Assessment Rubric

HR006: Leadership, Systems Thinking, and Change Management: Evaluate principles of effective leadership, systems thinking, and change management to address healthcare transformation, innovation, and accountability.

Assessment Rubric

0 Missing 1 Needs Improvement 2 Meets Expectations 3 Exceeds Expectations
Part I: Organizational Leadership Development Report
Sub-Competency 1: Critique traits and factors in leadership that catalyze change management.
Learning Objective 1.1:

Describe leadership traits exhibited by leadership at a specific organization that promote success in effecting change in an organization.

Description of leadership traits exhibited by senior leadership is missing. Response identifies fewer than two leadership traits for at least four members of the leadership team, or identifies traits for fewer than four members of the team.

Examples of how these traits promote success in change management are not relevant or not discussed.

Response is not supported by academic/professional resources or the resources are not relevant.

Response describes two leadership traits for at least four members of the leadership team.

Specific examples of how identified traits promote success in effecting change are discussed.

Response identifies the tool(s) used.

Response explains how the tool(s) led to conclusions.

Response is supported by relevant academic/professional resources.

Demonstrates the same level of achievement as “2” plus the following:

Response explains how these traits can catalyze change in the workplace by using examples of why these traits are successful based on evidence from literature or other organization case studies.

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Learning Objective 1.2:

Evaluate leadership traits and factors that contribute to high performing teams at a

Evaluation of leadership traits and factors that contributes to high performing teams at a specific organization is Response describes fewer than two traits and factors that facilitate in working with teams. Response explains how traits and factors were identified and/or rationale for their inclusion. Demonstrates the same level of achievement as “2” plus the following:

Response describes

0 Missing 1 Needs Improvement 2 Meets Expectations 3 Exceeds Expectations
specific organization. missing. Response does not thoroughly explain how traits and factors were identified and/or rationale for their inclusion. Response provides rationale for why these traits and factors translate to success in working with teams.

Response is supported by relevant academic resources.

examples of leadership traits in action that contribute to high performing teams that are supported by literature or experiences of other organizations.
Learning Objective 1.3:

Evaluate leadership traits and factors that promote a culture for creativity and innovation within a specific organization.

Evaluation of leadership traits and factors that promote a culture for creativity and innovation within a specific organization is missing. Response identifies fewer than three leadership traits and factors that promote a culture of creativity and innovation in the workplace.

Response is incomplete and/or unclear.

Response identifies three leadership traits and factors that promote a culture of creativity and innovation in the workplace.

Response explains why these traits and factors might foster innovation.

Response is supported by relevant academic resources.

Demonstrates the same level of achievement as “2” plus the following:

Response describes leadership traits and factors used successfully in other organizations or supported in literature.

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Learning Objective 1.4:

Recommend specific strategies the leadership could apply for working successfully with teams and effecting change within the

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Description of how leadership traits that foster innovation might differ from the traits of classical leadership styles is missing.

Response is insufficient and/or inaccurate or unclear. Response provides two examples of how leadership traits that foster innovation might differ from those of classical leadership styles.

Response provides a

Demonstrates the same level of achievement as “2” plus the following:

Response provides a brief response to this question: Do organizations need to be more creative and

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organization. rational for selecting these examples.

Response is supported by relevant academic resources.

innovative today than in the past?

Rationale is provided for the response.

Part II: Change Management Proposal
Sub-Competency 2: Apply change management theory to practical scenarios.
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Learning Objective 2.1:

Describe an organization and the change that is taking place.

Description of the organization and its change is missing. Description of the organization and its change are incomplete or insufficient in detail. Response clearly identifies the organization including the size, mission, and location.

Response clearly describes the change taking place in the organization.

Demonstrates the same level of achievement as “2” plus the following:

Response includes a description of the organizational culture or community factors as they relate to size, mission, and location.

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Learning Objective 2.2:

Analyze drivers of change in a specific organization.

Analysis of drivers of change in a specific organization is missing Factors driving the change are mentioned in vague terms or insufficient detail. Response provides an in- depth analysis of the factors that are driving the change in the organization. Demonstrates the same level of achievement as “2” plus the following:

Response includes additional analysis of drivers of change relating

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examples from literature or similar organizations.
Learning Objective 2.3:

Summarize resistance to an organizational change within a specific organization.

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Summary of resistance to an organizational change within the context of the selected organization is missing.

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Summary of resistance that might be expected is insufficient, unsupported, and/or unclear. Summary of resistance that might be expected reflects in-depth analysis.

Summary shows critical analysis of the reason for the resistance.

Demonstrates the same level of achievement as “2” plus the following:

Summary describes a change experienced previously in the workplace that resulted in resistance and discontent.

Summary explains how the resistance was eventually resolved.

Learning Objective 2.4:

Apply an appropriate change management theory or model to a specific change within an organization.

Application of an appropriate change management theory or model to a specific change within an organization is missing. Response insufficiently and/or inaccurately describes why a change management theory or model would be appropriate for this organizational change. Response identifies the change management theory or model that would be appropriately applied to the organizational change.

Response explains why this theory or model was chosen for the change and the benefits that are expected.

Response is supported by relevant academic resources.

Demonstrates the same level of achievement as “2” plus the following:

Response identifies an additional change management model and briefly explains why it would be less appropriate for this organizational change.

0 Missing 1 Needs Improvement 2 Meets Expectations 3 Exceeds Expectations
Sub-Competency 3: Apply systems thinking to address organizational challenges while executing organizational change.
Learning Objective 3.1:

Apply systems thinking to assess the impact of change on an organization.

Application of systems thinking to assess the impact of change on an organization is missing. Response insufficiently, unclearly, or inaccurately describes the impact of the change throughout the organization. Applying systems thinking, the response describes the impact of change expected throughout the organization.

Response describes how other aspects of the organization might be led to embrace the change.

Demonstrates the same level of achievement as “2” plus the following:

Response briefly explains the benefit of a systems- thinking approach to organizational change.

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Sub-Competency 4: Analyze strategies, innovation, and techniques for effecting change.

Learning Objective 4.1:

Recommend strategies and innovations that could be implemented to effect organizational change.

Recommendation of strategies and innovations that could be implemented to effect organizational change is missing. Fewer than three strategies and one innovation are recommended. At least three strategies and one innovation that could be implemented to effect organizational change are recommended.

Recommendations are clearly explained, including rationale for their selection.

Demonstrates the same level of achievement as “2” plus the following:

Two or more innovations are presented.

Examples from other relevant organizations’ experiences are included in the analysis.

Learning Objective 4.2:

Explain the role of communication in a change management plan.

Explanation of the role of communication in a change management plan is missing. page5image4243924928

Response insufficiently, inaccurately, or unclearly explains the role of communication in a change management plan.

Response explains the role that communication will play in the change management plan. Demonstrates the same level of achievement as “2” plus the following:

Response briefly describes two problems that might

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arise due to lack of appropriate communication.
Learning Objective 4.3:

Recommend strategies for motivating stakeholders to accept, embrace, and sustain organizational change.

Recommendation of strategies for motivating stakeholders to accept, embrace, and sustain organizational change is missing. Response recommends fewer than three strategies for motivating stakeholders to accept, embrace, and sustain the organizational change.

Response is incomplete and/or unclear.

Response recommends at least three strategies for motivating stakeholders to accept, embrace, and sustain the organizational change.

Rationale is provided for selection of these strategies.

Response categorizes key groups that might benefit from targeted motivation strategies. Rationale is provided.

Response is supported by relevant academic resources.

Demonstrates the same level of achievement as “2” plus the following:

Response describes an example of an organizational change that was generally well accepted, embraced, and sustained. Response describes to what this acceptance was attributed.

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Learning Objective 4.4:

Recommend training and support required for the successful implementation of an organizational change.

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Recommendation of training and support required for the successful implementation of an organizational change is missing.

Response describes fewer than two examples of training and support.

Response is incomplete and/or unclear.

Response describes two examples of training and support needed for successful implementation of the organizational change.

Rationale is provided for these choices.

Demonstrates the same level of achievement as “2” plus the following:

Response describes an example of an organizational change that was not accompanied by appropriate training and

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The response is supported by relevant academic resources. support. What was the result?
Learning Objective 4.5:

Recommend strategies for sustaining an organizational change.

Recommendation of strategies for sustaining an organizational change is missing. Fewer than two strategies for sustaining organizational change are recommended.

Strategies are unclear and/or insufficiently addressed.

Response provides a recommendation of at least two strategies for sustaining the organizational change.

Response explains why these strategies will be successful for this change in the organization.

Response is supported by relevant academic resources.

Demonstrates the same level of achievement as “2” plus the following:

Response describes one reason why an organizational change might not be sustained.

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Learning Objective 4.6:

Explain how stakeholders are involved in and held accountable for organizational change.

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Explanation of how stakeholders are involved in and held accountable for organizational change is missing.

Response insufficiently or unclearly explains approaches for involving and holding accountable stakeholders in the organizational change. Response explains two approaches for involving stakeholders in the organizational change.

Response explains two strategies for holding stakeholders accountable for the organizational change.

Demonstrates the same level of achievement as “2” plus the following:

Response briefly explains how personal leadership strengths can be applied to encourage stakeholder involvement and accountability for the organizational change.

Sub-Competency 5: Evaluate measures of success for transformational change.
Learning Objective 5.1: Recommendation of ways Measures of success are Three measures of success Demonstrates the same
0 Missing 1 Needs Improvement 2 Meets Expectations 3 Exceeds Expectations
Recommend ways to measure success of organizational change. to measure success of organizational change is missing. discussed in insufficient detail and are limitedly related to transformational change are clearly explained and related to transformational change.

Response is supported by relevant academic resources.

level of achievement as “2” plus the following:

More than three measures of success are explained and related to specific aspects of transformational change using supporting evidence from industry.

PS001: Written Communication: Demonstrate graduate-level writing skills.
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Learning Objective PS 1.1: Use proper grammar, spelling, and mechanics.

Multiple major and minor errors in grammar, spelling, and/or mechanics are highly distracting and seriously impact readability. Multiple minor errors in grammar, spelling, and/or mechanics are distracting and negatively impact readability. Writing reflects competent use of standard edited American English.

Errors in grammar, spelling, and/or mechanics do not negatively impact readability.

Grammar, spelling, and mechanics reflect a high level of accuracy in standard American English and enhance readability.
Learning Objective PS 1.2: Organize writing to enhance clarity. Writing is poorly organized and incoherent. Introductions, transitions, and conclusions are missing or inappropriate. page8image4270558448

Writing is loosely organized. Limited use of introductions, transitions, and conclusions provides partial continuity.

Writing is generally well- organized. Introductions, transitions, and conclusions provide continuity and a logical progression of ideas. Writing is consistently well-organized. Introductions, transitions, and conclusions are used effectively to enhance clarity, cohesion, and flow.
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Learning Objective PS 1.3: Apply APA style to written work.

APA conventions are not applied. APA conventions for attribution of sources, structure, formatting, etc., are applied inconsistently. APA conventions for attribution of sources, structure, formatting, etc., are generally applied correctly in most instances. Sources are APA conventions for attribution of sources, structure, formatting, etc., are applied correctly and consistently throughout the paper. Sources are

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generally cited appropriately and accurately. consistently cited appropriately and accurately.
Learning Objective PS 1.4: Use appropriate vocabulary and tone for the audience and purpose. Vocabulary and tone are inappropriate and negatively impact clarity of concepts to be conveyed. Vocabulary and tone have limited relevance to the audience. Vocabulary and tone are generally appropriate for the audience and support communication of key concepts. Vocabulary and tone are consistently tailored to the audience and effectively and directly support communication of key concepts.
PS005: Critical Thinking and Problem Solving: Use critical-thinking and problem-solving skills to analyze professional issues and inform best practice.
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Learning Objective PS 5.1: Analyze assumptions and fallacies.

Analysis of assumptions is missing. Response is weak in assessing the reasonableness of assumptions in a given argument.

Response does not adequately identify and discuss the implications of fallacies or logical weaknesses in a given argument.

Response generally assesses the reasonableness of assumptions in a given argument.

Response identifies and discusses the implications of fallacies and/or logical weaknesses in a given argument.

Response clearly and comprehensively assesses the reasonableness of assumptions in a given argument.

Response provides a detailed and compelling analysis of implications of fallacies and logical weaknesses in a given argument.

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Learning Objective PS 5.2: Generate reasonable and appropriate assumptions.

Assumptions are missing. Response does not adequately present and discuss key assumptions in an original argument. Response presents and discusses key assumptions in an original argument. Response justifies the reasonableness and need for assumptions in an original argument.
Learning Objective PS 5.3: Assess multiple Assessment of multiple perspectives is missing. Response does not identify nor adequately consider multiple perspectives or Response identifies and considers multiple perspectives and Response justifies selection of chosen alternative relative to

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perspectives and alternatives. alternatives. alternatives. others.
Learning Objective PS 5.4: Use problem-solving skills. Problems and solutions are not identified. Response presents solutions, but they are ineffective in addressing the specific problem. Response presents solutions that are practical and work in addressing the specific problem. Response presents compelling supporting arguments for proposed solutions.
PS006: Information Literacy: Apply appropriate strategies to identify relevant and credible information and data in order to effectively analyze issues and make decisions.
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Learning Objective 6.3:

Synthesize data to create an effective graphic interpretation.

Graphic is missing.

Graphic is incomplete or ineffective in its presentation of data.

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Data are synthesized appropriately and presented in an effective, informative graphic. Data are synthesized critically and presented in an effective, informative, and visually impactful graphic.