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LiverpoolBridge - Case Stydy

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12 views3 pages

LiverpoolBridge - Case Stydy

Uploaded by

dibayan.roy
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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COURSE: LEADERSHIP, ENGAGEMENT, AND PEOPLE PERFORMANCE

CASE STUDY: THE TEAM THAT WASN’T

Project Submission by: Dibayan Roy

A summary of the CASE STUDY: THE TEAM THAT WASN’T (50 words)

There were many leaderships and team work problem faced by fine arts:

Fire Art struggles with multiple issues: a serious lack of motivation undermines team
efficiency and performance; conflicts among team members remain unresolved; Randy's
excessive criticism stifles input; unclear roles hinder collaboration; and a lack of mutual
understanding creates barriers, all contributing to the team's poor business results.

1. List and elaborate on the reasons….

a. The FineArt Team led by Eric (75 words)

The FineArt team led by Eric faced significant challenges due to unclear roles and
responsibilities, leading to confusion and inefficiency. There was a lack of motivation,
which hindered performance and teamwork. Additionally, poor communication and
unresolved conflicts created an environment of frustration and disengagement. Team
members felt their contributions were undervalued, exacerbated by Randy’s excessive
criticism. This toxic atmosphere diminished collaboration, ultimately affecting the team’s
ability to deliver results and meet organizational goals.

b. Randy Louderback (75 words)

Randy's excessive criticism and demeaning behavior discourage team members from
sharing ideas. His belief that brilliance comes from individuals rather than teams
Question I undermines collective effort and fosters resentment. This toxic leadership style creates a
culture of fear, stifling innovation and hindering the team's ability to function effectively.

c. Eric Holt (75 words)

Eric's failure to address Randy’s behaviour reflects a lack of decisive leadership. By not
facilitating conflict resolution or establishing clear roles, he enables a dysfunctional team
dynamic. His inability to inspire and engage the team contributes to a stagnant
environment where team members feel unsupported, exacerbating the overall challenges
faced by FireArt.
Short-term (1-3 months): (50 words)

Eric should conduct team-building activities to foster collaboration and trust among
members. He should also implement regular feedback sessions to address concerns and
conflicts openly. Additionally, Eric must clarify roles and responsibilities to ensure every
team member understands their contributions, enhancing accountability and
performance.

Medium-term (beyond 3 months): (50 words)


Eric should establish a mentoring program to promote professional development
and strengthen relationships within the team. He should also create a recognition
program to celebrate achievements, boosting morale. Lastly, Eric must implement
strategic planning sessions to align the team’s goals with the organization’s vision,
ensuring everyone is working towards common objectives.

Recommendation A: Team-Building Activities (75 words)


Team-building activities are essential for rebuilding trust and camaraderie. They provide
a platform for team members to communicate openly, fostering stronger relationships.
These activities can break down barriers created by Randy’s criticism, encouraging
collaboration and a sense of belonging. A cohesive team is more likely to be engaged and
Question II motivated, directly impacting productivity and morale.

Recommendation B: Regular Feedback Sessions (75 words)


Implementing regular feedback sessions creates an open forum for discussion, allowing
team members to voice concerns and share ideas. This approach encourages transparency
and helps to address conflicts before they escalate. Feedback sessions can enhance team
dynamics by ensuring everyone feels heard and valued, ultimately improving
engagement and performance.

Recommendation 3: Clarifying Roles and Responsibilities (75 words)


Clearly defining roles and responsibilities is crucial for effective teamwork. When team
members understand their individual contributions, it minimizes confusion and overlap,
enhancing accountability. This clarity enables team members to focus on their tasks,
improving overall efficiency and allowing for smoother collaboration, which is essential
for achieving FireArt's strategic goals.
Sensing: (75 words)
Jack Derry demonstrates strong sensing skills by recognizing the urgency of FireArt’s
crisis and the need for a strategic realignment. He actively seeks input from Eric and
acknowledges the importance of assembling a diverse team to address the challenges.
His awareness of the team's morale and performance issues indicates his ability to
perceive underlying problems that require immediate attention.

Relating: (75 words)


Jack shows effective relating by engaging with his team and emphasizing collaboration.
He values each division's contribution, fostering a sense of unity and shared purpose. His
willingness to entrust Eric with significant responsibilities reflects his confidence in team
members, building rapport and encouraging an inclusive culture. However, he could
enhance this by addressing individual concerns more directly.

Visioning: (75 words)


Jack's visioning is evident in his focus on strategic realignment to guide FireArt through
its challenges. He articulates a clear goal: a comprehensive plan to revitalize the
Question III
organization. By emphasizing the need for innovation and collaboration, he inspires his
team to envision a more successful future. However, he should ensure that his vision is
communicated more consistently to align all team members.

Executing: (75 words)


Jack's executing capabilities are reflected in his directive approach to assembling a high-
performing team. He emphasizes urgency and accountability, aiming for quick results.
However, he needs to ensure that he provides ongoing support and resources to enable
the team to succeed. Additionally, he should create a feedback loop to monitor progress
and make necessary adjustments, ensuring the execution aligns with the envisioned
outcomes.

Recommendations: (75 words)


To enhance his effectiveness, Jack could adopt a more participatory leadership style,
encouraging team members to contribute ideas and solutions actively. By facilitating
regular strategy meetings and open forums, he can foster collaboration and ensure
everyone is aligned with the vision. Furthermore, addressing individual concerns and
providing personalized support will strengthen team cohesion, ultimately leading to
better business results. This approach will cultivate a culture of empowerment and
engagement, vital for long-term success.

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