framework

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School

Southern New Hampshire University *

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20098

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Management

Date

Jan 9, 2024

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docx

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Uploaded by MateOxideMandrill22

South New Hampshire University My personal approach to team management At Thirsty Beverage Corporation (TBC) Christopher Sutphen COM-20098-XK032 Emotional Intelligence 23DA10 750–1,500 words or about 3 to 6 pages (plus a cover page and references) 10/19/23

Thank you for the opportunity to further my station with the Thirsty Beverage Corporation (TBC). I know this is a unique opportunity to advance both mine and the company's commitment towards greatness. Having worked for this company for three years I believe I have a particular set of skills that can be beneficial to implementing a greater workforce cohesion. My other colleagues are also applying for this position. Understandably, being offered this position would have previous colleges transition into employees that I would need to manage equally with the other members of the team. I will acknowledge that one of the employees and I have not always seen eye to eye on every issue. I will address these challenging dynamics further and branch out to include any other diversity differences that might arise between myself and the diverse community we are growing here at TBC. Further, I will expand on group collaboration efforts that, if implemented properly, will construct a more cohesive team. And with my experience working for theThirsty Beverage Corporation, I have the insight needed to address the companies and employees frustrations. Team Dynamics My personal demographics are that of a Cis white male in my mid thirties. An active member in my local community, and organizations. I am a member in good standing with the Kiwanis Club of Southfield, the Boy Scouts of America, and our local high schools parent teacher association. These organizations have allowed me to interact with many different individuals from all walks of life. With the influx of new hires here at TBC, the diverse range of employees has grown. From a small team of five, to now over 20 employees. Our business is in need of strong leadership and guidance from someone who knows the daily activities that take place. TBC’s largest diversity is in workforce age. 32% of employees are between the ages 26-35. I count myself in this largest cohort. 26% are between the ages of 36-45. Not far off with 20% are the youngest employees between 18-25. With 78% of employees under the age of 45 this allows for a growth model that will develop proficient employees for an extended timeframe. We also maintain 14% between 46-55, and 8% at 55+. These senior members are crucial to our success, as their years of expertise and skills have been invaluable in countless situations. (SNHU, 2023) The cultural differences are not as large with 73% of employees being Caucasian, 14% Hispanic, 8% African American, and 5% Asian. (SNHU, 2023) Again I count myself in the largest cohort which is beneficial in a leading role. It is still extremely important to account for diverse cultures when leading a team and with my personal experience I believe there is no better choice than myself. Simple gender stereotypes are an issue that I see needs correcting. The company survey only offered a binary Male/Female option. 70% registered male while 30% marked female. If we want to be an inclusive community based organization, we should look inward and offer the opportunity for our employees to express their full identity. I do not count myself as a member of the LGBTQIA+ community, yet I recognize the need to express individuality. I would welcome a more open and inclusive workforce. With all of these diverse connections, many implicit biases can play out through the team. These could range from, but not limited to; gender diversity, religious differences, sexual orientation, racial diversities, and age discrimination. Every individual has inherent biases based on their upbringing and personal experiences. This may lead to stereotyping or personification within a team's cohesion. A younger employee may become resentful of an older employee taking more frequent breaks. An employee may inappropriately interpret another's demeanor as affectionate or flirtatious when only professionalism was intended. Different religious cultures may clash due to differing belief systems and culturally appropriate attire. With the rapid growth of Thirsty Beverage Corporation we will find more friction among employees that will need to be addressed in a fair and balanced manner. A personal challenge that I will need to address is working professionally with a former college. We have had issues in the past communicating succinctly. They preferred to send informational emails while I preferred a more personal approach in face-to-face communication. I understand the benefit of recorded documentation and strive to improve myself in those regards. Yet the personal touch is lost when communicating through writing. Inflection and facial cues are a strong identifying factor towards sales and coordination. I find a personal touch to be extremely beneficial when communicating guidance to a team.

Personal Approach How will I manage myself as a leader (use emotional intelligence to analyze your personal approach how you will assess your own strengths and weaknesses as a leader (anonymous employee survey/ issue drop box) address your own biases and use empathy when communicating with the diverse team manage your emotions when working with challenging team members Collaboration Strategies Explain how you can create a safe environment that promotes feedback. (group norms: casual friday, food, family bbq) Describe how you will take culture and age into consideration how will you ensure that communication is relevant and appropriate for all members of the team? (bi-weekly employee news bulletin) How will you collaborate with employees who did not receive the promotion? Some of the new employees have said that they feel frustrated by the lack of training and clarity in job roles. You and the other two original employees are feeling the stress of constantly needing to train the new employees and answer their questions. With so many new hires, the company's leadership was not able to create a unified team. Now, the diversity in personalities and backgrounds has caused conflict among the team members. Diversify the daily operations to organize tasks Start with a reorientation period. Identify any gaps in employee training and solve issues.

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Resources SNHU. (2023). Demographic Information. SNHU. https://learn.snhu.edu/content/enforced/1425769-COM-20098- XK032-OL-DAC-CFA.23DA10/course%20documents/Demographic%20Information.pdf? _&d2lSessionVal=TkteHlaF5ij03X1KWDuYbeWgv&ou=1425769

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