Because of organizational restructuring directives from your boss, the department you manage must reassign team members to new project teams. You are thinking of asking a highly capable and experienced member of your work group to handle these reassignments. This person has always been dependable and a high performer. She also has positive working relationships with other team members. She is very willing to help with the reassignments. What would you do? Circle your answer.

A. Do nothing and hope the problem takes care of itself.

B. Ask your follower to complete the reassignments, and tell her she may have the afternoon off when it is completed.

C. Ask your follower to complete the reassignments, and only intervene if you notice a problem.

D. Ask your follower to complete the reassignments, watch to see if she makes mistakes, and—if so—intervene to correct them.

E. Mentor your follower one-on-one and discuss how doing this task will help her learn new skills. Remind her of how important the restructuring is to the overall vision and strategy of the organization, and be a positive role model.

Discussion Questions

1. Identify the approach you chose above from the full-range leadership development model (e.g., transactional/management by exception—passive [MBEP] or transformational/Four I’s).

2. Explain why you would use this approach, citing the full-range leadership development model.