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C200 Task 2 - Passed - Exemplary
Association and Leadership Evaluation (C 200)
Western Governors University
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Organizational Leadership
Western Governors University
Contents
A. Organization...........................................................................................................................
- A. Organization...........................................................................................................................
- B. SWOT Analysis.......................................................................................................................
- C. Leadership Evaluation...........................................................................................................
- D. References.............................................................................................................................
Solutions, following participative leadership theory has had major impacts on how Joe approaches the strategic vision of the organization. One leadership practice that demonstrates this methodology utilized in strategic planning is the way that Joe holds many conferences with various stakeholders within the company, he likes to create a diverse environment within these conferences in order to support viewpoints other than his own, or that of the individuals closest to him. These meetings consist of team members throughout the company that have a platform to discuss issues, present ideas, and take an active role in the organizational strategy. This practice has been broadly effective, from identifying issues with current operations, to finding avenues of new business. Since ascending to the CEO role Environmental Solutions has seen nearly a 100% increase in contracts. Using participative leadership methodology Joe can create an open-minded environment that is able to adapt and succeed. Aside from being the organizations strategic leader, Joe also acts as the “face” of the company, spending much of his time meeting with current and potential clients. Again, as a participative leader Joe likes to directly work with centers of influence in order to put the organization in the best position to be successful. Joe meets with all new Clients within 2 months of the contract start date to build relationships with the stakeholders. While visiting he will round the entire facility with key members of the team, including the Environmental Solutions management team. Though he is personally not able to solve each, and every unique aspect of each contract Joe tries to make sure that the resources needed are allocated to the contract to ensure client satisfaction. Taking the time to work with each client individually, creates a significant amount of buy-in from the companies that Environmental Solutions provides services too.
Joe also acts as the chief information officer for Environmental Solutions. In this role Joe is responsible for the oversite of sharing pertinent information throughout the company, his approach has led to a significant transformation of the organization. Before Joe, the company had issues maintaining consistent training and information sharing within the company leading to culture the company having a vague culture and creating a company dynamic that often felt like many small businesses with limited corporate oversite. Joe has focused on establishing procedures, and best practices that can be utilized company wide. This has led to consistency throughout the service provided to the organizations supported by Environmental Solutions. In order to ensure that these practices and procedures are being engrained in the organizational operations, Joe led the development of the training facility at corporate headquarter. This allows the leaders, including Joe, that are based out of the corporate office to take a hands-on approach. Each week Joe meets with each new member of the Environmental Solutions management team to work with them on various practices, and to establish the importance to consistency with our partner organizations.
A2. Effects of Current Leader on Culture: Upon Joes’ ascension to CEO there were many concerns of nepotism within the company, many of its foremost leaders were somehow related/connected to the Doe family, and moral was somewhat low in the upper levels of management. Joe did a great job in the first few years of diversifying the leadership, and introducing new leaders to the company, ensuring that each employee, given the right skillset and work ethic could achieve success with Environmental Solutions. This led to a major cultural shift in the
B. SWOT Analysis.......................................................................................................................
B1. Strengths: Environmental Solutions has a stellar reputation, retaining nearly 99% of all its business year in and year out. The company prides itself on its transparency and keeps open records with each of its partner facilities leaving no question as to where contract dollars are being spent. Environmental Solutions also offers best in class service to its partners with its industry satisfaction scores well above average. Another strength of Environmental Solutions is its employee training program. While some of the service line training is mandatory to each employee based off of the department in which they work, each employee is granted access to the complete training service. That means that someone in one service line can learn everything Environmental Solutions teaches in any desired service line. This leads to many opportunities for occupational growth and expansion among employees. In addition to the training service each manager has dedicated time where they can work with employee on their team to help develop them in the direction that the employee would like to move towards.
B2. Weaknesses: Due to recent expansion to other markets Environmental Solutions is having difficulty onboarding competent managers to run the new business. While the company had been hiring to offset some of the hiring difficulties that were anticipated, the demand for business has exceeded expectations, leaving the workforce a bit thin. Environmental Solutions may need to
consider turning down desirable contracts due to unwillingness to compromise current service standards. A second weakness that Environmental Solutions has is financial weakness. Due to building its new corporate headquarters and training facility in Austin, Texas in 2019, the company is facing a deficit in liquid assets. The company had budgeted for the relocation and build costs, but last-minute changes made by shareholders increased the project cost significantly. With current cash flow, and the potential slowing of acquisition of new business Environmental Solutions may need to rely on investment by company leadership or loans to meet company needs.
B3. Opportunities: With the entrance into new markets in the past year demand is up, Environmental Solutions is currently unable to staff current demand, even turning down desirable business. Once Environmental Solutions can solve staffing issues there is plenty of opportunity for new business. Environmental Solutions is in a position where it has demand for management only contracts in labor union accounts but has elected to not moved into that market. If Environmental Solutions moves into labor union healthcare facilities under management only contracts there is a significant potential for increased business with minimal resources required per contract.
strengths and weaknesses off the Participative Leadership Theory, a theory which resembles Mr. Doe’s leadership philosophy very closely.
C1. Leadership Strengths: Mr. Doe’s first strength is being a Relator. Which is tied very closely to the Participative Leadership Theory that will be utilized in this section. Catherine Lam expresses in her article The Threshold Effect of Participative Leadership and the Role of Leader Information Sharing that “ Participative leadership is defined as shared influence and join decision making between a leader and their followers; and its goal is to give followers greater discretion”(Lam, 2015, p. 1), it is apparent that Mr. Doe relates very strongly with this statement and feels that getting his team members, peers, and superiors to contribute to the organizational strategy is something he has leveraged very well. It is especially apparent that he is a Relator with the fact that he has transformed the upper management structure so significantly in recent years and has significantly changed the direction of the company based off collaborative innovations. Mr. Doe’s second strength trait is being an Activator. As an activator he has been able to garner a lot of support from the people within the organization. He has shown the ability to identify the strengths of the leaders within the organization and has been able to utilize those strengths to diversify the offerings of the company. The Activator trait is right in line with the Participative Leadership theory in that it puts a lot of value on leaders that put themselves in a position to utilize the resources around to create ideal solutions for the organization. The last strength that stands out for Mr. Doe is the Achiever trait. Being an Achiever harmonizes with the other two strengths listed, it takes two strengths that fall within the
influence domain and puts the influence into action (execute domain). As an Achiever Mr. Doe has shown that he is more than willing to turn ideas into action. This is apparent when looking at the rapid growth the company has seen under his executive management. In the past Mr. Doe has shown that he his more than willing to get his hands dirty in order to generate comradery within his workforce.
C2. Leadership Weaknesses: The first weakness Mr. Doe faces is the same trait that was just highlighted as a strength, Mr. Doe is an Achiever. While being an Achiever he often finds successes, but if looked at closely, he has also had adversity due to sometimes executing too quickly. You can see that this is a weakness if you examine, as mentioned earlier, the expansion into new markets, Mr. Doe opened the company to expansion beyond healthcare, and the plan is running into some issues due to poor planning. His activator trait pushed him to action when strategy may have served the organization a bit better. This weakness is reinforced when you look at the relocation of the company headquarters and training facilities, again poor planning, as well as scope creep, has led to concerns with company liquidity. The second weakness is tied closely with the first, Mr. Doe lacks in the Discipline trait. Proper planning and establishing concise road maps to projects could greatly help Mr. Doe offset most of the issues the organization is currently facing. Taking the time for more strategic planning should be able to offset his poor skill affinity for this trait. Participative leaders rarely have this type of issue due to their constant collaboration
Mr. Doe’s strengths and weaknesses are very interlinked making an opportunity for a few actionable items to have a major positive impact on his leadership style. First Mr. Doe need to make sure that he evaluates stakeholder input better, as a participative leader it is easy to start many tasks due to high value of peer information, but it is also easy to lose focus. It would benefit Mr. Doe to hold more strategic leadership meetings with high level managers at Environmental Solutions in order to better focus on the long-term goals of the company and to create goals that pertain to the bigger picture. In the article The role of Transactional, Transformational and Participative Leadership in performance of SME’s in Albania the authors state that “Leadership is an interaction between two or more members of a group that often involves a structuring or restructuring of the situation and the perception and expectations of the members.”( SHESHI, KËRÇINI, 2017, p. 286), with the Participative leadership style Mr. Doe needs to help create a clear view of shareholder desires, and steer the organization members towards the company vision. Second, Mr. Doe needs to analyze the management structure of Environmental Solutions and potentially create a project management division that will better be able to manage the projects within the company. Under Mr. Doe it is apparent that scope creep is a significant issue with the undergoing of company projects. A project management department with qualified project managers, controllers, and coordinators would be better able to handle the project process and ensure that project deliverables are met with minimal scope creep.
Lastly, Mr. Doe could benefit from being more involved with the lower level managers, with the workforce unable to meet the demand of the company it is up to leadership to identify managers that are able to step up and take on expanded responsibility. Environmental Solutions has over 18,000 current employees and should be better able to identify more leaders within the organization. If Environmental Solutions was able to elevate more of their workforce into expanded roles, they would be in a better position to capture the new markets they have recently expanded to. If Mr. Doe addresses these three actionable items, Environmental Solutions will be in a much better position to continue the success they have seen under Mr. Doe’s leadership. The company is at a turning point in its life cycle, and if lead correctly could see a significant expansion in coming years.
C200 Task 2 - Passed - Exemplary
Course: Association and Leadership Evaluation (C 200)
University: Western Governors University
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