Part One:

Contemporary Leadership Challenges

Deliverable 7 – Effective Leadership

https://www.studypool.com/discuss/5573371/05-06-co…

Competency

This competency will allow you to demonstrate what you have learned about effective leadership by creating a plan to successfully run a small business.

Instructions

You have become comfortable with contemporary leadership competencies and feel it is time to open your own small business. As a future business owner, you know that all organizations must be well managed and that effective leadership is at the core of ensuring that a business runs smoothly. Reflect on the following questions and write a 3-5 page report to help you solidify your thinking and describe your plan for running a small business.

Refer to the DISC behavioral characteristics you identified for yourself in module 01. How will you use two of these characteristics (i.e., values, culture, mission, and vision) to shape your small business?
Employees are a business’s greatest asset. Refer to the best leader traits/skills/tactics you identified in module 02. How will you mentor the informal and formal leaders that you hire?
Identify the leader theory from module 03 that fits you best. How can this leader theory help you align business goals, customer expectations, and employee objectives?
Refer to the challenges to leading change that you selected in module 04. Identify two of these challenges. How will you address these challenges to minimize risk for your new business?
Utilizing the facilitative leadership skills you studied in module 05, discuss the three facilitative leadership skills that you think are the most important for your business. How will you incorporate what you learned about facultative leadership into your business so that employees can successfully run meetings and projects?
Refer to the leadership skills you presented in module 06, as well as the other concepts you’ve studied in the course (e.g., leader traits, leadership theory, and facilitative leadership skills). How will you use these to ensure effective leadership in your small business?

Grading Rubric

F	F	C	B	A
0	1	2	3	4
No Pass	No Pass	Competence	Proficiency	Mastery
Not Submitted	No DISC behavior characteristics identified. Shaping the organization plan not included.	DISC behavior characteristics identified. Shaping the organization plan included, but is vague.	DISC behavior characteristics identified. Shaping the organization plan included, but needs more detail.	DISC behavior characteristics identified. Shaping the organization plan is clear and very detailed.
Not Submitted	No identification of traits, skills, and tactics. No description of how they will be used to mentor others.	Included only 1-2 of traits/skills/ tactics. Description of how they will be used to mentor others lacks depth.	All three of the traits/skills/tactics were provided. However, the description of how to mentor informal or formal leaders is vague.	All three of the traits/skills/tactics were provided. The description of how to mentor informal or formal leaders is detailed.
Not Submitted	Didn’t include Leader theory. Missing alignment of business goals, customer expectations, and employee objectives.	Included Leader theory but missing 1-2 elements of alignment of business goals, customer expectations, and employee objectives.	Included Leader theory and all elements of alignment, business goals, customer expectations, and employee objectives but the elements section is vague.	Included Leader theory and all elements of alignment, business goals, customer expectations, and employee objectives. The elements section is detailed.
Not Submitted	Didn’t identify challenges or explain how to address them to minimize risk.	Identified one challenge, but explanation of how to address it to minimize risk was vague.	Identified two challenges, but explanation of how to address them to minimize risk was vague.	Identified two challenges, and explanation of how to address them to minimize risk was clear.
Not Submitted	Didn’t identify the top three facilitative leadership skills or how to incorporate them into the business.	Identified 1-2 of the of facilitative leadership skills, but explanation of how to incorporate them into the business was vague.	Identified 3 of the of facilitative leadership skills, but explanation of how to incorporate them into the business was vague.	Identified 3 of the facilitative leadership skills, and explanation of how to incorporate them into the business was detailed.
Not Submitted	Didn’t include leadership skills, and concepts from modules not addressed in a plan to ensure small business success.	Included leadership skills, but concepts from modules not addressed in a plan to ensure small business success.	Included leadership skills, but plan to ensure small business success has only limited references to module concepts.	Included leadership skills, and plan to ensure small business success has robust references to module concepts.

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Part Two:

Operations Management

Deliverable 7 – Operations Manager Toolkit

https://www.studypool.com/discuss/5573646/05-06-Op…

Competencies

Differentiate behavioral traits and highly effective habits of successful operations managers.
Distinguish the strategic actions that differentiate between successful domestic and international sourcing plans.
Distinguish operational practices that will create an exceptional customer experience.
Differentiate the key assessment metrics in achieving an operational project plan.
Prioritize three quality measures used in operational design.
Relate the seven key elements of designing a forecasting system.

Instructions

You have been promoted to the role of senior operations manager and have been named by the VP of Operations to the organizational one-year elite onboarding program for high-potentials called Emerging Leaders.

As an Emerging Leader, you are expected, in fiscal Q1 and Q2, to develop an operations manager toolkit/project guide for the new junior operations managers you will source to this role in the next quarter. The toolkit will be used by your newly hired junior operations managers during the six-month onboarding process within your organization.

Developing an onboarding program for new junior operations managers is important because onboarding, according to the Society of Human Resources Management (2016), “is the process by which new hires get adjusted to the social and performance aspects of their jobs quickly and smoothly, and learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization (p. 1).”

In addition, sourcing, vetting, background checking, interviewing, and training a newly hired junior operations manager will cost your organization approximately $6,300.00 (per candidate).

Consequently, to assist your new junior operations managers in learning, growing, and developing into your organizational culture, you will need to provide them with the tools to succeed.

What to Submit

You are to develop an operations manager toolkit/project guide that must be inclusive of the following components: a cover page, table of contents, and a reference page supported by research from at least six scholarly sources. This toolkit, although a written assignment, is very different from you writing a traditional 10-page APA style paper, and is representative of an authentic reference tool you would use in the workplace to onboard a new junior operations manager. Both the reference page and in-text citations must be in APA format.

Your newly-hired junior operations manager will require support and your assistance to be successful; therefore, you will need to develop an operations manager toolkit/project guide which will include the following components:

An opening statement on the importance of operations manager leadership development
A comparison statement on understanding the five organizational leadership styles
A description of a successful domestic and international sourcing plan and analysis statement
A description outline of an exceptional customer experience program plan and analysis statement
A description of at least four internal data collection measurement tools and analysis statement
A description of at least three quality measures used in operational design and analysis statement
A description of the seven key design elements of a forecasting system and analysis statement
An evaluation of the components of your operations manager toolkit/project guide

Resources

Society of Human Resource Management (2016). Onboarding New Employees. Retrieved from https://www.shrm.org/about/foundation/products/Pages/OnboardingEPG.aspx

Grading Rubric

F	F	C	B	A
0	1	2	3	4
No Pass	No Pass	Competence	Proficiency	Mastery
Not Submitted	No opening statement on the importance of operations manager leadership development.	Opening statement on the importance of operations manager leadership development, but lacks explanation of leadership trait identifiers.	Opening statement on the importance of operations manager leadership development and explanation shows signs of understanding.	Thorough opening statement on the importance of operations manager leadership development fully explains leadership trait identifiers and supports stance.
Not Submitted	No comparison statement on understanding the organizational leadership styles.	Comparison statement on understanding the organizational leadership styles but, lacks explanation and personal leadership examples.	Comparison statement on understanding the organizational leadership styles, and provides some explanation and good personal leadership examples.	Thorough comparison statement on understanding the organizational leadership styles with fully supporting personal leadership examples and explanation.
Not Submitted	No description of a successful domestic and international sourcing plan and no analysis statement.	Description of a successful domestic and international sourcing plan and a minimum analysis statement.	Description of a successful domestic and international sourcing plan with a relevant analysis statement.	Thorough description of a successful domestic and international sourcing plan and analysis statement with supporting research.
Not Submitted	No description outline of an exceptional customer experience program plan and no analysis statement.	Description outline of an exceptional customer experience program plan and analysis statement with some supporting evidence.	Description outline of an exceptional customer experience program plan and analysis statement with supporting evidence.	Thorough description outline of an exceptional customer experience program plan and analysis statement with strong supporting evidence.
Not Submitted	No description of internal data collection measurement tools and no analysis statement.	Description of internal data collection measurement tools with analysis statement and minimal supporting information.	Description of internal data collection measurement tools with analysis statement and supporting information.	Description of internal data collection measurement tools with analysis statement and strong supporting evidence.
Not Submitted	No description of quality measures used in operational design and no analysis statement.	Description of quality measures used in operational design, with analysis statement, but lacks explanation and personal examples.	Description of quality measures used in operational design, with analysis statement and support through explanation and personal examples.	Thorough description of quality measures used in operational design with analysis statement and fully supports through explanation and personal examples.
Not Submitted	No description of key design elements of a forecasting system and no analysis statement.	Description of key design elements of a forecasting system, with analysis statement, but lacks explanation and personal examples.	Description of key design elements of a forecasting system, with analysis statement and support through explanation and personal examples.	Thorough description of key design elements of a forecasting system, with analysis statement and fully supports through explanation and personal examples.
Not Submitted	No evaluation of the components of your Emerging Leaders Onboarding Plan.	Evaluation of the components of your Emerging Leaders Onboarding Plan, but lacks explanation and personal examples.	Evaluation of the components of your Emerging Leaders Onboarding Plan, with support through explanation and personal examples.	Evaluation of the components of your Emerging Leaders Onboarding Plan and fully supports through explanation and personal examples.