Harvard Case - Sally Witherspoon, PhD: Learning from 360-Degree Feedback
"Sally Witherspoon, PhD: Learning from 360-Degree Feedback" Harvard business case study is written by Cynthia A. Ingols. It deals with the challenges in the field of Organizational Behavior. The case study is 8 page(s) long and it was first published on : Sep 30, 2021
At Fern Fort University, we recommend that Sally Witherspoon, PhD, engage in a structured process of reflection and action based on the 360-degree feedback she received. This process should involve active listening, self-awareness, and strategic planning to address the feedback constructively and enhance her leadership effectiveness. We suggest a multi-faceted approach that combines individual development with organizational support, fostering a culture of continuous improvement and open communication.
2. Background
This case study centers on Sally Witherspoon, a newly appointed dean at Fern Fort University, who is grappling with the results of a 360-degree feedback process. The feedback highlights both strengths and areas for improvement in her leadership style, particularly in the areas of communication, delegation, and team building. The case study explores the challenges of navigating feedback, adapting to a new role, and building trust within a complex organizational environment.
3. Analysis of the Case Study
This case study can be analyzed through the lens of Organizational Behavior and Leadership Development. Several key concepts are at play:
- Leadership Styles: Sally's feedback suggests a directive leadership style, which while effective in some situations, can be perceived as overbearing and micromanaging by others.
- Organizational Culture: The feedback indicates a potential mismatch between Sally's leadership style and the existing culture at Fern Fort University, which values collaboration and shared decision-making.
- Team Dynamics: The feedback highlights the need for Sally to foster stronger team dynamics by delegating effectively, encouraging participation, and building trust among her team members.
- Communication Patterns: The feedback suggests that Sally needs to improve her communication skills, particularly in terms of active listening, providing clear expectations, and giving constructive feedback.
- Emotional Intelligence: Sally's ability to understand and manage her own emotions, as well as those of others, is crucial for effective leadership. The feedback suggests that she could benefit from developing her emotional intelligence to better navigate interpersonal relationships.
4. Recommendations
To address the feedback constructively, Sally should:
1. Embrace a Growth Mindset: Sally should acknowledge the feedback as an opportunity for growth and development. She should adopt a growth mindset and focus on learning from the feedback rather than becoming defensive.
2. Seek External Support: Sally should engage with a leadership coach or mentoring program to gain insights and strategies for improving her leadership style. This external support can provide objective feedback and practical guidance.
3. Develop a Personalized Action Plan: Sally should create a personalized action plan based on the feedback, focusing on specific areas for improvement. This plan should include measurable goals, timelines, and strategies for achieving those goals.
4. Practice Active Listening and Feedback: Sally should actively seek out feedback from her team members, listening attentively and responding constructively. She should also provide regular feedback to her team, focusing on positive reinforcement and constructive criticism.
5. Implement Collaborative Leadership Practices: Sally should transition to a more collaborative leadership style, encouraging participation and shared decision-making. She should delegate tasks effectively, empowering her team members to take ownership of their work.
6. Foster a Culture of Open Communication: Sally should create a culture of open communication within her department, where team members feel comfortable sharing ideas, raising concerns, and providing feedback. This can be achieved through regular team meetings, open-door policies, and anonymous feedback mechanisms.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies and Consistency with Mission: The recommendations align with the university's mission of academic excellence and student success, which requires effective leadership and strong team dynamics.
- External Customers and Internal Clients: The recommendations aim to improve communication and collaboration with both external stakeholders (students, faculty, and the broader community) and internal clients (department staff and colleagues).
- Competitors: The recommendations are informed by best practices in higher education leadership, ensuring that Fern Fort University remains competitive in attracting and retaining top talent.
- Attractiveness: The recommendations are practical and actionable, providing a clear path for Sally to improve her leadership effectiveness. The focus on continuous improvement and building trust will contribute to increased employee engagement and organizational effectiveness.
6. Conclusion
By embracing a growth mindset, seeking external support, and implementing a personalized action plan, Sally Witherspoon can effectively address the feedback she received and enhance her leadership effectiveness. This will contribute to a more positive and productive work environment at Fern Fort University, ultimately benefiting both the institution and its stakeholders.
7. Discussion
Other alternatives not selected include:
- Ignoring the feedback: This option would be detrimental, as it would signal a lack of self-awareness and commitment to growth.
- Blaming others: This approach would be unproductive and could damage relationships within the department.
- Making superficial changes: This option would not address the root causes of the feedback and could lead to further dissatisfaction.
The recommendations presented are based on the assumption that Sally is willing to learn and grow as a leader. If she is resistant to change or unwilling to invest in her development, the recommendations may be less effective.
8. Next Steps
- Within the first month: Sally should schedule a meeting with her leadership coach and develop a personalized action plan.
- Within the first quarter: Sally should implement strategies for improving communication and delegation, including regular team meetings and feedback sessions.
- Within the first year: Sally should assess the effectiveness of her action plan and make adjustments as needed.
By taking these steps, Sally can transform the feedback into a positive catalyst for growth and build a strong and effective leadership legacy at Fern Fort University.
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Case Description
Sally Witherspoon had a PhD in Statistics, was a 30-something mother of two young children, and was a highly successful manager at Legend Corporation, a high-technology company which sent its high-performing women managers to its Women's Leadership Workshop. Before attending the program, Witherspoon, like the other WLW attendees, asked colleagues and her boss to give her feedback on the Kouzes and Posner's 360-degree Leadership Practices Inventory. On the first day of the program, the participants received their 360-degree feedback: Witherspoon was stunned and emotionally distraught by the negative data that she received from her boss. Now, she needs to figure out how to calm herself; if and how to share her harsh feedback with others at WLW; and, in addition, how to prepare herself for a conversation about her feedback with her boss.
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