Answer

Case Study Analysis

SitLead: Training & Development

1. What type of communication do you need to maintain with Kitty?

Supervisory communication is the most appropriate type to maintain with Kitty. To guide her towards achieving success in team leadership, I will adopt persuasion to encourage her to achieve results without directly pointing out how to navigate about it (Nathan, 2018). I will also keep her informed of any new condition to the project and timely to enabler her guide the team towards customer satisfaction.

2. If you had to schedule potential meeting times with her in advance, how often would you be willing to meet and discuss her performance, while still taking a more “hands-off” approach this time?

With the past project, I am well aware that Kitty is competent in handling the project team to accomplish the work at hand. This means that I will only act as a guide in times there are areas that need clarification or when the customer has made additional requests. In this case, I believe that scheduling weekly meetings to track the progress of the work is enough. However, I will be open any time she faces an obstacle in the project that is beyond the team and her comprehension. This will ensure that she has autonomy over team leadership and focuses on ensuring the project goals are achieved while at the same time free to seek direction (Sheeba & Christopher, 2020).

3. What are you going to be focusing on to see Kitty’s development progress? What areas will you be able to gather data from to provide you with information regarding her behaviour?

To observe the development progress Kitty makes, I will ask her to create a detailed goal plan with specific deliverables she targets to achieve at any given point in the project. The deliverables will include the project progress, team cooperation, challenges undergone and how they were resolved, and any other issue that she considers reporting. I will also observe the level of independence she exercises by striving to find solutions before seeking my assistance. This is an important skill that she has to learn and adapt successfully to be a strong and competent team leader (Nathan, 2018).

Information concerning Kitty’s behaviour will be drawn from both her performance and feedback from the team. If she shows positive performance in managing the project deliverables and coordinating the team to achieve optimal results, then it can be safely concluded that she has exercised good positive leadership behaviour (Nathan, 2018). I will also have a private feedback box where the team members can air their grievances and this includes report any intolerable behaviour from the leader. This will aid in evaluating how well she is featuring among the team members.

4. How can you maintain your positive relationship with Kitty, while still pushing her to “stretch” and grow?

                One of the ways to maintain a positive relationship while pushing for results is to act formally (Nathan, 2018). When it concerns anything that impacts the project, Kitty needs to be informed clearly and directly. This includes putting pressure to deliver exceedingly impressive outcomes. The other way to maintain a positive relationship is through affirmation. As a young and first-time leader, I will keep applauding Kitty any time she does a good job. This will give her the motivation to keep pushing even under stressing scenarios (Sheeba & Christopher, 2020).

 Situational Leadership and Constructive Discipline

1. List the data points you have on her current performance. How does this differ from her “usual” performance?

Currently, Sally’s performance has dwindled. One of the data points is the lateness compared to someone punctual and leaving the field and office earlier than before. The other is laxity. Sally has shifted from a hard-working person who ensured her tasks were completed even if it meant going for extra hours to one who does not care whether she finishes her assignments on time and being thorough like before. Also, Sally has developed unethical behavior where she strives to push for a customer through the backdoor knowing well, they are unqualified.

2. What style will you use to start the conversation?

The conversation with Sally is expected to be tough because its goal is not to have lost her but to understand the challenges, she may be facing that have diverted her attention and attitude from the work. Therefore, I will start the conversation through constructive feedback (Society for Human Resource Management, 2019). This implies that I will be asking questions and giving feedback on what is expected instead of focusing on what she is doing wrong (Gallo, 2016).

3. How will you know from Sally if that style is working?

To ascertain whether the conversation is yielding desirable results, I will ask Sally to voice her opinion on the concerns. This will open up the pandora box to determine the root cause of the problem whether it is from within the organization or externally inflicted (Gallo, 2016). Together, we will then find solutions to the negative behavior causes and set clear boundaries on how they should be addressed in the future to avoid hurting business performance.

4. What type of follow up will you do and why?

I will keep track of her progress afterward to check for positive reviews from supervisors and other departments. I will also request her to report to my office daily to give track of her routine and performance. This will determine whether the conversation was productive and if she has taken steps to deal with the negative work attitude. The follow-up is important to ensure that she does not return to the bad habits afterward (Society for Human Resource Management, 2019).

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