The traffic accident problem facing my new team and I is both unique and challenging. Having received information from my predecessor, Capt Matthews, and the safety team, it is clear to me that we have a strong talent base and wing leadership that will support us; in short, we have all the resources to stop the trend in a timely manner. This paper will detail my planned interactions with the team members and wing commander within the context of the full-range leadership model (FRLM). Almost every facet of this model applies; therefore my analysis will begin by applying transactional FRLM principles to the whole team, followed by tailored approaches based on the individual personalities. Finally, by conducting a tight operation where timeliness, accountability, communication, and high-energy are priorities, I am confident that our team will help the wing to overcome the traffic accident problem.
Based on inputs from Capt Matthews and the other team members, the current leadership situation in the safety office is primarily “laisse-faire” with some Contingent Reward (CR); this is evident from Capt Matthews limited knowledge of his personnel, the office’s inability to enact effective solutions to the problem, and flexible work hours for solid performers (CR). Based on a lack of results, it is clear that the talent of the office was not translated effectively into action under previous methods. The transformational approach is also needed.
The first step in starting fresh will be to call a meeting for all members to discuss the problem, our goals, and how we are going to move forward to solve the problem. I will begin by stating that our immediate focus will be to create a robust campaign identifying the extent and seriousness of the problem, and that we’ll explore other options such as incentives and remediation for “distracted drivers.” I will then explain the way forward: we will convene for a an initial problem solving meeting the following day where we will consider solutions from all team members, agree on a reasonable number of action items, and assign points of contact and completion dates. I will then cover the proposed areas of responsibility for each team member and open up discussion on any of the above points. Through the meeting, I will employ Individual Consideration (IC) of different talents, Intellectual Stimulation (IS) to give everyone a stake, and Inspiring Motivation (IM) to set a clear goal and energetic tone on the team. These FRLM principles will be essential to creating a positive attitude for this task.
Having oriented the team through the initial meeting, I will make time to sit down with each team member to discuss the specifics of their role and collect feedback. For all members, I will address general work performance and standards through transactional leadership methods. Specifically, accountability through Management by Exception (MBE) may be required; therefore, I will inform all members that...