Case Study: A Day in the Life of Alex Sander
A Day in the Life of Alex Sander
Case Analysis
Alex Sander is a no-nonsense, enterprising person who expects everybody in his team to overachieve and be as committed as he is to the project. It seems that he gets frustrated when assignments and when his instructions are not executed to the T.
The 360° feedback he received from his boss predicts that Alex will likely not be an effective leader if he continues with his current path of aggressive behavior in the office. Glass mentions that Alex needs to work on valuing performance measures like the 360° tool, which is more honest about individual performance than the amount of money he earns. The feedback from Glass also implies that Alex become a more effective leader by assigning tasks and trusting his team members to effectively handle their assignments, without him looking over their shoulder or relieving them of their duties and doing them himself because he thinks he can do a better job. Nobody can handle multiple tasks, like the ones involved in his re-launch project, single handedly. Therefore, it would be beneficial to Alex to learn how to be, not only a team leader as the product manager, but a team member as well. Encouraging his fellow team members when they do something right (positive reinforcement), and giving them advice on what they are not exceling on. Without these essential skills, it is without a doubt that Alex will not have a successful career as a manager and leader.
The feedback brought out many points, including many comments about Alex being a nice person to work with, not for. The downward comments appreciated Alex’s self-starting personality, his dedication, as well as his willingness to learn. The upward comments mentioned aspects of his attitude that are admirable like his confidence, multitasking and excellence. Yet, there were hints of resentment because Alex is an over-achiever and works until the task is complete, whereas others can only work so much until they experience a
Case Analysis
Alex Sander is a no-nonsense, enterprising person who expects everybody in his team to overachieve and be as committed as he is to the project. It seems that he gets frustrated when assignments and when his instructions are not executed to the T.
The 360° feedback he received from his boss predicts that Alex will likely not be an effective leader if he continues with his current path of aggressive behavior in the office. Glass mentions that Alex needs to work on valuing performance measures like the 360° tool, which is more honest about individual performance than the amount of money he earns. The feedback from Glass also implies that Alex become a more effective leader by assigning tasks and trusting his team members to effectively handle their assignments, without him looking over their shoulder or relieving them of their duties and doing them himself because he thinks he can do a better job. Nobody can handle multiple tasks, like the ones involved in his re-launch project, single handedly. Therefore, it would be beneficial to Alex to learn how to be, not only a team leader as the product manager, but a team member as well. Encouraging his fellow team members when they do something right (positive reinforcement), and giving them advice on what they are not exceling on. Without these essential skills, it is without a doubt that Alex will not have a successful career as a manager and leader.
The feedback brought out many points, including many comments about Alex being a nice person to work with, not for. The downward comments appreciated Alex’s self-starting personality, his dedication, as well as his willingness to learn. The upward comments mentioned aspects of his attitude that are admirable like his confidence, multitasking and excellence. Yet, there were hints of resentment because Alex is an over-achiever and works until the task is complete, whereas others can only work so much until they experience a