For Bill Phillips to be an effective leader in Hancock Products, Incorporation he needs to start building relationships with the employees. Phillips started at Hancock in a very difficult time in which the company had just come off a couple of awful quarters. While surviving the recession of 2009, Hancock had recently experienced greater competition, especially from offshore. What had quickly become clear was that Hancock was adjusting to the new reality far less rapidly than its biggest competitors. First tactic that can be used in building relationships with employees is by tailoring your pitch. It is essential for issue sellers in our case it Bill Phillips to familiarize themselves with their audience’s unique blend of goals, values, and …show more content…
Spreier article: “A successful leader is an individual who motivates, reward, direct, and develop others using different leadership styles which was proven more effective when combined together. For instance, directive approach, which entails strong, sometimes coercive behavior; visionary approach, which focuses on clarity and communication; affiliative approach, which emphasizes harmony and relationships; participative approach, which is collaborative and democratic; pacesetting approach, which is characterized by personal heroics; and coaching approach, which focuses on long-term development and mentoring.” (Spreier, 2006, p. …show more content…
Each of the leadership styles is suitable in particular circumstances and situations; the most effective leaders know how to use the right style for the settings. To illustrate, a directive style entails command and-control behavior that at times becomes coercive. When using this approach, they tell people what to do, when to do it, and what will happen if they fail. This is a situation that we examine within Hancock after the sudden layoffs, when Bill initiated targets for the call center representative who used to spending up to six minutes per call, whereas now the average was less than four minutes. Phillips announced the call center new targets, and made sure that everyone know that they were going to be monitored, and put the names of the lowest performers on a great big 'wall of shame' right outside the