Decision-Making, Getting Information, and Relationship Building

Leadership Case Study
Student's Name
Institutional Affiliation
Turnaround Ashley
Ashley will not excel in her role. As a transformational leader Ashley needs to incorporate different teams with specialized expertise in the decision-making process. Business is a complex system that requires the input of more than one person to function. Although she exhibits a transformative approach, she will experience some form of rigidity from her employees at one stage due to the drastic changes. A transformational leader does not command their aides without a rigid framework to aid them in achieving the desired organizational goals. Lack of guidance demotivates the subordinates, which does not align with the attributes of a transformative leader. Although transformational leaders aim to change the organizational culture for better corporate output, there should be room for evolution and transformation before adopting and implementing new strategies.
Ashley's administration involves change and growth from one situation to a better one. She exhibits a high level of consciousness in her engagements. Immediately after assuming office, she conducted a feasibility study of the business environments to rationalize the issues ailing the business. Also, Ashley is responsible and accountable for her actions. With the rumors spreading around about her outrageous ways of running the manufacturing plant, Ashley quickly presents credible facts that can guide her to achieve the desired goals.
Furthermore, Ashley exhibits high-level talent management skills and can align specialized skills with the desired goals to transform the organization. In addition, Ashley has the unique ability to notice the change, set practical goals, and guide the transition management. Shortly after taking office, Ashley maximized team composition and individual capabilities beyond expectations.
First, Ashley should consider the ideas and perspectives of the subordinates in the decision-making process. Ashley also lacks the critical aspect of listening. No management level is possible if the leader does not listen and consider the subordinates' ideas regardless of their position in the organization. The other recommendation is for Ashley to create substantial room for evolution by adopting a dynamic strategic approach. To fully evolve within its environment, the employees must first notice that changes are coming. Therefore leaders should create well-integrated channels of communication to enhance input and output. Finally, to build a robust business environment, transformative leaders need a growth-led connection with their teams, such as coordinating day-to-day activity performance and motivating them to finish their tasks.
Lola asks tough Questions
Lola's method is not an effective technique as most of her questions are unanswered. Leaders should ask questions that their employers enjoy answering. Lola's method of asking questions does elicit defense rather than information from her employees. The essence of question-asking is to gain more knowledge and learn more about a problem or situation. Although Lola's questions are thought-provoking, they spark interest and exchange ideas; they drive innovation and contribute to performance improvement. Also, asking...