1. How would you describe Welch’s unique leadership style and approach to re-inventing InterMune?

Welch had beenappointed in the organization in order toreinventthe organizationalstructure and also revitalize the leadershiprole within the organization.It can be said that he has pursued the transformational and democratic style of leadership.In doing so, in the initial period, he initiated the job roles in order to shuffle and reset the team motivationandtalent along withhisenergy to connect with each other.Though it createdsuddennegative image, however he managed to maintain smooth operationsin the organization.

In addition to this, he initiated the HRpoliciesand uniform culture strategyalong withteamwork, and information sharing. This depicts the open nature and leadership style of Welch.Apart from this, hisstrongemphasis on employeemotivation and development depicts his leadership style as democratic.He proposed to empower the employees in order to maintain the retentionratioand also the motivational level of the employeesto develop thesense of ownership, leading to highperformance and ultimatelyproductivity.

Lastly,his firm decision making and the ability to take complex decision and strategymakingdepict his strong managerial-cum-leadership role.Itallowed him to manage the change in the organization and also made himidentify the loopholes and pitfalls in the current organizational strategy,initially. This led tobetter managementand development of the new organizational culture from scratch.

Apart from this, it can also be suggested that Welch also depicted the authoritative leadership style since he revamped the overallstructure andculture of the organization and developeda common visionand value set in order to excel in the market.Such depicts the values sharing equally and hence developing a common values ground.

  1. What are the lessons of this case for you and other leaders who operate in highly dynamic industries? 

Well, byanalyzingthe overall case and thestance of Welch, it can besaid that theleaders should be able to develop a common vision within theorganization.In doingso, they should develop an open communication platform to developsmooth communication,leading to lowconflictratioand hence high retention.

In addition to this, it is alsoimportantforthe leaders to embrace changeseasily.It is due to the fact that the ability to embrace change easily reduces the chances of resistance, leading to smooth adoptionof market changes.Thisallows the organization to incorporatechangeseasily, making itself aligned and updated withthe current markettrends.

Also,theleadersshouldbe able to connect andempathizewith all types of employees.Thisis due to the fact that under the dynamicmarketsituation, it is very important for all theemployees toremain on the same page to implement the changes and adopt innovation easily. However, the absence of such situationand inability of theleaders to motivate and empathize the employees to drive the energy in a givendirection, makes it difficult and sometimes impossible to align with the market changes, leading to total loss ofmarketshare and poorperformance. (Mortensen, 2016).

In addition to this, the leader should be good mentors.It is due to the fact, it allows them to understand the employee motivation factors and also enables them to inspirethrough theright motivational metrics, leading to better implementation of the changes in the organizational development of uniform cultures and clause set (Tillmanns, 2012).

Apart from this, the leadersshould have open communication with the employees.Thisopencommunication allows the organization and the employees to understand thereasoning behind any decision making, leadingtorefrain from the development of negativity in the organization……………..

This is just a sample partical work. Please place the order on the website to get your own originally done case solution.

Share This