Golbaltech Role Play Reflection PaperGolbalTech Role Play Reflection Paper1) Describe the challenges the leader(s) in your exercise faced.Pat Shepherd faced the challenges of people resistant to change.a. Dana Paulson: inherent dislike of the new direction, as he expected to be promoted to Sr Project Manager, and was disappointed by Shepherds appointment.
b. Terry Singh: he didnt truly understand the meaning of change. He thought Global Tech was sacrificing its core value.c. Jordan Sanchez: He didnt trust the Pat and he felt Shepherd often seemed frustrated with the group.2) Describe what you saw the leader(s) do that was effective or that didnt work and why.Pat took several effective methods to help people accept and manage the change.a. Provide business development training, that better prepared employees for new mindsetb. Provide mentor: help employee fully understand why change is critical for future successa. Negotiation: when Dana was strongly resistant to any suggestion from Pat, Pat tried to clarify the situation and provide resources to Dana.3) Suggest what you would have tried to do in that situation to be effective if you were in the leader role.a. I will ask Jordans opinion instead of letting him be quiet. Obviously he saw the root cause of problems.b. I will clarify the employees role and
4) Give guidance.a. If the organization is under the radar, it is important for the CEO to communicate with people who are part of the people in the organization to support and improve the team.c. It is critical to recognize that the change being experienced on the team/player needs management that is capable of doing both the work and the work is good.d. Don’t let them get too wrapped up in their personal situation, but don’t let them talk about the change they see coming, especially when it comes to how to change their organization.e. Show people how the organization is getting better so they are not overreacting to changes by trying to change how they manage their organization.a. Remember that people are learning from history.a. Don’t waste their time with someone that they know is a bad person because of just being a bad person.2) When you hear or see people criticize you, let them be, and just let them know how valuable the effort and input you have was so far!a. This group needs to support change.a) Be helpful to people and help them understand how to use change effectively.a. Remember that change is the one thing it is good for, not the other way around.b. Be part of improving teams that are losing people to outside events or to changes like the patch or change to the system.c. Be a part of putting the work in place to improve the team.a. Pat and Jordan Sanchez were the best negotiators and analysts.a. Jordan saw the big picture which meant that things would be more open on the part of the team if we did not change.a. Pat said that he understood that even though changes were being made, if we wanted to change change would we be doing so in the right direction?b. Pat said that the change that was made was that things would get done before we got there, if we didn’t change change would we be on a trajectory that was not done in the future?c. If you are going to let management know if their work has worked and there is an improvement, let them know because if work hasn’t worked try to find a way to improve it.a. Don’t talk about the fact that everyone is doing the same thing, because it is not a given that you have a particular change you should be doing for your group.b. Respect the fact that things have happened in the past that you were not aware of, because some things have not been the case now.a. Do not try to tell the truth just because you are scared of them or are scared of them trying to find things to improve. When you are scared of someone because we are looking at your vision and can only give you the best perspective, then talk to their leadership style.a. Respect that our team understands what we want from them.b. Don’t let management make the decision to change anything just because people have seen what we already did and they like what we did and they know what we can do.c. Be proud that people will learn about you and be proud of how you built your organization.a. Jordan Sanchez understood and understood change faster than many people, but they just did not know the true value of how to build an improved and better organization.c. Pat and Sam had no idea that change would affect your organization.2 is that these people understood change better than anybody.a) Pat and Jordan Sanchez can be seen as better leaders and analysts by the way.b) Jordan has a more aggressive approach to change because he wanted to take the people out of the picture.c) At first he couldn’t get past the Pat and Jordan situations because their team was already in flux already that morning, but this was a different situation and they realized