The Mediating Effects of Transformational Leadership, Agency, and Growth Mindset on Employee Retention

The Mediating Effects of Transformational Leadership, Agency, and Growth Mindset on Employee Retention. Tonika Brockman, 2024: Strategic Research Project, Nova Southeastern University, Abraham S. Fischler College of Education and School of Criminal Justice. Keywords: transformational leadership, agency, growth mindset, retention, remote/hybrid work This strategic research project was designed to analyze Leadership Development Resources (a pseudonym) to identify what problem had the biggest impact on their growth. There is a plethora of studies on the positive impact transformational leadership, growth mindset, and self-efficacy have on engagement and retention in the educational setting. This strategic research project was conducted to explore how transformational leadership, growth mindset, and agency (which is influenced by self-efficacy) impact retention within a small business. The process of examining the organization using strategic planning tools and findings from existing peer reviewed articles suggests that transformational leadership, growth mindset, and agency will have a positive effect on retention. The strengths, weaknesses, opportunities, and threats analysis, internal evaluation factor, external evaluation factor, and the quantitative strategic planning matrix were used to uncover the problem, identify possible solutions, and choose the best solution to implement. These tools provided a framework to explore the strengths, weaknesses, opportunities, and threats in Leadership Development Resources. Strategic planning is an ongoing process and utilizing strategic planning tools provides an unbiased approach for leaders to identify their problems and establish appropriate solutions. Each strategy was scored and the strategy of strengthening the culture and improving employee development was chosen. An action plan was developed to identify key people within the organization who will have the responsibility to implement the plan. The action main components of the action plan include (a) redeveloping existing roles with a focus on career development, (b) redesigning the compensation plan, (c) creating performance evaluations, and (d) establishing a communication plan. The action plan included desired outcomes as well as a timeline to follow.