Leadership Styles Case Study

LeadershipStyles

Get ready to apply your knowledge of when to use which leadership style in a series of scenarios!

start

WHAT'S THE STORY?

Congratulations! Due to some organizational restructuring, your team is merging with another team! Walk through this scenario and use the blue buttons to select the leadership style you think is most appropriate.

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LEADERSHIP STYLES

There are 3, well-experienced people on your team. You have been managing them for 6-months. How do you tell them about the merger?

LEADERSHIP STYLES

Question 1/4: tell your team

Democratic - We are gaining some new team members in a month. How are you feeling about it? What do you think is the next step forward?

Transformative - Congratulations team! We have the exciting oppotunity of growing out team to take on more challenging and innovative projects!

Laissez Faire - We are onboarding some new team members next month. I'll leave it to you to make them feel welcome and show them the ropes.

Great! Your team took it well! Now you need to introduce yourself to the new team of 4 employees who are somewhat new in their careers. How do you approach them?

Question 2/4: Tell the new team

LEADERSHIP STYLES

Transformational - "Welcome to the team! We are excited for the opportunity to bring you onto the team. This is an exciting change for all of us!"

Democratic - "Welcome to the team! What would make you feel the best with onboarding? What do you need and what steps would you like to take?"

Authoritative - "Glad you're on the team! You will be assigned LMS training and need to complete it in 30 days. We need to get you up and running in 60 days."

Transformational - "Welcome to the team! We are excited for the opportunity to bring you onto the team. This is an exciting change for all of us!"

Democratic - "Welcome to the team! What would make you feel the best with onboarding? What do you need and what steps would you like to take?"

Authoritative - "Glad you're on the team! You will be assigned LMS training and need to complete it in 30 days. We need to get you up and running in 60 days."

Hmm. Your team was inspired but wanted more direction about next steps. Now you need to introduce yourself to the new team of 4 employees who are somewhat new in their careers. How do you approach them?

Question 2/4: Tell the new team

LEADERSHIP STYLES

Your team left the meeting feeling pressured and unsupported. Now you need to introduce yourself to the new team of 4 employees who are somewhat new in their careers. How do you approach them?

Question 2/4: Tell the new team

LEADERSHIP STYLES

Transformational - "Welcome to the team! We are excited for the opportunity to bring you onto the team. This is an exciting change for all of us!"

Democratic - "Welcome to the team! What would make you feel the best with onboarding? What do you need and what steps would you like to take?"

Authoritative - "Glad you're on the team! You will be assigned LMS training and need to complete it in 30 days. We need to get you up and running in 60 days."

The new team felt excited to join! It's 2 months after the merger and your new team has been tasked with finding a new platform for project management. How do you address it in the monthly team meeting?

Question 3/4: The new project

LEADERSHIP STYLES

Laissez Faire - "I would like you to pair up together and each present your vendor choice at next month's team meeting. Feel free to think outside the box!"

Transformational - "We have a great opportunity here to make a major impact on Holman! I trust the diversity of experience this team has to pick the best platform!"

Authoritative - "Ok. I have picked this platform for project management. Please take the training and create job aids to send out to the company in 30 days."

The new team felt a little overwhelmed at having to guide the next steps. It's 2 months after the merger and your new team has been tasked with finding a new platform for project management. How do you address it in the monthly team meeting?

Question 3/4: The new project

LEADERSHIP STYLES

Laissez Faire - "I would like you to pair up together and each present your vendor choice at next month's team meeting. Feel free to think outside the box!"

Transformational - "We have a great opportunity here to make a major impact on Holman! I trust the diversity of experience this team has to pick the best platform!"

Authoritative - "Ok. I have picked this platform for project management. Please take the training and create job aids to send out to the company in 30 days."

The new team felt resentful at being given orders so quickly. It's 2 months after the merger and your new team has been tasked with finding a new platform for project management. How do you address it in the monthly team meeting?

Question 3/4: The new project

LEADERSHIP STYLES

Laissez Faire - "I would like you to pair up together and each present your vendor choice at next month's team meeting. Feel free to think outside the box!"

Transformational - "We have a great opportunity here to make a major impact on Holman! I trust the diversity of experience this team has to pick the best platform!"

Authoritative - "Ok. I have picked this platform for project management. Please take the training and create job aids to send out to the company in 30 days."

Under your leadership, the team felt free to innovate and collaborate. But now it's crunch time and you need to deliver a new platform decision to the company in 2 weeks. How do you handle it at your team check-in?

Question 4/4: Running Out of time

LEADERSHIP STYLES

Authoritative - "Ok. Mike, Pat, and June work on the job aids. Amkirt and Juan, I need draft comms by Tuesday. Denise, talk to the vendor about delivering an SOW."

Transformational - "We're in the last leg of the race! We need to deliver a decision and support plan in 2 weeks and I know you can work together to get it landed!"

Democratic - "We're 2 weeks out from delivering a decision to the company. How would you like to see this rolled out? What delivery method should we use?"

The team felt inspired but could have used more direction. Now it's crunch time and you need to deliver a new platform decision to the company in 2 weeks. How do you handle it at your team check-in?

Question 4/4: Running Out of time

LEADERSHIP STYLES

Authoritative - "Ok. Mike, Pat, and June work on the job aids. Amkirt and Juan, I need draft comms by Tuesday. Denise, talk to the vendor about delivering an SOW."

Transformational - "We're in the last leg of the race! We need to deliver a decision and support plan in 2 weeks and I know you can work together to get it landed!"

Democratic - "We're 2 weeks out from delivering a decision to the company. How would you like to see this rolled out? What delivery method should we use?"

The team didn't feel like they were heard and feel confined and resentful. But now it's crunch time and you need to deliver a new platform decision to the company in 2 weeks. How do you handle it at your team check-in?

Question 4/4: Running Out of time

Branching Scenario

Authoritative - "Ok. Mike, Pat, and June work on the job aids. Amkirt and Juan, I need draft comms by Tuesday. Denise, talk to the vendor about delivering an SOW."

Transformational - "We're in the last leg of the race! We need to deliver a decision and support plan in 2 weeks and I know you can work together to get it landed!"

Democratic - "We're 2 weeks out from delivering a decision to the company. How would you like to see this rolled out? What delivery method should we use?"

Restart

You chose correctly! You took the democratic approach when telling your team and gave them space to share.Then you led with transformational to welcome the new team on board and help them to feel excited. You chose the laissez-faire approach to help the team begin to collaborate together and feel empowered to get creative. And finally, when crunch time happened, you chose the authoritative approach to ensure on-time delivery.You have now finished this module. You can close out of the browser window or take the module again by selecting RESTART.

You chose correctly!

Branching Scenario

Great choices!

Restart

The democratic approach is the strongest option when telling your team about the merger and givingthem space to share.To welcome the new team on board and help them to feel excited, the transformational approach is the best tactic.The laissez-faire style is the best approach to help the team begin to collaborate and become cohesive. And finally, when crunch time happens, the authoritative approach should be used to ensure on-time delivery.You have now finished this module. You can close out of the browser window or take the module again by selecting RESTART.

you chose a neutral Path

LEADERSHIP STYLES

OKAY Choices

Restart

Try again

LEADERSHIP STYLES

You chose a non-ideal path

The democratic approach is the strongest option when telling your team about the merger and giving them space to share.To welcome the new team on board and help them to feel excited, the transformational approach is the best tactic.The laissez-faire style is the best approach to help the team begin to collaborate and become cohesive. And finally, when crunch time happens, the authoritative approach should be used to ensure on-time delivery.You have now finished this module. You can close out of the browser window or take the module again by selecting RESTART.

Decision-making scheme

Final

Neutral decision - No impact

Decision Point

Cannot complete succesfully

Can still complete succesfully

Next decision point

Correct decision - Positive impact

Bad decision - Negative impact

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