(NCU) Reflect Upon Your Meeting with Stakeholders

Reflect Upon Your Meeting with Stakeholders 
OLB 7004, Assignment 8 
DuBose, Justin Z. 
Dr. Rosa Cassell 
4 March 2018 

​Reflecting on meeting with organizational leadership  
In the meeting with the organizational leadership of Columbus Christian Academy, one of the most important decisions to consider was how to most effectively communicate the leadership action plan to the school board of Columbus Christian Academy.  While both direct and indirect approaches to communication have certain benefits, a direct approach was taken for this presentation. 
The background of the presenter was one of much training in direct communication.  As an individual who has spent eight years of his career serving as an officer in the United States Army Reserves, direct communication was ingrained as the most effective mode of communication as it minimizes the risk of miscommunication.  Additionally, as an individual who has spent thirteen years of his career as a professional communicator – an ordained minister – direct communication has proven to be the most effective means of communication both inside and outside of the military.  Thus, this decision was based partly on training and education as well as experience.  Direct communication also has other benefits that have been researched and written about. 
For example, research has concluded that taking a direct approach to communicating with those in positions of leadership is the method best suited to “aligning people and motivating them to fulfill both individual and group objectives” (Glamuzina, 2015).  One of the central purposes behind the presentation of a leadership action plan is to take a collection of individuals and align and mobilize them to collective action.  Built into that mobilization is the need to motivate the group to fulfill group objectives.  When the presenter was enrolled in a public speaking class in graduate school, the professor was quoted as saying, “When there is a mist on the stage, there is a fog in the seats.”  What the professor was referring to was the need to clear, direct, and precise in communicating a message which requires action by those in the audience.  In the case of this presentation, this was the exact objective on the part of the presenter.  A leadership action plan was constructed and presenting with the goal of motivating and inspiring the group to take collective action. 
An additional reason for the direct approach to communication is to inspire creativity and innovation from those serving in leadership.  This approach to leadership and communication helps “develop organizational vision, zero in on problems with alacrity, and thrive on prolific idea generation” (Sohmen, 2015).  Inherent in the presentation is the stirring of creativity and innovation in the hearts and minds of those in positions of organizational leadership.  Such a leadership action plan is the most beneficial to those who most greatly need to develop vision, focus on problems, and generate new and innovative ideas.  Since this serves as one of the main objectives of the presentation of a leadership action plan, it added to the necessity to communicate directly. 
In preparing the presentation of such a leadership action plan, the primary challenge was identifying specific problems as well as solutions.  The organization (Columbus Christian Academy) had sufficient broad goals and organizational mission and vision.  The primary challenge was in addressing specific issues which could be addressed by the existing leadership and available resources at hand.  Once specific problems were targeted and assessed, it made the job of developing specific solution a bit easier as there were specific problems which needed to be addressed. 
The final challenge was in nesting these problems and solutions within the existing mission and vision of the organization.  A workable mission and vision statement were already in place, but the practice of placing problems and solutions under the umbrella of furthering the mission and vision of the organization.  Once this was accomplished, it made the presentation not only flow better, but also interwove the “big picture” of the organization throughout every aspect of the leadership action.  In doing this, it attached the entie plan o furthering the mission and vision of the organization.    
   
References 
Glamuzina, M.  (2015).  “Levels of leadership development and top management’s  effectiveness: Is there a clear-cut relationship?”.  Management, Vol. 20, 89-131.   Retrieved March 4, 2018. 
Sohmen, V.S.  (2015).  “Reflections on Creative Leadership”.  International Journal of  Global Business, 8(1), 1-14.  Accessed March 4, 2018.