Discussion Post Response: Leadership and Organization Design, Final Advisory Board Meeting

First, read the attached simulation transcriipts labeled 1-5, and the following link: http://idd.erau.edu/OBLD_535/eagle_aviation_industries/

Then, respond to the discussion post below.

Please be advised that Eagle Aviation Industries is NOT a real company. EAI is a fictional start-up company that is used throughout the course for various exercises and assignments.

***Please refer to the attached course material for no more than two of the required sources. ***All other sources MUST be current within 2023***

Discussion Post:
Hello wonderful Advisory Board members,

As we end our journey together, I want to share my reflection of my service while on the board. I, first, want to start by thanking each of you for sharing your plethora of knowledge and experience. Your contributions from your experience make me eager to continue to develop and experience all there is to take in as a young professional.

Effectiveness of Leadership at EAI

Taking a look at the overview of our leadership team at EAI, it is very apparent to me that we have made strides since day one of operations. The effectiveness of leadership determines the beliefs, attitudes, norms, values, and behaviors of employees toward the organization (Cakir & Adiguzel, 2020). I think that leadership at EAI really tried to embody this mindset in all phases of our business lifecycle. The mindset that leadership was projecting, from my perspective, forward moving and employee-oriented initiatives. It is really important to me, as an active Board Member, that employees are seen and heard. My experience with working in employee satisfaction and management really helped me contribute ideas toward a positive employee relation strategy. Specifically, during our debate on decentralization, I provided insight to the ideas of job satisfaction and employee creativity. We challenged our leadership team to dive full force into the strategic planning process and data analytics. He set high expectations for leadership to produce success stories all around and within EAI. According to Silsbee, the power of trust can enable organizations to endure and thrive in the evolving environment (Silsbee, 2022). I think we put a lot of trust in our leadership team, and our faults showed in our communication failures and insufficient sales during our decline phase.

Organizational Effectiveness within EAI

EAI has endured quite the journey through various organizational structures, additions from investors, and acquisitions. I think the one thing that has stood out to me the most, reflecting on the entire lifecycle, is our commitment to growth, even in a decline phase. We implemented multiple assessment processes to help guide us in the right direction. For example, I learned a lot about the PESTLE Plus analysis, as well as STEEPLE to look at external factors affecting our internal business. I think this approach allowed us to break down and analyze where things could go wrong to prepare for when they may go wrong. According to PESTLE Analysis, the STEEPLE analysis breaks down changes and regulations of a variety of factors to help judge and make decisions based on the culture and external environment of a business (PESTLEANALYSIS, 2023). It is a great tool to foster conversation and discussion prompts around a business’s standings within its own environment and the external environment. With a seemingly everchanging organizational structure early on in EAI’s lifecycle, it was really important for us to be clear and concise in our decision making to promote clarity and shared missions throughout the entire structure. Providing full transparency among leaders and within employees helped us stay afloat during the difficult times of change.

Recommendation Assessment

Looking at my personal recommendations for EAI, I can confidently say that I stayed true to me personal and professional values when providing suggestions for EAI moving forward. I will shared my recommendations and what I would do differently below:

Module 3 – I had a good baseline interpretation of where the company should be at in its current state early on in terms of structure, however I wish I would have gone more in depth about moving forward once implemented and how it could benefit or affect the company. I could have expanded on goals, culture, authority, and leadership development strategy.

Module 4 – I think that I developed a reasonable organizational structure with the new changes being made with the partnership with NASA. I think I would have liked to explore more in the field of partnerships and how to better set up EAI for success before, during, and after the addition. Maybe I could include more about the transition period and how leadership could have intervened in a positive way, especially with internal employees and external employees.

Module 5 – When it came to the maturity phase, I made suggestions regarding management styles and practices for employees to be more successful during this period. I seemed to have neglected leadership during this time. I wish I would have challenged them to act as more of a force during this period to possibly prevent the following decline.

Module 6 – The decline phase is the one phase, I think, I struggled with the most in terms of what to do and how to fix it. I understood the problem at hand a provided a recommendation, but only for short term satisfaction and fixing. I could have expanded my though process to think on a larger scale, especially in a future tense when organizational crisis tend to have the most issues.

Module 7- I had a great initial idea about what to do to instill lasting change within EAI, however, I wish I would have included more research based evidence to prove that the system works and why it works. At this point in the lifecycle, I thought that employees were set and leadership needed time to grow and develop, when in reality, fostering an environment that enhances change positively is what I should have discussed further.

PESTLEanalysis. (2020, September 9). How steep and steeple analysis help in business. PESTLE Analysis. Retrieved March 8, 2023, from

Silsbee, L. (2022, April 12). Council post: The ‘X factor’ to organizational effectiveness: How leaders can build trust within your organization. Forbes. Retrieved March 8, 2023, from

Sonmez Cakir, F., & Adiguzel, Z. (2020). Analysis of leader effectiveness in organization and knowledge sharing behavior on employees and organization. SAGE Open, 10(1), 215824402091463.

Answer & Explanation
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Leadership and organization design are essential components of any successful organization. The final advisory board meeting provides a valuable opportunity to reflect on the effectiveness of the leadership and organization design of a company.

Effective leadership is critical to the success of any organization. A good leader must be able to inspire, motivate, and guide their team towards achieving the company’s goals. They must have a clear vision and be able to communicate it effectively to their team. In addition, they must be able to adapt to changing circumstances and make tough decisions when

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Step-by-step explanation

Organization design is another critical component of a successful organization. A well-designed organization structure can help to ensure that everyone knows their roles and responsibilities, and that work is delegated effectively. This can help to minimize confusion and maximize productivity. It is important to periodically evaluate the organization design and make changes as necessary to ensure that it is still effective.

The final advisory board meeting provides an opportunity to evaluate the effectiveness of the leadership and organization design of a company. It is important to gather feedback from board members, employees, and customers to gain a comprehensive understanding of the company’s strengths and weaknesses. Based on this feedback, the leadership team can make changes to the organization design or leadership style to ensure that the company is well-positioned for future success.

In conclusion, effective leadership and organization design are critical to the success of any organization. The final advisory board meeting provides an opportunity to reflect on these components and make any necessary changes to ensure that the company is well-positioned for future success.

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