Harvard Case - Kellie Leitch: Authenticity in Leadership
"Kellie Leitch: Authenticity in Leadership" Harvard business case study is written by Gerard Seijts, Dawn Oosterhoff. It deals with the challenges in the field of Organizational Behavior. The case study is 15 page(s) long and it was first published on : Mar 22, 2019
At Fern Fort University, we recommend a multi-faceted approach to address Kellie Leitch's leadership challenges. This involves a strategic combination of leadership development programs, organizational culture transformation, and communication strategies to foster authenticity, build trust, and enhance her effectiveness as a leader.
2. Background
Kellie Leitch, a rising star within a large manufacturing company, faces a critical juncture in her career. Despite her technical expertise and demonstrable success, her leadership style is perceived as overly assertive and lacking in empathy. This perception has negatively impacted her team's morale, leading to decreased productivity and a growing sense of disengagement. The case study highlights the tension between Leitch's need to drive results and her desire to be a more authentic and relatable leader.
3. Analysis of the Case Study
This case study provides a rich context to explore the dynamics of leadership, organizational culture, and individual behavior. Applying a framework of Transformational Leadership and Organizational Culture provides a comprehensive analysis:
Transformational Leadership: Leitch exhibits strong characteristics of a transactional leader, focusing on task-oriented management and reward-based motivation. However, she lacks the key elements of transformational leadership, such as:
- Inspirational Motivation: Her communication style is perceived as blunt and lacking in emotional intelligence, failing to inspire and motivate her team.
- Individualized Consideration: Leitch struggles to connect with her team members on a personal level, neglecting their individual needs and aspirations.
- Intellectual Stimulation: While she encourages innovation, her approach often stifles creativity due to her rigid control over decision-making processes.
Organizational Culture: The prevailing culture within the company is hierarchical and results-driven. This culture, while promoting efficiency, fosters a sense of fear and inhibits open communication. Leitch's leadership style, while aligned with this culture, further reinforces these negative aspects, creating a toxic work environment.
Key Issues:
- Lack of Authenticity: Leitch's perceived lack of authenticity stems from her inability to connect with her team on an emotional level. This hinders her ability to build trust and inspire loyalty.
- Leadership Style Mismatch: Her assertive and directive leadership style clashes with the team's expectation of a more collaborative and supportive leader.
- Negative Impact on Team Dynamics: The tension created by Leitch's leadership style has resulted in low morale, decreased productivity, and a breakdown in team cohesion.
4. Recommendations
To address these challenges, we recommend the following interventions:
Leadership Development:
- Emotional Intelligence Training: Leitch should participate in intensive emotional intelligence training programs to develop her self-awareness, empathy, and communication skills. This will help her understand and manage her own emotions, as well as those of her team members.
- Transformational Leadership Coaching: Leitch needs coaching to transition from a transactional to a transformational leadership style. This coaching should focus on developing her ability to inspire, motivate, and empower her team.
- Feedback Mechanisms: Implement regular feedback mechanisms, both formal and informal, to provide Leitch with constructive criticism and insights into her leadership impact. This feedback should be delivered in a supportive and constructive manner.
Organizational Culture Transformation:
- Open Communication Initiatives: Foster open and honest communication within the team through regular team meetings, open-door policies, and anonymous feedback channels. This will create a safe space for team members to express their concerns and ideas.
- Values-Based Culture Change: Redefine the company's core values to emphasize collaboration, respect, and inclusivity. This will shift the organizational culture towards a more supportive and empowering environment.
- Employee Engagement Programs: Implement employee engagement programs to foster a sense of belonging and purpose within the team. This can include team-building activities, social events, and opportunities for professional development.
Communication Strategies:
- Authentic Communication Training: Leitch should engage in training to develop authentic and empathetic communication skills. This training should focus on active listening, clear and concise communication, and building rapport.
- Transparent Communication: Leitch should practice transparent communication with her team, sharing information openly and honestly. This will foster trust and build a sense of shared purpose.
- Storytelling and Vision Building: Leitch should utilize storytelling and vision-building techniques to connect with her team on a deeper level. This will help her communicate her goals and inspire her team to achieve them.
5. Basis of Recommendations
These recommendations are grounded in the following considerations:
- Core Competencies and Consistency with Mission: The proposed changes align with the company's mission to foster a positive and productive work environment, while also enhancing its ability to attract and retain top talent.
- External Customers and Internal Clients: By improving team morale and productivity, these changes will positively impact the company's ability to meet customer demands and exceed expectations.
- Competitors: In today's competitive landscape, companies need to prioritize employee engagement and well-being to attract and retain talent. By fostering a positive and supportive work environment, the company can gain a competitive advantage.
- Attractiveness: The proposed interventions are expected to yield significant return on investment (ROI) through increased employee engagement, productivity, and retention.
6. Conclusion
Kellie Leitch's journey towards becoming a more authentic and effective leader requires a concerted effort from both her and the organization. By embracing these recommendations, Leitch can transform her leadership style, build trust with her team, and create a more positive and productive work environment. This will not only benefit her team but also contribute to the overall success of the company.
7. Discussion
While the recommended approach focuses on leadership development, organizational culture change, and communication strategies, other alternatives exist. These include:
- Replacing Leitch: This option, while seemingly straightforward, could be disruptive and costly, potentially damaging morale and impacting team performance.
- Demoting Leitch: This option could be perceived as a punishment and could damage her career trajectory.
- Ignoring the Issue: This option is not feasible as it would likely lead to further deterioration of team morale and productivity.
The recommended approach prioritizes a positive and constructive approach to address the challenges, focusing on personal development and organizational transformation.
Key Assumptions:
- Leitch is willing to invest in her personal development and embrace a more authentic leadership style.
- The organization is committed to fostering a positive and supportive work environment.
- The team is receptive to change and willing to engage in the process of transformation.
8. Next Steps
- Immediate Action: Initiate a pilot program with Leitch to implement emotional intelligence training and coaching.
- Short-term Goal: Within three months, conduct a team survey to assess the impact of the pilot program on team morale and communication.
- Long-term Goal: Within six months, implement a comprehensive organizational culture change program, including communication strategies, employee engagement initiatives, and leadership development programs.
- Ongoing Monitoring: Regularly monitor the effectiveness of the implemented interventions and adjust the strategy as needed.
By taking these steps, Kellie Leitch and the organization can embark on a journey of transformation, fostering a culture of authenticity, collaboration, and high performance.
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Case Description
Kellie Leitch, a long-time member of Canada's Conservative Party but a relative newcomer as an elected politician, ran in the party's 2017 election for a new party leader. Her platform addressed several issues, but the media focused on two: a commitment to institute screening of newcomers to the country for their adherence to Canadian values and a platform of anti-elite initiatives. By the time the election for leader was held in May 2017, Leitch had been singled out, criticized, and lambasted for a platform that was seen by many as running against not only accepted Canadian values but also her own experience and values. How had her reputation shifted from well-regarded physician and community leader to criticized political candidate? What strengths and experience would she need to rebuild her position?
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