What are the central facts of the case? Limit yourself to the 2-3 most crucial facts

In the case study Welcome Aboard, there is a discussion on the company Lakeland Wonders how management changes in the company. Lakeland wonders are them company that is producing the high-quality wooden toys, however, the company is the 94-year old manufacturer of the toys. Moreover, the company has almost 5,000 employees and the company has three plants. Following are two facts of the company:

Fact 1: Lakeland Wonders wants to reach the aggressive sales objectives so hired Cheryl Hailstorm as a current CEO:

Cheryl Hailstorm hired in the company six months ago. The vision or goals of the Lakeland Wonders is to reach or going beyond the core upscale market of the Lakeland's. However, the company wants to reach the new customers in mid-market by bringing the exclusive toy contract. Other aims of Lakeland Wonders are bringing collaborative corporate culture and make a contract with the Bulls-Eye stores; therefore, Cheryl Hailstorm hired in the company.

Fact 2: Cheryl Hailstorm adopted a wrong approach to bring change:

Cheryl Hailstorm is concerned with adapting to the change that is based or insists on quick compliance as well as the actions of the company employees. Cheryl Hailstorm is moving too quickly in order to change the employees. Cheryl Hailstorm is doing the right thing in order to fulfill the goals of Lakeland Wonders and therefore, as a leader she is planning things. Cheryl Hailstorm is failing to win the minds and hearts of employees.

b. Stakeholders: Which individuals and groups have an important stake in the outcome?

I believe that employees are an important stake in the outcome of every business. For Lakeland Wonders employees are important as if they are satisfied and given the best leadership then there could be the production of the fantastic product or a unique service in the market. If Lakeland Wonders cannot satisfy or cannot provide the training effects to the clients then the business cannot improve and there could be poor performing employees, which could result in customers frustrated.

c. Relevance: Is this case still applicable? In other words, do you believe the main issue is common in today’s organization? Explain.

The case is related to today’s companies or organizations as in Lakeland Wonders, Cheryl Hailstormis concerned about quick compliance; therefore, it is difficult for staff members in order to embrace change. Cheryl Hailstorm is worried about adjusting to the change and the activities of the organization representatives. Cheryl Hailstorm is moving excessively rapidly so as to change the workers. Cheryl Hailstorm, therefore, failed to win. Moreover, the change process is there in companies and cannot be readily adaptable because people or employees face difficulties. If change is implemented in the companies then there could be issues related to the failure to communicate or the lack of trust; therefore, brainstorming sessions are needed, which is not there in the case of Lakeland Wonders or Cheryl Hailstorm. There is a need for successful planning before introducing a new system.  

2. Topic Analysis and Integration; do not discuss the case in this section. Address the following (4 pages):

a. Provide substantial overviews of the following topics

I. Transformational Leadership

Transformational leadership is the leadership style in which the leaders encourage or motivate employees to do that they can be inspired in order to innovate and create change. However, Transformational leadership can help the company to grow as well as shape the future at the executive level. Transformational leadership is the authority style in which the pioneers are empowered so their skills can be enhanced and they can embrace or make the change.

Moreover, with transformational leadership, there can be a strong sense of corporate culture and there could be effective in employee ownership and independence. Be that as it may, also assist the organization with growing just as shape the future at the official level. Employees with transformational leadership can get a solid feeling of corporate culture and there could be adequacy and freedom. Thus, it could be said that transformational leadership can effectively inspire and motivate employees; so that they could be creative and, in this way, they could efficiently find solutions to old problems. Transformational leaders can effectively manage the team by providing mentorship and training. The transformational pioneers can adequately deal with issues related to culture in the company (Marques & Dhiman, 2016).

ii. Political Skill

There is the importance of political skills in the company as it can help the employees so that they could be effective in the workplace. Political skills focus on constructive results through implementing truthfulness in employees; it also t progressively helpful connections so as to satisfy the strategic association. Strong political skills can help the company to grow and there can be better performance in this way, moreover, political skills can also enable the organization so that there could be costiveness and effectiveness in the operations (Marques & Dhiman, 2016).

Political skills can result in getting the positive outcomes and made the employees make or implement interventions; as political skills enable employees to focus on the interpersonal influence, thinking before speaking, ability, and sincerity while networking or managing up. There is the significance of political skills in the organization as it can support the work environment to be successful. Thus, political skills focus on a fair manner also result in more cooperative relationships in order to fulfill the mission of the organization. Solid political skills can assist the organization with growth and there can be better execution and also empowers the people to work effectively or viability in the activities.

iii. Emotional Intelligence

Emotional intelligence could be explained as the ability or the capability of individuals so that they could recognize their own emotions. However, Emotional intelligence can also be related with the emotional leadership because in this stance, through emotional intelligence there could be guidance to the leaders because they know themselves as well as others, if a person knows himself/herself better then there could be adjusted emotions or behavior according to the environments. Emotional intelligence is the ability of people with the goal that they could perceive their very own feelings (Marques & Dhiman, 2016).

With emotional intelligence, there could be a guide thinking one so that there could be results or actions in order to achieve one's goal. In any case, Emotional insight can likewise be related with the enthusiastic administration that posses through passionate knowledge. Emotional intelligence also helps to modify feelings or conduct as per the situations. Emotional intelligence also results in empathy which could tell one's mental health, job performance ability, and leadership skills or the specific personality traits in order to manger the employees. Emotional intelligence is known as the general intelligence, ability and furthermore personality that maybe produce effective leaders (Chrusciel, 2006).

b. Integration of topics: How do you believe the topics above integrate (are related to each other)? Be specific; go deeper than, “emotional intelligence is important to transformational leaders.” Get into the specific dimensions of each, and how they impact each other.

Transformational leadership, political skills, and emotional intelligence can be related to each other as if the leader has effective skills then there could be better management of the people. However, transformational leadership could be explained as the effectiveness of leaders in which the person focuses to get the missions to need and there is also focus on the performance goals. Transformational leadership helps the person so that there could be the fulfillment of the project on time specified and also within budget (Sanchez, 2018).

Enthusiastic knowledge is viewed as a significant trait of the initiative, it is believed that high levels of Emotional Intelligence can result in good transformational leadership or there could be more effective leaders. Emotional Intelligence helps the leaders at the workplace to perform better and so that they can also achieve greater success (Rubin et al., 2005). However, in the study, it is noticed that transformational leadership can be better through emotional intelligence because the leader can be better self-sustaining and he also has the ability in order to perceive accurate emotions. Be that as it may, transformational leadership could be clarified as the viability of pioneers wherein the individual concentrations to get the missions to require and there is additionally focus on the exhibition objectives and there could be the satisfaction of the employees and leaders (Ferris et al., 2007).

Emotional intelligence also helps to access or generate feelings and then solve the problem-based on emotional knowledge. People with better emotional intelligence can result in outstanding performance and they are successful leaders. In the article Frangos (2015), it is known that emotional intelligence results in in-person relationship management, social-awareness, self-awareness and also self-management. However, transformational leadership based on emotional intelligence can result in inspirational motivation, individualized consideration, idealized influence, intellectual stimulation, etc. Emotional intelligence also helps an individual to focus on inspiration, social-mindfulness, mindfulness and furthermore self-administration, there could be enthusiastic insight impact and so forth (Frangos, 2015).

Political, transformational leadership and human skills are equally important as emotional intelligence support both of them (Marques & Dhiman, 2016). With the assistance of passionate insight, there could be a successful working environment to help the transformational administration capacity (Northouse, 2013). Emotional intelligence can contribute to initiatives that need to be followed or obtained. Transformational leadership help pioneer in getting successful abilities then there could be better administration of the individuals.  It is accepted that significant levels of emotional intelligence can bring about great transformational leadership or there could be progressive results. Emotional intelligence helps the leaders to focus on prominent progress (Mayer et al., 2016).

However, emotional intelligence is considered an important characteristic of leadership because it helps the employees and mentor or leader to build commitment. Through emotional intelligence, leaders can be willing to listen and also take risks through considering the new innovative approach. With the help of emotional intelligence, there could be an effective workplace as support the transformational leadership ability (Schaffer, 2017). Transformational leadership can focus or greatly contributing towards the performance of a job and also leadership and if not managed by the leaders then there could be poor interpersonal relations. Through emotional intelligence or knowledge, there could be the capacity to see precise or accurate feelings and there could be better passionate information. Individuals with better enthusiastic knowledge can bring about extraordinary execution (Chrusciel, 2006).

3) Case Analysis and Recommendations; address the following (4 pages):

a) Case Examples: Describe the case in terms of transformational leadership, political skill, and emotional intelligence. Do not simply summarize the case; instead, identify 3-5 examples that you believe represent the topics. The examples can be positive or negative.

Transformational leadership, political skill, and emotional intelligence have a negative link with the case study of Lakeland Wonders; new CEO Cheryl Hailstorm. However, failed in her leadership approach as she was following the Cheryl Hailstorm was using the transactional approach.

Example 1: Cheryl Hailstorm used transactional approach and she failed in her leadership style:

Cheryl Hailstorm's leadership style was not effective as Cheryl noticed that there was a problem with her subordinates as most of her managers are were agreeable to her face but they did not agree or they were “deliberately moving slowly behind her back”. Cheryl Hailstorm flopped in her administration approach as the group was failing to meet expectations because of the reasons for the change progress and there was a focus on the strong traditional culture.

Example 2: Mark Dawson did not show interest in implementing Cheryl's vision:

Therefore, Cheryl's vision not proved to be effective as Mark Dawson also had problems in understanding Cheryl's vision; there was attention on the solid customary culture. Mark Dawson also not showed interest in implementing Cheryl's vision or her strategy. Between Cheryl and her team, there was the Lack of trust as well as communication. Cheryl's vision cannot gain support because the team was underperforming due to the reasons of the change progress.

Example 3: Problems in Bulls-Eye project:

There were problems in the bulls-eye project because of the lack of participation of the employees as the employees cannot follow Cheryl Hailstorm's strategic decisions because of the change direction. The project failed because there was no common vision between Cheryl and the management team. She believed in the Hard HRM model and also Theory X. Cheryl Hailstorm focuses on reactive planning and there was a lack of cooperation, slow down production, engagement and commitment issues, loss of productivity, cost of time, and decision latitude in the bulls-eye project.

b) In retrospect: What could Cheryl have done differently? What could the company and/or its current employees do differently?

I believe that Cheryl Hailstorm's leadership style was a transactional approach; she should follow transformational leadership and focus on theory Y:

Cheryl Hailstorm's leadership style should be based on transformational leadership, political skill, and emotional intelligence so that she may not fail in her leadership approach. However, between Cheryl and her team, there was a lack of trust as well as communication so it could be said that when Cheryl Hailstorm's given the opportunity in the company to manage the team she needs to make a good rapport with the company employees.

Transformational leadership should be the part of Cheryl Hailstorm's leadership style as it can effectively inspire and motivate employees; so that they could be creative, however, as transformational leaders can effectively manage the team through providing the mentorship and training. There should understand Cheryl's vision and there should be training first gain so that support can be given to the team because there was the underperforming team due to the reasons for the change progress. Political skills also need to be followed by Cheryl Hailstorm's because it helps the manager to work in a fair manner also result in more cooperative relationships in order to fulfill the mission of the organization

Moreover, there were issues related to the bulls-eye project because of the lack of participation of the employees as the employees cannot follow Cheryl Hailstorm's strategic decisions. However, in this way, Cheryl Hailstorm's need to understand the employees and should imply theory Y, so that there could be an encouragement in the work environment and so that there could be opportunities to employees.  Theory Y, believes in initiative and self-direction and organizational well-being therefore, Cheryl Hailstorm's strategic decisions should be based upon it.

c) Recommendations: Here, we can’t change the past (what’s done is done). Based on your research, what should Cheryl do now? Provide practical, specific recommendations related to the topics and the research you’ve conducted.

The change plans need to be effectively implemented in order to achieve the overall goals of Lakeland Wonders. However, Cheryl Hailstorm's strategic decisions need to be advanced so by clearly and efficiently communicating everyone's roles and responsibilities. For the effective engagement and commitment of the employees, there was a need to focus on building a strong relationship. Other HR aspects also need to be noticed by Cheryl Hailstorm's strategic decisions example training and development, performance management, compensation can bring the positive things in the company and there can be a better performance by the employees.

In order to achieve the goals of Lakeland Wonders and for the smooth, continuous and efficient performance Cheryl Hailstorm's should focus on the Kotter's 8 step Change Model as it was efficient to be implemented by the company or leader:

            It helps to follow the following eight steps while management performance.

1.      Create urgency: Managers can create an environment and employees can be aware of problems and there could be a focus on the possible solutions.

2.      Powerful coalition formation: The manager can create a building range of skills.

3.      Create a vision for change: Generating support vision or generating bolster vision to be simple and understandable.

4.      Communicate the vision: Excellent opportunities are there to make use of the coalition.

5.      Remove obstacles: Strength the change initiative.

6.      Short-term wins: Useful tools for motivation to reach shorter-term targets.

7.      Build on the change: Setting goals and continued improvement.

8.      Secure the changes in corporate culture: encouraging new employees and also promote the change.

d) Implications: If Cheryl were to follow your advice, what would be the outcome?

            Cheryl Hailstorm's if follow the Kotter's 8 steps Change Model then there could be positive outcomes as it is the model that can be explained as the top of traditional organization structures and also ensure success. Kotter's 8 steps Change Model helps to focus on straightforward and justifiable vision; it helps to open doors and also strengthens the change activity. This Change Model results in getting the shorter-term targets and also help to secure the progressions in a corporate culture that helps in empowering new workers and furthermore advance the change (Marques & Dhiman, 2016). Lakeland Wonders can remain competitive with the help of Kotter's 8 steps Change Model as there was the change in the company and employees suffered because of the change and Cheryl Hailstorm's strategies that were not helpful. This change model can help staff members to embrace change because of the cooperation of the leader, successful planning, brainstorming sessions, etc.

References of welcome aboard

Chrusciel, D. (2006). Considerations of emotional intelligence (EI) in dealing with change decision management. Management Decision, 44(5), 644-657.

Ferris, G. R., Treadway, D. C., Perrewe´, P. L., Brouer, R. L., Douglas, C., & Lux, S. (2007). Political skill in organizations. Journal of Management, 33(3), 290-320.

Frangos, N. (2015). Leaders, Emotional Intelligence & Transformational Leadership - Part 1. Retrieved from https://www.linkedin.com/pulse/leaders-emotional-intelligence-transformational-part-frangos

Marques, J., & Dhiman, S. (2016). Leadership Today: Practices for Personal and Professional Performance. Springer.

Mayer, J. D., Caruso, D. R., & Salovey, P. (2016). The ability model of emotional intelligence: Principles and updates. Emotion Review, 8(4), 290-300.

Rubin, R. S., Munz, D. C., & Bommer, W. H. (2005). Leading from within: The effects of emotion recognition and personality on transformational leadership behavior. Academy of Management Journal, 48(5), 845-858.

Sanchez, P. (2018). The Secret to Leading Organizational Change Is Empathy. Harvard Business Review Digital Articles, 6–9.

Schaffer, R. (2017). All Management Is Change Management. Harvard Business Review Digital Articles

Transformational Leadership. Excerpt from Northouse (2013). Leadership: Theory and Practice, 6th Edition, Sage Publications