Sara’s concern about the performance that Cassandra could have when…

CoachPorpoiseMaster548 Sara’s concern about the performance that Cassandra could have when…Sara’s concern about the performance that Cassandra could have when leading a larger team is due to the results in her team where cost overruns were generated due to the high turnover of employees, who were dissatisfied with the policies established by Cassandra. However, on that occasion, the sales objectives were reached, which becomes Cassandra’s main strength when leading teams.While the concern is Cassandra, Susan must test her leadership skills to empower Cassandra so she can effectively lead her expanding team. In this case, we could apply what we learned in Simon Bailey’s “Leading through Relationships” course, without a doubt it is an opportunity for Susan to coach Cassandra. To start, she could have a catch-up with Cassandra where they can talk about each other’s expectations, in addition to offering Cassandra training alternatives to work on the weaknesses that she has identified in her. It would be ideal for Susan to take the opportunity to thank Cassandra for the effort at work and ask her what she needs to do better in this new challenge and identify what she enjoys most about her job and her preferences regarding her work environment. . All this information will allow Susan to take actions to make Cassandra feel comfortable and motivated and in this way she will produce their best work all around. In addition, Susan could have periodic meetings with Cassandra, promoting accountability through monitoring the fulfillment of her objectives and supporting her in the needs she has.On the other hand, Cassandra must commit to improving her weaknesses, effectively leading her team, and creating a functional and cohesive team. A good strategy would be to make all the staff feel involved, that they feel comfortable and valued, that their opinion is valuable. For this, Cassandra could have conversations with her current team members, and get feedback on her performance, so she can take concrete actions to improve before the expansion.Based on Patrick Lencioni’s model of Team Dysfunction, Cassandra must take action to not have dysfunctional teams again. For this, she must consider that having the trust of her team is essential, so admitting her mistakes and correcting them would be a good starting point. Resolving the existing conflicts will allow them not to repeat the same mistakes during the expansion. Cassandra needs the commitment of her employees, just as she must also commit to them, direct them and create a good work environment. One way to achieve that commitment is by creating an action plan that allows everyone to be responsible for the success of the company, where personal achievements do not take precedence over corporate objectives.Cassandra should consider Lencioni’s theory, “the real key to leadership is combining high standards, strong values, and consistent discipline with unconditional love, deep empathy, and a lot of fun. The greatest test of leadership is how we treat the ones who test us the most.”References:Bailey, Simon. (March, 2019). Leading through Relationships. Understanding the power of relationships. Linkedin Learning.Lencioni, Patrick. (N.D). Team Dysfunction. Identify the causes and cure. DISCUSS ABOUT THE STATEMENTS ABOVE.  SHARE YOUR INSIGHTS . PROVIDE REFERENCES.BusinessBusiness – Other