Cransfeil and Kearney - Harvard Business Case Analysis

Cransfield and Kearney

Harvard Business Case Analysis

1. How would you categorize James Cranfield’s leadership style?

An astute supervisor; Cranfield is mindful of the key dynamics within delicate circumstances, and can easily calculate how best to proceed. He is mindful and direct, maintaining a positive rapport with his clients and employees. His leadership style is both transactional and transformative; rewarding employees for meeting their personal and corporate goals as well as inspiring them with his own pro-activity and confidence. He makes an effort to evaluate his employees on their merit, leadership and innovation as much as their immediate profit performance. Though he can be impatient at times, it appears as though his interjections are well thought out and are with the intention of helping to streamline a conversation or process and put others at ease. His strengths appear to lay in his Dyadic relationships; touching base with his subordinates individually and regularly, better supporting them to better facilitate their groups. He reads as a clear communicator, concisely portraying the weight of any given situation as it pertains to all aspects of the company.

2. In preparing for the performance appraisal interview with Eugene Kearney, what conflict handling style would you have suggested Cranfield use? Why?

A combination of collaboration and counseling seems best. Cranfield knew that, despite his shortcomings, Kearney was a valuable asset to the company. He also knew that there were specific behaviors and patterns keeping Kearney from becoming a greater asset. Cranfield was willing to help Kearney understand why his glass ceiling was where it was. It is imperative to develop a solution that both meets the needs of the company and the capabilities of the employee. It appears that Kearney was in need of a more gentle counseling so as not to spark his defensive tendencies. Perhaps counseling under the guise of a discussion would be best, blending both the need to tell him what he needed to change while hearing what may be in the way of his doing so.

3. How would you categorize Kearney’s leadership style? Cite examples and provide theoretic support.

Motivating and Encouraging, he likes to coach and push his people hard; instilling a sense of pride and personal investment in their work. He is demanding and straight forward. His expertise has been built almost entirely by experience vs education and his ‘street smarts’ seem to be a predominant variable in the programs he develops. He connects well with groups and takes pride in his ability to produce well-performing managers capable of facilitating change within regional upper management. Kearney also reads as