Module Four Case Study

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Southern New Hampshire University *

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500

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Management

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Jan 9, 2024

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Module Four Case Study Name: Deborah A. Castro Date: 12/28/2023 Eduardo has recently been promoted from an individual contributor to a manager of the prosthetics company. Eduardo has been described as extremely intelligent and able to typically get to the solution before everyone else. This however has led to a disconnect with his team, due to his loss of patience. By completing the work himself he is missing vital input and alternative points of view of others on his team. Eduardo’s leadership style is turning into a dictatorship, that is creating poor relationships with employees and future employers. Eduardo will need to develop several leadership competencies to be successful in building future trust from his employees. Several buckets that he will need to deep dive into are strategic thinking, emotional intelligence, and communication skills. Leadership competencies are “an observable, measurable pattern of knowledge, skills, abilities, or characteristics an individual needs for effective or superior performance in a job” (APHIS, n.d.). Eduard needs to focus on oral communication, flexibility, interpersonal skills, and problem-solving to build future trust. Breaking it down by working on these competencies he will be able to successfully demonstrate openness to change and any new information Eduardo will be able to adapt to rapidly changing conditions or unexpected obstacles, all the while providing accurate, convincing oral presentations with current, and understandable information to policymakers and citizens. Eduardo will also be able to learn interpersonal skills to be able to treat others with courtesy, sensitivity, and respect and use problem-solving to be able to identify and analyze any problems in the workplace and come up with a solution before they get out of hand. Once he learns these four leadership competencies, he will be able to gain control of his team once again. Two action items recommended to Eduardo for his leadership development should be being responsible for their team’s communication and well-being and inspiring their team

through positive words and actions. With Eduardo overseeing the team's communication skills, this will allow them to feel comfortable communicating openly and feel more comfortable in their day-to-day roles. It’s crucial that Eduardo support and provide his team with positive words/actions. This will show that Eduardo can recognize their accomplishments and hard work and learn how to build his team up. I believe that once Eduardo can encompass these traits, he can be an inspiration to his employees, and understand that his overall goal as their manager should also be their role model and provide his team with words of encouragement and growth. Based on Jim Collins’s “Good to Great” article, Eduardo can utilize the flywheel effect to transform his leadership style. “The flywheel effect is when you take a company from good to great by increasing the momentum of the team by pushing harder and harder each day until the “flywheel” is moving on its own (Collins, 2007)”. First off Eduardo will have to request the help of his team to begin the start of the flywheel movement then they will have to create a one-team momentum. Eduardo will need to develop a foolproof plan for his employees that will gauge momentum, once the flywheel starts to move consistently, the team will feel accomplished. Winning and having real results will create a strong sense of accomplishment and create strong team morale and a strong sense of leadership respect. Resources: APHIS Leadership Development Toolkit. (n.d.). Retrieved on December 28, 2023 from https://www.opm.gov/WIKI/uploads/docs/Wiki/OPM/training/Leadership_Toolkit.pdf

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