Help!! ill give a thumbs up!

Case Study #5 Chapter 6: The Challenges of Managing Superstars Adapted from "The 27 Challenges Managers Face" by Bruce Tulgan You are the Executive Director of a non-profit arts organization in your community. The organization oversees a number of arts-related initiatives including the local community theatre, a gallery, art classes for children and adults, plus a monthly magazine featuring articles about everything happening in the local art scene. This is obviously a lot to juggle, and it would not be possible without a highly skilled and dedicated team working for you, Fortunately, you've got one in place, and the organization has been firing on all cylinders as of late. From your Office Manager to your Bookkeeper to your Artistic Director, you couldn't ask for a more capable team. Even among a group of standout professionals, however, there's one who continually proves herself to be a true superstar employee: Amy, the organization's Marketing Director. Beyond helming all marketing and publicity efforts for the organization and its projects, Amy is also responsible for bringing in a significant amount of income through the solicitation of donations, program sponsorships, and by writing grants. Beyond this, she has been an excellent ambassador for the organization and the arts in general, speaking to legislators and civic groups about the impact of the arts and the importance of preserving them in your community. Indeed, the organization has accomplished projects over the last five years that Amy has worked there that would have never been possible without her efforts. If something were to happen to you tomorrow resulting in you no longer being able to lead the organization, you would have zero hesitation about handing the reigns over to her completely. Amy seems very happy with the work she's doing, but with the long hours she pulls and the amount of work that she continues to put on her own plate, you've had some concerns about her burning out. These fears were augmented last week. After everyone else had gone home one day, you walked over to the printer to retrieve an article that you'd printed to read at home, when you noticed that someone else had left something in the printer tray. It was a job posting for an Assistant Director of another arts organization similar to yours in a larger nearby city. In reviewing the details of the position, you notice that many of the responsibilities associated with the position closely mirror the work that Amy is doing in your organization, though at a slightly higher salary. From your own interactions with this other organization, you know that they have an enviable number of support staff, including college interns, who are able to ease the workload placed on the full-time staff. You have no way of knowing for sure if Amy was the one who had printed the posting, but given the nature of the work described, it able to ease the workload placed on the full-time staff. You have no way of knowing for sure it Amy was the one who had printed the posting, but given the nature of the work described, it seems only logical The possibility of losing Amy from your team is a hard reality to swallow. Her level of commitment, skill, and professionalism are not easily replicated or replaced. At the same time, you certainly can't blame her for wanting to advance her career, especially if it involves more money for a less stressful work life. You spend most of the evening contemplating whether or not to ask Amy about the posting, especially since you aren't 100% positive that she was the one who printed it. You don't want to put her on the spot or make her uncomfortable, yet you also don't want to ignore the situation until it's too late if she is in fact seeking opportunities Questions 1. If it was Amy who printed the job posting, what are some incentives (possibly, but not necessarily monetary) that you might offer Amy to convince her to stay with your organization? 2. If it was NOT Amy who printed the job posting, what are some strategies you could discuss with her anyway to help mitigate her workload and lessen the chance of burnout? (You may wish to incorporate your knowledge from previous chapters) 3. What might you do or say if Amy ultimately decides to take the position with the other organization