Assessment Description Based on the needs analysis you have completed, as well as the specific goals of your project, what are some key indicators that will help you evaluate success? Why is this kind

Assessment Description Based on the needs analysis you have completed, as well as the specific goals of your project, what are some key indicators that will help you evaluate success? Why is this kind
THE ASSESSMENT DESCRIPTION Peterkin Anyanwu Colangelo College of Business, Grand Canyon University LDR-655: Leadership Capstone Dr. Martin Jones October 13, 2021 THE ASSESSMENT DESCRIPTION The project’s scope and purpose This project seeks to improve employees’ communication, leadership styles, and productivity at Chima A. Anyanwu LLP, based in Los Angeles, California. Law firms usually handle various cases and seek to ensure that potential clients are adequately represented in courts and other forms of hearings. Therefore, continuous communication increases the chances of positive legal outcomes and ensures that potential clients are satisfied with the quality of the service delivered. Consequently, it will be essential for the workforce to be sensitized on the most appropriate communication skills such as accepting client’s feedback, active listening, and allowing criticisms, issue media reports, etc. This will increase transparency and client satisfaction. Secondly, based on the analysis, this project will educate the senior leadership at Chima A. Anyanwu LLP to keep employees continuously motivated and attract more clients through a feedback system. The leaders will also evaluate their employees’ motivation and loyalty through observation, filling reports, and interviews. Finally, these activities are directed towards improving employee productivity since when employees are happy, their customers will tend to be more pleased. It’s also the role of the management to ensure that employees understand their roles and delivers the highest possible. Cunningham et al. (2017).  The action plans The action plan is an essential blueprint that illustrates how the firm intends to implement the proposed purpose and scope. Therefore the action plan has to be systematic and straightforward. The first concept will include training on communication skills. This means the art of speaking and listening to other people. As earlier stated, attorneys often deal with hundreds of cases concurrently; therefore, they have to ensure they keep communicating with the clients and seek clarification since a piece of simple missing information may lead to losses. The communication will first begin by issuing questionnaires to the employees within the firm, involving open and closed-ended questions. The essential information to be sought will include whether additional training should be made, potentially identified communication breakdowns in the firm, which should be blamed for the poor communication, etc. The answers provided by the employees will be analyzed and used when creating the communication training syllabus. Secondly, we will organize workshops, conferences, and seminars that are related to learning communication skills. These will help to create harmony and cohesion between employees, therefore, help in conflict resolution. We will also invite potential communication and leadership training experts. There will be interviews and questionnaires to the employees on leadership training regarding how the organization’s leaders have been failing. We will then invite famous local law firms’ leaders to mentor our company’s leadership on proper communication and conflict resolution. Finally, we will issue feedback filling forms to our customers and request them to give views on whether they were pleased with the quality of services offered by our employees. They will also fill in potential improvements they would require. This information will be incorporated in future training sessions. Additionally, positive feedback will inform us whether the plan has succeeded or not. The unique organization factors. For any leadership to effectively succeed, there should be a consistent and proper communication framework implemented. Poor communication will lead to deficiencies in the performance and employees’ ability to deliver organizational goals. For lawyers to properly represent their clients, they should have the maximum information possible. Therefore we require to create a tremendous employee-to-client relationship for success. The major limitation to this project is the inability to outsource adequately experienced law firm leaders within our location. Firstly there is high competition; therefore it’s relatively challenging to invite a competing company’s leader to our firm for leadership training. Secondly, time is another limiting factor where most attorneys are often busy due to many clients served. Therefore it may not be possible to find time when they will be all free to attend conferences, seminars, and workshops. This may also be a limiting factor for the project’s success. Waisanen (2020).  The leadership theories The leadership theories applied in a firm are often determined by a leader’s kind and what they seek to achieve. Therefore my plan will use the following approaches: democratic and participative leadership theory. It allows for the involvement of everyone in division making through voting and asking for ideas and opinions before making the final decision. Therefore when implementing the training program, one has to adopt a plan that everyone is comfortable with. Additionally, a democratic process will attract loyalty to the new project. We will also adopt the behavioral theory that assumes “leaders are made and not born.” Therefore through the training program, we will be sure they provide leaders with proper conflict resolution and employee evaluation skills. Leaders will also be sensitized in fostering communication and relationship with their subordinates. Robertson et al. (2017). References Cunningham, C. M., Crandall, H. M., & Dare, A. M. (Eds.). (2017). Gender, communication, and the leadership gap. IAP. http://content.infoagepub.com/files/fm/p59bc7380acb7b/9781681239965_FM.pdf Robertson, J. M., Dias, R. D., Yule, S., & Smink, D. S. (2017). Operating room team training with simulation: a systematic review. Journal of Laparoendoscopic & Advanced Surgical Techniques, 27(5), 475-480. https://doi.org/10.1089/lap.2017.0043. Waisanen, D. (2020). Improv for democracy: How to bridge differences and develop the communication and leadership skills our world needs. SUNY Press. https://provost.baruch.cuny.edu/wp-content/uploads/sites/5/2019/04/Waisanen-Improv-for-Democracy-Intro.pdf