Scenario As a director of leadership and learning, you collaborate with many different employees throughout the prosthet

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Scenario
As a director of leadership and learning, you collaborate withmany different employees throughout the prosthetics manufacturingorganization you work for. You were recently contacted by Eduardo,who was promoted from an individual contributor to a manager fourmonths ago. Eduardo is seeking your advice on developing hisleadership style after receiving his first quarterly review fromhis supervisor.
The following are the key takeaways from your conversation withEduardo:
“I’ve been told that I am extremely intelligent andtypically get to solutions before others. However, this can lead metoward moving too quickly to implementing a solution when theorganization is two steps behind. I was cautioned that this cancreate a disconnect with my team. I’m told to focus on workingalongside my team to better empower them. However, I get frustratedwith the lack of responsiveness from the organization and my team.My supervisor says this can create insecurity and frustration, withpeople feeling they cannot live up to my expectations.”
After your meeting with Eduardo, you follow up with hissupervisor to gain additional insight. This was theirfeedback:
“Eduardo does not leverage his team to create the desiredvision. Because he is intelligent and gets to answers faster thanmost, he loses patience and decides to do all the work himself. Bydoing so, he misses out on the input of others and fails to garnersupport for the vision. When he becomes quickly entrenched in hisposition, he often ignores valid input and alternative points ofview.”
“Eduardo thinks he knows best and hence may not alwayslisten to others. Nor does he inspire confidence in his team. As aresult, his ‘professional arrogance’ creates more of a dictatorialleadership style, which in turn produces adversarial relationshipsinternally (Eduardo versus everyone). I am concerned that over timethis outcome will also spread to external partners. In the end, wewill continue to lose talent, which will eventually impact businessperformance.”
Since the vice president of leadership and learning has askedyou to create an adaptive leadership toolkit, these conversationsare extremely valuable because they provide specific insight intoareas of leadership that can be improved across the organization.Some of the strategies that you recommend for Eduardo’s situationcan be used to help inform the improvement of leadership skillsthroughout the prosthetics manufacturing organization.
Prompt
Given the case as described, provide an analysis of Eduardo’ssituation as it currently exists and recommend steps he can take tohelp transform his leadership style.
Specifically, you must address the following rubriccriteria: