Individual Case Study: Leadership

Individual case
study
Leadership
Jonathan Augusto
Individual case study

Assumptions
The reality of this project boss is that it has 11 months to be executed, the organization at the moment has 15
team leaders and team members spread across various countries, the base of employees was 200 and has to
be reduced to 170, shifting from a country structure to a functional structure and from local manager to
manager leading employees in different countries and SAP is used by the all organization. It be needed to take
in consideration the following assumptions some team leaders and countries will loose power inside the
organization ( probably creating frictions ), labour unions and governments can make pressure to not reduce
the employee base, team leaders and team members can have different points of views from reality, meaning
that the culture between them can be different ( the message can be interpreted in diverse ways ) and the
work relationships probably will pass from physical presence to digital, on the sense, that the interactions will
be by phone or skype ( it be needed to account problems in communication and interpretation ).
Focus
Before attempt any actions, in the top management must be very clear, why the organization will have to do
this change and their main goals, so, the information must be symmetric to everyone making sure that flow to
all organization clear and concise. After this stage must be selected who is the best people to perform this
change. The people or task force designated to perform this change must be composed by diverse elements
from different levels of the organization and they must be key players in the organizations in the sense that
they naturally have influence power. It must be taken in consideration that the team must be leverage by
members that believe in the goals a few neutrals and retractors to, in order to the positive members change
the negative energy from the retractors and them the neutrals will follow. In the process of the selection of
the members the all organization must be mapped in the sense to find who is for, neutral and against. The
understanding why the members that are against will mitigate future problems and conflicts rein directing
negative energy to a positive one. The task force must elaborate a plan, which must have space to include all
the feedback from all employees to improvements and detailing who, when, and how will occur the project
but the most important that this plan is clear, visible, transparent and is communicated at the same time to all
organization in order to build an environment of trust reduce ambiguity and conflicts. The plan must be
conceived in a form that to the organization move forward, some process can only be completed with the
performance from more than one team and their success is the successes of all parts integrated, this will
enforce the interdependence between teams and promote the sharing of the best practices. A reward and/or
compensation system can be taken into consideration to increase peer pressure among employees in order to
receive the maximum bonus or compensation. It is required focus in celebrating the achievements in the
several milestones in the project to motivate and employees and reinforce the why and the goals.
Desired outcomes
In an environment of changes, have very open channels of communication is important in order to adapt
and adjust quickly increasing the efficiency of all process. The consistency of the work made by
everyone will build trust and trust leave to confidence and confidence move the change faster. The shift
must be perceived as challenge that will generate opportunity to the employees grow and at the end
the all company take advantage. So, the organization is expected to minimize resistance embrace the
change and always have consistent common directions leading everyone to the final goals.
Habits
Companies in general, in this VUCA world, cannot expect that one or two changes are enough to keep
the evolution of the society, have a culture of embracing the change, a culture where being out of the
comfort zone is their comfort zone, where diversity is the strength of all organizations to respond with
quicker better and adapt solution for each client around the world. After this be part of the DNA of
the company the employees themselves will make the boundaries and had freedom to run the company
driven by the goals as a dominant thought.
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