Case Study

LEADERSHIP CHALLENGES IN A FAST-GROWTH INDUSTRY Celeritas, Inc.

Issues Identified Lack of trust and communication Confusion about goals and priorities Inconsistent decision making Poor coordination among divisions

Boyer

Senior Vice Presidents

• Failure to communicate effectively and withhold important information. • Fail to react to problems and issues that will soon fester if ignored. • Fail to provide clear direction • Seeks information and not opinions from exec team • Not able to delegate the upcoming work judiciously.

• Identifying their jobs as per silos they handle and not as per the organization. • Blaming their lack of productivity on lack of efforts of other departments. • Capable in their own fields but not in strategic issues concerning big level decisions.

Vice Presidents

• Lack of trust in Boyer’s leadership • Resistance to any changes in organizational effectiveness

Immediate steps to be taken

Define vision for the company

• Currently not clear why adopting cloud technology • Trust lacking as not clear goals

Decide goals in discussion with senior vice presidents collectively

• They need to be more than mere informers to Boyer. • Need to be aware of the strategic plans. • Train the managers to manage people related issues

Define a front line structure for goal cascading

• The goals should be defined in conjunction to the organis1111ational goal. • Next they should be flowed to vice presidents such that they meaningful even intra departments.

Resistance to Change Do change management right the first time Communications that describe the need for change, impact on employees, ‘whats in it for me’.

Expect it Identify the groups that are likely sources of resistance and should be addressed proactively

Address it formally Communication plan, sponsorship roadmap, coaching plan and training plan.

Feedback is collected to understand employee adoption

Engage the right resistance managers Senior leaders, middle managers and front-line supervisors

Whether to keep Reese or had lost all credibilty? She effectively solicited the views and opinions of top management

Could identify some pending issues

Right now only have done a part of her approach; rest of the part would be possible only with the cooperation of senior team.

She questioned about the individual functioning of different verticals thus, did not analyze the type of management styles each member possessed and likes to adhere to

Verdic t

She should be retained.