Gene Problem Solution
...mindset of operating for the last eight years under the organizational culture of a start-up company with the advent of new growth the opportunities present are many. The primary problems the company faces is transitioning from transactional leadership to the tenets and actions of transformational leadership and the redefining of the existing organizational culture to a new paradigm that instills accomplishment pride in the bio-technological advances and historical growth the company has already achieved which will under gird, prepare, empower and directionally steer all involved toward embracing the changes that the new growth objectives will present. After you've done a thing the same way for two years, look it over carefully. After five years, look at it with suspicion. And after ten years, throw it away and start all over. ~Alfred Edward Perlman, New York Times, 3 July 1958
Situation Analysis
Issue and Opportunity Identification
Gene Ones' Don Ruiz (CEO) and his executive leadership team operated from bureaucratic and top-down hierarchical communication to employees, acting from un-empathetic emotional intelligence in failing to present the planned company growth objectives to those who would execute the product, exemplifying transactional leadership and the need for situational control. Leadership failed to elicit overall cooperation, trust, and cohesion and unified purpose electing to dictate change vs. enrolling, involving and exciting team players about the proposed vision and the changes that come with new growth and corporate development. The opportunity for change in Gene One's existing organizational operational culture and style of leadership is inherent in this scenario, as well as the opportunity to support leadership in the development of a more mature emotional intelligence initiative creating a win-win situation for all stakeholders....
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