Discuss the problems outlined in the scenario as if you are the character in the role. Use the first-person pronoun when expressing your character's views.

he Leader/Manager
You manage a diverse group of professionals who are highly energetic,
intelligent, competent, and successful. The organization is a complicated one in
which many individuals have a great deal of responsibility and authority with (at
times) little oversight. It is a challenge to keep the organization moving in a
unified direction. The highest levels of the organization expect exactly this,
however, in addition to excellent productivity records that demonstrate success.
You have a problem, however. Many issues compete for available resources,
including time, money, energy, advertising, space, and so forth. In an
organization such as this, it is impossible for everyone to be happy all of the time.
Indeed, most of the highly productive, highly competent "leaders-in-their-field"
employees see only their own areas of concern. Very few consider the needs of
the organization as a whole. As such, they tend to feel neglected or slighted
when resources are not allocated as they desire. Some individuals react as
though these decisions are personal. When this happens (and it often does), a
core group of folks in your organization rely on one another for moral support.
Unfortunately, the effect of this moral support" often includes a tirade of "he said,
she said" gossip that gets people upset, makes them lose focus, and results in
lower productivity. Today you are meeting with JJ, who is a highly productive,
energetic "people person." JJ is competent in his area of expertise and has done
well in the organization. You could say that JJ is part of the social glue that
connects the organization and the people to one another—but as such is one of
the main people to whom those who feel "wronged" turn. They seem to be able to
get JJ to lobby for their perspective, which often causes more unrest than it does
resolution.
You do not know why JJ gets so involved in other people's issues, but you feel it
has a toxic effect on the moral fiber of the team, which concerns you. You like JJ
and respect his contribution to the overall productivity of the team, but you need
to do something about the destructive gossip machine that is harming the
organization and the people in it.

Answer rating: 100% (QA)

As the leadermanager in this scenario I am faced with the challenge of managing a diverse group of highly competent professionals who are focused on t... View the full answer