As you continue to research and learn about your selected company, do the following actions to prepare to write the Milestone Two paper:
Look for specific examples of how leadership developed the culture to incorporate shared values, attitudes, and beliefs.
Examine how the company integrated a shared leadership approach.
Did the company use group processes?
Did leaders rely on a particular learning theory as they led the company?
Consider ways the company leadership team developed the company environment.
Think of approaches you could recommend so the company can remain sustainable in the future.
Then write an 8- to 10-page paper assessing your selected company’s core values. Also, evaluate the company environment for actions and decisions that support the core values. Analyze how the company develops strategic leadership and identify any leadership components that are still needed. Also, recommend actions for a sustainable future.
Specifically, the following rubric criteria must be addressed in your paper:
Assess the company’s core values and how leaders developed shared attitudes, values, and beliefs within the company.
Identify shared values, attitudes, and beliefs that align with the organization’s vision.
Evaluate the company environment for developing actions and decisions that foster and support organizational values.
Analyze the development in leadership thinking, learning, and strategy over time.
Identify and evaluate leadership components needed to build an organization for the future
Sample Answer
To write your paper, you need to conduct a thorough analysis of Microsoft's culture, leadership, and strategic direction, particularly under the tenure of CEO Satya Nadella. The following points provide the framework and key details for each section of your paper, based on available research.
1. Assessing Microsoft's Core Values and Culture Development
Satya Nadella's leadership is widely credited with the profound cultural transformation at Microsoft. He shifted the company from a "know-it-all" culture, which was rigid and internally competitive, to a "learn-it-all" culture. This fundamental change was based on the belief that constant learning and curiosity are more valuable than perceived static expertise.
Development of Shared Attitudes, Values, and Beliefs: Nadella used several strategies to instill these values. He led by example, openly admitting when he didn't have all the answers and encouraging others to do the same. He also made empathy a core principle, believing that understanding the needs of employees and customers is critical for innovation. This focus on empathy and collaboration broke down the internal "silos" that had previously hindered the company.
Alignment with Organizational Vision: The "learn-it-all" mindset directly aligns with Microsoft's vision to "empower every person and every organization on the planet to achieve more." This vision requires a company that is adaptable, innovative, and deeply connected to its customers' needs. The new culture of curiosity and collaboration allows Microsoft to stay at the forefront of a rapidly changing tech industry and develop products that truly empower its users.
2. Evaluating the Company Environment
The company environment under Nadella has been carefully cultivated to support the new cultural values.
Actions and Decisions:
Performance Reviews: Nadella changed the performance review system to incorporate how employees contributed to the success of others, not just their individual achievements. This encouraged collaboration and teamwork.
Strategic Partnerships: He moved away from the "us vs. them" mentality and actively sought out partnerships with competitors, such as working with Linux and releasing Microsoft Office on iOS and Android. This demonstrated a new, open-minded approach that valued customer reach over internal dominance.
Employee Empowerment: Nadella fostered an environment where employees were empowered to take risks and learn from failures, which is essential for innovation in areas like cloud computing and AI.
Group Processes: Nadella's leadership has fostered cross-functional collaboration. By breaking down silos and prioritizing shared goals, teams now work together more effectively. The company also uses hackathons to encourage employees to work on passion projects, which has led to breakthrough products like Microsoft Teams.
3. Analysis of Strategic Leadership Development
Nadella's leadership demonstrates a transformational leadership style, which inspires followers to high levels of performance by promoting a shared vision.
Development of Leadership Thinking, Learning, and Strategy: Nadella relied heavily on psychologist Carol Dweck's concept of a "growth mindset." This learning theory is the bedrock of Microsoft's cultural shift. Instead of having a fixed mindset that believes abilities are innate, a growth mindset sees them as something that can be developed through dedication and hard work. This applied to both individuals and the organization as a whole, allowing Microsoft to pivot its strategy and enter new markets like cloud computing (Azure) and AI with a sense of humility and a willingness to learn.