Harvard Case - Patricia Skeen: Leading Peers
"Patricia Skeen: Leading Peers" Harvard business case study is written by Mark E. Haskins. It deals with the challenges in the field of General Management. The case study is 2 page(s) long and it was first published on : Dec 18, 2022
At Fern Fort University, we recommend Patricia Skeen adopt a multifaceted approach to leading her peers, focusing on building trust, fostering collaboration, and driving innovation. This strategy involves a combination of leadership styles, organizational change, and talent management initiatives to create a high-performing, inclusive, and future-oriented team.
2. Background
Patricia Skeen, a highly skilled and respected engineer at a large multinational corporation (MNC), finds herself in a leadership vacuum. Her team lacks direction and motivation, and her peers, despite their expertise, struggle to collaborate effectively. This situation stems from a recent restructuring and the departure of several key leaders, leaving a void in leadership and creating a sense of uncertainty within the team.
3. Analysis of the Case Study
This case study presents a complex scenario requiring a comprehensive approach to address the challenges faced by Patricia and her team. We can analyze the situation using the following frameworks:
a) Leadership Styles: Patricia needs to adopt a transformational leadership style, focusing on inspiring and motivating her peers to achieve a shared vision. This involves:
- Building Trust: Establishing open communication, actively listening to concerns, and demonstrating transparency in decision-making.
- Empowering Peers: Delegating tasks, providing autonomy, and encouraging initiative to promote ownership and engagement.
- Fostering Collaboration: Creating a culture of shared goals, mutual respect, and open dialogue, encouraging cross-functional collaboration and knowledge sharing.
b) Organizational Change: Patricia needs to navigate the organizational change effectively by:
- Communicating Clearly: Providing regular updates on the company's strategic direction and the team's role within it.
- Addressing Concerns: Actively listening to and addressing the concerns of her peers, fostering a sense of security and shared purpose.
- Building a Shared Vision: Working with her peers to define a clear and inspiring vision for the team's future, aligning their individual goals with the company's overall objectives.
c) Talent Management: Patricia needs to focus on developing and retaining talent within the team by:
- Identifying Strengths: Recognizing and leveraging the unique skills and expertise of each team member.
- Providing Development Opportunities: Offering training programs, mentorship opportunities, and cross-functional rotations to enhance their skills and broaden their perspectives.
- Creating a Culture of Growth: Fostering a learning environment where individuals are encouraged to experiment, take risks, and continuously improve.
4. Recommendations
To effectively lead her peers, Patricia should implement the following recommendations:
- Develop a Leadership Framework: Define clear leadership principles and values that guide her actions and inspire her peers.
- Establish a Collaborative Decision-Making Process: Involve peers in strategic planning, problem-solving, and decision-making, promoting shared ownership and accountability.
- Implement a Performance Evaluation System: Establish clear performance expectations, provide regular feedback, and recognize and reward individual and team achievements.
- Foster a Culture of Innovation: Encourage experimentation, creative thinking, and the pursuit of new ideas, fostering a culture of continuous improvement and adaptation.
- Develop a Succession Plan: Identify and cultivate potential leaders within the team, ensuring a smooth transition and continuity of leadership.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies and Consistency with Mission: The recommendations align with the company's mission and values, emphasizing teamwork, innovation, and continuous improvement.
- External Customers and Internal Clients: The recommendations focus on improving the team's performance, ultimately benefiting both external customers and internal clients.
- Competitors: The recommendations aim to enhance the team's competitive advantage by fostering innovation and improving efficiency.
- Attractiveness - Quantitative Measures: Implementing these recommendations is expected to lead to improved team performance, increased customer satisfaction, and enhanced profitability.
6. Conclusion
By adopting a multifaceted approach to leading her peers, Patricia Skeen can transform her team into a highly effective and innovative unit. This involves building trust, fostering collaboration, and driving innovation through a combination of leadership styles, organizational change, and talent management initiatives.
7. Discussion
Other alternatives to Patricia's current approach include:
- Autocratic leadership: This style could be effective in the short term to provide direction and structure, but it can stifle creativity and engagement in the long run.
- Delegating leadership: While empowering, this approach could lead to a lack of cohesion and direction without a strong guiding force.
The risks associated with Patricia's recommended approach include:
- Resistance to change: Some peers may resist the proposed changes, requiring effective communication and change management strategies.
- Lack of buy-in: Without full commitment from all team members, the effectiveness of the recommendations may be limited.
8. Next Steps
To implement these recommendations, Patricia should:
- Develop a detailed implementation plan: This plan should outline specific actions, timelines, and resources required.
- Communicate the plan clearly to her peers: This will ensure transparency and build trust.
- Monitor progress and make adjustments as needed: Regular evaluation and feedback are essential for adapting to changing circumstances.
By taking these steps, Patricia Skeen can effectively lead her peers, fostering a high-performing, innovative, and inclusive team that contributes significantly to the company's success.
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Case Description
Patricia Skeen, a well-respected full professor at a prestigious business school at a major university, has accepted the role of chairing the school's important Academic Design and Delivery Committee (ADDC). During the week she was given to think about the role and to come to a decision, she gave some serious thought to how she wanted to lead her peers in such an endeavor. In this case, students are asked to engage in a similar reflective mode, identifying the commitments and to-do list with which they would undertake this, or any other similar, important task. The setting is simply one where the protagonist must lead from a collegial position absent any budget, any personnel decision-making authority, or an official title/position other than serving one term as committee chair and as an on-going colleague. This case is suitable for an undergraduate- or graduate-level introductory course on leadership and/or teams. The case provides an opportunity for students to consider the leadership qualities of those that they have observed when leading peers, their own prior experience leading groups of peers, and then synthesize and crystallize their own best thinking on how they would subsequently want to approach their next opportunity for leading peers. The case is fairly open-ended, thus galvanizing students' reflective thinking and refinement of their shared perspectives.
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