From a leadership perspective what is jim doing wrong

I need a response to the discussion question below . It must ne at least 350 words. Make sure to use the last link in the response about Ohio State.

From a leadership perspective, what is Jim doing wrong?
The first mistake in my opinion was not setting attendance standards. When given the option many who already had preconceived notions about attending will find reasons to not participate. The article about effective meetings talked about setting an agenda and getting feedback. Jim should have sent his agenda out ahead of time to allow some other peers to give feedback about what they would like to see. He seemed like he was intimidated by the more experienced managers and chose the consideration approach with the seminar. He offered them lots of breaks and allowed them to show up late and eventually not at all. If he had took the initiating structure method, he could have set a tone in the beginning and eased off as he saw fit. Jim tried to establish relationship behaviors but in the end his group became too comfortable.

What specific changes could Jim implement to improve the seminars?
The first step is to set the tone with a more task behavioral method. Most of Jim’s training was built around the survey that the office took but it does not say if everyone was aware of the results. He needs to first present the reason behind the seminar and present that as part of his agenda. Since this training is based around communication, I can only assume that most of the complaints were centered around communication flow and that is usually the ground level workers making the complaints. Curtailing the seminar more to this group and focusing in on their social consensus would make them more interested. Most times we become so comfortable in our work environment that after a while we do not realize the negative impact we have at times. In other words, we do not see a problem until someone tells us there is a problem. I think the seminar needs to have interaction activities that put others into groups with case studies. This allows the Jim to initiate structure in the beginning and the group activities allow for consideration leadership styles to mix. This blends the two Ohio State University behavioral leadership styles instead of making them two distinct behaviors like the University of Michigan study. Surveys will be presented in the beginning and at the end to gauge the seminar effectiveness.