Problem Statement:

1. How to manage highly committed talented but difficult personalities and make proper
investment on these individuals to make them leaders?
2. Is the approach used by Alex Sander of treating team members purely as a mere resource is
appropriate or should he change his way of handling teams to create a high-performance
work system?

Environmental analysis:

The industry requires innovative, creative and potentially stable leaders for their long time
sustainability. The leader has to manage and control its team not only by being pushy and
commanding but also to connect emotionally to its members. Alex is emotionally disconnected from
his teammates and obviously believes that ends justify means. Alex shows characteristic traits of a
narcissist, the tendency to be arrogant, have a grandiose sense of self-importance, require excessive
admiration, and have a sense of entitlement, which generates the problem that while his co-workers
respect him, they do not see him as a team leader.

Strength:

 Young
 Talented
 Hard-working
 Experienced
 Fast learner
 Initiator
 Entrepreneurial skills
 Committed towards work
 Risk taking

Weakness

 Gets ticked off pretty easily

 Short temperedness
 Poor feedback from peers
 Aggressiveness
 Relentless
 Blunt
 Breed’s hostility
 Lack respect for others

Opportunities:

 Growth in the organization

 Entrepreneurship
 Horizontal growth from further product launches
 Vertical growth owing to mergers with a larger company
Threats:

 Someone from Avant-Garde with better interpersonal skills might replace Alex
 Further negative feedbacks might result in his termination from the company
 His practices might lead to low motivation of his sub-ordinates resulting in low performance
of the team as a whole

Alternatives:

Option A: Making him attend leadership workshops and project manager’s personality training
programs in order to make him learn to motivate his team and to acknowledge their emotions so
that he doesn’t isolate them from the projects on the mere ground of time-consuming only. They
should properly channelize Alex’s talent and ensure success for the product group as a whole and
Alex as an individual.

Option B: Evaluation through the 360 degree review system and bringing out his negative points so
that he can learn from it and show caring about their feelings and input.

Option C: Discontinue his services as a leader and making him work as a mere team member so that
he can deliver his best without interrupting others works.

Recommendations: According to us, the company should go for Alternative A as the company
requires him for their sustainable growth and also to mention a healthy relationship among their
eployees.