Mary Griffin at Derby Foods

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(http://www.skillsyouneed.com/ips/interpersonalcommunication.html#ixzz4VwfKaOjK)

Recommendations -

1. Mary Griffin must have a very honest conversation with York discussing the discontent within the company due to his lack of interpersonal skills.

I recommend that Mary Griffin tell York that his lack of interpersonal skills is creating conflict within his team as well as other organizations. She should start by telling him that he is an asset to the company and is thankful for his important contributions. She should then ask York questions regarding why he felt the way he did in the two incidences and help him realize that it wasn’t the best way to handle them. Having great marketing skills will not be enough to be successful at Derby Foods it will also take being successful at working as teams.

2. Simon York must restore trust within his team.

In the book “Speed of Trust”, Stephan M.R. Covey states “Trust is one of the most powerful forms of motivation and inspiration. People want to be trusted. They respond to trust. They thrive of trust. Whatever our situation, we need to get good at establishing, extending, and restoring trust—not as a manipulative technique, but as the most effective way of relating to and working with others, and the most effective way of getting results.”

I recommend that Simon York should work at restoring the trust within his own team. He should begin by apologizing to his team for his outbursts. They should have an open discussion about ways to better handle situations. Having open communication will help restore trust. I suggest reading “The Speed of Trust” by Stephan M.R. Covey. It will help enable York to see, speak and behave in ways that establish trust.

3. Simon York needs to demonstrate he can work with other departments within Derby Foods.

I recommend that after York restores trust within his team he needs to restore trust within other departments. Simon Yorks behavior is leading to a very toxic work environment.

“You may have heard that organizations with great cultures have increased performance. Lack of trust in leadership is a red flag that your business may have a “toxic” culture. No one likes to come to work every day and feel they are walking into a toxic waste dump. Employees will do the job requested of them, but without trust in leadership, they’re not likely to go above and beyond to help create a high performance organization. Your business can experience poor customer service satisfaction and declining repeat business and brand loyalty – which leads to declining profits.”(http://tolerosolutions.com/employees-lack-trust-in-leadership-biggest-issue-impacting-performance/)

In the book “The Speed of Trust”, Stephan M.R. Covey explains that “trust always affects two outcomes—speed and cost. When trust goes down, speed will also go down and costs will go up. When trust goes up, speed will also go up and costs will go down.” By understanding the economics of trust, York will realize that the discontent at Derby Foods will not enable him to truly succeed.

York should demonstrate humility and apologize to John Shelburne, Director of production.

Conclussion—

Griffin should emphasize York’s importance in the Derby Food Organization and commend him for his achievements. She should also be crystal clear that her intent is to help him develop trust with his co-workers so the whole company can feel successful. Griffin should emphasize the importance of having a cohesive work culture.

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