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'Thank you for such an insightful post! How great is it that you were able to right off relate to tammy in despicable into a sic of lead indoors an organization where you had previously been working? I completely retard with you in that tam-o-shanter get out essential to foster relationships that march on productivity.\r\nI wonder if tam-o-shanter testament be tempted to lean towards a to a greater extent 1,9 managerial style where she focuses more on relationships than on production. â€Å"His aim as a manger, however, is to avoid pressuring for production at a rate nobleer than that which would win bankers acceptance from organizational members” (Blake-mouton, 191). I imagine that it would be difficult to focus as a lot on production as on relationships when you already suck established friendships with the heap that you be trying to lead.\r\nIt sounds as though you were able to accomplish more of a 9,9 managerial style, which is quite a act! In order to f ocus more on production, she will need to abide by a leadership style that is high in initiating structure. As Dr. Wagner talked about in his video, â€Å"Initiating Structure and Consideration,” Tammy will need to set and maintain definite standards of feat for her aggroup if she hopes to turn the YMCA around. Thank you once more for an excellent post!\r\nJulia\r\nTeresa,\r\nI agree with you when you suppose Tammy will sport to initiate structure and friendliness. In this sheath I think these styles of leadership are both equally important. Additionally it may be beneficial for her to not exclusively go through her staff but to understand her own unique leadership styles. She represent several questioned pertaining to her own leadership, stating, â€Å"do I have the skills and competences to effectively change the certain situation?”\r\nTammy is wise in posing these questions and understanding that merely having consideration may be futile, as at that pl ace is no direct relation mingled with consideration and job performance. How beneficial do you think it will be for Tammy to know her managerial style? Where do think Tammy falls on the grid? I would venture to say she maybe The 9.9 Managerial Style. It will be important for her to set a organise environment whereby staff can freely think, be creative, and express. According to Blake & adenosine monophosphate; Mouton â€Å"when people can think, when they have set on outcomes, they support rather than play along or resist. â€Å" (Blake & Mouton pp. 196) Blake, R, & Mouton, J (2010).\r\nThe Managerial Grid. In J.T. McMahon(Ed) lead Classics(pp185-199) gigantic Grove, IL: Waveland Press. Bowers, D.G. & Seashore, S.E. (2010) A Four-Factor Theory of leaders. In J.T. McMahon (Ed.) Leadership Classics(pp 200-210). Long Grove, IL. Waveland Press. Ken Mark and Gerard Seijts, â€Å"The Scarborough YMCA: Getting masking on Track,” in Cases in Leadership, ed. W. G lenn Rowe and Laura Guerrero (Los Angeles: keen-sighted Publishing) 107-115.\r\nYour post was insightful. You mentioned that Tammy will do well for three reasons: 1. Her colleagues already put on her as a chum and consider hrialer.\r\n2. She will not have to go through an initial stage of having the team become familiar with her and vice versa to be able to establish a trust relationship. 3. Since they already see her as a peer, her ability to motivate and inspire them will be enhanced.\r\nThis is true. Additionally I have found that peer leadership doesn’t always constitute for positive outcomes. Tammy may experience some charge back from staff that persist to cover in mediocrity and complacent. Some staff may think that Tammy has gotten â€Å" turgid headed” due to her newly assigned leadership role. When I took on my new managerial position unfortunately, some staff had to be released. It was painstaking but necessary. In the episode of Tammy, she agreed to t ake on the position if she had the authority to fully manager staff. I would venture to say Tammy was universe proactive and may have foreseen this undeniable fate for some of her former peers.\r\n age Bower & Seashore order the findings confirm there is significant and steady relationship between managerial and peer leadership characteristics, there are opposite considerations.(Bower & Seashore, pp 209) One consideration is sited in Leadership Classics as â€Å"seven of the 8 leadership characteristics outlined in â€Å"A Four Factor Theory Of Leadership” play some part in the predictive model generated from data; and peer interaction facilitation seems to play no unique role.”(Leadership Classics, p 209) In the cuticle of ‘peer leadership’, it is no production line that there are pros and cons and the outcome is unpredictable.\r\n'