3M’s leadership development program is so effective that it has been one of the “Top 20 Companies for Leadership” in six of the last seven years and ranks as one of the top 25 companies for grooming leadership talent according to consultant Hay Group. What is 3M’s leadership program all about? A few years ago, the company’s former CEO and his top team spent 18 months developing a leadership model for the company. After numerous brainstorming sessions and much heated debate, the group finally agreed on six “leadership attributes” that they believed were essential for managers to have in order for the company to become skilled at executing strategy and being accountable. Those six attributes included the ability to: develop a plan and implement that plan; motivate and rouse others; be ethical and trustworthy and abide by the rules; achieve outcomes; strive for excellence; and be a capable and creative innovator. The company has continued to reinforce its pursuit of leadership excellence with these six attributes.Other companies, such as Ernst & Young, start early in recruiting and investing in future leaders, often going after talented college freshmen who have leadership potential. They take the best talent and involve them in various leadership development programs both while in school and after graduation. Deloitte, another company rated high for its leadership development programs, is deeply committed to helping its Millennial employees learn and absorb the leadership skills they will need to lead the company in the future. It starts with a very specific recruiting strategy for hiring Millennials and continues with a yearlong “Welcome to Deloitte” program. This program is all about teaching this age group client-management skills and team-building skills, and offering professional development opportunities. And, not surprisingly, it’s done largely through social media using interactive experiences such as role-plays, simulations, games, and a tool to help these employees track their first-year tasks.At Facebook, the first Millennial-run organization to become a Fortune 500 company, leadership development is designed around the needs of a fast-moving, fast-growing company. The head of leadership development at Facebook says that the only way leadership development works there is by making it consistent with the types of engineering tech types that comprise the company. Engineers are concerned only with “what works.” And it’s the same for any type of leadership development to be successful here; the focus has to be on what works. Also, since Facebook is an extremely flat organization with few levels of management, employees find out early on that in order to get anything done, they’re going to have to be able to influence and inspire people. That’s why leaders at Facebook don’t have to be convinced of the need for people skills. They won’t survive long without them.Prepare a 2-page paper answering the following questions. Remember, use 10-12 pt font and APA format! Feel free to bring in outside data/sources, but please provide citations and a list of references.USE A COVER PAGE.TYPE THE QUESTIONS AND THEN YOUR ANSWERS.Why do you think that there’s a huge gap in theory (what we know we should do) and practice (what we’re actually doing) of leadership development?What are some reasons that companies might not be addressing Gen Y leadership development programs?Three different types of organizations are described here: 3M is primarily a manufacturing organization. Ernst & Young and Deloitte are professional services organizations. Facebook is a tech company. Compare and contrast their differing approaches to Gen Y leadership development.

As an experienced leader, you know that the company needs to be proactive, be perceptive, and respond quickly to the ever-changing internal climate and external environment. You currently have an initial assessment of the climate and the external factors affecting Heavy WorX. It seems necessary to inform senior leaders that organizational development (OD) relies on valid diagnostic information about current problems and possible opportunities for improvement.How can you convince senior leadership that you need to gather diagnostic information about the current climate and the company’s situation? Complete the following for this assignment:Identify and describe 5 diagnostic models or data-gathering techniques that could potentially be used at Heavy WorX, and include a comparison and contrast between the models and techniques. Choose 3 diagnostic models or data-gathering techniques to use to diagnose the problem at Heavy WorX, and describe why they are recommended. Describe how the data will be analyzed and used to create a diagnosis of the problems at Heavy WorX. How will you determine the root cause of the problems at Heavy WorX? Explain your role in diagnosis, and discuss the support and resources you might need.

Total Quality Management Prior to beginning this discussion, read Chapter 12 and 13 of the course text. In Chapter 12, Total Quality Management (TQM) is described in five steps. For this interactive assignment, you will take on the role of an internal consultant for a large internet provider that has been tasked with presenting a TQM plan to the Director of Technical Support. The organization is currently experiencing issues in their customer technical support program. The issues include long hold times, customer complaints that require more than one call to resolve, and concerns that tech support repeatedly has to elevate a large number of their calls to a higher level. Using the five steps provided in your textbook, create a 10 to 12 PowerPoint-slide presentation in which you provide a high-level overview of a TQM plan for the Director. Your PowerPoint presentation should include the following elements: Identify customers (internal and external) and what they value.Identify products and/or services and determine which are most valued by customers.Create a basic flowchart of the current processes.Provide suggestions for improvement and explain how these suggestions will address the current issue.Create a flow chart of how the processes should look based on your suggestions for improvement. Support your TQM plan with scholarly and/or credible sources. Include visual enhancements in your presentation. These may include: appropriate images, a consistent font, appropriate animations, and transitions from content piece-to-content piece and slide-to-slide. It is recommended that you access Garr Reynolds Top Ten Slide Tips (Links to an external site.) that provides useful assistance with creating successful PowerPoint presentations.