My Assessment of Brodsky’s Performance
Wolfgang Keller at Konigsbrau-TAK (A)
1) What is your assessment of Brodsky’s performance? Please be specific.
One of the main problems regarding Brodsky’s performance that I saw was the amount of time that Keller said it took Brodsky to complete tasks. While Keller did explain Brodsky’s adeptness in his ability to redesign the sales force organization and the development of a comprehensive set of information and control systems, proving he is capable of good work. The problem comes when we learn how long it took him to do this. It took him 6 months to create even with intervention by Keller to speed up the process. An additional concern is that Keller saw that Brodsky would not make an attempt to complete something when it had an impossible deadline, forcing Keller to step in and take action. Keller also realized that Brodsky’s formal and somewhat distant management style affected his ability to be a commercial director. This style of management hurt his ability as a leader. Furthermore, Keller also felt that Brodsky’s ability as a leader was further diminished because his inability to connect with people on a personal level. This inability was in direct contrast with the company’s attitude. To build loyalty among his subordinates he needs to connect with them personally as well as become much more involved with his customers. Overall, Keller had a very valid argument to why Brodsky was not a good fit with this company. While he may be able to effectively lead an organization, his style of management was not a good fit with this particular company. Therefore I would agree with nearly all of Keller’s concerns because his approach directly affected his relationship with his peers, subordinates as well as his distributers.
2) How effective has Keller been as a coach to Brodsky? Why? Could you have done better? Why, How?
I do not feel that Keller was effective at being a mentor to Brodsky nor did he provide effective training so that he understood
1) What is your assessment of Brodsky’s performance? Please be specific.
One of the main problems regarding Brodsky’s performance that I saw was the amount of time that Keller said it took Brodsky to complete tasks. While Keller did explain Brodsky’s adeptness in his ability to redesign the sales force organization and the development of a comprehensive set of information and control systems, proving he is capable of good work. The problem comes when we learn how long it took him to do this. It took him 6 months to create even with intervention by Keller to speed up the process. An additional concern is that Keller saw that Brodsky would not make an attempt to complete something when it had an impossible deadline, forcing Keller to step in and take action. Keller also realized that Brodsky’s formal and somewhat distant management style affected his ability to be a commercial director. This style of management hurt his ability as a leader. Furthermore, Keller also felt that Brodsky’s ability as a leader was further diminished because his inability to connect with people on a personal level. This inability was in direct contrast with the company’s attitude. To build loyalty among his subordinates he needs to connect with them personally as well as become much more involved with his customers. Overall, Keller had a very valid argument to why Brodsky was not a good fit with this company. While he may be able to effectively lead an organization, his style of management was not a good fit with this particular company. Therefore I would agree with nearly all of Keller’s concerns because his approach directly affected his relationship with his peers, subordinates as well as his distributers.
2) How effective has Keller been as a coach to Brodsky? Why? Could you have done better? Why, How?
I do not feel that Keller was effective at being a mentor to Brodsky nor did he provide effective training so that he understood