Professional Documents
Culture Documents
versus
a more effective Managing
team leader?
Improving Ashley’s Leadership
Establish Trust through Connection Learn from Others in this Expand leadership repertories:
● Validate and address the Position ● Authoritative
concerns that were originally ● Democratic
presented to her Continue Coaching ● Affiliative
● Ask members for feedback ● Empower Individuals ● Coaching/Transformational
and suggestions ● Support Success
● Model Intended Culture Intentional Growth of Emotional
Clarify Expectations Intelligence
● Openly discuss the issue
● Lay out new responsibilities
● Discuss in detail how the new
process should look
● Build Morale
● Connect Authentically
● Share Anecdote
● Raise Awareness
EMPOWER
MODEL ● Establish Vulnerability
● Recognize Achievements
● ‘Live’ the Change
● Highlight Benefits
● Punishment & Rewards
● Request Input
MENTOR
● Set Direction
● Give Feedback
● Technical Problem Solving
Cloud, 2006; DuBrin, 2016; Macht & David, 2018
Question 3:
your evaluation of
Ashley’s charisma?
Evaluating Ashley’s Charisma
Create Vision
Be ‘Colorful’
Be Sensibly Persistent
Develop Synchrony
Be Candid
Ashley’s ability to manage the team is a good start, but without the
ability to connect and build relationships with them she cannot
effectively lead them to change.
References
Cloud, H. (2006). Integrity: The courage to meet the demands of reality. New York, NY: Harper
DuBrin, A.J. (2006). Leadership: Research findings, practice, and skills. Boston, MI: Cengage Learning.
Goleman, D. (2017). Leadership that gets results. Leadership Perspectives, 85-96. doi:10.4324/9781315250601-9
Macht, B. & Davis, A., (2018). Strategies to influence a quality and compliance culture. International Journal of Applied
Management and Technology. 17(1). 68-82. doi:10.5590/IJAMT.2018.17.1.06