Poor Interpersonal Skills, Case Study Example

First of all, I will make sure I meet Jennifer privately when no one is around so she doesn’t feel embarrassed or take the feedback personally. Instead of directly addressing the issue, I will start my conversation on a positive note by praising Jennifer’s performance and appreciating her contributions to the company. This will help create a cooperative environment and help me build a positive rapport with her. I will also carefully construct my feedback so as to make it seem that I am suggesting ways to further improve performance rather than offering a criticism. I will say to Jennifer that her performance has been extraordinary by any measure and by developing certain skills she will be able to significantly advance her career within the company. I will also tell her I want to see her in a leadership position within the management in the near future, thus, I propose a work plan that should help her rise within the ranks even faster. By helping Jennifer realize the potential benefits to her, I will increase the probability of her taking my suggestions seriously and acting upon her.

There are several issues I would work on with Jennifer. The first issue will be communication, especially listening and paying attention to nonverbal body cues. It is apparent from the case that Jennifer is a poor communicator and may be alienating her peers without even being aware. Her poor communication skills are also reflected in her inability to present her good ideas well. Thus, she doesn’t only need to improve communication but also raise her emotional intelligence. Another issue I will work on with Jennifer is leadership. While Jennifer is a high performer as an individual, she is not a great leader. She most makes use of formal powers that stem from her rank and authority and has almost no informal powers over her subordinates. She is also a poor motivator because she doesn’t really understand her subordinates’ needs. I will also work on teamwork skills with Jennifer as it is apparent that she may be a high performer as an individual but not as a team member. She will have to learn that effective behaviors in team environments are sometimes different than those in individual work environments.

In order to increase the probability of Jennifer following the plan we formulate together, part of her bonus will depend upon her accomplishing the goals set at regular intervals. I will implement 360 degree feedback system which will be overlooked by the HR Department to evaluate Jennifer’s progress. Jennifer will also be required to take certain professional seminars on various topics such as communication, leadership, and teamwork and I will hold weekly meetings with Jennifer to reflect upon the improvements she might have earned.

Jennifer will also be encouraged to meet with her fellow peers from time to time and will be assigned to projects where she will work under the leadership of an employee known for his leadership skills. This will allow Jennifer to observe other team leaders and make note of what she may be doing wrong. If Jennifer fails to achieve one or more of the goals set up in the plan, she would be required to further invest in education such as seminars and workshops and the work plan may be modified on as-needed basis.