Analysis of Keller's Situation and Brodsky's Performance

This article analyzes the situation facing Keller as he returns to Kiev and assesses Brodsky's performance. It also discusses Keller's effectiveness as a coach and the implications for his development as a leader.

LEADING AND MANAGING

Table of Contents
MAIN – BODY...........................................................................................................................................3
Q. 1. What is your analysis of situation facing Keller as he returns to Kiev?..........................................3
Q. 2. What is your assessment of Brodsky’s performance? Please be specific........................................4
Q. 3. How effective has Keller been as a coach to? Could he have done better? Why? How?................5
Q. 4. What are the implications for Keller’s development as a leader?....................................................7
REFERENCES............................................................................................................................................9

MAIN – BODY
Q. 1. What is your analysis of situation facing Keller as he returns to Kiev?
Brodsky performance sometimes concerned and annoyed Keller, but his management
style and decision taking ability attracts Keller towards Dmitri Brodsky. In this Keller also delay
in finalizing the second performance appraisal review within an organization (Cowne, Frankl and
Gerschel, 2018). At this time Keller implemented a new commercial strategy and the major
motto of this strategy is to develop the hand on connection between distributors and sales
persons and also provide high support to the firm distributors to strengthen the sales force of the
business enterprise. Keller is not certain if the man like Brodsky is working within the premise
because he works as its own rules and regulations. Due to this behavior, Keller sometimes get
annoyed. The major issues that was analyzed by this it that Keller facing complex situation in
annual performance of Dmitri Brodsky. As per my analysis Keller adopts the aggressive
marketing strategy where he needs to collaborate with people but his relation with Brodsky is not
so good due to Brodsky performance. Therefore, Keller had several key attributes like taking
decisions for attaining results by removing obstacles and promoting innovation. But his
dominating style of leadership affects workers epically Brodsky that affects his working. This
style of working Keller didn’t get the opportunity of mentoring and coaching that helps in clearly
recognizing their team members. This affects subordinates and because of this they drew an
inverted structure which indicates Keller’s as a funnel that restrict all the ideas and thoughts of
workers at the time of taking decisions. In my opinion Keller become an empathetic who focus
on the needs and wants of their team members by implementing democratic style of leadership
where he provide clear visions to their team members by listening their ideas and thoughts. In
this Keller’s offers direction and supports to deal with complex situation who do not meet the
deadlines instead of completing its own. Hence, Keller’s adopts constructive style to motivates
and encourage workers to work effectively and efficiently. In this behavioral leadership theory is
to be presented below:
This theory specifically focuses on actions and behavior of a leader that they possess to
complete the task rather than on traits (Leroy and et. al., 2018). This theory states that effective
leaders are a reflection of many learned skills. In this individual person have basic three skills

that are interpersonal skill, technical skill and human skill. In this Brodsky have all three skills
that helps in lead the team effectively and effectively. In this Keller takes the decisions on biased
basis because Brodsky have more experienced than Keller due to this his decision is based on
biasedness.
Q. 2. What is your assessment of Brodsky’s performance? Please be specific.
This will reflect the misunderstanding and avoidance in both Keller and Brodsky due to
which Brodsky ability to work effectively is affected negatively (Psychogios and Prouska, 2019).
In this I would assess that if I lead the Brodsky then I effectively apply leadership style so that
task and activities are completed proficiently and productively. In this the major causes related to
Brodsky performance is more time requirements to complete the particular task or a projects that
was assigned to him. In this the distinct management style and administrative approach is the
major issue to complete the task on time because due to this he take high time to complete the
project (O'Neil, 2018). Another issues related to Brodsky performance that would be assessed is
that lack of attention and disregard towards the recommendations that was forwarded by
superiors to him. These will the major cause in delay completing the work. Another one is hand
off approach that is used by Brodsky while dealing with customers and clients because
sometimes it will create negative consequences like cancel of deal, annoyed customers etc. Last
but not the least that was assessed by this case study is high time taking in completing the
particular work or activity that cause crucial problems related to his performance. As per my
opinion second and third is the best options for Brodsky because it helps organization also to
saving the cost of hiring new candidate from Brodsky place along with this it also effective for
Brodsky to develop his career that helps in enhancing the future professional growth. In this I
think that Brodsky do more effort in resolving issues with distributors and customers by
implementing his sales plan so that issue related to bed debt are to be resolved. In this Brodsky
deals as a manager with their team that affects Brodsky performance because due to his
management styles employees are feeling hesitate to share their thoughts and feelings. While
growing Brodsky individually it is essential for him to adopts the constructive style where he
work as a team with other distributors so that deadlines are not miss and task are attained on
time. This will reflects positivity in their performance and also diminishing the chance of fire
within the company. As a manager he also focus on motivating their employees instead of
directing as per own point of view because this helps sales team to attain their task on time that

indirectly reflects Brodsky performance in positive manner. To examine the performance of
Brodsky, Robert Katz model of managerial performance skill is to be used. This model
demonstrates three critical skills that are set for successful leaders. These are technical skills,
interpersonal or human skills and a conceptual skill. In this technical skill determined that skill in
which a capacity of learning is reflected in any field of work or study. For instance- Brodsky is a
director of sales department, and this technical skill is good due to which he can do changes in
sales department as per Keller’s requirements (Kiage, 2018). In this Brodsky effectively
communicate the people about the basic functions of machinery so that employees are effectively
use it to optimize managerial performance. In this conceptual skills are those which reflect
innovative thinking of a person in which it is analyzed that Brodsky has innovative skills and
also have experienced due to which Keller’s does not want to firm him. But due to his working
style Keller’s thinks that he cannot do anything innovative due to which Brodsky behavior is
negatively impact towards Keller and he cannot listened Keller suggestions appropriately. In this
Brodsky strategically plan the objectives, values and vision of an organization related to sales
department so that firm will get profitable results in their survival. In this interpersonal skill is
very useful to manipulating the employees towards effective works. In terms of Brodsky his
interpersonal skill is not very good due to this he cannot follow the instructions of Keller.
Q. 3. How effective has Keller been as a coach to? Could he have done better? Why?
How?
In this Brodsky was unable to fulfill the expectations and standards that were set by
Keller for Brodsky. Keller’s focused on problems and tackles on its own as he have the high
interpersonal skill of managing situation. But in case of Brodsky, Keller is fail to coach him and
cannot perform better because Brodsky does not like Keller and due to this he behave worst with
him. As per the study it is to be reflected that Keller was not effective in coaching Brodsky and it
can be seen in the annual performance appraisal where Keller elaborates the problems of
Brodsky along with his lacking skills and knowledge that he will noticed in Brodsky. It is to be
evaluated by this study that giving recommendations to a person once in a year for improving
overall skills and developments is not enough to coach subordinates and workers who are
working under the guidance (Bell, 2019). To be an effective in coach someone it is very essential
for Keller to evaluate performance on regular basis and on time to time. But at the same time it is
also studied that by this case study that Keller can effectively handle the problem of Brodsky

when he cannot complete the task on deadline. At this time Keller can effectively manage the
situation by adopting hand-on approach. As it is to be observed that Keller done all the time
when the Brodsky is failed to attempt the task properly and effectively (Riley, 2018). Therefore,
it is not a good approach that is used by Keller show effectiveness in coaching to Brodsky
because every time Keller solved the problem of Brodsky at last time that does not develops the
performance level of Brodsky which is the major motto of Keller. To become an effective coach
Keller can focus on showing Brodsky the issues by discussing with him so that he understand
how to tackle the situation on last minute that gives proficient results to company sustainability.
For instance- If Brodsky does not like the interference of Keller in their particular department
than Keller should stop this because it helps in improving the performance of Brodsky and also
reflects an effective coaching of Keller towards Brodsky. To become an effective coach of a
Brodsky, Keller timely and regularly evaluates the performance of subordinates not on annual
basis but on quarterly basis. It represents as a best coaching of Keller within an organization. In
this Keller also did not change their statement at the time of annual appraisal because it is not
liked by Brodsky (Bush, Bell and Middlewood, 2019). To become an effective coach of Brodsky
and other subordinates Keller describes the actions and activities which were expected by the
company from them so that issues related to bad performance and missing deadlines are
resolved. To examine the effectiveness of Keller’s coaching several coaching approaches are to
be demonstrated below:
Humanist coaching- This approach of coaching represent helps leaders who help their
subordinates to reach targets. In context of Keller’s is this coaching approach is highly suitable
for him because Keller’s always help Brodsky when his targets are not attained on deadline.
Systematic coaching- In terms of this coaching leaders can add small changes for
developing the results. In this Keller follow systematic coaching where small steps were to be
taken by him to develop culture of working environment. This helps in providing positive results.
Goal oriented coaching- it is that approach of coaching where leader coach their team
members by helping and directing them. In this Keller provide help to Brodsky in attaining
targets. This helps in attaining the goals on time.

Q. 4. What are the implications for Keller’s development as a leader?
Leadership implies direct cause and effect relationship on business enterprise and their
success. In this leaders reflects as a values, culture and change tolerance and employee
motivation. Keller is a person who has a Harvard graduate and having a huge experience related
to their working field. The main implications for Keller Own development as a leadership are
adversely short of remarkable. Handling people is the first step of leadership and to pass the test
of leadership and in this Keller perform not well because he didn’t handle the Brodsky
effectively (Klikauer, 2018). Therefore, the development of Keller may significantly affect
negatively because he is the only one who is responsible for Brodsky worst behavior and the
actions (Parikh, 2019). In this if Keller wants to continue with the leadership development that
he is highly focus on becoming sensitive, good influencer at the time of taking feedback to their
subordinates such as Brodsky where Keller also ensures that their workers are not feel
mismanaged by his actions that he was regulate on their employees. In simple terms, Keller
focus on providing sufficient guidance, training, assistance that reflects the high opportunities for
employees (Yoder-Wise, Waddelland Walton, 2019). To critically analyze the implications of
Keller’s development as a leader, theory of Fielder contingency theory is to be used that has
three step model which is demonstrate below:
Identify the leadership style- It is the first step of this model in this style of a leader is to
be identified. In this employees are rating their leaders as per their style. In which high score
reflects that leader of an organization are naturally connected with their team and subordinates.
Besides this low score means that leaders are only task focused. In terms of Keller’s, he got low
score from their employees because he is only task focused not connected with people. Due to
this relation between Brodsky and Keller’s are also affected. It is to be identified that he adopts
the autocratic style of leadership where leaders are only task focused.
Identify the situation- In this step relation between leader and members are
demonstrated in a good and bad manner. For instance- In this Keller’s wants to do changes
within sales department for attracting large base of customers and enhancing profit margin. In
this situation he assigned the target to Brodsky who have little knowledge regarding this due to
this task cannot be attained on timeline. To solve this issue Keller’s wants to evaluate the

performance and discuss the issues in structured manner that helps in maintaining good relation
between leader and member.
Determine effective leadership style- In this step effective style of leadership is to select
that helps in gaining profitable results internally and externally. For Keller’s participative style
of leadership is to be suggested so that internal relation that is employees and manager are to be
maintained. Due to this effective relation between manager and employees company will get
successful results in terms of selling their products to customers.

REFERENCES
Books and Journal
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whole school approach. Routledge.
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