COURSE: LEADERSHIP, ENGAGEMENT, AND PEOPLE PERFORMANCE

CASE STUDY: THE TEAM THAT WASN’T

Project Submission Template

Question I 1. A brief summary of the….(50 words)

Due to ego of experience and power of one particular person and his
demeaning and disruptive behavior lead the dysfunctional team to face
challenges such as lack of motivation, trust and commitment further
hindering the strategic planning and overall growth of company.
Question I 2. List and elaborate on the reasons….

a. The FineArt Team led by Eric (75 words)

Prior to last 18 months company was thriving due to collaborative,

enthusiastic and cooperative efforts of team across divisions. Eric did
conceive that he might face some resistance for lack of appreciation
towards design division, professional lacking from manufacturing
division head which proved groundless.However, after the introduction
of a disruptive individual, the team faced challenges in terms of
cooperation, trust and commitment to progress and growth.

Further team diligently did put in efforts to minimize the impact of

team blocking behaviour and promote coordination, emphasizing the
group’s ability to endure and adapt when facing challenges.
Question I 2. List and elaborate on the reasons…...

b. Randy Louderback (75 words)

Randy who is the Director of Sales and Marketing was considered

valuable resource because of his experience and knowledge. However,
the ego of experience and inability to build relationships resulted in
team blocking behaviour of Randy.

This severely affected team dynamics leading to lack of employee

involvement, commitment and result oriented planning as well as
actions.
Question I 2. List and elaborate on the reasons….

c. Eric Holt (75 words)

Eric is envisioned with building a team for strategic realignment made

of people from across divisions.

Eric is aware about team’s struggle and hindrances faced by team due
to team blocking behaviour of one individual being detrimental to team
dynamics. After four futile meetings, he observed self-driven
individuals struggling with the repercussions of the team blocking
behaviour of one individual and voicing their opinions against the team
blocker.
Question II 1. Steps that Eric should adopt..…..timelines.
a. Short-term (1-3 months) (50 words)

• Perform a comprehensive analysis to identify the precise factors

contributing to the obstruction in progress and growth.
• Plan out tactical ways to deal with such challenges.
• Communicate the plan with the timelines to achieve the same.
• Encourage transparency and culture of inclusivity.
• Create goals that focus on team’s output rather than individual
output and communicate greater purpose of accomplishing the
tasks.
• Organize brief meetings and involve divisional executives to
garner their commitment and allocate resources for team
engagement.
Question II 1. Steps that Eric should adopt

b. Medium-term (beyond 3 months) (50 words)

• Facilitate interim project evaluation.
• Perform a thorough assessment of the project’s advancements
and hurdles thus far.
• Reassess strategic goals.
• Align and assign roles if required and create sense of belonging.
• Offer motivational support.
• Implement task automation for the team.
• Arrange skills enhancement workshops.
• Encourage collaboration and transparency.
• Identify any unsolved issues requiring attention in the concluding
phase and address challenges proactively.
• Acknowledge achievements.
Question II 2. Pick any three recommendations….
a. Recommendation 1 (75 words)

To tackle challenges faced by team due to team blocking behaviour of

Randy, effective leadership and strong communication as well as
decision making methods must be emphasised on.

• Establish a clear vision and understand team goals and

objectives.
• Foster open and transparent communication.
• Actively listen to team and value their input and feedback.
• Cultivate empathy building trust and understanding within the
team.
• Addressing conflicts promptly and prevent issues from
escalating.
• Acknowledge and celebrate the individual and team
achievements.
• Demonstrate the values and work ethic expected from the team.
Question II 2. Pick any three recommendations….

b. Recommendation 2 (75 words)

A culture of inclusivity and a sense of belonging can positively impact a

team and company in several ways. It fosters:

• Increased Productivity: Employees who feel included and values

and more likely to be engaged and motivated leading to higher
levels of productivity.
• Talent Retention: A sense of belonging reduces turnover as
employees as more likely to stay in an environment where they
feel accepted and appreciated.
• Innovation: A diverse and inclusive team is better equipped to
innovate, as different viewpoints contribute to a more
comprehensive understanding of challenges and opportunities.
• Inclusive cultures promote adaptability by encouraging open
communication, enabling the team to navigate changes more
effectively.
➢ Define and communicate values.
➢ Diverse hiring practices.
➢ Training and education.
➢ Open communication channels.
➢ Regular inclusion assessments.
➢ Celebration of diversity.
Question II 2. Pick any three recommendations….

c. Recommendation 3 (75 words)

Automation:

Automation can enhance team trust and growth by streamlining

repetitive tasks, reducing errors and fostering more efficient work
environment.

Team can focus more on strategic and creative aspects of their roles,
leading to increased collaboration.Over time, it promotes skill
development for individuals contributing more meaningfully to complex
projects resulting in overall team growth.

• Identify the specific tasks and steps to automate.

• Clearly define the objectives and goals of automating.
• Select automation tools.
• Prepare and organize the data required.
• Create a detailed workflow that outlines the sequence of
automated tasks.
• Configure automation tools to execute tasks.
• Conduct testing and security checks
• Document and provide training for the same.
• Monitor and optimize on basis of feedback.
 1. Analyse Jack Derry…...Module 3
Question III
a. Sensing (75 words)

Jack’s inspirational leadership is characterized by a practical, hands-on

approach that emphasises real world details enabling him to navigate
the organizational landscape and industry trends effectively.

He demonstrates a keen awareness of market shifts and identifies

strategies opportunities. This foresight allows him to proactively
anticipate challenges and changes, empowering him to make informed
decisions that align with FireArt’s overarching goals.

This could inspire others by demonstrating a pragmatic and action-

oriented mindset, fostering a culture of accountability and efficiency.

In nutshell, by addressing immediate, observable data, Jack fosters a

clear direction, contributing to effective problem-solving and decision-
making.
 1. Analyse Jack Derry…...Module 3
Question III
b. Relating (75 words)

Jack as an inspirational leader, stands out for his ability to cultivate

meaningful relationships with the organization. He fosters a positive
work environment by motivating and empowering team members
demonstrating strong communication skills.

Jack’s approachable nature and concern for his team’s well-being

contribute to a positive work atmosphere. This not only enhances
collaboration within the team but also expands the organization’s
external connections.

Jack’s skillful networking contributes significantly to the overall

success and growth of the team and company.
 1. Analyse Jack Derry…...Module 3
Question III
c. Visioning (75 words)

Jack not only possesses a keen foresight for FireArt’s path forward but
also excels in translating this vision into a shared mission for the entire
team. He excels as a leader by casting a clear and inspiring vision for
the future.

His ability to craft compelling narratives ensures that individual roles

harmonize with overarching organizational objectives, fostering
motivation and a united commitment.

Jack’s visionary leadership serves as a catalyst, propelling FireArt’s

towards a future that authentically reflects the company’s core values
and ambitious aspirations.
 1. Analyse Jack Derry…...Module 3
Question III
d. Executing (75 words)

Simply put, Jack Derry is a leader who gets results. He not only comes
up with strategic plans but also turns them into actionable steps
showcasing a rare combination of vision and practicality.

Jack is committed to executing plans within deadlines and a focus on

achieving tangible outcomes through accountability and realistic
milestones.

He serves as a source of inspiration, fostering a dynamic environment

where everyone is driven to contribute to the overall success of the
team’s endeavors.
 2. Recommend any changes….
Question III
Recommendations (75 words)

Jack could benefit from a comprehensive analysis of Randy’s

disruptive behaviour and take targeted steps to address it within the
team dynamics.

Acknowledging and addressing concerns raised by team members like

Maureen, especially regarding investment in new artists and the
competitive advantage of better design and variety, would contribute to
a more responsive and effective leadership approach.

Moreover, Jack might explore strategies for conflict resolution within

the team, ensuring that disagreements are addressed constructively.
Finally, regular self-reflection on his leadership style and its impact on
team dynamics can help Jack adopt and refine his approach over time.