Information Problem red – problem with the Group meeting Red – Problems in the Employee Motivation and Engagement Leadership Styles
management meeting
Business BFGym is a medium- Gym used to have a breakout room for staff, Encourage Open Dialogue and Feedback: Create a culture
Birmingha sized gym, popular but this has recently been converted into where trainers feel comfortable providing feedback and offering
m Fitness among the residents another training space suggestions for improvement. This could be facilitated through
Gym of Birmingham City Due to the number of customers from 200 to regular team meetings, anonymous suggestion boxes, or digital
(BFGym) Centre location right 540 subscribers. platforms where trainers can voice their concerns.
at the heart of the city In total employs 50 people (from
Reputable for its management, personal trainers, class
friendly staff and instructors, administrators, and cleaners)
amiable atmosphere.
Gym consists of a
main workout room
along with a studio
where designated
courses take place.
(BFGym) BFGym has a clear When expressing her desire to change some Transparent Decision-Making: Changes made by
Structure operating structure. of the exercises, management did not management (e.g., the reduction of class times or the removal
Management, approve -> under the pretence that of the breakout room) should be communicated clearly to staff
consisting of former customers did not complain with the current members, with explanations for why those decisions were
trainers, puts down a offerings, they did not see a need for made. Involve trainers in the decision-making process when
schedule of classes change (Jane) possible, especially when changes affect their roles directly.
and sessions to be Jo was quite upset when they decreased the Team Collaboration and Problem-Solving: Hold regular
taught and cascades duration of one of her classes from 45 team meetings, like the one Kate initiated, but ensure that
it down to its trainers minutes to 30 minutes (Jo,) these meetings are more inclusive and structured to give every
She now has to go by the agreed upon trainer an equal opportunity to share their ideas. Management
classes set by management who often do should facilitate these meetings, ensuring all voices are heard
amendments without consulting the and conflicts are resolved constructively
instructors (Jo)
Kate Head of BFGym Her main objectives are to keep the gym Kate summoned the 5 trainers to a meeting Employee Motivation and Engagement: Executive Leadership
smoothly running and ensure customer where she tasked them with presenting their For Kate she needs to improve her communication, as Kate, as the head of BFGym, is likely demonstrating executive
satisfaction solutions in a week’s time, at the upcoming communicating effective is way to keep employees informed, leadership. She sets the overall vision, establishes goals for the gym,
Knew very well that to realize her management meeting. valued, and engaged. In order to do this, she can, do Regular and works to maintain a high level of operation. However, in the
objectives, she needs to have a motivated They all did not find it ideal to hold the One-on-One Check-Ins: As Kate and the management team situation described, she is somewhat removed from direct leadership
workforce meeting after working hours, they had should have regular individual meetings with the trainers to with the trainers, relying on them to propose solutions.
Ways in which she set out doing so was no choice given the full schedule they discuss their concerns, feedback, and aspirations. These check-
Kate should continue her executive leadership approach but also
asking her staff members to come up with had at the gym ins can be informal but will provide an opportunity for trainers
engage more directly with the team in addressing their issues. Having
solutions to their problems to voice their opinions, which may help resolve issues before
they escalate. a clearer, more active presence and showing understanding of day-to-
day challenges would help her stay connected to the employees' needs
and ensure their alignment with the gym's broader goals.
Strategic Leadership
There is limited evidence of strategic leadership being used,
especially at the team level. While management has established a
clear operating structure, there is no indication that a larger strategic
vision is being communicated to the trainers or that trainers are
involved in creating strategic solutions. Kate and the team should
adopt a strategic leadership approach, where they involve all
trainers in the long-term planning process, making them feel part of
the bigger picture. Involving the team in the development of new
strategies, like customer retention or expanding services, can help
align everyone’s actions with the gym’s long-term goals.
Philip Reported being very bored and ‘un-inspired’ Being dominant as he is, Philip instantly Foster Teamwork and Social Interaction Staff members like Transactional Leadership
-> for having been assigned the same assumes the leadership position to Philip have expressed feeling isolated due to the loss of the Philip exhibits transactional leadership by being dominant, focusing
spinning class for the past year. organise the task at hand trainers' breakout room. Creating opportunities for social on task completion, and emphasizing control. He tends to dictate how
Complained that the attrition rate in the While Philip noticed that Nick was not interaction and team bonding can significantly enhance job the team should function and focuses on maintaining the status quo
classes is quite high -> which deters him contributing anymore, he felt he had satisfaction and morale. and achieving set goals.
from forming effective instructor-trainee neither the time nor the energy to deal Reintroduce or Improve Social Spaces: If space He also seems to engage in "carrot and stick" behaviour, providing
relationships. with the issue and left things as they permits, consider reintroducing a designated breakout
direction but not fostering much personal connection or growth for the
Upset with the new changes at the gym, were room or social area for the staff. This could be a space
team.
particularly in changing the trainers’ Philip was quite unhappy with Robin’s and Jo’s where trainers can relax, recharge, and build
breakout room to a 2-workout room -> This relationships with colleagues, ultimately fostering a Transactional leadership could be helpful to maintain structure and
attitude – he also wanted to go home but
massively affected the amount of quality felt responsible for finishing the task at sense of camaraderie. accountability, but it needs to be balanced with a more
social interaction that he gets hand Team Building Activities: Organize regular team- transformational approach for a more engaged workforce. Employees
During the day, he felt drained and out of building events or social gatherings outside of work should be acknowledged for their contributions, and rewards should be
energy hours (e.g., dinners, sports events, fitness challenges) to tied to both performance and effort, rather than just completing tasks.
help staff bond and feel more connected to one another. Additionally, Philip could benefit from adopting transformational
This can improve teamwork and create a more positive leadership to inspire his team and create a vision for the future,
working atmosphere. helping to reduce dissatisfaction and promote a more motivated
Recognition and Appreciation: Regularly recognize workforce.
and celebrate the hard work and achievements of Leader-Member Exchange (LMX) Leadership
trainers. Simple gestures like acknowledging their efforts Philip seems to demonstrate weak leader-member exchange
during meetings, offering public praise, or providing leadership. He fails to engage all team members equally, which leads
, small incentives can help motivate staff and make them to feelings of exclusion, particularly for Nick, who felt left out during the
feel valued. meeting.
Address Repetitive Work, Repetitive tasks and a lack of Philip's approach is more one-sided, with a stronger relationship with
variety can lead to burnout and boredom, especially for trainers some team members (e.g., Jane), while others are sidelined.
like Philip, who feels uninspired by the same spinning class. Philip should improve his LMX leadership by fostering stronger
Job Rotation: Implement a job rotation program where relationships with all team members. He needs to ensure that every
trainers can alternate between personal training member feels valued and included, promoting fairness and reducing
sessions and group classes. This would not only reduce feelings of exclusion.
monotony but also allow trainers to develop new skills Charismatic Leadership
and maintain variety in their work. Philip does not demonstrate a particularly charismatic style. His
Regular Feedback and New Challenges: dominant approach tends to alienate rather than inspire, and he lacks
Management should regularly check in with employees the personal charm or influence that would create a strong emotional
to see if they feel challenged or are getting bored. connection with his team.
Offering them new responsibilities or small projects (e.g., Philip could benefit from developing his charismatic leadership by
designing a new class format, leading a special event) becoming more approachable and passionate about his role, inspiring
can help break up the monotony and increase job the team through personal example and energy.
satisfaction. Authentic Leadership
Philip may not fully demonstrate authentic leadership since his
approach lacks openness and engagement with all team members. He
appears more concerned with task completion than fostering trust.
Both Philip and Kate should embrace authentic leadership by being
more transparent, showing vulnerability, and fostering trust within the
team. This would improve morale, particularly for employees who may
feel disconnected from management.
Servant Leadership
Philip does not demonstrate a servant leadership approach. Instead
of focusing on the well-being and development of his team, he is more
focused on completing tasks and exerting control.
Philip should adopt a servant leadership style by focusing more on
empowering and supporting his team. This would help him shift his
focus from control to collaboration, ensuring that the team feels valued
and supported.
Distributive Leadership
Philip does not employ distributive leadership, as he tends to take
control of meetings and decision-making processes. This leaves little
space for others to step into leadership roles.
Both Philip and Jane should work toward distributive leadership,
where leadership responsibilities are shared among team members,
empowering others to take initiative, lead projects, and offer solutions.
This would foster more teamwork and increase engagement.
Post-Heroic Leadership
Philip seems to adopt a more heroic leadership style, where he takes
on the burden of solving problems by himself and leading through
dominance. This isn’t conducive to a healthy team dynamic.
Philip could adopt post-heroic leadership, which emphasizes
collective leadership, shared responsibility, and collaborative decision-
making. This style would better engage all team members and reduce
the feeling of exclusion.
Jane, Jane was under the When expressing her desire to change some Being enthusiastic as she is, she actively Distributive Leadership
impression that she of the exercises, management did not tried to come up with creative solutions Both Philip and Jane should work toward distributive leadership,
will take on personal approve -> under the pretence that to their problems where leadership responsibilities are shared among team members,
training sessions and customers did not complain with the current She not only considered her own empowering others to take initiative, lead projects, and offer solutions.
have leverage into offerings, they did not see a need for preferences but was also keen on giving This would foster more teamwork and increase engagement.
setting up training change suggestions that would benefit the other Transformational Leadership
programs and classes Felt stagnated. trainers Jane demonstrates elements of transformational leadership,
Jane was assigned to Jane was generally bothered with the especially in her enthusiasm, innovative ideas, and efforts to inspire
a schedule with a strict structure at the gym and jumped change. She actively suggests improvements to the team and focuses
fixed routine where at the opportunity of providing on solutions, making her more inspirational and visionary.
she has back-to-back suggestions and being heard Jane's leadership style encourages personal growth and a positive
classes
future outlook.
Jane’s transformational approach should be expanded. She should
further encourage a shared vision by getting everyone involved in
setting goals and aligning personal growth with the gym’s mission.
Leader-Member Exchange (LMX) Leadership
Jane, in contrast, is doing well in this area, as she actively listens and
encourages participation from everyone.
Charismatic Leadership
Jane, however, shows aspects of charismatic leadership through her
enthusiasm, creativity, and ability to engage the group with her ideas.
Jane could continue leveraging her charismatic traits to inspire the
management meeting
Business BFGym is a medium- Gym used to have a breakout room for staff, Encourage Open Dialogue and Feedback: Create a culture
Birmingha sized gym, popular but this has recently been converted into where trainers feel comfortable providing feedback and offering
m Fitness among the residents another training space suggestions for improvement. This could be facilitated through
Gym of Birmingham City Due to the number of customers from 200 to regular team meetings, anonymous suggestion boxes, or digital
(BFGym) Centre location right 540 subscribers. platforms where trainers can voice their concerns.
at the heart of the city In total employs 50 people (from
Reputable for its management, personal trainers, class
friendly staff and instructors, administrators, and cleaners)
amiable atmosphere.
Gym consists of a
main workout room
along with a studio
where designated
courses take place.
(BFGym) BFGym has a clear When expressing her desire to change some Transparent Decision-Making: Changes made by
Structure operating structure. of the exercises, management did not management (e.g., the reduction of class times or the removal
Management, approve -> under the pretence that of the breakout room) should be communicated clearly to staff
consisting of former customers did not complain with the current members, with explanations for why those decisions were
trainers, puts down a offerings, they did not see a need for made. Involve trainers in the decision-making process when
schedule of classes change (Jane) possible, especially when changes affect their roles directly.
and sessions to be Jo was quite upset when they decreased the Team Collaboration and Problem-Solving: Hold regular
taught and cascades duration of one of her classes from 45 team meetings, like the one Kate initiated, but ensure that
it down to its trainers minutes to 30 minutes (Jo,) these meetings are more inclusive and structured to give every
She now has to go by the agreed upon trainer an equal opportunity to share their ideas. Management
classes set by management who often do should facilitate these meetings, ensuring all voices are heard
amendments without consulting the and conflicts are resolved constructively
instructors (Jo)
Kate Head of BFGym Her main objectives are to keep the gym Kate summoned the 5 trainers to a meeting Employee Motivation and Engagement: Executive Leadership
smoothly running and ensure customer where she tasked them with presenting their For Kate she needs to improve her communication, as Kate, as the head of BFGym, is likely demonstrating executive
satisfaction solutions in a week’s time, at the upcoming communicating effective is way to keep employees informed, leadership. She sets the overall vision, establishes goals for the gym,
Knew very well that to realize her management meeting. valued, and engaged. In order to do this, she can, do Regular and works to maintain a high level of operation. However, in the
objectives, she needs to have a motivated They all did not find it ideal to hold the One-on-One Check-Ins: As Kate and the management team situation described, she is somewhat removed from direct leadership
workforce meeting after working hours, they had should have regular individual meetings with the trainers to with the trainers, relying on them to propose solutions.
Ways in which she set out doing so was no choice given the full schedule they discuss their concerns, feedback, and aspirations. These check-
Kate should continue her executive leadership approach but also
asking her staff members to come up with had at the gym ins can be informal but will provide an opportunity for trainers
engage more directly with the team in addressing their issues. Having
solutions to their problems to voice their opinions, which may help resolve issues before
they escalate. a clearer, more active presence and showing understanding of day-to-
day challenges would help her stay connected to the employees' needs
and ensure their alignment with the gym's broader goals.
Strategic Leadership
There is limited evidence of strategic leadership being used,
especially at the team level. While management has established a
clear operating structure, there is no indication that a larger strategic
vision is being communicated to the trainers or that trainers are
involved in creating strategic solutions. Kate and the team should
adopt a strategic leadership approach, where they involve all
trainers in the long-term planning process, making them feel part of
the bigger picture. Involving the team in the development of new
strategies, like customer retention or expanding services, can help
align everyone’s actions with the gym’s long-term goals.
Philip Reported being very bored and ‘un-inspired’ Being dominant as he is, Philip instantly Foster Teamwork and Social Interaction Staff members like Transactional Leadership
-> for having been assigned the same assumes the leadership position to Philip have expressed feeling isolated due to the loss of the Philip exhibits transactional leadership by being dominant, focusing
spinning class for the past year. organise the task at hand trainers' breakout room. Creating opportunities for social on task completion, and emphasizing control. He tends to dictate how
Complained that the attrition rate in the While Philip noticed that Nick was not interaction and team bonding can significantly enhance job the team should function and focuses on maintaining the status quo
classes is quite high -> which deters him contributing anymore, he felt he had satisfaction and morale. and achieving set goals.
from forming effective instructor-trainee neither the time nor the energy to deal Reintroduce or Improve Social Spaces: If space He also seems to engage in "carrot and stick" behaviour, providing
relationships. with the issue and left things as they permits, consider reintroducing a designated breakout
direction but not fostering much personal connection or growth for the
Upset with the new changes at the gym, were room or social area for the staff. This could be a space
team.
particularly in changing the trainers’ Philip was quite unhappy with Robin’s and Jo’s where trainers can relax, recharge, and build
breakout room to a 2-workout room -> This relationships with colleagues, ultimately fostering a Transactional leadership could be helpful to maintain structure and
attitude – he also wanted to go home but
massively affected the amount of quality felt responsible for finishing the task at sense of camaraderie. accountability, but it needs to be balanced with a more
social interaction that he gets hand Team Building Activities: Organize regular team- transformational approach for a more engaged workforce. Employees
During the day, he felt drained and out of building events or social gatherings outside of work should be acknowledged for their contributions, and rewards should be
energy hours (e.g., dinners, sports events, fitness challenges) to tied to both performance and effort, rather than just completing tasks.
help staff bond and feel more connected to one another. Additionally, Philip could benefit from adopting transformational
This can improve teamwork and create a more positive leadership to inspire his team and create a vision for the future,
working atmosphere. helping to reduce dissatisfaction and promote a more motivated
Recognition and Appreciation: Regularly recognize workforce.
and celebrate the hard work and achievements of Leader-Member Exchange (LMX) Leadership
trainers. Simple gestures like acknowledging their efforts Philip seems to demonstrate weak leader-member exchange
during meetings, offering public praise, or providing leadership. He fails to engage all team members equally, which leads
, small incentives can help motivate staff and make them to feelings of exclusion, particularly for Nick, who felt left out during the
feel valued. meeting.
Address Repetitive Work, Repetitive tasks and a lack of Philip's approach is more one-sided, with a stronger relationship with
variety can lead to burnout and boredom, especially for trainers some team members (e.g., Jane), while others are sidelined.
like Philip, who feels uninspired by the same spinning class. Philip should improve his LMX leadership by fostering stronger
Job Rotation: Implement a job rotation program where relationships with all team members. He needs to ensure that every
trainers can alternate between personal training member feels valued and included, promoting fairness and reducing
sessions and group classes. This would not only reduce feelings of exclusion.
monotony but also allow trainers to develop new skills Charismatic Leadership
and maintain variety in their work. Philip does not demonstrate a particularly charismatic style. His
Regular Feedback and New Challenges: dominant approach tends to alienate rather than inspire, and he lacks
Management should regularly check in with employees the personal charm or influence that would create a strong emotional
to see if they feel challenged or are getting bored. connection with his team.
Offering them new responsibilities or small projects (e.g., Philip could benefit from developing his charismatic leadership by
designing a new class format, leading a special event) becoming more approachable and passionate about his role, inspiring
can help break up the monotony and increase job the team through personal example and energy.
satisfaction. Authentic Leadership
Philip may not fully demonstrate authentic leadership since his
approach lacks openness and engagement with all team members. He
appears more concerned with task completion than fostering trust.
Both Philip and Kate should embrace authentic leadership by being
more transparent, showing vulnerability, and fostering trust within the
team. This would improve morale, particularly for employees who may
feel disconnected from management.
Servant Leadership
Philip does not demonstrate a servant leadership approach. Instead
of focusing on the well-being and development of his team, he is more
focused on completing tasks and exerting control.
Philip should adopt a servant leadership style by focusing more on
empowering and supporting his team. This would help him shift his
focus from control to collaboration, ensuring that the team feels valued
and supported.
Distributive Leadership
Philip does not employ distributive leadership, as he tends to take
control of meetings and decision-making processes. This leaves little
space for others to step into leadership roles.
Both Philip and Jane should work toward distributive leadership,
where leadership responsibilities are shared among team members,
empowering others to take initiative, lead projects, and offer solutions.
This would foster more teamwork and increase engagement.
Post-Heroic Leadership
Philip seems to adopt a more heroic leadership style, where he takes
on the burden of solving problems by himself and leading through
dominance. This isn’t conducive to a healthy team dynamic.
Philip could adopt post-heroic leadership, which emphasizes
collective leadership, shared responsibility, and collaborative decision-
making. This style would better engage all team members and reduce
the feeling of exclusion.
Jane, Jane was under the When expressing her desire to change some Being enthusiastic as she is, she actively Distributive Leadership
impression that she of the exercises, management did not tried to come up with creative solutions Both Philip and Jane should work toward distributive leadership,
will take on personal approve -> under the pretence that to their problems where leadership responsibilities are shared among team members,
training sessions and customers did not complain with the current She not only considered her own empowering others to take initiative, lead projects, and offer solutions.
have leverage into offerings, they did not see a need for preferences but was also keen on giving This would foster more teamwork and increase engagement.
setting up training change suggestions that would benefit the other Transformational Leadership
programs and classes Felt stagnated. trainers Jane demonstrates elements of transformational leadership,
Jane was assigned to Jane was generally bothered with the especially in her enthusiasm, innovative ideas, and efforts to inspire
a schedule with a strict structure at the gym and jumped change. She actively suggests improvements to the team and focuses
fixed routine where at the opportunity of providing on solutions, making her more inspirational and visionary.
she has back-to-back suggestions and being heard Jane's leadership style encourages personal growth and a positive
classes
future outlook.
Jane’s transformational approach should be expanded. She should
further encourage a shared vision by getting everyone involved in
setting goals and aligning personal growth with the gym’s mission.
Leader-Member Exchange (LMX) Leadership
Jane, in contrast, is doing well in this area, as she actively listens and
encourages participation from everyone.
Charismatic Leadership
Jane, however, shows aspects of charismatic leadership through her
enthusiasm, creativity, and ability to engage the group with her ideas.
Jane could continue leveraging her charismatic traits to inspire the
