Advisor - Organizational Leadership

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Feb 20, 2024

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Position There seems to be some misinterpretation of the expectation set for Green by Green. In the case study it seems Green is under the assumption he is accountable to McDonald rather than Davis. In reality Davis is Green’s supervisor not McDonald. Davis has set some pretty lofty goals for 2008 but Green finds these goals unrealistic. Green instead of discussing his concerns with his boss, inappropriately called Davis out in front of the rest of the team. Because Green did not believe these goals were achievable, he then went and undermined his boss’s by focusing on the things he viewed important and not the things he was being asked to achieve. It seems Green believes he has all the right answers and he will not consider any ideas other than his own. Situation Analysis Green is under the assumption that Davis does not like him because McDonald told him that Davis probably would not have picked him if it had been his decision. (Which McDonald shouldn’t have done.) Because of this, coming into the situation, Green was primed to disrespect Davis. Davis in his first interview did exactly what a supervisor should do. He brought up the points where Green needed to improve however Green was defensive rather than taking the opportunity to learn from Davis’s insights. It seems, Green came in with an ego and felt like his job was to fix everything because he had all the right answers. The honest truth is, Green probably does have a lot of great ideas and insights however he needs to be willing to work with others if he is going to accomplish any of his goals. Also, if he is not willing to compromise for anybody, it makes it hard for Davis or anybody else to be willing to work or value Green’s opinions. The company is already succeeding and is a multi- million-dollar corporation. Green fails to understand that the company was already successful without him and although his insights can help move the company forward, the company does not need overhauled. Davis sees the value Green has but his expectations are not being met. Green has a chip on his shoulder and just assumes Davis is out to get him and wants him to fail. This is not true. “Davis told McDonald, “I am truly disappointed with Thomas’s work. He is an intelligent and capable young man, but I do not believe he is making a strong effort.” In response to Davis’s complaints, McDonald sent a short email to Green (Exhibit 5) asking for his point of view on the situation. Green told a close friend, “It’s clear that Frank intends to get rid of me. He’s just putting his argument together.”” At no point in Davis’s email did he say he wanted to get rid of Green. Davis said “(Green) is an intelligent and capable young man , but I do not believe he is making a strong effort.” This email points out that Davis sees Green’s value and acknowledges that Green is capable of being great however it also acknowledges that Green isn’t meeting the expectation and this needs to change. The email is honest, fair, and professional. The email does not say green can’t meet the expectation it just states the fact that he isn’t currently. Green does not take criticism well and feels he is being undervalued and attacked

Objectives or Goals and Action Plan Green does not respect Davis as his supervisor. McDonald and Davis need to have a one-on-one with Green and explain to him exactly what their expectation are of him. Clear expectation needs to be set. Right now, it doesn’t seem Green knows what his role is or where he fits into the company. He currently is dancing to the beat of his own drum. The communication between McDonald and Green should be limited in order to establish the fact that green reports to Davis and should not be going Davi’s head by reporting to McDonald. During this one-on-one McDonald needs to verbally pass the baton of leadership in regards to Green to Davis. Davis should then explicitly express his appreciation for Green and the value he brings to the table. In the conversation he should then express clear expectations of what he expects Green to accomplish and how his talents can play a roll in bettering the company. Green does not feel valued by Davis Davis needs to build a relationship of trust between the two of them. He can do this by not only focusing on the areas of work where Green needs to improve but rather he should also point out the areas he is seeing Green succeed in. He should also show that he trusts Green by giving him opportunities in which he can succeed that highlight Green’s talents and abilities. He can give Green specific assignments to accomplish and where Green is still learning the ropes of the new job, Davis should physically go with Green on some of these assignments and mentor him and show him what is expected. This will show that Davis values Green and through the process trust will begin to form. Evidence Objective 1 Because McDonald was the one to hire Green, Green feels he is accountable to McDonald rather than reporting Davis. Currently it seems Green has no respect for Davis as his leader nor the goals he wants to accomplish. Because of this miscommunication Green does not feel he should listen to Davis’s advice or council. As a result, a clear chain of command needs to be established and expectations need to be set. Having these two things is highly effective. Having a chain of command “supports all employees” by giving them a set individual who is there to help support them in accomplishing their tasks it also provides a sense of accountability and clarity with employees by giving employees someone to report too. This individual can oversee the tasks and making sure they are accomplished in an appropriate manor. Setting clear expectations is crucial because it helps employees and leaders have a vision of what they are striving to accomplish and it provides a clear understanding what each person’s individual role is in order to achieve the desired outcome. Objective 2 With any healthy relationship trust needs to be present. Right now, Green does not trust Davis and Davis because of numerous situations does not trusting Green. Having trust in your employees and your leaders is essential if you company is going to operate cohesively as you strive to accomplish your goals. “Trust is the opposite of fear, trust leads to breakthrough, trust helps with damage control, trust builds future leaders.” Everything starts with trust, if you don’t have trust than there is no way you can be unified. Risk Assessment

Green can outright refuse to respect Davis as his supervisor One option would be to give Green a verbal warning and ask him to reevaluate how he approaches Davis as his boss. Let Green continue to work under Davis for a time. If things do not get better maybe consider moving Green to a different branch. Green has a lot he can bring to the table and it may not be in the company’s best interest to let him go without further evaluation. Once Green is transferred evaluate if Green can be a team player and work well with others or if he still refuses to respect his supervisor. If he continues to play to the sound of his own drum further action will most likely need to take place. Green may refuse to meet the company’s expectations and standards. If this is the case you need to evaluate if Green “can’t” meet the expectations and standards or is it he “wont” meet the company’s expectations and standards. If it is a matter of “can’t” than you will know you will need to do some more training. This may involve him shadowing Davis, going to trainings, or something else you deem sufficient. If it is a matter of Green not wanting to meet the standards than that is a different scenario. You can try to help him see the vision you have but if he refuses there may not be much you can do to help his career be successful with the company. Organization and Presentation 1. Used headers aligned with rubric , including a references section header . 2. Less than two spelling errors 3. Less than two grammatical errors 4. Less than 1500 words total. Your manager is impressed by your report! Work Cited James, L. (2021). The chain of command & why it’s important. Organimi. https://www.organimi.com/the-chain-of- command-why-its-important/ Setting clear expectations for employees. (n.d.). Business News Daily. https://www.businessnewsdaily.com/9451-clear- employee-expectations.html Pope, J. (2023, August 8). Why trust is important in the workplace. Situational Leadership® Management and Leadership Training. https://situational.com/blog/five-reasons-why-trust-matters-at-work/#:~:text=Trust%20Leads%20to %20Breakthroughs,discovering%20new%20ideas%20or%20solutions .

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Advisor - Organizational Leadership

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