Leadership and Management: Analyzing Keller's Performance in Kiev

This report analyzes the leadership of Keller as he returns to Kiev, examining his interactions with Brodsky and the implications of his management style. The report delves into Keller's initial assessment of the situation, his delayed use of performance appraisals, and the impact of his decisions on the organization. It assesses Brodsky's performance, highlighting issues related to task completion and interpersonal skills, and then evaluates Keller's effectiveness as a coach, particularly his use of an autocratic leadership style. The analysis explores how Keller could improve his coaching methods by incorporating feedback, encouraging employee participation, and delegating authority. Finally, the report discusses the implications for Keller's leadership development, emphasizing the importance of compassionate influence and the application of the Fielder contingency theory to understand his leadership style and its impact on employee relations and organizational outcomes. The report references several academic sources to support its analysis.

Leading and Managing

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. What is your analysis of the situation facing Keller as he returns to Kiev? ..........................3
2. What is your assessment of Brodsky’s performance? Please be specific. .............................4
3. How effective has Keller been as a coach to? Could he have done better? Why? How?.......5
4. What are the implications for Keller’s development as a leader?...........................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

MAIN BODY
1. What is your analysis of the situation facing Keller as he returns to Kiev?
Situation that Keller experience as he returns to Kiev is totally different and it is also
analysed that his management style and his capability to take a decision help to attract the Keller
toward the Brodsky. It is also analysed that Keller delay in use the 2nd performance appraisal so
that he cannot even capable to review about the organisation. At that time period Keller can
usually implement all the new and appropriate strategy that can help to maintain the overall
development and create an effective connection without any disturbance(Hallinger, 2018). With
the help of appropriate connection with the sales and other distributer Keller can experience
effective sales and distribution and also feel the strength so that all the person can easily maintain
all the situation and also support them. Keller is not that much certain about their strategy if a
man like Brodsky is effectively working with the premise because the work that he done is
remarkable because he is follow his own rules & regulations. On the basis of his behaviour,
Keller get annoyed sometimes. The main problem that mainly analysed by this is that Keller
experiencing the adverse situation in yearly performance of Brodsky. According to my analysis,
Keller mainly adopts the that marketing strategy which can affect the performance, where he
requires to make some collaboration with the other people but his relationship with Brodsky is
not that much strong due to the performance of Brodsky (Crosby and Bryson, 2018). Moreover,
Keller had many appropriate attributes such as taking specific decisions for obtain the effective
outcomes by decreasing the challenges and also promoting the creativity and innovation. But his
leadership style provides the good impact on the working of Brodsky.
2. What is your assessment of Brodsky’s performance? Please be specific.
This would reflect the misunderstanding in both Keller and Brodsky due to which brodsky ability
to work effectively is affected negatively. 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.
Completion of specific task in given timeline needs to be attained by following up of various
plans and strategies. One can't blindly follow his/her passion or life objectives. They need to
build effective plan and strategies for completion of the project, keeping in mind effective usage

of valuable resources and delivering a standard quality of the project. For attainment of life goals
and objectives following a systematic approach proves to be an effective approach for enhancing
quality of life being deliver (Zhu and et. al., 2019). 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 its life span. 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. But due to his
working style Keller’s thinks that he cannot do anything innovative due to which Brodsky
behaviour 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.
3. How effective has Keller been as a coach to? Could he have done better? Why? How?
As Keller have been very particular about his work but he was not satisfied with the work
of Brodsky. His leadership style is different from that of the other and as per the observation, it
can be said that Keller follows autocratic leadership style with the help of which it coaches the
employees of the company. In autocratic style of leadership, only one person has control of the
things and has the sole authority to take the decisions (Nayani, 2020). The autocratic leaders
takes very less or no input from other members and make the decisions which are based on their
own beliefs and are not comfortable in involving any person in order to take any decision or the
advice (Cowne, Frankl and Gerschel, 2018).
As Keller have been continuously interfering in the sales and marketing department
which makes the work of Brodsky affected as he does not get confidence to take its own
decision. The continuous involvement lowers the morale of Brodsky which affects its
performance. Keller as a mentor criticises the performance of the employees which lowers their

confidence and morale. There is lack of motivation from the side of Keller which makes him an
ineffective coach.
Keller have also been non delegated as he likes to work on its own. Keller is not
comfortable in delegating the authorities and does not believe in development of subordinate
through delegation management style.
What improvements can be brought in Keller to become effective coach?
Keller would have improved its style of leading and managing the workforce as its style
of leadership as per the observation from case study is autocratic which does not involve any
subordinate in suggestion or advice. Keller must change its style of management he must involve
its subordinate in discussions so that they can present their ideas in the meetings. He must also
encourage the subordinates to take part in decision making so that they can feel motivated to
work hard for the success and growth of the company. Moreover, Keller must encourage the
work of other and does not criticise their performance because it lowers their morale and makes
them feel demotivated.
Keller can improve itself as a coach by motivating the subordinates to their best and
prevent to criticise the work of others as it lowers their morale. Instead of criticising the work of
subordinate, he must give feedback to the subordinates and guide them to improve their
performance so that they can positively make changes in their working style and improve their
performance. Keller must also engage in reviewing the performance of the employees and
provide them quarterly performance report instead of annual report so that they can work on
themselves in order to contribute efficiently for the company and its goal. Also Keller must
engage itself in delegating the authority and prevent interference in the work of other employees
so that they can get freedom to work on their own and be liable for their own working.
4. What are the implications for Keller’s development as a leader?
Leadership entails a strong cause-and-effect association with a company's performance. In this
case, the leaders' beliefs, ethos, and change resistance, as well as employee morale, are reflected.
Keller is a Harvard alum with extensive experience in their line of work. Keller's major
ramifications My own leadership development has been less than stellar. Handling people is the
first step in being a leader and passing the leadership exam, and Keller failed this test because he
could not successfully treat Brodsky (Eva and et. al., 2019). As a result, Keller's growth can have
a detrimental impact because he is the only one who is responsible for Brodsky's worst attitudes

and behaviour. If Keller continues to continue his leadership growth, he should concentrate on
being a compassionate, good influencer while giving guidance to their colleagues, such as
Brodsky. Keller should also ensure that their staff do not feel mismanaged by the behaviour that
he regulates on their employees (Pietsch and Tulowitzki, 2017). Keller focuses on offering
enough instruction, preparation, and assistance that represents the high opportunities for workers.
The Fielder contingency theory, which has a thrice-step model that is shown below, will be used
to objectively explore the ramifications of Keller's development as a leader.
 Identify the leadership style- The identification of a leader's style is the first move in this
model. Employees rate their bosses based on their leadership styles. A high score
indicates that an organization's leaders are naturally attached to their team and
subordinates. Aside from that, a low score indicates that leaders are solely concentrating
on their tasks. Keller received a low score from his co-workers because he is task-
oriented and does not connect with people. Brodsky and Keller's relationship is also
harmed as a result of this (Chaudhary and Panda, 2018). It should be noted that he
follows an autocratic leadership model in which leaders are only concerned with
completing tasks.
 Identify the situation- In such context relation leaders and workers are needed in an
effective manner. For example, in the aspect of Keller’s need to make changes in revenue
division for linking huge base of clients and promoting the revenue aspect. In such
condition he allocated to objective to Brodsky who has short information related to his
task which cannot be achieved on desired time period. To overcome from such issue
Keller need to assess the performance and discuss the conflicts in an effective manner.
 Determine effective leadership style- In such step appropriate way of leadership is to
choose in achieving the important outcome. In the aspect of Keller’s participative style of
leadership is recommended so that inner connection which is workers and executives are
be managed (Eden, 2020). By help of such connection between workers and managers
the business will get needed benefits in an effective manner.

REFERENCES
Books & Journal:
Hallinger, P., 2018. Bringing context out of the shadows of leadership. Educational management
administration & leadership, 46(1), pp.5-24.
Crosby, B.C. and Bryson, J.M., 2018. Why leadership of public leadership research matters: and
what to do about it. Public Management Review, 20(9), pp.1265-1286.
Zhu, J. and et. al., 2019. Visualizing the landscape and evolution of leadership research. The
Leadership Quarterly, 30(2), pp.215-232.
Eva, N. and et. al., 2019. From competency to conversation: A multi-perspective approach to
collective leadership development. The Leadership Quarterly, p.101346.
Pietsch, M. and Tulowitzki, P., 2017. Disentangling school leadership and its ties to instructional
practices–an empirical comparison of various leadership styles. School Effectiveness
and School Improvement, 28(4), pp.629-649.
Chaudhary, R. and Panda, C., 2018. Authentic leadership and creativity. International Journal of
Productivity and Performance Management.
Eden, D., 2020. The science of leadership: A journey from survey research to field
experimentation. The Leadership Quarterly, p.101472.