Leadership Case Problem A W4 Discussion

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Question Description

Post your Leadership Case Problem answers to both case studies to the Discussion Board. Follow the Case Study Format that is provided to you in this module. You should fully analyze the case studies by first identifying the key issues and likely root causes before you attempt to answer the questions in the textbook associated with each case study. The length of your post should range between 500 words minimum and 1,500 words maximum.

100 word response and post 1-6

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Key Issues: 

The school district in which Mary Briggs is the superintendent is under siege; not from teachers, parents, or students, but from lack of leadership.  Superintendent Briggs is more worried about a future vision than she is in solving the problems that will hopefully someday make that vision come true.

Contributory Factors:

Mary Briggs is the superintendent of schools of a city school district comprised of more than sixty schools, including pre-kindergarten, elementary, middle, and high schools.  This is a lot of schools for only one person to oversee.

Fewer than 50 percent of the students graduate from high school, and only about 10 percent of the high school graduates are considered ready for college or employment.

The local press, many parent groups, and the office of the mayor voice frequent complaints about the low performance of the city schools.

Some people blame the teachers and the school principals for the problems. Others blame the parents and the neighborhood influences for the problems. Still others blame the problems of the school district on Superintendent Briggs

When Superintendent Briggs was recently asked by a School Board Member about the most important part of her job, she responded about visions for the future and not about immediate problems within the district.

During the workday, school principals and vice principals often send Briggs e-mails asking her advice for dealing with an immediate problem, but it usually takes about twenty-four hours to receive a response.  

Some principals or vice principals will attempt to get through to her on the telephone, but it just goes to voicemail.

However, some calls get through to Superintendent Briggs’ assistant and they are told, Sorry, Superintendent Briggs is busy creating visions today. So she cannot talk with you unless this problem is a total emergency.

Superintendent Briggs is busy creating visions today, has become a punch line for many jokes among principals, vice-principals, and teachers.

The Root Cause:

The root cause of the district having so many problems cannot simply be solved by a Superintendent because it takes everyone including parents, teachers, and principals working together to get the job done.  However, having a Superintendent that is so obviously unconnected with the problems of her principals and schools is the main issue.  Principals are in charge of their schools but need a leader to be able to count on and Superintendent Briggs has very much let them down in the leadership department.  She is only worried about future visions for the district and has overlooked that to achieve these visions, immediate problems have to be fixed first.

Solutions: 

First of all, the Superintendent needs to remember that the School Board are ultimately her boss and she has to answer to them.  There needs to be a serious “Come to Jesus” meeting between the President and Vice President of the School Board with Superintendent Briggs.   They need to make her understand that to achieve her visions for the district that immediate problems have to be taken care of first.  The views of the principals of the district need to be discussed so that she gets the entire picture of the district.  It seems like Superintendent Briggs has almost lost her hold on reality with where the district actually is compared to what she believes it to be.  This is where the 

Post your Leadership Case Problem answers to case Chapter 7 and chapter 8 to the Discussion Board. Follow the Case Study Format that is provided to you in this module. You should fully analyze the case studies by first identifying the key issues and likely root causes before you attempt to answer the questions in the textbook associated with each case study. The length of your post should range between 500 words minimum and 1,500 words maximum. Chapter 5 Supervisory Styles at the Red Rascal Chapter 6 The Extreme Craft Brew 100 word response and post 1-6 100 word response to each of the following 6 cases. 1. Alexandra Devries posted Jan 29, 2019 10:32 PM Subscribe • • • • Key Issues: Ray, the new manager at a fitness club, was doing well after his promotion. His staff was motivated, there was barely any customer complaints, and he had only 1 person quit on him; however, his club has declining enrollment. Larry, the CEO, wants Ray to do whatever it takes to increase enrollment and will not give him any advice on how to do so as it is not his responsibility. Contributory Factors: Ray worked his way up from a fitness instructor to an assistant manager to the manager. He has a degree in sports and health administration and appears to be charismatic, so the CEO opted to promote him to manager. After 5 months as the manager, enrollment memberships at the fitness club declined even when the operations of the club were going well. Ray asked Larry for advice on how to increase enrollment memberships, and Larry responded that he had to figure it out himself as it is not his responsibility. The Root Cause: The root cause of Ray not being able to increase enrollment numbers is because he does not have experience in doing so. He has a degree in sports and health administration which does not help with marketing. His club has been marketing itself in the same way for the 5 months that he has been the manager which clearly is not working. Plus, his CEO won’t even point him in the right direction of what to do to boost enrollment. Solutions: Ray needs to either research on how to better market his club or discuss with his staff members on what ideas they may have. He can also potentially get in contact with managers of other Modern Fitness clubs to see what has worked best for them. The advertisement methods that they have been using are low budget so they have other options they could use such as getting billboards which would reach a larger audience. Advantages: The advantages of having a boss that “empowers” you to improve your business is that it gives you a challenge. Ray knows what he needs to do, so 1. 2. he will have to try multiple things to figure out what is going to work best. This will make him a stronger leader and will be more respected by his staff as they can see he wants the club to succeed. Disadvantages: The disadvantages of having a boss that doesn’t want to help you is that it can be frustrating. As he has no experience in marketing, it creates a stressful situation because he may not know what to do next. If he fails, the club fails. This could lead to him giving up and quitting from his position. Final Suggestions: I would suggest the following: Ray needs to start researching on what he can do to increase enrollment at his club. He can also reach out to his staff and managers of other Modern Fitness Clubs for other ideas. As he has money to spend on advertising, he needs to figure out options that will reach a wide audience such as a billboard. Questions: 1.How effective is Larry’s approach to empowering Ray to boost enrollment? It seemed very ineffective. He did not sound like he had confidence in Ray. He just said “do what you need to do” (DuBrin, 2016). It is a good thing that Larry trusts that Ray can turn it in, but he did not provide ample information to Ray as to how to succeed. He is distancing himself when he still needs to be a leader. 2. Which political tactic or tactics do you recommend Ray use to deal effectively with his empowering boss? I would recommend Ray be courteous and flattery. He can mention how much knowledge Larry has in the marketing aspect. Ray needs to remain respectful and not demand for help when it does not seem like Larry wants to give it. 3. What might Larry do to help Ray boost enrollment, within the limits of empowerment? Larry can introduce Ray to power contacts to see if they can help with the marketing or to gain more customers. The more contacts he has, the more help he is going to be able to find especially when it comes to meeting new business people. DuBrin, A.J. (2016). The nature and importance of leadership. Leadership: Research 2. Carlisha Russell posted Jan 30, 2019 7:53 PM Subscribe Key Issues: Brenda is the director of claims processing in a business process outsourcing company (DuBrin, 2013). She has been told that her leadership is satisfactory. Brenda’s idea of reaching her employees was to sending encouraging tweets to them through twitter. Contributory Factors: • • • • • • The outsourcing company specializes in taking care of the payroll and benefits administration for small and mid-size companies (DuBrin, 2013). Brenda’s manager, the CEO, has told Brenda that her leadership skills are satisfactory, but it would be better if she had a bigger impact on the employees in her area of responsibility (DuBrin, 2013). The CEO advised Brenda to “Touch their lives more; be a bigger influence,” he also told her she can figure out how to make the connection with the employees. Brenda was thinking of a way to have a bigger impact on her direct employees as well as other members of the company. Brenda began a Twitter campaign, to send encouraging tweets. Brenda believed that this would develop the positive relationship over night that would take days and hours to do. The Root Cause: The CEO of the company has told Brenda that she needs to improve her leadership skills. The CEO has told her to touch the employee’s lives, but there were no further instructions. Brenda began using tweeter to send encouraging tweets to her direct employees and other various employees in the company. A lot of employees in that Brenda was targeting had tweeter accounts, so she began to send her tweets. One employee was in favor of the tweets, but another did not like it so much. Solution: Brenda should reconsider and actually try to get to personally know the people she is working with. It is not very impactful to send random tweets to people that barely know you. Brenda needs to take her time and get to know the employees, so that if they are ever asked do they have a relationship with their director their response can be positive. She will have a better impact with face to face interaction, this is more genuine than sitting at a computer or on a phone sending a message. Advantages: The CEO is giving Brenda the opportunity to better her leadership. The CEO has left it up to Brenda how she will reach the employees. Brenda decided to use social media to her advantage. One employee liked the encouraging tweets. Disadvantages: Brenda was tasked with making an impact on the employee’s lives. Using social media is an indirect tool to try and make a positive impact; there is no guarantee that the employees are actually reading her tweets. Final Suggestions: I would suggest the following: 1. That Brenda have face to face interactions with her employees and not bombard them with tweets that probably will not have an effect on them. 2. Brenda needs to be genuine in her efforts and not making these connects because she was told to, but because she actually wants too. Questions: 1. What impact do you think Brenda’s tweeting will have on her leadership effectiveness? None or very minimal. Using social media does not show how much of a leader you are, but hands on training and getting to know the personnel to learn how to help them, could ultimately improve her leadership skills. 1. What do you think of the political effectiveness of sending the same tweet to several workers? Sending the same tweet can prevent anyone from thinking Brenda is showing favoritism to one person over the other. This will actually save Brenda some time when on the various amounts of people, by sending the same one to the same work group. 1. What suggestions might you offer Brenda for making even more effective use of Twitter as a leadership tool? If Brenda is going to use tweeter, she needs to be specific with her tweets and who she is directing them to. For example, if her administrative assistant does something positive, then Brenda should highlight that moment in a tweet. Give the employees positive praise for others to see a job well done. References DuBrin, A. J. (2013). Leadership: Research Findings, Practice, and Skills (7th Edition). Mason: South Western, Cengage Learning. 3. posts Antoinette Rucker posted Jan 31, 2019 12:44 AM Subscribe Key Issues: Brenda is a director of claims processing taking care of payroll issues in an outsourced company. Her manager the CEO tells her she is a satisfactory leader but that she should touch the lives of here employees more and that she should be a bigger influence. The CEO doesn’t really care about the particulars just that she gets it done. Brenda’s idea of being a bigger influence was to send out empowerment Tweets to some of the employees. Some are receptive and enjoy her Tweets others think they could live without them. Contributory Factors: • • • • • Brenda boss doesn’t think she is doing as well as she could be by leading her employees from the front. Brenda is sure at first on what tactics to use to accomplish her goal, but then she has an aha moment and decides to use Twitter to launch her empowerment campaign. Some of her employees enjoy her tweets, others think that maybe she is posting on twitter too much, or just don't like this style of leadership. Brenda didn't quite grasp what her CEO meant to be a bigger influence. The Root Cause: The root cause is Brenda has lost touch with her employees, and she isn't for sure how to empower or motivate them. She isn't leading and guiding them she has been taking a nonchalant stance at the leadership portion of her job. She is not reaching her full audience of employees by sending empowering messages. She doesn't know how to switch her leadership style or tailor it to fit individual employees. Advantages: Brenda has captivated some of her audience by tweet, which is working great for them now all she has to do is build a rapport with those employees, and she will gain their trust and respect. She implemented a change in her style now all she has to do is keep heading in that direction to fully grasp those employee’s motivation. Disadvantages: The disadvantages Brenda faces is she isn't reaching all of her audience, some she is turning off to her new style of leadership. She is adapting but not with the needs of the employees in front, she has no clue what motivates them to come in every day and not quit. Some of her employees, she is looing because they do not like her leadership style. She is not reaching them because she doesn't know her employees as well as she thought she did. • • Solutions Brenda needs to continue to lead her employees by example, guiding others to step up into other leadership positions, just because she starts empowering her employees does not mean she should stop guiding them. She needs to know her audience when sending out the tweets, tailor the messages to fit individuals since she doesn’t have time to do face to face meetings constantly. • • For those that don't seem to respond well to the tweets she needs to get to know those employees and try and figure out what motivates them. Flatter them in a way they will feel as if you're only complimenting them. Whatever means she uses to empower the employees whether it be tweets, cards, face to face meetings she should limit them. Questions: • What impact do you think Brenda’s tweeting will have on her leadership effectiveness? I believe that some may like that she is trying to reach out to them through social media, it shows that she can be a versatile leader, also that she cares enough to utilize this method to relate to the employees. • • What do you think of the political effectiveness of sending the same tweet to several workers? I think it loses its value when you don’t personalize the message you’re trying to convey. In order to compliment someone, you should make it sensible and directed at that person. It makes the person seem insincere and that they couldn’t take the time out of their day to get to know you to tell them what makes them special. What suggestions might you offer Brenda for making even more effective use of Twitter as a leadership tool? I believe she should have other lead employees to send out messages to empower other employees. Also, she shouldn’t post on a daily basis to every account, because then it becomes overwhelming and people will not want to see them. I think they will get tired of always seeing the messages and think she isn’t sincere with her employees, and that she isn’t genuine. Reference: DuBrin, A. J. (2013). The nature and importance of leadership. Leadership and Management in Criminal Justice (Custom Version 7e ed.). Boston, MA: Cengage Learning. 4. Alexandra Devries posted Jan 30, 2019 8:11 PM Subscribe Key Issues: Steve was just named CEO of Mall World which owns 5 malls throughout the United States and Canada. He was given 2 years to improve occupancy rates in the mall caused by an increase in consumer online shopping. He talked to managers throughout the malls and most of them are confident that consumers will return to the malls as time passes. Contributory Factors: • • • • Steve was a marketing manager in a real estate development company right before his promotion to CEO. He spoke to 5 managers and tenants that he now leads and 4/5 are confident consumers will return to the mall as it is more comfortable. The lone store manager that he talked to told Steve it would be cheaper for him to sell all online instead of having to pay rent. Steve knows something has to change to help the managers realize that mall usage has decreased, and the markets do not show anytime soon that this will change. The Root Cause: The root cause of Steve believing there needs to be an attitude change is because the managers he is leading are waiting for business to come back to them. Steve was given 2 years to improve occupancy rates, and the market does not appear to be shifting back to more mall usage instead of online retail. Instead of waiting to see if consumers and businesses will return to the mall, he has to get his managers on the same plan to work together to improve the numbers. Solutions: Steve needs to come up with a plan in order to improve occupancy rates which is correlated to consumer usage of the malls. If Steve is able to bring in more businesses, it can increase consumers. He can also discuss running sales or having trade shows in a general area in the mall that can help bring consumers. Steve should either hold a video conference with all top managers or contact them separately with what ideas they may have. I think the best way to go about this is to show the numbers of mall usage and sale numbers to emphasize that change needs to come soon. Advantages: 1. 2. 1. The advantages of Steve taking the initiative to change the way these managers think is that change will come sooner. It is obvious in today’s world that mall usage has decreased as it is easier for people to shop online. With changing the mind set sooner, he could help the malls gain more businesses and consumers within the 2 years that he has. Also, everyone will be on the same page regardless if it is someone from the top management team or a manager at the mall. Disadvantages: The disadvantages of Steve trying to change the mindset of the managers that he leads is that he could be perceived as unaware and arrogant. He has only been the CEO for 2 weeks, and he is already trying to change what people think who have been in the business for years. This could cause distrust among management and inconsistency in the way that Steve and the managers are acting. Final suggestions: I would suggest the following: Steve needs to research the numbers on mall usage and show management why there needs to be a change instead of waiting for consumers to start shopping at malls again and for businesses to rent spaces. He and his top management team need to work together to come up with ideas on how to bring more businesses to the malls which would likely result in more consumers shopping at malls. Questions: In what way does this case suggest that a culture change might be necessary at Mall World? The managers who do not work in the actual stores are denying the change involved with consumers shopping online. They are not worried about the loss of businesses and are content with waiting until business picks back up. They seem unaware of the number of businesses lost and ultimately the number of people who have lost 1. 2. jobs because they don’t find it necessary to change their tactics at this point. Their overall attitude needs to be adjusted because they are not concerned with what ultimately could be the elimination of malls. What steps might Steve take to influence his managers that they need to worry more about the future of Mall World, as well as taking action steps to improve occupancy rates? As I do not feel it would be beneficial to take an emotional response to the managers, Steve would benefit from showing the managers actual data of the decrease in consumers. The more occupancies they have, the more consumers it will bring to the mall, so Steve and the managers need to market the mall to attract more people and give them a reason to come to the mall through different events held there. Which specific influence tactics do you recommend Steve use with his managers? I recommend Steve consult with his managers to see what ideas they may have to help improve business when they get on board. I think most importantly he has to use rational persuasion and explain to the managers with factual evidence why things need to change. He can also be a hands-on leader and work with the managers to help the malls succeed. DuBrin, A.J. (2016). The nature and importance of leadership. Leadership: Research Findings, Practice, and Skills (8th Edition). Boston, MA: Cengage Learning. 5. posts Glennda McNeil posted Jan 31, 2019 1:40 PM Subscribe Key Issues: The director of sales for United events, that is a company that organizes events for other companies such as trade shows and exhibitions. Maya is an unethical manager that acts as most managers out to increase their own personal self-worth. Maya has no problems of or with falsely influencing her sales representative staff to get the desired results that she wants. Contributory Factors: • • • Maya has or appears not to have a conscience or moral aptitude. Maya deliberately and blatantly gives her staff “false hope” to motivate them to do whatever she wants them to do. She tells them half-truths that are believable. Maya also has no problem with “blackmailing” her staff to do whatever she wants them to do, despite the costs to them personally. The Root Cause: The root cause of Maya’s deplorable behavior is because no one sees her for what she truly is. The staff and most clients regard Maya as sharp and charming, instead of as sneaky and cunning. Maya has no one that will stand up to her, partly because the company has been doing so well the last few years. Despite the organizing of events becoming too much to handle in-house any longer. No one wants the company to do a 360-degree turnaround. Solutions: Maya needs to be called out on her questionable treatment of her sales representatives. Also, Maya needs to be at least reprimanded for her manipulation of sales credit. Advantages: When a supervisor, manager, director, or leader is left to run their area however they choose too. Then not only do staff suffer but eventually, the company will follow. So, if Maya is reprimanded and receives training on how she should be treating her staff. Morale would increase and staff would not mind going the extra mile. Disadvantages: If Maya is allowed to continue running things as she is now, she could lose potential sales staff that could take the company to the next level. Maya would then be constantly retraining replacement staff. United Events may eventually look as if it were a revolving door. No one likes or enjoys being lied to. Especially when the person is lying is someone that you trust and respect such as your boss at work. Final Suggestions: I would suggest the following: 1. Maya needs additional leadership training on how to speak to her subordinates. 2. Maya needs to be reprimanded for information attained by the leadership coach about Maya’s current behaviors and treatment of staff. Questions: 1. In what specific ways is Maya being a manipulator? Specifically, only two instances were mentioned that I remember. • • Blatantly, insinuating that should the New Jersey “pin down” the contract that the CEO would be pleased and could be eligible for a double bonus. Which she made sure to put a clause within the statement made to her New Jersey sales representative, that she may or may not have known to be a half-truth. But, I am leaning more toward the side that “Maya” knew the representative most likely would only get a regular bonus. Another manipulation tactic of Maya’s was when she threatened the Chicago sales representative into giving Maya credit for a sale that was not hers, though she may have given some sort of help on the sale. Maya had no problem insinuating that she could change the outcome of something that had already been deceived. 1. To what extent do you think Maya’s behavior justifiable? There is nothing “justifiable” about Maya’s behavior. However, I do understand that within the business arena that this is seen as ok behavior of a manager, supervisor or leader. However ethically or morally this is unacceptable behavior. I do not understand why no one has done anything about it. Maya appears to have been demonstrating this behavior for a while without anyone reigning her back in. 1. How should Ivan and Courtney have handled the situation? Ivan should have made an appointment to speak with CEO and asked why he did not receive a do double bonus. Maybe after he explained to the CEO as to why the “expected” to had received a double bonus and not the regular bonus received. Also, Ivan should not leave out what he was told by Maya. When he informed her of what trying to get the contract would personally cost him. 1. What suggestions might you offer Maya for being a more effective leader? I would suggest to Maya, to start treating her staff as humans and not as pawns in the game of life. She needs to take more leadership classes on how to treat people. She may be one of those people that do not know how to handle the power that her job gives her ethically and morally. So she treats people like many managers, she lets you know at every turn, that she is the boss. Reference: DuBrin, A. J. (2016). Leadership: Research findings, practice, and skills (8th ed.). Boston, MA: USA, Cengage Learning. Carlisha Russell posted Jan 31, 2019 1:52 PM Subscribe Case Study B – Maya the Manipulator Key Issues: Maya is the director of sales for United Events (Dubrin, 2013). The company has been doing well in recent years. Maya is regarded by most clients and staff as mentally sharp and charming. A leadership coach spoke with two sales representatives about their director Maya. Contributing Factors: • • • • United Events organizes events, such as trade shows and exhibitions for other companies. United Events will line up the hotel or convention hall space, as well the communication technology for the event. The company is doing well, partly because the activity of organizing events has become too complicated to do in-house. Several members of the sales representative are concerned about how she treats them. The Root Cause: Maya’s actions are opposite of what she says she will do. She encouraged a Ivan, sales rep to spend time on a time consuming contract, that he briefed her was not worth it. Maya also indicated that the CEO would be pleased with Ivan securing the contract and could earn him double points. Since Maya’s personal accounts were below average, she wanted to take away an account from Courtney. Courtney, a sales rep, was having the best year out of her five years at the company. Maya told Courtney that even if she gave her the last big sale, Courtney would still have had a great year. Maya also told Maya not to forget about her expense account irregularity. She noted that even if she did get credit for the account, she will not change her mind about overlooking the irregularity. Solution: Although Maya may be viewed as great by the customer, the sales representatives need to report her. Maya is getting away with these actions because no one has confronted her about it. The sales representatives are accepting this behavior. Maya, is being condescending with her words; she is saying one thing to her sales reps so that she can get her way. Maya, needs to talk with a leadership coach to correct her leadership actions, before she loses her job. Advantage: The biggest advantage is that no one has reported how she is speaking to them or filed a complaint on her. Maya plays on her words so the sales reps think they will receive something extra. Disadvantages: The sales representatives could eventually get tired of Maya making false promises or trying to blackmail them. Either the sales reps could confront her or report her to corporate about her actions. Final Suggestions: 1. Maya needs to get with a leadership coach and find herself a good mentor. 2. Maya needs to be a better director and fight for her sales reps. If they are going above and beyond at their job, she should request they be rewarded with double points. 3. Maya needs to realize that blackmail will not get her very far. Questions: 1. In what specific ways is Maya being a manipulator? • When Ivan asked Maya about the size of the bonus, she said she told him he “could” be eligible but did not imply a guarantee. • Maya told Courtney to remember that they are allies and to remember when she let her off the hook last year for the “little” expense account irregularity. 2. To what extent do you think Maya’s behavior is justifiable? Her actions are not justifiable at all to me. If Maya knows that the sales reps are not eligible to receive any bonuses, she should not even mention it to them. If Maya chooses not to acknowledge mishaps that her personnel commit then she cannot hold it over their head. Maya is playing with their emotions and piece of mind. 3. How should Ivan and Courtney have handled the situation? They both should have respectfully declined. Ivan could have gotten advice from someone that is higher ranking than Maya, but he believed his director that he could be awarded extra points, so he put in that extra time and imitative. Courtney should have reported Maya and risked whatever punishment she would receive for the account irregularity. 4. What suggestions might you offer Maya for being a more effective leader? Maya needs a leadership coach and a life coach, to help her figure out why she thinks it is okay to treat her employees this way. They will also give her tools to be a better leader, partner, and friend. Maya should also get a Mentor, someone that has been where she is and trying to get to. DuBrin, A.J. (2013). The nature and importance of leadership. Leadership: Research Findings, Practice, and Skills (7th Edition). Boston, MA: Cengage Learning.
Key Issues: The school district in which Mary Briggs is the superintendent is under siege; not from teachers, parents, or students, but from lack of leadership. Superintendent Briggs is more worried about a future vision than she is in solving the problems that will hopefully someday make that vision come true. Contributory Factors: • • • • • • • • • Mary Briggs is the superintendent of schools of a city school district comprised of more than sixty schools, including pre-kindergarten, elementary, middle, and high schools. This is a lot of schools for only one person to oversee. Fewer than 50 percent of the students graduate from high school, and only about 10 percent of the high school graduates are considered ready for college or employment. The local press, many parent groups, and the office of the mayor voice frequent complaints about the low performance of the city schools. Some people blame the teachers and the school principals for the problems. Others blame the parents and the neighborhood influences for the problems. Still others blame the problems of the school district on Superintendent Briggs When Superintendent Briggs was recently asked by a School Board Member about the most important part of her job, she responded about visions for the future and not about immediate problems within the district. During the workday, school principals and vice principals often send Briggs e-mails asking her advice for dealing with an immediate problem, but it usually takes about twenty-four hours to receive a response. Some principals or vice principals will attempt to get through to her on the telephone, but it just goes to voicemail. However, some calls get through to Superintendent Briggs’ assistant and they are told, Sorry, Superintendent Briggs is busy creating visions today. So she cannot talk with you unless this problem is a total emergency. Superintendent Briggs is busy creating visions today, has become a punch line for many jokes among principals, vice-principals, and teachers. The Root Cause: The root cause of the district having so many problems cannot simply be solved by a Superintendent because it takes everyone including parents, teachers, and principals working together to get the job done. However, having a Superintendent that is so obviously unconnected with the problems of her principals and schools is the main issue. Principals are in charge of their schools but need a leader to be able to count on and Superintendent Briggs has very much let them down in the leadership department. She is only worried about future visions for the district and has overlooked that to achieve these visions, immediate problems have to be fixed first. Solutions: First of all, the Superintendent needs to remember that the School Board are ultimately her boss and she has to answer to them. There needs to be a serious “Come to Jesus” meeting between the President and Vice President of the School Board with Superintendent Briggs. They need to make her understand that to achieve her visions for the district that immediate problems have to be taken care of first. The views of the principals of the district need to be discussed so that she gets the entire picture of the district. It seems like Superintendent Briggs has almost lost her hold on reality with where the district actually is compared to what she believes it to be. This is where the School Board needs to make her see. If this doesn’t work, then another Superintendent search needs to begin. Superintendent Briggs may be the boss of the school district, but her ultimate boss is the School Board and she answers to them. Advantages: When a district has a poor superintendent, it doesn’t mean that all schools will fail. The leadership of the principal at each school is the ultimate tell-tell in how a school performs. If a principal backs his/her teachers, is able to deal with parent concerns, and is able to stand alone without backing from the superintendent, then that school will succeed. A strong principal that is able to hire strong teachers, and knows exactly what is going on in his/her school, is a MAJOR asset. That is one advantage when there is a poor superintendent in charge of a district. Disadvantages: The disadvantages of having a superintendent with poor leadership abilities is that the principals of the different schools are not able to work together. They must become their own island in order to survive in an educational world. Although some principals in a district will be strong leaders, all leaders need support. When that support breaks down then the entire district will eventually as well. A Superintendent that will not listen to his/her own principals when they are pleading for help is definitely no leader. An agenda is nice to have in a perfect world, but education is about children and in that capacity, there is no perfect world. A superintendent needs to be able to see this and be willing to work with whomever needs it as well as be able to solve immediate issues when they arise. This is not happening with Superintendent Briggs. Final Suggestions: I would suggest the following: 1. There needs to be a serious “Come to Jesus” meeting between the President and Vice President of the School Board with Superintendent Briggs. They need to make her understand that to achieve her visions for the district that immediate problems have to be taken care of first. The views of the principals of the district need to be discussed so that she gets the entire picture of the district. 2. If this doesn’t work, then another Superintendent search needs to begin. Superintendent Briggs may be the boss of the school district, but her ultimate boss is the School Board and she answers to them. Questions: 1. As a strategic leader, what error might Mary Briggs be making? Clear and simple not listening to both her employees and her bosses. While having vision for the future is an important trait of leadership it is only one piece of the leadership pie. Superintendent Briggs must be able to develop more of a multi-level and strategic leadership plan to solve ALL problems within the district, both for the future as well as for the moment at hand to be successful. If she cannot develop solutions for both aspects of the issues within her district then she should hire an assistant to help work within the areas she fails or dislikes. One should ALWAYS hire their weaknesses in business and clearly Superintendent Briggs has some weaknesses. DuBrin (2016) explains knowledge management as where one deals with cultural focus and managing the knowledge. While Briggs seems to be strong in developing the knowledge she is lost in the dissemination as well as the application of this knowledge. 2. To what extent should a school superintendent be spending more time on strategy than optional problems? Each leader will have they’re on balance of strengths and weaknesses. Mundia (2016) explains how more of the most important aspects of leadership is to define a clear and precise strategic plan for the future. Clearly Superintendent Briggs enjoys strategic planning, which is great, but not the application part. She should either find a balance between future vision and supporting the current staff or hire someone who can assist her. As stated above the Superintendent should show strong support to their principals and general staff within the district, without this leadership schools will work independent of each other and not as a group. While one school might succeed others would fail, leading to the ultimate failure of the district. A strong superintendent allows for all moving parts of the district to work fluidly and smoothly together, then and only then will success be reached. While planning is a wonderful thing, paying attention to the current issues is just as wonderful. Neglecting one of these issues will cause ripples within the ranks which by default will cause the collapse of the system. 3. What advice might you offer Briggs to enhance her leadership image in her school district? Hire her weaknesses! Find people to solve for the problems she either cannot figure out a solution or dislikes the overall subject. Delegate more effectively. Explain to the school board her issues, but bring a solution to the issues at the same time. Develop positive solution for both future and current issues with solid and experienced methods which the School Board and employees would both support and understand. Develop a better communication chain between both the school board as well as the principals and employees and work on having a better public image within the district. Explain what vision for the future can do for the district as well as solving the issues at hand. Reference: DuBrin, A. J. (2016). The nature and importance of leadership. Leadership and Management in Criminal Justice (Custom Version 2e ed.). Boston, MA: Cengage Learning. Mundia, L., Shahrill, M., Jaidin, J. H., Jawawi, R., & Mahadi, M. A. (2016). Brunei's teacher education programs: insights into students' coping and help-seeking strategies to challenges. International Journal Of Mental Health Systems, 101-11. doi:10.1186/s13033-0160091-5

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agneta
School: Duke University

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Running head: LEADERSHIP SKILLS RESPONSES

Leadership Skills Responses
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LEADERSHIP SKILLS RESPONSES
1.

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Response to Alexandra Devries

I agree there that there is more than Larry can do to assist Ray than he is currently doing,
and that Ray can use the mentioned methods to boost marketing that is research, seeking the
input of his employees and among others. Larry can become more hands-on in his leadership
approach than he is and see it as an opportunity to invest in his staff. Whenever employees face
challenges in performing their duties, leaders should not take it as incompetence on the part of
the employee but as an opportunity for empowerment (DuBrin, 2015). Ray can also consider
outsourcing a marketing professional in addition to the methods recommended in the answer.
References
DuBrin, A. J. (2015). Leadership: Research findings, practice, and skills. Nelson Education.
2.

Response to Carlisha Russel

I agree that Brenda's...

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Anonymous
Thanks, good work

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