Overview
As an HR consultant, you are exceeding the expectations of the leadership team of the U.S. branch. Along with the change management plan, your memo emphasizing the need for leaders to coach, mentor, and inspire the workforce to participate in the change process was well received by the VP and the leadership team of the U.S. branch.
Now you decide to preempt questions regarding leadership development initiatives that can be deployed at the U.S. branch to improve employee engagement or reduce attrition. To highlight how leadership development initiatives influence employee engagement, you decide to share the case study of a successful company. Apart from the case study, you will also submit your analysis on how these initiatives can develop “change leaders” at the U.S. branch of the Singaporean software solutions provider. You will also include your suggestions about the delivery methods for these leadership development initiatives.
Prompt
Write a brief to document your analysis of the leadership development initiatives of the Campbell Soup Company. This paper should inform the VP and leadership of the U.S. branch about initiatives that you recommend for deployment at the U.S. branch of the Singaporean software solutions provider to develop change leaders.
Specifically, you must address the following criteria:
- Recommend two specific leadership development initiatives from the Campbell Soup Company Case Study or other academic research that can be deployed at the U.S. branch of the Singaporean software solutions provider.
- Why do leadership development initiatives influence employee engagement?
- How do leadership development initiatives impact the retention of leaders?
- Refer to the Employee Engagement Surveys and Exit Interviews to ensure relevant company data is considered.
- Determine manager competencies (knowledge, skill, and ability) that will be effective in supporting the change management plan.
- How does a coach or mentor influence change acceptance?
- Refer to the Leaders’ Self Evaluations and Exit Interviews to ensure relevant company data is considered.
- Recommend delivery methods for leadership development initiatives.
- Consider a blend of formal and informal trainings, and classroom and online methods of training, while making your selection.
- Consider relevant organization data from the Exit Interviews.
- Justify recommendations for leadership development initiatives.
- How will leadership development initiatives prepare employees for change?
- How does leadership influence the success of an organization?
What to Submit
Submit a 3- to 5-page Word document using double spacing, 12-point Times New Roman font, and one-inch margins. Sources should incorporate references, including course materials, cited in APA format and listed on a separate reference page. Consult the Shapiro Library APA Style Guide for more information on citations.
Module Eight Brief Rubric
| Criteria | Exceeds Expectations (100%) | Meets Expectations (90%) | Partially Meets Expectations (70%) | Does Not Meet Expectations (0%) | Value |
|---|---|---|---|---|---|
| Recommend Leadership Development Initiatives | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Identifies two well-researched leadership development best practices from research or the case study | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include identifying at least two leadership development best practices from research or the case study | Does not attempt criterion | 25 |
| Determine Manager Competencies | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Determines manager competencies that will be effective in supporting change management plans | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include determining at least one manager competency that will be effective to support change management plans | Does not attempt criterion | 25 |
| Recommend Delivery Methods | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Recommends the appropriate delivery methods for leadership development initiatives | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include recommending at least one appropriate delivery method for a leadership development initiative | Does not attempt criterion | 20 |
| Justify Recommendations | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Justifies recommendations for leadership development methods | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include justifying at least two leadership development initiatives | Does not attempt criterion | 20 |
| Clear Communication | Exceeds expectations with an intentional use of language that promotes a thorough understanding | Consistently and effectively communicates in an organized way to a specific audience | Shows progress toward meeting expectations, but communication is inconsistent or ineffective in a way that negatively impacts understanding | Shows no evidence of consistent, effective, or organized communication | 5 |
| Citations and Attributions | Uses citations for ideas requiring attribution, with few or no minor errors | Uses citations for ideas requiring attribution, with consistent minor errors | Uses citations for ideas requiring attribution, with major errors | Does not use citations for ideas requiring attribution | 5 |
| Total: | 100% |