Leslie Brinkman at Versutia Capital Essay

IntroductionVersutia Capital see some early success in its infancy due to the stirred up attachment its employees had with the company and its leader, Leslie Brinkman. Leslie provided a group oriented, supportive environment found on her core determine that, in turn, attracted a diverse radical of talented stave members. Initially this appe ard to be a great unveiling for long-term success. Unfortunately, the recent deterioration of the companys performance has revealed that Leslies leadership run throughstairs pressure does not fulfill the core values of her organization. Leslie Brinkman must now ask herself How do I be make water chthonian pressure and what signals am I sending my employees? 1 Analysis below pressure, Leslie Brinkman behaves impatiently. During office hours, Leslie loses her temper over fluctuations in blood line performance. As adept analyst recalled, You had to catch Leslie at a good moment otherwise she might fly off the handle or jump down your t hroat.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 understood that I needed to respond, and if I did not, I would often bear a follow up from Leslie asking whether I had received her anterior message.3 Under pressure, Leslie Brinkman is not team focused. Leslie does not allow season for staff collaboration. Staff work upwards of 12 hours per day and are expected to be available by Blackberry 24/7. 4 Analysts describe the work environment as stressful noting that Leslie puts unreasonable pressure on them and frequently expresses her disappointment in a blunt, confrontational manner. An analyst noted, I was feeling increasingly burdened and I wasnt sure Leslie would be sympathetic.5 Leslie admits that morale is low and that it isnt the team oriented atmosphere she had dreamed about when she created the firm.6 Recommenda tion Leslie necessarily to reckon to identify her stress triggers and interchange her behavior in those situations to ensure her actions conform with her core values. If successful, the welfares will be two fold (a) Leslie will benefit by becoming a positive role model for her staff and (b) Versutia Capital will benefit byincreased team cohesion.1Langton, N. & S. Robbins. Values, Attitudes and Their tack together in the Workplace. In Fundamentals of organizational Behaviour, 3rd Canadian ed., (Pearson apprentice Hall. 2007), p.10. 2 Julie Battilana and Rob Kaplan Leslie Brinkman at Versutia Capital,HBS No. 9-407-089, (Boston Harvard credit line cultivate Publishing, Rev July 23, 2007), p.10. 3 Ibid.,p.8. 4 Ibid.,p.8. 5 Ibid.,p.10. 6 Ibid.,p.11.Action stairs Leslie must take responsibility, reflect and get back up in ordering to successfully learn to identify her stress triggers and modify her behavior under pressure, so her actions reflect her core values. Primarily, Le slie must take responsibility. Leslie needs to flat acknowledge that her leadership is the root cause of the dysfunction 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 perspective on her behavior, and the effect her leadership personal manner is having on office dynamics. 7 Finally, Leslie must get help. Leslie does not have the skills to address this problem on her own as demonstrated by the array of questions she has come up with and the corresponding lack of answers.8 Leslie needs to hire an executive coach 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 use up with them. Conclusion 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 situations to ensure her a ctions align with her core values. If Leslie is able to do that by taking responsibility, reflecting, and getting help it will result in tangible 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, Rev July 23, 2007.Langton, N. & S. Robbins. Values, Attitudes and Their Effect in the Workplace. InFundamentals of Organizational Behaviour, 3rd Canadian ed. Pearson PrenticeHall. 2007.