Leslie Brinkman at Versutia Capital Essay

IntroductionVersutia with child(p) fill some early success in its infancy due to the emotional appendage its employees had with the fraternity and its leader, Leslie Brinkman. Leslie provided a police squad oriented, verificatory environment based on her hol low-spirited value that, in turn, attracted a assorted group of talented staff members. ab initio this appeared to be a great al-Qaeda for long-term success. Unfortunately, the recent deterioration of the companys performance has revealed that Leslies lead nether pres authoritative does non mates the core values of her organization. Leslie Brinkman mustiness flat ask herself How do I exonerate under blackjack and what signals am I sending my employees? 1 Analysis below pressure, Leslie Brinkman behaves impatiently. During stead hours, Leslie loses her temper over fluctuations in stock performance. As one analyst recalled, You had to catch Leslie at a severe moment otherwise she might locomote off the handl e or show period down your throat.2 Outside of office hours, Leslie continues to ride her staff. One analyst recalled, It was not unusual to go to dinner with friends to see that I had three emails from Leslie regarding stock positions it was mute that I needed to respond, and if I did not, I would often receive a keep abreast up from Leslie asking whether I had genuine her previous message.3 Under pressure, Leslie Brinkman is not team focused. Leslie does not allow time for staff collaboration. Staff change state up of 12 hours per day and are evaluate to be available by blackberry bush 24/7. 4 Analysts observe the work environment as disagreeable noting that Leslie puts undue pressure on them and oftentimes expresses her disappointment in a blunt, confrontational manner. An analyst noted, I was feeling more and more burdened and I wasnt sure Leslie would be sympathetic.5 Leslie admits that morale is low and that it isnt the team oriented glory she had dreamed about when she created the firm.6 Recommendation Leslie needs to learn to let on her accent mark triggers and measure up her behavior in those situations to go out her actions align with her core values. If successful, the benefits provide be cardinal fold (a) Leslie will benefit by becoming a positive fibre model for her staff and (b) Versutia Capital will benefit byincreased team cohesion.1Langton, N. & S. Robbins. Values, Attitudes and Their Effect in the Workplace. In fundamentals of Organizational Behaviour, 3rd Canadian ed., (Pearson assimilator Hall. 2007), p.10. 2 Julie Battilana and Rob Kaplan Leslie Brinkman at Versutia Capital,HBS no 9-407-089, (Boston Harvard Business School Publishing, rev July 23, 2007), p.10. 3 Ibid.,p.8. 4 Ibid.,p.8. 5 Ibid.,p.10. 6 Ibid.,p.11.Action Steps Leslie must render responsibility, reflect and get servicing in order to successfully learn to identify her reach triggers and modify her behavior under pressure, so her actions reflect her cor e values. Primarily, Leslie must recall responsibility. Leslie needs to immediately cognize that her leadership is the root cause of the disfunction manifesting in the workplace. Secondly, Leslie must reflect. Leslie needs to take one week off of work (away from the office) to step back and gain berth on her behavior, and the effect her leadership dash is having on office dynamics. 7 Finally, Leslie must get serve up. Leslie does not have the skills to court this problem on her own as demonstrated by the array of questions she has manage up with and the corresponding lack of answers.8 Leslie needs to hire an executive take aim to meet with her when she returns from her week long break, to help her map out what her specific stress triggers are, and how she can effectively deal with them. terminus Leslie Brinkmans leadership under pressure does not match the core values of her organization. She must learn to identify her stress triggers and modify her behavior in those situat ions to ensure her actions align with her core values. If Leslie is able to do that by taking responsibility, reflecting, and getting help it will result in real(a) benefits to her and her company.BibliographyBattilana, J. and Rob Kaplan Leslie Brinkman at Versutia Capital, HBS No. 9-407-089, Boston Harvard Business School Publishing, rpm July 23, 2007.Langton, N. & S. Robbins. Values, Attitudes and Their Effect in the Workplace. In fundamental principle of Organizational Behaviour, 3rd Canadian ed. Pearson prenticeHall. 2007.