PLEASE HELP!!

Objective: Develop strategies to enhance credibility, communication, problem-solving, and creativity in the team. Refer to Leader Focus Case Study: Auto Show Team (below).

Tasks:

1. Building Credibility and Trust:
   • Explore strategies to build credibility and trust within a team.
   • Propose a strategy to the case study context.
2. Enhancing Communication:
   • Study the systems approach to communication models and strategies.
   • Propose ways to improve communication in the case study scenario, facilitating better collaboration and idea exchange.
3. Creative Problem Solving:
   • Use the problem-solving steps from chapter 8 to summarize and analyze the situation.
   • Develop creative solutions to improve team creativity, collaboration and productivity.
4. Integrating Creativity into Leadership:
   • Research the role of creativity in leadership and team dynamics.
   • Propose strategies to foster a more creative and innovative environment within the team.

Deliverable: Write a post that includes two broad themes. First, show the problem solving steps you are taking to increase the effectiveness of your team. Then, show a detailed action plan using incorporating credibility-building, communication enhancements, and creativity strategies, complete with specific actions, timelines, and expected outcomes.

Your post must include at least three external sources. (WEBSITE LINKS)

Here are some suggestions for sources:

• Case studies from reputable business schools (like Harvard Business Review)
• Articles from academic journals
• Reference books by renowned authors in the fields of leadership and management (such as John Kotter, Simon Sinek, and Peter Drucker)
• Leverage industry reports from consulting firms like McKinsey & Company or Deloitte
• Use interviews, talks, or podcasts featuring successful leaders in the automotive or event management industries
• online educational platforms like TED Talks that discuss leadership, creativity, and team dynamics
• Analyze current news articles from credible sources
• Include information on relevant government or industry standards for event management and team operations
• Explore psychological studies or papers that delve into group dynamics, motivation, and creativity

Leader Focus Case Study: Auto Show Team:

Reviving Creativity in Automotive Show Team

Background: You are the leader of a team tasked with creating captivating live experiences for clients in the automotive industry, specifically for new automobile presentations at end-user car shows. The performance at these shows is critical for the auto manufacturer clients, influencing consumer perception and potential sales.

Team's Purpose: Developing dynamic, engaging, and memorable live experiences for showcasing new automobiles at end-user car shows.

Previous Event Key Performance Indicators (KPIs) and Performance:

1. Traffic Volume (persons/hour):
   • Goal: 40
   • Performance: 32
   • Difference: -8 (Not Met)
2. End-User Satisfaction (scale of 1-7):
   • Goal: 6.2
   • Performance: 5.1
   • Difference: -1.1 (Not Met)
3. Budget ($):
   • Goal: 400,000
   • Performance: 367,594
   • Difference: -32,406 (Met)

The Story of the Stifled Creativity in Auto Show Planning

In a bustling office dedicated to crafting unforgettable automobile showcases, you, the team leader, stood at the helm. Your approach to managing the team was anchored in a firm belief in structure and authority. As the deadlines for the next big car show loomed, your focus sharpened on the minutiae of planning and execution. You were the captain of a ship navigating through the treacherous waters of corporate deadlines and design mandates.

1. The Iron Hand of Leadership:

Your leadership style was like a tightly clenched fist. You laid out the roadmap for the team with unwavering precision. Every meeting echoed with your directives, leaving little space for debate or creative input. The team members, skilled in their crafts, found themselves confined within the boundaries you set, their creative sparks dimmed under the weight of your authority.

1. Under the Clock's Shadow:

The tick-tock of the clock in the office was a constant reminder of your aggressive deadlines. You pushed the team relentlessly, reminding them that time was a luxury they couldn't afford. Ultimatums were your go-to tool, underscoring the criticality of each deadline. The team, feeling the heat, prioritized meeting these timelines over exploring creative avenues. Extended working hours became the norm, fueled by the fear of falling short of your expectations.

1. The Echo of Authority:

Your words often carried the weight of the organizational hierarchy. You weren't just a leader; you were the embodiment of the company's authority. In every interaction, you reminded the team of this, reinforcing your decisions with references to company policies and your position. This top-down approach left little room for collaborative brainstorming or innovation, as the team felt overshadowed by the power you wielded.

1. A Compliance-Centric Approach:

In the grand scheme of your leadership grid, compliance and authority were the cornerstones. This focus on adherence to rules and efficiency often overshadowed the need for team dynamics and morale. The office environment, buzzing with activity, lacked the vibrancy of creativity and spontaneity. The team functioned like well-oiled parts of a machine, efficient but devoid of creative spark.

1. Building Walls, Not Bridges:

Your interactions with the team were like transactions - brief, to the point, and devoid of personal connection. You saw the team members as cogs in the wheel, their roles defined by their tasks and not by their individual strengths or creative potential. This transactional approach meant that the team rarely saw you as a mentor or a leader who understood them, but more as a taskmaster focused solely on results.

1. The One-Way Street of Communication:

Communication in your team was a one-way street - from you to them. You delivered instructions with clarity, but the feedback loop was conspicuously absent. The team members, though brimming with ideas and insights, found little opportunity to voice them. This lack of two-way communication led to missed opportunities for collaborative ideation and problem-solving, crucial for fostering innovation in a creative field.

As the next car show neared, the team delivered a showcase that met the bare minimum of the objectives. The lack of creativity and innovation was palpable. It was a functional success but a creative letdown. The challenge now lay in transforming this approach to rekindle the creative spirit and meet the aspirations of future shows.

The Challenge: Your task is to transform the team's approach to foster creativity and meet performance goals. This involves revising your leadership style and strategies to nurture a more innovative, engaged, and high-performing team environment.