Read the Chapter Case: Case Study: Team Building, Adaptive Leadership, and the U
ID: 3881202 • Letter: R
Question
Read the Chapter Case: Case Study: Team Building, Adaptive Leadership, and the Use of Personal and Position Power (pp. 96-97) of The Art of Leadership & Supervision text. Answer the following questions:
What team-building steps did Reid initiate as the new department leader facing an inspection shortly after taking his leadership role?
How did you see Reid adapt to his new role and the situation he faced? How would you use personal and position power in this case study?
Facing a ninety-day review by the store and district manager, what steps would you take in conducting a review of your department leadership and organization climate/ What team-building and assessment plan would you develop and share with your leadership?
Here is the name of the book:
Portolese Dias,Upperman, Trumpy. (2014). The Art of Leadership & Supervision (Version1.0.).
Explanation / Answer
What team-building steps did Reid initiate as the new department leader facing an inspection shortly after taking his leadership role?
Answer:
The first thing I noticed with read, was that he wantedto create a Positive Leadership Climate because of the way things were with the last supervisor. The Next Stage was the Enrichment Stage because he wanted to listen to how things were and based off that, especially how the last supervisor took shortcuts, Reid wanted to let the team know that this was not going to be the case. The last step was Sustainment Stage that Reid would initiate. He did this because once he established his vision, he wanted establish and keep organizational success.
How did you see Reid adapt to his new role and the situation he faced?
Answer:
Reidadapted to his new role by implementing his core values he learned fromprevious jobs to incorporate them. He went into his new role being unbiasedtowards the previous supervisor or calling out the one team leader that was theprevious supervisors right hand man. He went into the situation calm and didn’tlet the fact that the inspection was coming up deter him.
How would you use personal and position power in this case study?
Answer:
Not sayingReid didn’t do this, but I would have gone in and sat down with the team in ameeting and gave them my vision on how I am based on my previousexperiences. Next, as Reid did, I would sit down and ask everyone from teamleaders down what their expectations are and how to make and continue makingthis company better. I would emphasize that I have an open door policy if anyonehad any issues, that they can come to me with confidence and trust.
Facing a ninety-day review by the store and district manager, what steps would you take in conducting a review of your department leadership and organization climate/ What team-building and assessment plan would you develop and share with your leadership?
Answer:
The steps that I would take would be have weekly meetings to see howeverything is going. That way we know how far we have come and how far wehave to go. Once that is done, we can go to maybe two week meetings. With theleaders of my team, I would hold daily morning meetings and end of daymeetings to access the progress
I would also do as Reid did and let the team do walk thru’s with the Districtmanager to see exactly what he/she is looking for. This also helps in teambuilding. It shows and lets the team know how much you care for them. I believe this is the reason the manager that disliked him in the beginning jumped onboard even though they failed the inspection. He saw the vision that Reid hadand he saw promise in seeing a positive of doing things the right way.What team-building and assessment plan would you develop and share withyour leadership? I would do theFormation andEnrichment Stagesbecause forone, being a new team lead, you want to get to know your team as opposed tohow they were with the last campaign. I like starting off with a clean slate andletting my team know that whatever happened in the past is in the past. I believewhen you do this, a since of relief is sent across the whole team and the one’sthat had bad experiences, may not have that with this new campaign and willbloom far even beyond their expectations. Once this is done establishing trustand always encouraging my team will build that cohesive team needed toaccomplish any task put in their way.
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