development Overview As an HR consultant, you are exceeding the expectations of the leadership team of the U.S. branch. Along with the change management pl

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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:

  1. Recommend leadership development initiatives from the Campbell Soup Company Case Study 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?
  2. 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.
  3. 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.
  4. Justify recommendations for leadership development initiatives.
    • How will leadership development initiatives prepare employees for change?
    • How does leadership influence the success of an organization?

Guidelines for Submission

Submit a 2 Word document using double spacing, 12-point Times New Roman font, and one-inch margins. Sources should be cited according to APA style. Consult the Shapiro Library APA Style Guide for more information on citations.

MBA 687
Campbell Soup Company Case Study

This case study explains how the Campbell Soup Company provides new managers
with the opportunity to develop their leadership abilities fully.

As part of an initiative to provide leadership training to attract and retain highly
skilled contributors to the workforce, the Campbell Soup Company supplies
employees with resources and the framework to learn from executives of their
leadership team.

The company also practices a Pay It Forward belief system, wherein senior leaders
actively participate in course instruction. Through participation in this program, C-
suite leaders can express support for training, attend training, use goal-setting
activities, adopt model behaviors, use action plans, and give trainees time to practice
new skills, and offer praise and recognition for learning.

The program’s two-year leadership commitment is immersive and is an investment
in building leadership skills to manage global workforces. Real-life experiences
shared by other leaders’ journeys are a high point of this program. Other training
strategies of this program include letter writing to gain acceptance to the program,
360-degree feedback, and networking to strengthen the entire process.

Campbell’s training techniques are blended, including diverse literature, homework,
self-awareness techniques, high collaboration, and coaching.

References for source material and further research

• Duncan, R. D. (2014, September 18). How Campbell’s Soup’s former CEO
turned the company around.
Fast Company. https://www.fastcompany.com/3035830/how-campbells-
soups-former-ceo-turned-the-company-around

• Galagan, P., & Bingham, T. (2011, March 13). M’m m’m good: Learning and
performance at Campbell Soup Company.
T+D Magazine. https://www.td.org/magazines/td-magazine/mm-mm-good-
learning-and-performance-at-campbell-soup-company

• Reardon, N. (2011, March 1). Making leadership personal.
T+D Magazine, 65(3), 44–50.
https://ezproxy.snhu.edu/login?url=https://search.ebscohost.com/login.aspx
?direct=true&db=edsbig&AN=edsbig.A254244503&site=eds-live&scope=site

• Riggs, E., & Levine, D. (2011, September 29). Focus forward: Building leaders
at Campbell’s Soup Company [Company presentation], CPP.
https://shop.themyersbriggs.com/pdfs/Building_Leaders_at_Campbells_9_2
9_11.pdf

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