Evaluate effective strategies for leading diverse groups at various levels of an organization while fostering collaboration and compassion.
Review the case, Blake Sports Apparel and Switch Activewear: Bringing the Executive Team Together. Consider the criteria for successful teams and the factors needed to ensure teams are structured for success.
Write a 750-1,000-word plan describing the steps necessary to create more successful teams at various levels in an organization by utilizing the events outlined in the case. Address the following questions and concepts in your paper. Be sure to support your rationale by providing specific examples. You are required to include three to five additional references to support your position.
Define the characteristics and structure of successful teams. Describe how independent teams are vital to organizational success.
Discuss the important factors to consider when leading teams within the various levels of an organization. Discuss specifically which factors are important to consider when leading teams at the executive level.
Describe the aspects that are essential in identifying appropriate members for teams and ensuring the teams are successfully launched.
Discuss the important factors for ongoing team dynamics. Describe guidelines to evaluate the function and productivity of teams.
Describe strategies that can create collaboration and leadership initiative among team members. Based on the content provided in the case, explain the action that Barker can take to improve collaboration among the team members.
Compassion is a significant attribute of many religions and philosophies, as well as being important for both authentic and servant leadership. From a Christian worldview perspective, discuss how you would empower your teams as a leader through compassion, honoring diversity, engaging team members in civil discourse, and supporting equality for all members as they work toward a common goal.
Sample Answer
Introduction
The integration of Blake Sports Apparel and Switch Activewear presents a complex organizational challenge, highlighted by the fractured executive team described in the case study. To transform the combined entity into a high-performing organization, a strategic plan is necessary to intentionally structure teams, develop adaptive leadership practices, and cultivate an environment defined by psychological safety, collaboration, and compassion. This plan outlines the steps required to build successful teams at all organizational levels, with specific attention to unifying the diverse executive group currently suffering from siloed operations and interpersonal conflict.
I. Defining Successful Team Characteristics and Structure
Successful teams are defined by four core characteristics: a Compelling Direction (clear, challenging goals), a Strong Structure (appropriate talent mix, role clarity, and interdependence), a Supportive Context (resources, rewards, and reliable information), and Shared Coaching (proactive guidance and learning) (Hackman, 2012). Structurally, successful teams operate with clear accountability, where roles are complementary rather than overlapping, ensuring that the team's output exceeds the sum of individual efforts.
ndependent, well-defined teams are vital to organizational success because they drive agility and localized decision-making. By decentralizing authority and embedding diverse expertise within smaller units, the organization can rapidly respond to market changes and internal challenges. This structural reliance on interdependent teams fosters a sense of collective responsibility and innovation, preventing bottlenecks that often plague hierarchical organizations.
II. Leading Teams Across Organizational Levels
Leadership factors must adapt based on the team's level within the organization. At operational levels, leaders must prioritize technical competence, clear instruction, resource allocation, and maintaining process efficiency. At mid-management levels, the focus shifts to coaching, cross-functional communication, and translating executive vision into actionable goals.
At the executive level, the leadership focus is critically different and highly relevant to the Blake/Switch scenario. Factors important for leading executive teams include:
Vision Alignment and Unified Identity: The primary task is ensuring all members share a common understanding of the ultimate organizational mission, overriding loyalties to former companies or departments.
Managing High-Stakes Conflict: Executive conflict is often complex, driven by power dynamics and resource competition. The leader must establish norms for civil discourse and address conflict directly, demanding intellectual debate over personal attacks.
Modeling Emotional Intelligence (EI): The executive leader must model self-awareness and empathy. In the case, the executive team's "discourse" is likely fueled by low EI and a lack of trust, indicating a need for visible leadership vulnerability and principled behavior.
III. Team Member Identification and Launch
The successful launch of any team hinges on the appropriate selection of members and the deliberate creation of a clear team charter.
Identifying Appropriate Members
Identifying team members goes beyond technical skill. It requires assessing cognitive and behavioral diversity. Effective teams need individuals with complementary skills, including technical expertise, problem-solving ability, and necessary interpersonal roles (e.g., resource investigator, shaper, completer-finisher). Diversity in perspective (age, tenure, background, functional role) is essential to avoid groupthink. For the newly integrated executive team, members must be chosen not just for their past performance at Blake or Switch, but for their ability to contribute to the new, unified culture.
Successful Launch
A successful team launch must include:
Defined Charter: A clear document outlining the team’s purpose, scope of authority, non-negotiable goals, and boundaries.
Shared Norms and Rules of Engagement: The team must collectively agree on how decisions will be made, how conflicts will be resolved, and what communication protocols will be followed.
Role Clarification: Specifically, within the executive team, clarifying who holds the final decision authority on integrated processes is paramount to prevent the power struggles and turf wars currently being experienced.
IV. Ongoing Team Dynamics and Evaluation
Ongoing team dynamics require continuous management of psychological safety—the belief that one can speak up without fear of punishment or humiliation. This is the foundation for effective feedback and learning. Leaders must proactively intervene in unproductive conflict and ensure all voices are heard.