Sustainability discussion 4:dentify the skills of the leader that are key in leading a team to move a company toward a social entrepreneurial model. Investigate Hot Bread Kitchen Find Hot Bread Kitchen on the Internet (http://hotbreadkitchen.org/) What is their mission and vision? Who leads Hot Bread Kitchen and what was the motivation to start the company? What impact does Hot Bread Kitchen hope to have on stakeholders? Analyze their leadership style and qualities of Jessamyn W. Rodriguez, Founder and Chief Executive Officer What other leaders in the company hold the vision and support the social entrepreneurial model?

2. Discuss: Where would you start in developing a team to move your company into a social entrepreneurial focus? Who would you want on your team? How would get engagement from others in the company in seeing and embracing the vision? What particular leadership skills would enhance success of the move What challenges do you anticipate What methods would you use to address the challenges post and reply on 2 students: student#1: Each statement may be part of the strategic planning process but have a different objective. These statements may be written for organizations or for individual departments. A mission statement is a concise explanation of the organization's reason for existence. It describes the organization's purpose and its overall intention. The mission statement supports the vision and serves to communicate purpose and direction to employees, customers, vendors and other stakeholders. See SHRM's Company Mission Statement Examples for a variety of samples. Questions to consider when drafting mission statements could include: What is our organization's purpose? Why does our organization exist? A vision statement looks forward and creates a mental image of the ideal state that the organization wishes to achieve. It is inspirational and aspirational and should challenge employees. Questions to consider when drafting vision statements might include: What problem are we seeking to solve? Where are we headed? If we achieved all strategic goals, what would we look like 10 years from now? A values statement lists the core principles that guide and direct the organization and its culture. In a values-led organization, the values create a moral compass for the organization and its employees. It guides decision-making and establishes a standard against which actions can be assessed. These core values are an internalized framework that is shared and acted on by leadership. When drafting values statements, questions to consider might include: What values are unique to our organization? What values should guide the operations of our company? What conduct should our employees uphold? In conjunction with a values statement, a code of ethics puts those values into practice. It outlines the procedures in place to ensure the organization's values are upheld. Questions to consider when creating codes of ethics might include: What are common ethical issues in our industry? What should someone do if he or she sees a violation of our values? Management cannot create a new values statement or ethics code and expect immediate change. For an organization to have an effective values statement, it must fully embrace its values and ethics at all levels of the company and use them daily to guide its attitudes, actions and decision-making. Refer to What does it mean to be a values-based organization? for more information. 1. Self-Awareness. This means simply understanding your strengths and weaknesses, but gaining self-awareness is anything but simple. Self-awareness is critical for ongoing and long-term effectiveness as a leader. Here are 4 sure-fire ways to boost your self-awareness. 2. Communication. It’s one of the most basic, across-the-board skills all of us need to develop and refine during our careers. “Communicating information and ideas” is consistently rated among the most important skills for leaders to be successful. Communication is also embedded in a number of other leadership competencies, including “leading employees,” “participative management” and “building and mending relationships.” Writing clearly, speaking with clarity, and using active listening skills are all part of the equation. As you move up the career ladder, it expands to behaviors such as encouraging discussion, building trust, conveying vision and strategic intent, and pulling people along with you. That’s why communication is so important for leaders. 3. Influence. Developing your influencing skills helps you to communicate your vision or goals, align the efforts of others, and build commitment from people at all levels. Ultimately, influence allows you to get things done and achieve desirable outcomes. Influence can vary greatly at different levels in the organization. Knowing your stakeholders, or audience, is key. Do you need to influence your boss? Your peers? Direct reports? Customers? Each stakeholder has special concerns and issues, so various groups and individuals will require different approaches for influencing. You’ll want to master the 3 ways to influence people. Early in your career, or in individual contributor roles, influence is about working effectively with people over whom you have no authority. It requires being able to present logical and compelling arguments and engaging in give-and-take. In senior-level or executive roles, influence is focused more on steering long-range objectives, inspiration, and motivation. 4. Learning Agility. You need the ability to constantly be in a learning mode, to value and seek out the lessons of experience. To develop as leaders and as people, we need to be active learners. This involves recognizing when new behaviors, skills, or attitudes are needed and accepting responsibility for developing them. Learning agility involves learning from mistakes, asking insightful questions, and being open to feedback. It includes learning a new skill quickly, taking advantage of opportunities to learn, and responding well to new situations. For senior leaders, learning agility is also about inspiring learning in others and creating a culture of learning throughout the organization. Developing your learning agility is how to enjoy a long career. Student#2: 1-What is their mission and vision? "Creating economic opportunity through careers in food. Hot Bread Kitchen imagines a food system that justifiably rewards talent and sustains a diverse workforce while celebrating culinary tradition and innovation." (As per their official website) It means they are in business of making financial opportunity available for all through professions in sustenance. Hot Bread Kitchen imagines a sustenance framework that neutrally repays ability and maintains an assorted workforce while celebrating culinary convention and development. Our non-benefit social venture weds market to mission: 65% of our working spending plan is subsidized through bread deals and kitchen rental. Basic generous help makes it feasible for us to give industry-particular preparing and informative programming to profit our customers. 3-Who leads Hot Bread Kitchen and what was the motivation to start the company? Jessamine Rodriguez ran the Hot Bread Kitchen. International women’s baking collective is the motivation behind start of the company. 4-What impact does Hot Bread Kitchen hope to have on stakeholders? Hot Bread Kitchen (HBK) attempts to construct a world where worker ladies are not compelled to the outlying of society, but rather acknowledged into standard culture and regarded for their commitments. Because of an absence of English familiarity or skillful systems, settler ladies are frequently obliged to work in the casual part. Through our activity preparing and business brooding projects, we enable them to accomplish the important aptitudes to acquire high-wage positions and dispatch their own organizations in the culinary business. To support our preparation programs, we create a line of multi-ethnic breads, enlivened by our pastry specialists. Subsequently, our work and our items help to "br-instruct" buyers about the profitable commitments of outsider groups. 5-Analyze their leadership style and qualities of Jessamine W. Rodriguez, Founder and Chief Executive Officer Jessamine Waldman Rodriguez is a self-made entrepreneur and a wonderful leader in the field of social initiative movement. Her main focus areas are human rights, immigrating issues, education, immigrant employability in positions at NGOs, the government and the UN at large. 6-What other leaders in the company hold the vision and support the social entrepreneurial model? Shaolee Sen-Executive-Director Jill Kaplan-Senior-Director-of-External-Affairs Shimme-Senior-Director-of-Operations Kobla Asamoah-Program-Director-HBK-Incubates