Poopy Butthole

LPO Final Exam Framework

Reading Case:  

• Look for patterns when reading
• Draw a timeline of events; identify key situations
• Draw out networks of people
• Mark down one or two key sentences from each paragraph
• Identify a reading/framework that is relevant after each section

Write: Use headings and subheadings to make logic clear

• Less focused on teams, more individual → then work out through company dynamic

Models: use as organizing frameworks (providing solutions) → motivation

1. Star Alignment Model

• People & connections → interrelations, how It relates to culture
• Analyze why we do it in 1st place
• Whether or not things filed in each section consistent with overall problem → LINK BACK         

1. IPO Model
2. Leadership Development
3. Motivation Model
4. Performance Model

• Explain arrows

Analysis:

• Diagnose situation to identify goals & problems
• Identify factors
• Develop possible solutions
• Identify best solution
• Explain how/why solution will lead to set of outcomes

• Intended
• Unintended

What is the predicament/situation?

• What is the problem? Goals? Surface vs. deep level
• Segment the root causes  of the problem: a summary sentence

• External Analysis: do any external factors play into the problem?

How did the protagonist get into the predicament/situation?

• Think about individual, team and organizational level
• Use frameworks to diagnose the problem
• How do factors affect people and outcome of the case?

Star Alignment Model:  

• Diagnose the overall culture of the firm
• Identify situations that would fall under each corner of the star
• Write an overall statement that sums up the results of these situations and what the culture of the firm is

• Misalignments between any aspects will create weak culture

[pic 1]

Reading/Concepts:

• Structure: Interdependencies in the culture (reciprocal, pooled, sequential), boss
• Rewards: Team design (types of compensation, group/independent), Transformational leadership- provides intrinsic rewards
• Organizational culture: identify the “artifacts” of the culture; change management
• Information/decision making: Execution as learning, three E’s of communication
• HR/People: Transformational leadership (coaching/mentoring), performance management (constant conversation, 360 degree feedback, etc.)

Performance Management Model:

• Diagnose an individual/group
• Identify situations that would fall under each category
• Summarize the effects of this on the certain individual/group

Reading/Concepts:

• Resources: Power Deficit Executive
• Motivation: Organizational culture fit (Organizational Culture Profile), work/life balance- has it affected their motivation? Alpha male
• Direction: transformational leadership, performance management
• Making a team out of star players

Process Model of Leader Development:

• Diagnose employee/leader (eg. Elise Smart)
• Identify their level of readiness and reflection
• Are they within their stretch zone? Do they need more challenge/support?

Reading/Concepts:

• Have to inform and transform
• Context, ownership
• Alpha Male: how open are they to new experiences/how often do they reflect?

Contingency Model:

• Diagnose a leader/evaluate relationship management 
• Diagnose what the leader/individual thinks of him or herself, what the situation they are facing and why this affects their leadership style (could be used in action plan as well)

Reading/Concepts:

• Relationship Management: Power Deficit Executive: play/change the game
• Managing Up

Team Effectiveness Model:

• Diagnose a team
• Identify various inputs, what team processes (i.e. interaction between members), psych states and what outcomes

Readings (relate to DMR too):