Case Study: Moving From Team Member To Team Leader

Moving from Team Member to Team Leader Case Study
It is clear that Melissa Richardson and upper management have different perspectives on management styles and how to connect with their employees. Whereas Richardson’s supervisor, Beth Campbell, does not make her a priority and would prefer to assign tasks without much direction, Richardson’s management style is in the opposite spectrum. Before assuming her new position, she participates in the company sponsored management training sessions; however, is underwhelmed with what is presented. She takes it upon herself to read books, outside of her provided training materials and brainstorms team building activities, incentives for meeting their sales goals and different types of rewards, such as …show more content…
It would have been more fruitful, in our opinion, if she had scheduled the meeting the week before, providing the employees with ample notice opening up with an ice breaker. Even though the team had already forged a relationship, a fun, interactive opener would lightened the mood, diffused any tension and allow Richardson to get to know her employees more organically. Showing her team that they are her main priority by making the greenhouse manager wait until the meeting had concluded before assisting him and implementing a “no mobile devices” rule during meetings would have also resulted in a more productive meeting. Another suggestion for Richardson would be to measure everyone’s level of happiness on a scale of 1-10 and implement a “clearing space,” which allows both herself and her team members to voice any doubts or concerns that cause them anxiety and prevent them from being emotionally and physically present during meetings. For example, Richardson could have voiced her excitement about her position but also her feelings of being overwhelmed and uncertain if she is prepared for such large responsibility and the increased workload. Although Richardson desires to be an approachable, well liked manager, she must also start to hold her team accountable and affirm her authority. Reviewing the company’s vision and goals along with establishing …show more content…
Her supervisor, Beth Campbell, cancelling their initial face to face and being unable to introduce her to the team wasn’t a wise decision. Having a person of authority that is recognized by the staff would have helped Richardson garner the respect she should have been given. Campbell’s poor management style left Richardson undermined by her staff before she even started. If Campbell had provided Richardson with proper guidance and training, Richardson could have used her time more effectively and efficiently rather than on reports that she wasn’t sure she was completing correctly and do not directly impact revenues. Another factor that played into Richardson’s lack of success was the fact that her team had been coasting on laziness and mediocrity for quite some time and did little to improve their minimal efforts after she arrived. Although Richardson desired this position and was very eager to begin there are factors she could have tweaked to ensure a better performance on her side, such as addressing these issues with Campbell, attempting to schedule a 1:1 session with her and possibly her manager, if necessary. It is always best to be proactive versus reactive in these situations and she little to help her situation by constantly giving the impression that everything was fine whenever Campbell would inquire. If Richardson has been successful, it would have been a team effort