Reply to a peer on Situational Leadership Case study

Reply to a peer on Situational Leadership Case study

Reply to a peer on Situational Leadership Case study. Each individual member of Group 2: Review and respond to the threads posted by the members of Groups 1, 3, and 4. Analyze the suggestions they offer, and relate them to the work you have done. Identify strengths and weaknesses of applying other categories of leadership to your case study. Offer further explanation as needed in response to the other group members’ questions.

Rebekah Dhani

Response to Group 2 Case Study

Great job on your Case Study paper! I appreciated how organized and clear each section was; you all made some excellent points throughout. After reading through the Case Study, I do agree with your conclusion as Mr. Anderson did not take the right approach for his training, which resulted in him questioning his leadership ability. This is because he originally went in with a non-directive approach since he thought since the employees were exceptional, he did not have to try as hard. However, no matter how exceptional some employees may be or the role they may be in, it is important to still maintain a good balance of direct and supportive leadership. His strength was that he wanted to create a communication training to keep it up to date and informative to employees but his weakness was that he changed his approach based off the level of employees he was communicating with. He made a false assumption that just because these employees are higher, doesn’t mean he needed to still have a directive approach, when in fact, he still needed to.

I was part of group 1, which focused more on the traits of a good leader. For that particular case study, the main character took on a leadership role after the passing of her late husband. She took the time to get herself familiar with the details behind the company; what was fine and what needed improvement. She also focused on how she can grow the company while also making her employees her the vocal of it all. Contrast to Mr. Anderson where he changed his approach for the negative, she changed her approach to benefit not only the company but her employees. She was still directive but also had a supportive leadership style.

Overall, I thought this Case Study was great to read through. The only recommendation I would make, is that it would have been helpful to bring in more examples of what it looks like when you use a more directive approach. For instance, your catering company has just landed its biggest contract yet: to provide a large banquet for the attendees of a fundraising auction. You hesitated to accept the contract at first, as the organization has given you short notice and your best line cook is away on vacation. However, you know that a successful outcome will provide excellent word-of-mouth referrals for your company (Sims et al., 2008).

You consider yourself, in general, to be an empowering leader, but in this situation you suspect that a more directive approach may be needed. A directive approach is called for when goals are clear, when the leader is considerably more experienced than the followers, and when short-term goals, learning, and compliance are more important than follower development (Sims et al., 2008).

To be able to hear more about the clear difference this approach makes would have been helpful to bring the whole case study together. However, regardless this was very informative.

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Reply to a peer on Situational Leadership Case study

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