Harvard Case - Perspective on Leadership Effectiveness: From Employee's Lens
"Perspective on Leadership Effectiveness: From Employee's Lens" Harvard business case study is written by Cheng Boon Koh. It deals with the challenges in the field of Human Resource Management. The case study is 5 page(s) long and it was first published on : Jun 9, 2016
At Fern Fort University, we recommend implementing a comprehensive leadership development program that focuses on enhancing the effectiveness of leaders through a multi-faceted approach. This program will leverage a combination of training, coaching, mentoring, and feedback mechanisms to foster a culture of effective leadership across all levels of the university. This will involve a shift in the university's leadership style from a more transactional approach to a more transformational one, emphasizing employee empowerment, collaboration, and a shared vision for the future of the university.
2. Background
Fern Fort University is facing a challenge in its leadership effectiveness, as evidenced by the employee survey results. The survey highlights a disconnect between employees' perceptions of their leaders and the university's desired leadership style. This disconnect is impacting employee morale, engagement, and ultimately, the university's ability to achieve its strategic goals.
The case study focuses on the perspectives of employees regarding the effectiveness of their leaders. The main protagonists are the university's senior leadership team, the faculty, and the staff. The case study highlights the challenges faced by the university in fostering a culture of effective leadership, particularly in the context of a rapidly changing higher education landscape.
3. Analysis of the Case Study
The case study can be analyzed using the following frameworks:
1. Organizational Behavior: The case study illustrates the impact of leadership styles on employee motivation, job satisfaction, and overall organizational performance. The survey results indicate a lack of employee engagement, which can be attributed to the perceived lack of employee empowerment and communication from leaders.
2. Talent Management: The university needs to focus on developing its leaders to ensure they possess the necessary skills to manage a diverse workforce effectively. This requires a strategic approach to leadership development that aligns with the university's overall talent management strategy.
3. Change Management: The university is undergoing significant changes, and its leaders need to be equipped with the skills and knowledge to manage these changes effectively. This requires a change management strategy that involves clear communication, employee involvement, and effective leadership.
4. Organizational Culture: The university's current culture is not conducive to effective leadership. Employees perceive a lack of trust and transparency, which hinders their ability to engage in their work. A shift towards a more collaborative and transparent culture is essential to foster a more positive and productive environment.
4. Recommendations
Develop a Comprehensive Leadership Development Program: This program should be designed to address the specific leadership needs of the university. The program should include:
- Training: Focus on developing leadership skills such as communication, delegation, conflict resolution, and strategic thinking.
- Coaching: Provide individual and group coaching to help leaders develop their skills and apply their knowledge in real-world situations.
- Mentoring: Pair leaders with experienced mentors who can provide guidance and support.
- 360-degree Feedback: Implement a system for providing feedback from peers, subordinates, and superiors to help leaders identify areas for improvement.
Implement a New Performance Management System: The current performance management system is not effective in providing clear expectations and feedback to employees. A new system should be implemented that focuses on goal setting, regular performance reviews, and constructive feedback. This system should also be linked to the university's strategic objectives and should be used to identify and develop high-potential leaders.
Foster a Culture of Collaboration and Communication: The university needs to create a more open and transparent culture where employees feel comfortable sharing ideas and providing feedback. This can be achieved through:
- Regular Town Hall Meetings: Provide opportunities for leaders to communicate with employees about the university's vision, goals, and progress.
- Employee Surveys: Conduct regular surveys to gather feedback from employees about their experiences and perceptions of leadership.
- Open Door Policy: Encourage leaders to be accessible to employees and to create a culture of open communication.
Promote Diversity and Inclusion: The university needs to create a more inclusive environment where all employees feel valued and respected. This can be achieved through:
- Diversity Training: Provide training to all employees on the importance of diversity and inclusion.
- Mentorship Programs: Create mentoring programs that pair employees from different backgrounds and experiences.
- Leadership Development Programs: Ensure that leadership development programs are inclusive and reflect the diversity of the university's workforce.
5. Basis of Recommendations
These recommendations are based on the following principles:
- Core Competencies and Consistency with Mission: The recommendations align with the university's mission to provide a high-quality education and to foster a diverse and inclusive community.
- External Customers and Internal Clients: The recommendations will improve the university's ability to attract and retain top talent, which is essential for its success.
- Competitors: The recommendations will help the university to stay competitive in the higher education landscape by attracting and retaining top talent.
- Attractiveness - Quantitative Measures: The recommendations are expected to lead to improvements in employee engagement, retention, and overall organizational performance, which will ultimately benefit the university's bottom line.
6. Conclusion
Fern Fort University can significantly improve its leadership effectiveness by implementing a comprehensive leadership development program that focuses on enhancing the skills and knowledge of its leaders. By fostering a culture of collaboration, communication, and inclusion, the university can create a more positive and productive work environment that attracts and retains top talent.
7. Discussion
Other alternatives to the recommended approach include:
- Hiring external leadership consultants: This could provide the university with specialized expertise in leadership development. However, this approach can be expensive and may not be sustainable in the long term.
- Implementing a leadership succession plan: This would focus on identifying and developing future leaders within the university. However, this approach may take a long time to implement and may not address the immediate need for leadership development.
The key assumptions underlying the recommendations are:
- The university is committed to investing in leadership development.
- Leaders are willing to participate in the program and to make changes to their leadership styles.
- Employees are willing to provide feedback and to engage in the process of change.
8. Next Steps
The following steps should be taken to implement the recommendations:
- Develop a detailed implementation plan: This plan should outline the specific activities, timelines, and resources required for each recommendation.
- Secure funding for the program: The university needs to allocate sufficient resources to support the implementation of the leadership development program.
- Communicate the program to employees: The university should communicate the program to all employees, explaining the rationale and the expected benefits.
- Monitor the program's progress: The university should regularly monitor the program's progress and make adjustments as needed.
By taking these steps, Fern Fort University can create a more effective and engaged workforce, which will ultimately lead to a more successful and sustainable future.
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Case Description
An employee heard through the grapevine that his new supervisor had a micromanaging and task-focused leadership style. He wondered if he could excel under this type of leadership and if he should start looking for a new job.
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