Your task as a leadership mentor to Colleen is to put together memo that lays out your thoughts on her situation and some specific courses of action she should consider as she attempts to start leading her new group. Make sure to give her a memo page 551with enough detail so that she understands the reasoning behind your recommendations. Also keep in mind the order in which she should follow these steps. Providedisanthesisandpointstohit mainly describing what will be addressed in full memo. Looking for supporting points and detailed explanation expanding the points made in thesis. use supporting references backing points

Strong leadership is essential for business and team success. This memo will address Colleen's position and suggest ways she can lead her new group. I will discuss her obstacles and give advice on decision-making, the Time-Driven Model of Leadership, the Life Cycle Theory of Leadership, and various leadership styles. Let's talk about Colleen's state and new team before we debate precise actions. Colleen's new leading role will bring new obstacles. Her new group may have diverse origins, expertise, and dispositions. Colleen must be bold to build trust, encourage teamwork, and make a happy workplace. Autocratic, collegial, agreement, and political decision-making exist. Colleen should use a democracy or participative strategy to build teamwork and assure the best choices. The Time-Driven Model of Leadership stress's early reliability and high-performance standards. Colleen should emphasize these two aspects by leading. The Life Cycle Theory of Leadership proposes that a leader should adapt to the team's experience and growth. Transactional, laissez-faire, and revolutionary leadership exist. I advise Colleen to be a dynamic leader by helping her team members succeed. In conclusion, strong leadership is crucial for team success and achieving corporate objectives. As Colleen begins leading her new team, she should take a proactive approach to establish trust, foster cooperation, and make a positive work environment. By adopting a democracy or participatory approach, prioritizing trustworthiness and high-performance standards, adapting her leadership style to the team's needs, and striving to be a transformational leader, Colleen can lay the foundation for a successful leadership path.

Drawing on what you know about leadership, what types of behaviors are going to be most important for Colleen as she begins to interact with her new direct reports. Should these behaviors change over time?

What kinds of power can Colleen use to try to influence others to adopt some efficiency related procedures? Are there certain types of influence behaviors that will be more effective than others given the difficult circumstances?

It's clear that the two companies have very different cultures even though they are both health care providers. Should one culture be stressed over the other? Will this affect the way Colleen should lead the group?

What does Colleen have going for her in terms of getting others to trust her? Are there certain things she should do or say to generate that trust as well as maintain it over time?

How does the new structure affect Colleen's ability to lead? It would be useful to detail some of the pros and cons Colleen will likely face given how things have been organized.

Should Colleen focus more on her direct reports' performance or organizational commitment? Will she exhibit different behaviors based on that choice? What are the advantages to focusing on one or the other?