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PSY FPX 8720 Assessment 6 Leadership Development Plan

PSY FPX 8720 Assessment 6 Leadership Development Plan Free Sample Papers Anxiety (1) BS Psychology (119) Depression (11) Essay (2) MS Psychology (118) Need writer for your Psychology Papers? Get your paper in 24 Hours. We have a team of Psychology Academic Writers who can help you quickly write plagiarism-free papers, essays, and research articles. Hire Writer PSY FPX 8720 Assessment 6 Leadership Development Plan Name Capella University PSY FPX 8720 Psychology of Leadership Prof. Name Date Analysis The need to foster leadership skills has been identified through a comprehensive examination of organizational culture at Adena Health. Conducted with the assistance of a third-party organization, this scrutiny revealed a significant requirement for enhancing leadership capabilities within the company. Interviews with employees highlighted a culture dominated by fear and exclusivity, with hierarchical leadership being emphasized. Consequently, there has been noticeable turnover among top-level leadership positions, reflecting employee apprehension and discomfort. Acknowledging this necessity, Adena Health has recognized the importance of developing the interpersonal skills of its leaders and establishing a set of accepted behavioral norms. Current Gap At present, Adena Health’s leadership orientation primarily focuses on tasks, lacking coverage of leadership skills from an employee relations perspective. Leaders seeking development are often directed to external e-learning programs, typically at their own expense. Recently, the Human Resources department has engaged an executive coach, integrated within the organizational development team, to provide coaching at the executive level. Key Components Adena’s leadership development initiative will consist of mandatory classes organized into cohorts by the Human Resources team. The program, titled Adena Leadership Core, will comprise four classes: “Culture Transformation and Change,” “Crucial Conversations,” “Leading Self and Emotional Intelligence (EQ),” and “Leader as Coach.” Each class will cover essential core competencies. Adena Leadership Core 2022 Course Description Core Competencies Description Culture Transformation and Change This module explores the profound impact of leadership on organizational culture, including employee engagement, work environment, and overall company success. Leaders will learn about various organizational change models and strategies to effectively navigate them, fostering resilience and communication skills to inspire teams and overcome resistance. Crucial Conversations This module focuses on pivotal moments characterized by high stakes, divergent opinions, and intense emotions. Leaders will acquire a framework for navigating such challenging dialogues, emphasizing self-awareness, composure, and effective communication strategies. Leading Self and EQ This experiential course encourages leaders to cultivate emotional intelligence within collaborative peer groups, fostering self-awareness, composure, initiative, and respect for diversity. Leader as Coach Through group discussions and practical exercises, leaders will learn the essence of coaching and its application, honing skills in focused listening, impactful questioning, and adept feedback delivery. Guidelines for Effectiveness Evaluating the success of the development program is crucial. Implementing mechanisms to measure progress and reflection aids in justifying future development endeavors. Additionally, if leaders fail to demonstrate desired progress, supplementary support or role reassignment may be necessary. Major Measurements for Leadership Core Adena will assess the success of the program using metrics such as Engagement Survey Score, Employee Retention, Learner Satisfaction, and Leader Performance Evaluation Rating. Virtual Guidelines Leadership development for virtual teams presents unique challenges. While the curriculum remains relevant, adaptations are necessary to address the needs and challenges faced by virtual teams. Incorporating features such as breakout rooms, chat functionalities, and other interactive tools is essential to engage adult learners in a virtual setting.] PSY FPX 8720 Assessment 6 Leadership Development Plan Conclusion The imperative for leadership development at Adena Health underscores the need to cultivate a culture of growth and adaptability. By implementing the Adena Leadership Core program, Adena Health aims to equip its leaders with the necessary skills and competencies to navigate challenges and drive organizational success. References Crucial Learning. (2021, November 23). Crucial conversations for mastering dialogue. Retrieved December 20, 2021, from https://cruciallearning.com/crucial-conversations-for-dialogue/ Unboxed Staff. (201AD, January 18). Measuring Leadership Development Program Effectiveness. Retrieved December 20, 2021, from https://www.unboxedtechnology.com/blog/measuring-leadership-development-program-effectiveness/ PSY FPX 8720 Assessment 6 Leadership Development Plan CCL. (2021, October 15). Virtual leadership development programs. Retrieved December 20, 2021, from https://www.ccl.org/leadership-programs/virtual-leadership-development-programs/   Also Read PSY FPX 8720 Assessment 6 Leadership Development Plan Read More PSY FPX 8720 Assessment 5 Leadership Theories Read More PSY FPX 8720 Assessment 4 Analysis of Leadership Read More PSY FPX 8720 Assessment 3 Strength Based Self-Leadership Read More Load More

PSY FPX 8720 Assessment 5 Leadership Theories

PSY FPX 8720 Assessment 5 Leadership Theories Free Sample Papers Anxiety (1) BS Psychology (119) Depression (11) Essay (2) MS Psychology (117) Need writer for your Psychology Papers? Get your paper in 24 Hours. We have a team of Psychology Academic Writers who can help you quickly write plagiarism-free papers, essays, and research articles. Hire Writer PSY FPX 8720 Assessment 5 Leadership Theories Name Capella University PSY FPX 8720 Psychology of Leadership Prof. Name Date Introduction Leadership theories offer diverse perspectives on effective leadership, ranging from inherent traits to learned behaviors. Leadership is integral to team dynamics, shaping organizational outcomes. This paper examines Jordan’s leadership journey as the director of Organizational Development, navigating challenges and responsibilities. Jordan assumed his position five years ago with minimal prior experience, dedicating himself to skill development, including certification as an ICF coach. Leading amidst turnover, he spearheads initiatives like cultural transformation and leadership development. Despite resource concerns, balancing professional duties with parenthood adds complexity. Servant Leadership Robert Greenleaf’s Servant Leadership theory prioritizes serving followers, emphasizing collaboration and empathy. Critics caution against prioritizing individual needs over organizational goals. An anecdote from Jordan’s experience during the pandemic illustrates this tension, showcasing the trust-building potential of prioritizing followers. Fiedler’s Contingency Theory Leadership Fred Fiedler’s Contingency Theory posits leadership effectiveness depends on situational factors, not a universal style. It identifies leadership style and situational control as crucial. Jordan’s High LPC assessment indicates a preference for interpersonal connections over task orientation, aligning with relationship-focused tasks but challenging task-oriented projects. PSY FPX 8720 Assessment 5 Leadership Theories Compare and Contrast Servant Leadership and high LPC leadership emphasize development and flexibility, while Fiedler’s model suggests a fixed style. Both stress aligning leadership with context. In a virtual work landscape, leaders must blend servant-like support with directive clarity. Servant Leadership in Action Servant leadership supports onboarding and talent development, empowering and engaging employees. Fiedler’s theory highlights matching leaders with suitable projects, as seen in Jordan’s experiences. Conclusion Effective leadership requires adaptability and situational awareness. The explored theories underscore the dynamic interplay between leadership style and context. Understanding individual inclinations and situational demands is essential. References Burkus, D. (2021, October 4). Servant leadership theory. David Burkus. Retrieved from https://davidburkus.com/2010/04/servant-leadership-theory/ Mind Tools Content Team. (2021). Fiedler’s contingency model: Matching leadership style to a situation. Leadership Skills From MindTools.com. Retrieved from https://www.mindtools.com/pages/article/fiedler.htm Tarallo, M. (2021, May 19). The art of servant leadership. SHRM. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/organizational-andemployee-development/pages/the-art-of-servant-leadership.aspx Villanova University. (2021, September 9). The Contingency Theory of Leadership Explained. Villanovau.com. Retrieved from https://www.villanovau.com/resources/leadership/contingency-theory-leadership/ PSY FPX 8720 Assessment 5 Leadership Theories Virtual leadership styles for remote businesses. Maryville Online. (2021, February 4). Retrieved from https://online.maryville.edu/blog/virtual-leadership/ Also Read PSY FPX 8720 Assessment 5 Leadership Theories Read More PSY FPX 8720 Assessment 4 Analysis of Leadership Read More PSY FPX 8720 Assessment 3 Strength Based Self-Leadership Read More PSY FPX 8720 Assessment 2 Leadership and diversity Read More Load More

PSY FPX 8720 Assessment 4 Analysis of Leadership

PSY FPX 8720 Assessment 4 Analysis of Leadership Free Sample Papers Anxiety (1) BS Psychology (119) Depression (11) Essay (2) MS Psychology (116) Need writer for your Psychology Papers? Get your paper in 24 Hours. We have a team of Psychology Academic Writers who can help you quickly write plagiarism-free papers, essays, and research articles. Hire Writer PSY FPX 8720 Assessment 4 Analysis of Leadership Name Capella University PSY FPX 8720 Psychology of Leadership Prof. Name Date Leadership Analysis The evolution of technology and globalization has significantly impacted the landscape of business, imposing new demands on leaders. Rather than resisting change, leaders must embrace it to succeed. Life’s unpredictability underscores the importance of flexibility and adaptability in leadership. Striking a balance between professional obligations and personal life is essential, although it poses challenges that can affect health, family, and job performance. Overview of Leadership Challenges Greg manages a team consisting of an administrative assistant and three supervisors overseeing a total of sixteen team members. Diverse teams often bring together complementary strengths and weaknesses, fostering productivity and cohesion. Greg’s commitment to meeting job expectations has led to burnout, resulting in illness and a backlog of tasks. This situation highlights the critical role of effective leadership in workload management and maintaining work-life equilibrium. Greg’s leadership deficiencies are evident in his reluctance to delegate tasks and his habit of shouldering responsibilities alone. This approach not only impedes productivity but also obstructs effective communication and collaboration within the team. To tackle these issues, Greg needs to reevaluate his leadership style and prioritize delegation, communication, and time management. Leadership Development Opportunities Greg’s challenges underscore the necessity for leadership development, particularly in communication, delegation, and self-awareness. By fostering transparent communication and appropriately delegating tasks, Greg can alleviate his workload and facilitate his team’s professional growth. Self-assessment is crucial for identifying areas needing improvement and leveraging strengths to enhance leadership efficacy. Maintaining energy and life balance is vital for sustaining leadership performance. Cultivating healthy habits, such as a balanced diet and moderating alcohol consumption, contributes to overall well-being. Effective leadership transcends the workplace, influencing employee engagement and organizational success. By prioritizing self-care and cultivating positive work environments, leaders can foster a culture of well-being and productivity. Theories on Energy Management Solution-focused cognitive-behavioral coaching presents a structured approach to enhancing performance and reducing stress. By empowering individuals to manage work and life effectively, organizations can promote well-being and sustainability. Offering resources and support for managing life events enhances employee resilience and engagement, ultimately benefiting organizational performance. Leadership Development Strategies Greg would benefit from coaching or mentoring to enhance communication, delegation, and time management skills. Structured leadership training, emphasizing holistic leadership, can equip Greg with tools to navigate challenges effectively. Delegation strategies should be emphasized to empower team members and foster professional development. Coaching with compassion enables leaders to leverage strengths and cultivate a positive work culture. Conclusion Leadership success hinges on adaptability, self-awareness, and effective management of personal and professional responsibilities. Leaders must prioritize self-care and seek support to navigate challenges and sustain performance. By embracing change and fostering a supportive work environment, leaders can enhance well-being and drive organizational success. References Bindle, S., & Parker, S. (2010). Proactive behavior at work: A review and theoretical extension of employee actions and outcomes. Journal of Management, 36(1), 261-279. Carolina, J. (n.d.). The importance of self-awareness in leadership development. Leadership Advance Online. PSY FPX 8720 Assessment 4 Analysis of Leadership Center for Creative Leadership. (n.d.). Leading change: The three Cs of effective leadership. CCL Insights. Dall’Ora, C., Ball, J., Reinius, M., & Griffiths, P. (2020). Burnout in nursing: A theoretical review. Human Resources for Health, 18(1), 1-14. Friedman, S. (2015). Total leadership: Leading from your life. Harvard Business Review. Grant, A. M. (2006). Solution-focused coaching: A comprehensive guide to developing happiness, health, and empowerment. Wiley. Greenan, K. (2016). Enhancing the leadership development process through self-awareness. Journal of Professional Counseling: Practice, Theory, & Research, 40(1), 1-14. Köppe, C., & Schütz, A. (2019). Taking care of oneself: Self-care strategies among leaders in the face of emotional demands. Leadership & Organization Development Journal, 40(2), 209-225. McKenna, B. (2019). The importance of leadership and positive attitude in the workplace. Journal of Leadership Studies, 13(2), 45-58. McKenna, B. (2021). Cultivating leadership through self-awareness. Leadership Development Review, 25(3), 78-92. Muthia, A., & Krishnan, V. (2015). Leadership styles and employee commitment: A study in the software industry. International Journal of Management Excellence, 6(2), 987-1000. Schwartz, T., & McCarthy, C. (2007). Manage your energy, not your time. Harvard Business Review. PSY FPX 8720 Assessment 4 Analysis of Leadership Whitmore, J. (2009). Coaching for performance: GROWing human potential and purpose. Nicholas Brealey Publishing. Also Read PSY FPX 8720 Assessment 4 Analysis of Leadership Read More PSY FPX 8720 Assessment 3 Strength Based Self-Leadership Read More PSY FPX 8720 Assessment 2 Leadership and diversity Read More PSY FPX 8720 Assessment 1 Read More Load More

PSY FPX 8720 Assessment 3 Strength Based Self-Leadership

PSY FPX 8720 Assessment 3 Strength Based Self-Leadership Free Sample Papers Anxiety (1) BS Psychology (119) Depression (11) Essay (2) MS Psychology (115) Need writer for your Psychology Papers? Get your paper in 24 Hours. We have a team of Psychology Academic Writers who can help you quickly write plagiarism-free papers, essays, and research articles. Hire Writer PSY FPX 8720 Assessment 3 Strength Based Self-Leadership Name Capella University PSY FPX 8720 Psychology of Leadership Prof. Name Date Abstract Leadership development is crucial for individuals to grow and excel in various aspects of life. Through a self-assessment process using the Values in Action (VIA) personality strengths test, this study aims to explore personal leadership aptitude and strategies for improvement. The VIA results revealed strengths in collaboration, perseverance, and sound judgment, along with areas for enhancement in compassion, spirituality, and socialization. To foster leadership effectiveness, strategies such as strength-focused development, self-leadership, and mentorship were formulated, aiming to enhance self-awareness and personal growth. Assessing Strengths Understanding one’s strengths is fundamental for leadership development. Strengths encompass a combination of talents, skills, and behavioral tendencies that contribute to optimal performance and authenticity. Personal experiences, particularly in challenging situations like leading a team in Al Fallujah, emphasized strengths in teamwork, perseverance, and judgment. These experiences underscore the importance of leveraging strengths to navigate complex scenarios successfully and foster effective leadership. Strengths Personal Experience Teamwork Leading in Al Fallujah Perseverance Overcoming challenges Judgment Making critical decisions Strategies for Development Continuous personal growth is essential for effective leadership. Key strategies include focusing on strength enhancement, nurturing self-leadership, and seeking mentorship. Soliciting feedback from others provides valuable insights into strengths and weaknesses. Additionally, developing self-awareness, confidence, and efficacy facilitates goal attainment. Mentorship offers guidance, feedback, and support in achieving leadership excellence. Strategies Description Strength enhancement Focus on leveraging strengths Self-leadership Cultivating self-awareness and confidence Mentorship Seeking guidance and support Enhancing Leadership Effectiveness Leadership development is reinforced by embracing strength-based theories and nurturing subordinates’ growth. Leaders can identify individual strengths and utilize them to enhance team cohesion and performance. Creating a supportive environment and offering guidance aid in developing junior leaders. Compassion and understanding are crucial for building personal relationships and motivating subordinates. Approaches Impact Strength-based theories Enhance team cohesion Supportive environment Develop junior leaders Compassion and understanding Motivate subordinates PSY FPX 8720 Assessment 3 Strength Based Self-Leadership Conclusion Self-assessment is vital for understanding and improving leadership capabilities. Through the VIA personality strengths test, valuable insights into strengths and areas for improvement were gained. Strategies such as strength-focused development, self-leadership, and mentorship offer pathways for continuous growth. By embracing these approaches and drawing from experiences, individuals can evolve as more effective leaders. References Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in leader and leadership development: A review of 25 years of research and theory. Leadership Quarterly, 25(1), 63. Dolbier, C. L., Soderstrom, M., & Steinhardt, M. A. (2010, April 2). The Relationships Between Self-Leadership and Enhanced Psychological, Health, and Work Outcomes. Journal of Management, 29(4), 487-505. https://doi.org/10.1080/00223980109603713. Key-Roberts, M. (2014). Strengths-based leadership theory and development of subordinate leaders. Military Review, 94(2), 4-13. Retrieved from http://library.capella.edu/login?qurl=https%3A%2F%2Fsearch.proquest.com%2Fdocview %2F1522282073%3Faccountid%3D27965. Manz, C. C., Houghton, J. D., Neck, C. P., Fugate, M., & Pearce, C. (2016). Whistle While You Work: Toward a Model of Emotional Self-Leadership. Journal of Leadership & Organizational Studies, 23(4), 374–386. https://doi.org/10.1177/1548051816655993. Miloff, M., & Zachary, L. (2017, October). Mentoring to Develop Strategic Leaders. Training and Development Magazine. Retrieved from https://www.td.org/magazines/td-magazine/mentoring-todevelop-strategic-leaders. Santovec, L. (2014, May 09). Team Leaders Use Their Strengths, Manage Their Weaknesses. Wiley Online Library. Retrieved from https://onlinelibrary.wiley.com/doi/full/10.1002/whe.10404. PSY FPX 8720 Assessment 3 Strength Based Self-Leadership Welch, D., Grossaint, K., Reid, K., & Walker, C. (2014). Strengths-based leadership development: Insights from expert coaches. Consulting Psychology Journal: Practice and Research, 66(1), 20–37. https://doi-org.library.capella.edu/10.1037/cpb0000002. Also Read PSY FPX 8720 Assessment 3 Strength Based Self-Leadership Read More PSY FPX 8720 Assessment 2 Leadership and diversity Read More PSY FPX 8720 Assessment 1 Read More PSY FPX 8711 Assessment 4 Intervention Proposal Read More Load More

PSY FPX 8720 Assessment 2 Leadership and diversity

PSY FPX 8720 Assessment 2 Leadership and diversity Free Sample Papers Anxiety (1) BS Psychology (119) Depression (11) Essay (2) MS Psychology (114) Need writer for your Psychology Papers? Get your paper in 24 Hours. We have a team of Psychology Academic Writers who can help you quickly write plagiarism-free papers, essays, and research articles. Hire Writer PSY FPX 8720 Assessment 2 Leadership and diversity Name Capella University PSY FPX 8720 Psychology of Leadership Prof. Name Date Leadership and Diversity Addressing Lack of Diversity and Cultural Awareness Contemporary society is characterized by its diversity, reflective of numerous cultural backgrounds. Navigating this diversity, especially within the ever-changing business environment, can present challenges for those unfamiliar with cross-cultural interactions. Regrettably, resistance to change often complicates efforts to cultivate a multicultural workforce, emphasizing the necessity of leaders with multicultural expertise. Successful businesses are guided by leaders who advocate for openness and acceptance in the workplace, valuing each individual’s skills, beliefs, and cultural heritage. Clear communication and understanding form the foundation for productive relationships, both within and outside of the workplace. Respect for diversity and a willingness to learn from others are imperative for nurturing a genuinely inclusive organizational atmosphere. A Case Study in Shanghai An examination of a company based in Shanghai reveals troubling patterns. Two Caucasian male leaders, John and Joe, seem to prioritize personal connections over merit in their hiring practices, fostering an environment of favoritism. This approach not only undermines the credibility of leadership but also perpetuates feelings of exclusion among other team members. Gertrude, a German female employee, has voiced concerns regarding exclusion and the lack of representation in decision-making processes, shedding light on systemic issues within the organization. PSY FPX 8720 Assessment 2 Leadership and diversity Implications of Leadership Behavior The leadership shortcomings of John and Joe extend beyond biases in hiring to include cultural insensitivity and gender discrimination. Their actions undermine the company’s professed commitment to diversity and inclusion, eroding trust and impeding organizational performance. Effective leadership requires emotional intelligence and cross-cultural competence, qualities notably absent in this scenario. Applying GLOBE Framework The GLOBE project provides valuable insights into the cultural influences on leadership styles and organizational practices. Understanding cultural dimensions can inform leadership strategies tailored to diverse contexts. For instance, while Anglo cultures may prioritize egalitarian leadership, Confucian Asian cultures often emphasize hierarchical structures. Aligning leadership styles with cultural expectations fosters improved engagement and performance. Recommendations for Improvement To tackle these issues, organizations must prioritize cultural training for leaders and staff alike. Embracing diversity involves creating an inclusive environment where all voices are heard and respected. Implementing reward systems for diversity management and empowering employees in decision-making processes can further enhance organizational effectiveness. Conclusion In an increasingly globalized world, diversity is not merely a moral imperative but also a strategic advantage. Effective leadership entails recognizing and appreciating the diverse perspectives and talents individuals bring to the table. By fostering inclusivity and embracing cultural diversity, organizations can unlock their full potential and thrive in a dynamic global landscape. References Fernandez, C. S. P., Peterson, H. B., Holmstrom., S. W., & Connolly, A. (2012). Developing emotional intelligence for healthcare leaders. DOI:10.5772/31940 GLOBE Foundation (n.d.). Global Leadership & Organizational Behavior Effectiveness (GLOBE) Project. https://globeproject.com/study_2004_2007?page_id=data#data House, R., Javidan, M., Hanges, P., & Dorfman, P. (2002). Understanding cultures and implicit leadership theories across the globe: An introduction to project GLOBE. Journal of World Business, 37(1), 3-10. https://www.sciencedirectcom.library.capella.edu/science/article/pii/S1090951601000694 Shaban, A. (2016). Managing and leading a diverse workforce: One of the main challenges in management. Procedia – Social and Behavioral Sciences 230, 76 – 84. https://www.sciencedirect.com PSY FPX 8720 Assessment 2 Leadership and diversity Whitmore, J. (2009). Coaching for Performance: Growing human potential and purpose: The principles and practice of coaching and leadership (4th ed.). Boston, MA: Nicholas Brealey. Also Read PSY FPX 8720 Assessment 2 Leadership and diversity Read More PSY FPX 8720 Assessment 1 Read More PSY FPX 8711 Assessment 4 Intervention Proposal Read More PSY FPX 8711 Assessment 3 Outline of a Coaching Plan Read More Load More

PSY FPX 8720 Assessment 1

PSY FPX 8720 Assessment 1 Free Sample Papers Anxiety (1) BS Psychology (119) Depression (11) Essay (2) MS Psychology (113) Need writer for your Psychology Papers? Get your paper in 24 Hours. We have a team of Psychology Academic Writers who can help you quickly write plagiarism-free papers, essays, and research articles. Hire Writer PSY FPX 8720 Assessment 1 Name Capella University PSY FPX 8720 Psychology of Leadership Prof. Name Date Also Read PSY FPX 8720 Assessment 1 Read More PSY FPX 8711 Assessment 4 Intervention Proposal Read More PSY FPX 8711 Assessment 3 Outline of a Coaching Plan Read More PSY FPX 8711 Assessment 2 Proposal For Training And Development Specialist Read More Load More

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