The Situation: Getting the job done inclusively
Senior management loves Gloria because she gets the job done. She has been in the company more than 20 years and has progressed to a high-level manager position. Gloria is up for a director role but continues to miss the path to securing the role. Groups prefer not to work with her. She can be verbally abusive in a way that is demeaning and can pit team members against each other.
The Solution/Action Plan:
Gloria is passionate and loves her job. Folks who work with her either love or hate being on her team. If successful in their roles, they become outstanding contributors. In fact, most of them have been promoted to higher positions than the one Gloria holds.
Gloria realizes the combination of her communication style and interpersonal skills need to change. She needs to add inclusive elements to her leadership style. By reviewing her 360 and listening to her team, Gloria can focus on communication areas that need modification or possibly elimination. A plan for constant monitoring and listening to her peers and team members along with relevant tools were put into place.
The Outcome:
Gloria continues to monitor signals that indicate she might be reverting to intrusive communication styles. With her new self-awareness, she can pause and reset.
Gloria has been chosen to lead a high-profile team needing a change in direction to bring a difficult project to closure. Senior managers believe because of her passion and drive to achieve, she and her team will succeed.
(Note: The team members applied to be on Gloria’s team.)
Coming together is a beginning, keeping together is a progress, working together is success. Henry Ford