

Gap for Situation Audit: Use your gap analysis to identify and select one of the above to work on this semester.

Gap 2 (Provide the number from column B and the description from column C):

Part 3: Organization Culture, Climate, and Ethical Decisions

Research and Analytical Skills

I am able to find good research sources and then create an annotated resource list.

I am a strong critical thinker and use this skill consistently in my work and writing.

I understand the concept of evidence-based management and am able to determine whether my organization uses this approach.

Organizational Culture

I am able to define organizational culture.

I can evaluate my organization’s culture.

I am able to assess the effects culture has on my organization’s ability to achieve its MGVOs.

I understand how country cultural differences may affect my organization.

Organizational Climate

I can explain the characteristics of a healthy organizational climate.

I can objectively evaluate my organization’s climate and recommend changes if needed.

I can recognize the types of conflict organizations experience and how they may affect my organization’s success.

Business Ethics

I am able to assess whether my organization’s leaders make ethical decisions.

I am able to determine whether my organization places sufficient emphasis on ethical and caring behavior.

Organizational Behavior

I understand how and why the study of organizational behavior contributes useful information for managers and/or leaders.

Gap for Culture, Climate, and Ethical Decisions: Use your gap analysis to identify and select one of the above to work on this semester.

Gap 3 (Provide the number from column B and the description from column C):

Part Four: Virtual Teams

Team Organization

I know how to structure a virtual team (or teams) for optimal effectiveness.

I am able to manage a virtual team (or teams) for optimal effectiveness.

I can discuss the potential benefits and challenges of using virtual teams.

I understand the principles that should be applied in creating an effective team agreement.

I know how to create a project work plan to support the successful completion of a team project.

Team Types and Principles

I can explain the possible types of teams that can be used.

I am aware of the general principles that are important for leading and managing a virtual team.

I can identify the challenges associated with having a geographically dispersed team.

I can offer potential solutions to the challenges of being a geographically dispersed team.

I can explain the follow-the-sun work model.

I can determine whether the follow-the-sun model would be appropriate in a given set of circumstances.

Team Composition

I can explain the benefits and issues associated with team size.

I can explain how team composition (especially homogeneity and heterogeneity) effects team success.

I can discuss the various roles that team members need to fill in order for the team to be successful.

I know how team leadership differs from other forms of leadership within an organization.

I can identify the team leadership model that would work best in my organization.

Personality and Personality Assessments

I understand the effects that different personality traits can have on team dynamics.

I am able to identify some assessments that might provide me with useful insights into my own personality.

I am able to identify some assessments that might help team members gain a better understanding of one another.

I can explain how teams develop and understand the implications for teams within my organization.

Country Cultural Differences

I understand country cultural differences and can explain the impact they have on an organization that operates globally.

I can make recommendations for handling cultural differences within a virtual team.

Group Decision Making

I have a good understanding of how decisions are made within teams.

Training and Technology

I am able to identify the best information and communication technologies for use within virtual teams.

I can make recommendations for the types of training that would be most beneficial to high-functioning virtual teams.

I know how to conduct a cost-benefit analysis to determine whether my recommendations are sound.

Team Management

I understand the options available for managing virtual teams within my organization.

Gap for Virtual Teams: Use your gap analysis to identify and select one of the above to work on this semester.

Gap 4 (Provide the number from column B and the description from column C):

Step1: Define a Career SMART Goal

As MBA students, you are career-directed professionals constantly striving to strike a practical work-life balance. You may not always have the time or resources to manage your career effectively. The following resources will serve as basis to develop your career goal or goals:

Career Exploration

Career Planning and Changing

Individual Career Management

Career Goal

For this step, think about one long-term career goal. Where would you like to be in your career in three to five years? How will you get there? What resources do you need? What short-term skills do you need to enhance your chances of achieving your career goal? To help you achieve your career goal, complete the following tasks using a leadership development plan (LDP):

· First, download the

LDP Template

and save it in local storage using the following file-naming protocol: lastname_firstname_preliminary_LDP x

· Second, identify and describe in writing one long-term career goal using the SMART (specific, measurable, achievable, realistic, and timely) format. Read

SMART goals

for specific guidelines.

· Third, place this goal in the

LDP template section entitled Long-Term Career Goal.

· Fourth, identify and list five to six short-term development skills that you will need to acquire in order to make progress toward your long-term career goal. Place these skills in the Short-Term Skills Development section of the LDP.

· Finally, place your LDP in the dropbox located in the last step of this project.

Career and leadership development is an ongoing process that will continue well beyond receipt of your MBA. This submission of your leadership development plan is preliminary, as you will have the opportunity to update your LDP in Step 5 of this project. Having two submissions gives you the opportunity to assess and reflect on knowledge you have acquired throughout the term.

When you have submitted your preliminary LDP, proceed to Step 2, where you will work on a preliminary

skills gap analysis

STEP 2:

Step 2: Complete A Skills Gap Analysis

The preliminary leadership development plan allowed you to identify and develop a plan to help you achieve one long-term career goal. Step 2 will introduce you to a skills gap analysis, which will assess your specific skills as they pertain to each of the four course projects and help you identify the skill areas you want to enhance. You will revisit the skills gap analysis at the end of the term in order to measure the progress you made as a result of completing the four course projects.

Complete your preliminary skills gap analysis and related

skills gap table

by the end of Week 1. Carefully follow the instructions below:

· The preliminary skills gap analysis has four parts that parallel each of the four course projects. After you complete the preliminary skills gap analysis, select one skill area from each of its four parts where a meaningful gap exists. These should be skill gaps you want to reduce during this term to enhance your leadership skills, bolster your current career, and ultimately achieve your career goals.

· Place each of the four skill area gaps you identified from the skills gap analysis in the skills gap table. The table has a separate space for each of your four gap goals.

· In the skills gap table, list the developmental activities, completion date, resources and costs, and expected outcomes associated with each of the four skills gap goals you identified. The table serves as an action plan that leads to the accomplishment of each of the four skills gap goals. It details the activities you will undertake to reduce each of your four selected skill gaps during the remaining weeks of this term.

· Consider all appropriate activities and resources that would help reduce each of the four skill gaps. These resources might include conferences, books, free online classes, mentorship, coaching, observation, professional associations and groups, networking, volunteering, journaling, and so forth. Select the appropriate activities related to each of your four skill gaps and list them in the skills gap table. Submit your preliminary skills gap analysis and the skills gap table in the dropbox located in the last step of this project. This part of Project 1 is now complete.

· You will update your preliminary skills gap analysis during the last week of the term to assess the progress you have made on the skill gaps you identified and to determine the impact of this course on your leadership and career goals.

After you submit your preliminary skills gap analysis and skills gap table, continue to Step 3.

STEP 3:

Step 3: Reflect on Your Leadership Development

Developing your career, managing others, and becoming a leader begins with self-examination. An individual must first develop an accurate view of his or her own interests, values, skills, limitations, and preferences in order to make career choices and advance their career. A research-based relationship between personal effectiveness, career, and leadership development quickly emerges.

This step will provide the necessary knowledge to initiate a personal effectiveness and career development plan. The process will enhance your development plan by providing you with the opportunity to use a personality assessment tool as a resource to gain a better understanding of yourself. Finally, you will be able to incorporate these insights in your Week 11 LDP Reflections Summary.

The following readings and the assessment tool will allow you to achieve several objectives:

Personal Effectiveness

—This resource will increase your knowledge of self-awareness as a driver of personal effectiveness and the relationship between personal effectiveness and leadership.

Personality Assessments

—This resource will help you understand the utility of personality assessments.

Proceed to the discussion CliftonStrengths Overview and Instructions for taking the CliftonStrengths assessment.

The CliftonStrengths (formerly StrengthsQuest) assessment has been under continuous development for more than three decades. The major construct underpinning the assessment is that each individual has a set of core strengths that correlate to career growth, personal effectiveness, job satisfaction, and personal fulfillment.

Aside from the benefits that accrue to individuals who are conversant with their strengths and how to best use them, CliftonStrengths is useful to teams by indicating the strengths each team member can contribute to facilitate the achievement of team goals and projects.

During this week, participate in the Class Discussion on CliftonStrengths so that you can share your results and gain a deeper and fuller understanding of your unique strengths, as identified by the CliftonStrengths assessment. Moreover, as part of the project plan required for Project 4 later in the term, a CliftonStrengths team members grid must be completed. The team members grid is used to identify the strengths each team member can contribute.

In Week 11, you will submit an LDP reflections summary and gap reflections summary. As you conclude Project 1, think about what you learned during the course of this project. In your reflections, you will be asked to consider the impact of self-awareness on your career goals and leadership development, as well as the influence of taking an assessment, reading about other assessments, and participating in a week-long personal assessment discussion.

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