Leadership Skills Application

The Rushmore PlanKelly Dakota was recognized by associates and competitors as a woman on a mission. One of four members of the design team for a large chair manufacturing corporation, Dakota’s obsession with the creation of comfortable seating dated to a childhood back injury and a lifetime of pain. She recognized, more than most in the industry, the importance of designing chairs that offered some relief to those suffering from debilitating back, hip, and neck pain as well as helping people of all ages to avoid problems with proper posture. In her early days with the company the staff jokingly called her approach the Rushmore Plan, after America’s Mount Rushmore in South Dakota. Like someone fighting to save the world, Kelly Dakota brought passion and a creative intensity to design meetings as if each drawing, each design tweak would change civilization as we knew it.Single and with no apparent family or friendship ties, Dakota was married to her work. She seemed to thrive on 70-hour work weeks, although as a salaried manager, she received no overtime pay. Even her “down time” at meals or on weekends was spent sketching, studying the latest in ergonomics, or reconnoitering each design adjustment by competitors.“When you visit a furniture store, you fully expect to see Dakota skulking about, checking to see what the competition is offering,” says fellow team member John Craddock. “We all laugh about it. The woman brings—actually brings—chairs to meetings and tears them apart to show us some miniscule discovery.”This obsession with chairs, pain, and gravity, and one-upping the competition has made Dakota a valuable employee and earned her a reputation in the industry for creative design. Not since Peter Opsvik’s Gravity Balans ergonomic chair of the 1970s has anyone made such an impact on the industry. The effect of Dakota’s work on company profits is undeniable. The intense competition with imported furniture makes her more valuable in the eyes of top executives. The fact that competitors are chomping at the bit to lure her away is also undeniable.But the Rushmore Plan comes at a price. Over the 15 years she has worked with the company, 5 as leader of the design group, there has been a constant turnover within the design group as frustrated workers leave the company to “get away from Dakota.”“Anything you could learn from this brilliant and dedicated woman is destroyed by her cold, calculating attitude,” Craddock complains. “I came to this company excited about the chance to work with her. But any knowledge she possesses is carefully guarded. Her design ideas are perfect in her mind, while ours are picked apart. We all swear she has listening devices scattered around everywhere, because if the rest of the team huddles in some corner of the world to discuss a design idea, Voila! She walks into the next meeting with our idea. Once when she was a few minutes late to a meeting, we thought we had beaten her and quickly presented our idea. Just then, she walks in, and announces, ‘Ideas must be in the air. I have something very similar,’ and throws her completed design on screen. Guess who won?”Dakota presents a continuing challenge to company management, having both incredible positive and negative influence on the culture. While her contributions to design and profits far exceed those of other employees, her negative effect on the culture and her team’s creativity and morale results in the loss of talented people and a climate of suspicion and discontent. Dakota’s threat, “I can take my talents elsewhere,” hangs over top executives like a sledgehammer.Now, Craddock and Leslie Warren, other talented members of the design team, have approached management with their own ultimatum: Do something about Dakota or we resign.Questions

If you were a top leader, how would you respond to the ultimatum? Be specific. Explain why.
What is Dakota missing with respect to her leadership abilities? How do you explain her poor leadership behavior?
If you were Dakota’s manager, how might you increase Dakota’s awareness of the negative impact she is having on her team? How would you guide her toward better team leadership, sharing her knowledge with others, and mentoring her team members? Be specific.

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This case study presents a classic dilemma: a high-performing individual who is toxic to their team. Here’s how I would approach the situation as a top leader:

1. Responding to the Ultimatum:

  • Acknowledge and Validate:
    • First, I would acknowledge Craddock and Warren’s concerns and validate their feelings. I would assure them that their concerns are being taken seriously and that I understand the gravity of their ultimatum.
  • Immediate Action (but Not Immediate Resolution):
    • I would not immediately fire Dakota. Doing so would be rash and potentially lose a highly valuable asset. However, I would make it clear that their concerns will be addressed.
    • I would explain that a thorough investigation and a strategic plan are needed to address the complexities of the situation.

Full Answer Section

 

 

 

 

  • Confidentiality:
    • I would assure them that their identities will be kept confidential during the investigation process.
  • Timeline:
    • I would provide a realistic timeline for addressing the situation, ensuring that they understand the process will be timely.
  • Investigate thoroughly:
    • I would then begin to interview other members of the design team, and other people that work with Kelly Dakota. I would also review any performance reviews, and other documents that may give me a better understanding of the situation.

Why This Approach?

  • It demonstrates respect for the employees’ concerns.
  • It avoids immediate, potentially damaging decisions.
  • It allows for a comprehensive understanding of the situation.
  • It protects the employees that have come forward.

2. Dakota’s Missing Leadership Abilities and Poor Behavior:

  • Lack of Emotional Intelligence (EQ):
    • Dakota demonstrates a severe lack of empathy, social awareness, and relationship management. She prioritizes her own goals and ideas over the well-being and contributions of her team.
  • Poor Communication and Collaboration:
    • She guards her knowledge, dismisses others’ ideas, and creates a climate of suspicion. Effective leadership requires open communication, collaboration, and knowledge sharing.
  • Lack of Team Development:
    • She fails to mentor and develop her team members. Instead, she creates a competitive and hostile environment that leads to high turnover.
  • Authoritarian Style:
    • Her behavior suggests an authoritarian leadership style, where she dictates and controls, rather than empowers and guides.
  • Explanation for Poor Behavior:
    • Her obsession with her work and her past trauma may have led to a single-minded focus that disregards interpersonal relationships.
    • She may lack self-awareness and not realize the negative impact of her behavior.
    • She may have a fear of others taking credit for her work.

3. Increasing Dakota’s Awareness and Guiding Her:

  • Direct and Honest Feedback:
    • As her manager, I would schedule a private meeting with Dakota to provide direct and honest feedback about her behavior and its impact on the team. I would use specific examples and avoid generalizations.
  • 360-Degree Feedback:
    • Implement a 360-degree feedback process to provide Dakota with feedback from her peers, subordinates, and superiors. This can help her gain a broader perspective on her leadership style.
  • Leadership Training and Coaching:
    • Enroll Dakota in leadership development programs that focus on emotional intelligence, communication, and team building.
    • Provide her with a dedicated coach to help her develop these skills and implement changes in her behavior.
  • Mentoring Program (Reverse Mentoring):
    • Consider a “reverse mentoring” program where Dakota is mentored by someone with strong interpersonal skills. This can help her learn from others and develop her own social skills.
  • Team-Building Activities:
    • Organize team-building activities that promote collaboration, communication, and trust.
  • Performance Goals:
    • Set clear performance goals for Dakota that include not only design achievements but also team leadership and collaboration.
  • Monitor and Follow-Up:
    • Regularly monitor Dakota’s progress and provide ongoing feedback and support.
    • Create a process to where the team can give feedback about her progress.
  • Consequences:
    • It must be made clear that if her behavior does not change, that there will be consequences.

By implementing these strategies, I would aim to transform Dakota’s leadership style and create a more positive and productive work environment.

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