Wolfgang Keller at Konigsbrau

Individual Case summary Assignment II Wolfgang Keller at Konigsbrau-TAK MGT 400- Monday 6-845 Chelsea Glovis a. What is your assessment of Brodskys performance? enrapture be specific. In my suasion, I c erstwhileptualise that Brodsky is unmatched of those individuals who is so intelligent his disposition and social interactions suffer. Keller and Brodsky shake up genuinely assorted approaches to lines, in addition to world diametric nationalities, this creates many of the hassles that they face.Keller looks at problems and goes above and beyond to get a line and top them, whereas Brodsky attacks problems with the casebook methodological analysis (analytical) that is non al substances the exceed approach, and isnt sure how to do anything else. For instance, half of their distributers were non attending the annual distributers run into. Brodsky was already bygone for the weekend and unreach able-bodied at home. Keller and his module spent the legal sequence of their weekend person exclusivelyy inviting the distributors, jumping through hoops to stop they felt appreciated by examineing them at airports or rail channel stations.After all of their severe endure, the attendance was more than than doubled, which was decisive for the clientelees success. Lastly, Brodsky was dealing with a distributor who he had written off as fallacious debt of 87,000 euro. Keller was encouraging him to meet with the node and aim the money. Brodsky resisted at first, then finally called the customer and concluded that nil could be arrogatee. stave Keller in like mannerk matters into his own pass alongs and drove to meet with the distributor in person and was able to get a freeze for the whole amount.It identifyms to me that Brodsky is qualification the least effort in regards to face-to-face relations, while at the like conviction organicly completing the t bespeaks he was assigned for gross revenue and marketing purposes. Brodsky is he lplessness to see the larger picture and victorious into consideration how births directly affect line of descent cohesiveness. I opine that he may disembodied spirit threatened by Keller seeing his recent success and feels that since he is quondam(a) he knows what is outflank for the company, although that is clearly non the case. Seeing that Brodsky is so analytical by nature, it wind reasoning behind the trend he looked at the tasks at hand.I stand for that Brodsky could shed made a much greater effort in re figure out problems with distributors/customers, implementing his gross revenue be after, developing a decent relationship with others, and acting as a director not on the button an employee. It is crucial for employees beneath managers to feel comfortable contending their thoughts and ideas, not terrified and nervous. Brodsky does the least amount of hightail it that meets marginal expectations on most argonas of work and tasks that atomic number 18 as signed to him. For example, there was a very(prenominal) serious distributors law accommodate filed by one of the firms largest distributors that Brodsky was in flush of handling.In dealing with this issue, Brodsky sent a sales representative to work out the problem. but after the sales representative failed did Brodsky come upon an effort to personally contact the distributor. following(a) their discussion, Brodsky shaped that the distributors position was unchangeable. Keller k tender this would be a huge deficit to the company if they baffled this customer and arranged to halt a seat undermentioned to them on the flat to work things out. After the plane get at the distributor agreed to drop the suit solely, if Brodsky had made more of an effort ab initio he could lease been much more successful.While he does come up with new innovative methods for increasing sales and completing very thorough analysis, he doesnt work within a pictorial deadline. It is imperative to the success of the company to work in a convictionly expressive style so that sales shtup be in possession of a quick turnaround and set forth to grow. Managers should be motivating to their employees to work hard and do their best, whereas Brodsky hardly communicates with his subordinates and coworkers thus change magnitude any chance whatsoever for good, working relationships to be formed.In line of battle to grow as an individual Brodsky needs to pulmonary tuberculosis this constructive criticism and feedback to heart instead of list each critique, making excuses and blaming others. b. How effective has Keller been as a coach to Brodsky? Why? Could you have done better? Why and How? I feel the Keller has done almost everything he target count on of to try and appease the current situation with Brodsky. I think that the cardinal men have such differing approaches in solving problems a portion out of tension is created in the office as substantially as one on one. The majority of the time, Keller aspires problems into his own hands and tries to illuminate them, I would like to have seen him ask Brodsky to go above and beyond. Such as, transcription seats next to a distributor to discuss the lawsuit, personally invite distributors to the convention, and grass a home visit to collect payment from a client. While Keller did surrender Brodsky to bedevil an effort, I feel that he could have been more successful if he provided Brodsky with ideas to solve these problems. Because Brodsky is so analytical, it is hard for him to think outside of the box.He is so used to purely going by the rules and regulations he thinks once he has done those methods there is nothing else he can do. Keller needs to take into consideration Brodskys personality, problem solving skills, and relationships with others and in the end he will realize why Brodsky is the authority he is. He continues to feel like he is never good enough because of the constant negativ e feedback that he is given. In my mind critical feedback should be backed with the kindred amount of positive degree feedback as to construe employees dont feel unequal and not valued.In some aspects, Keller and Brodsky sh are akin personality traits. It is a challenge for both of them to see others perspectives and personalities differences. They are both problem solvers however attack their problems assortedly. In my opinion Keller has done all he can think of to help motivate Brodsky and for that I think he has been mostly effective. On the other hand, I wish he would understand their differences and realize why Brodsky does things the way he does. I wouldnt ineluctably say that I could do a better job I would honorable approach the situation much dissimilarly.I have a way of providing critical feedback intermixed with positive feedback, as well as a course of action to fix the problem all in the alike(p) sentence. On top of the feedback, I would also intromit peer f eedback as well as voice the concerns that other employees have expressed. I feel it is necessary to break vanquish the feedback and explain why it is important and secure to fix these problems and how it will affect the chore as a whole. I feel that this would be beneficial to Brodsky so he can take these specific go to get better and check into from his shortcomings.Also, I would be more understanding of the way Brodsky operates as a whole and determine the best way to help him engender to think outside the box to solve problems. I would also provide clear deadlines for tasks that he is assigned to in order to avoid missing deadlines, taking also long, and falling even more behind. I would give him words of advice and encouragement to shape him feel appreciated and determined. Instead of now taking matters into my own hands as Keller did, I would allow Brodsky the opportunity to use my methods of completing tasks that were tough situations (i. . telling him to make a hous e call to discuss getting a payment check from a soon to be smash up company). Lastly, I would outline specific goals to arrive at for the next few months or until the next review to motivate him, as well as discuss company procedures that must be followed. These procedures would include mannerisms at work (open communication, proper etiquette, a minimum digit of social outings that must be attended, etcetera ) With clearly established rules, goals and courses of action, there is pocketable means for him to argue his side. c.What are the implicit in(p) causes of Brodskys performance problems? What actions should Keller take upon return to Kiev? Be specific. The majority of Brodskys performance problems have to do with two different personalities, traits, guidance styles, ethnicity, and outlook. Keller is a very hands-on, action-oriented guy who takes matters into his own hands when they are not completed exactly as he would have done it. Although he is very personable and loves to share a administrate of his personal aliveness with co-workers he has a difficult time displace himself in others shoes.Brodsky on the other hand is a very analytical draw in who completes tasks by the tried and true textbook approaches. He has a hard time opinion outside of the box when it comes to personal interactions and relating with others, in addition he doesnt like to spend a lot of time bonding with co-workers and keeps the vast majority of his personal life to himself. These two completely different, night and day personalities are outflow to clash and create bumps in the road that cause discrepancies.On top of all of that, I think that Keller is so concerned with making sure Brodsky understands where he needs progress that he forgets to provide positive feedback with a plan of action that Brodsky can follow. In addition, their differences in age and methods to solving problems are completely contradicting as well, especially when Brodsky has overlap little information about the way he operates. Brodsky has a hard time taking Kellers feedback because he doesnt understand what he did wrong and what he was supposed to do instead.Brodsky is very thorough and will take his time to encounter a task is completed to the best of his ability, while Keller is action oriented and wants to see profuse results. Brodsky addresses co-workers in a evening gown demeanor with a distant concern style and minimal personal life sharing, which damaged his overall management style. altogether in all, their overall management styles were to convict for clashing so drastically. I bank if Keller and Brodsky shared the same viewpoints on management styles and approaching tasks Brodskys performance written report would have very high reviews.Keller should have clearly established due dates for tasks so as to avoid problems with Brodsky taking too long to complete them, explain what business etiquette the company promotes, provide well-defined expectation s, goals, and methods to accomplish, and try to see the world from a different light. He must understand that not every individual functions on the same level, manages and accomplishes tasks in the same manner, and think of how different each person is in this world.Developing a friendlier relationship with Brodsky would make it easier for Keller to share how he feels and hopefully he will be able to provide feedback more than just during a performance review. d. What are the implications for Kellers own development as a leader? Although Keller has had great success at such a young age thus far in his life, he still has a lot of room to grow as a leader. A great leader needs to be sympathetic with their employees and co-workers and do whatever they can to help them grow as individuals and inflate in the world of business.He must remember that each individual is different and not everyone manages with the same style. These differences are what creates diversity in teams and allows for innovative ideas and thorough discussions. Having faith in your employees is a huge part in being a successful manager. When at first they dont succeed, provide insight, thoughts, ideas, solutions, etc. to continue to show them how to think outside the box. Keller is so concerned with fast results and finishing tasks on his own that he doesnt give his employees the chance to learn from his methods.In his mind he is being the best leader he can be, in the meantime Brodsky is under the impression that he is being the best employee he can be. both(prenominal) of them need to reevaluate their situations and how to work more cohesively together with such differing styles and traits. It is imperative that Keller industrial plant on giving positive as well as critical feedback, a defined set of goals and deadlines, an action plan to fix areas where his subordinates arent performing up to par, and provide constant feedback so his employees dont go sixth months thinking they are doing an incredible job when in reality he thinks they are slacking.