MBA 530 Four Case Study

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Jun 11, 2024

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1 Jocelyn Sanchez MBA 530 Four case Study Evelyn Cardenas June 9, 2024

2 His growth into an effective leader within the company is hindered by his current leadership habits — this was obvious from Eduardo's feedback results. The organization's overall business performance suffering due to his inability to scale, his leadership — has been impacted. His actions are harming internal colleagues, concern is growing that this may soon affect external, associates as well. The achievement of organizational goals is being hindered by Eduardo's current approach to his leadership roles. As explained in (Scaling Leadership,2019), “we all have the capability to make personal changes, to turn weaknesses and liabilities into strengths and resources. “For the benefit of all stakeholders this analysis will present suggestions for Eduardo’s personal growth strategy. Based on feedback about Eduardo’s work performance I anticipated that his Leadership Circle Profile Assessment would show a High-Reactive outcome. Drawing from this assumption and The Leadership Circle Profile I identified important areas for Eduardo to improve — chiefly within the Original fundamental competencies of Relating and Self-Awareness and the Reactive fundamental competencies of Controlling and Protecting. These dimensions, sit next to each other on the Leadership Circle Profile. In Eduardo’s case these four dimensions connect as seen through his behaviors. The strategy devised for Eduardo aims to enhance his Self-Awareness which will positively impact his Relating skills with colleagues. By building personal relationships and improving communication he will promote higher trust levels among company members. As trust grows and bonds form with coworkers Eduardo will feel more comfortable lowering his Protective barrier — a current source of organizational disconnect. Becoming less distant and more approachable he should inspire greater confidence in his team. This transition will enable Eduardo, to diminish his need for Control, allowing him to empower his team members

3 effectively. The goal is to transform Eduardo’s tendency towards Task-Oriented leadership adopting a more Relationship-Oriented approach, in his leadership responsibilities. “Are exceptionally bright and innovative, but they usually have weak people skills. They are not building teams or developing their people; they don’t listen, they are poor communicators. They have been promoted any number of times through the ranks for their technical brilliance, yet they haven’t been challenged along the way to learn how to effectively lead within a more complex role and context” (Scaling Leadership, 2019). There exists a gap in Eduardo's development. His self-limiting behavior stems from not working on his self- awareness. He lets internal assumptions cloud his ability to relate to others controlled by his need, for perfection and overdrive. His demeanor — indicated by 'professional arrogance' — acts as, a protective shield. One of Eduardo's key strengths — his intelligence — is obvious to me in my role as his coach. Observing the skills of highly reactive leaders I have also recognized that, his passion and drive stand out as strong qualities. Yet these strengths, when pushed too far can turn into weaknesses. Eduardo's relentless pursuit to always win and provide the right answer is hindering his capacity, to leverage his wisdom and passion effectively for the benefit of the organization. It did not go, disregarded by me that Eduardo's peers commented on nearly every point identified. “Ineffective Interaction Style, not a Team Player, Team Not Fully Developed, Over-Demanding, Micromanages, Team Not Held Accountable, Inattentive/Poor Listener, Too Self-Centric, Lacks Emotional Control, and Impatient” (Scaling Leadership, 2019). Eduardo's leadership will benefit from a calculated plan which I, as his coach, will develop — focusing on converting liabilities into strengths and leveraging his knowledge, passion, and drive productively.

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4 Attending Leadership Training Programs — whether in person or online — would be the first action item I would advise Eduardo, to consider. This will allow Eduardo to gain an in-depth understanding and professional view of his leadership from an external perspective; through this he can expand his knowledge and refine his skills to use his strengths more effectively with his team. The next recommendation for Eduardo is to work on his interpersonal communication skills. Coaching sessions can help him become more aware of his tone, mannerisms and body language when interacting with others. Eduardo must strive to improve his active listening, and look feedback from employees, moving away from his current dictatorial leadership style. Reaching organizational goals and showing effective leadership gradually over time can be beautifully illustrated by the flywheel effect. This involves taking small steps and making minor adjustments to build up the energy needed to get the flywheel turning. Transforming Eduardo's leadership approach will bring broader success to the company. Eduardo thinking he can get the flywheel moving on his own believes his intelligence is, enough to guide the company towards its goals without teamwork. However, Eduardo’s team is full of skilled people who together possess the strength needed to get the wheel spinning. By not collaborating or looking others' input Eduardo fails to leverage his team's collective power. Eduardo needs to evaluate his situation and understand that achieving goals is far simpler, with the collective skills of his team members. When they work together — sharing ideas and inputs — the team can build the momentum needed to get the flywheel spinning. This gradual effort will help them collectively push forward and meet all future organizational goals as a united group focused on, the company's vision and objectives.

5 References: Anderson R. J., & Adams W. A. (2019). Scaling Leadership. [VitalSource Bookshelf]. Retrieved from https://online.vitalsource.com/#/books/9781119538301 Didner, P. (2022). 6 steps to develop your strategic thinking skills. LinkedIn. https://www.linkedin.com/pulse/6-steps-develop-your-strategic-thinking-skills-pam- didner/

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