WOLFGANG KELLER CASE

Q. Keller's assessment of Brodsky?
Keller feels that Brodsky is not effective to be at his position even when he believes that Brodsky has excellent analytical skills, (by designing the impressive sales force organization) but sooner he discredits them by showing his effort because of which the redesigning had been done early.
Keller also believes that Brodsky tries to avoid the work which has impossible deadlines because of which he keeps doing these works several times and Brodsky doesn't bother.
Keller also feels that Brodsky should take part in the fun activities like going for fishing trips, playing cards with his colleagues rather than maintaining a formal Vy way.
Keller also feels that he should stay as a Staff member rather than as a Leader.

Q. My perceptive on Keller's assessment of Brodsky's performance?
According to my point of view Keller's assessment of Brodsky is very bias and totally based on his own ideals.
The words that Keller used for Brodsky that hi is "of a low level leadership and no personality" which is kind of very harsh words to be used for a person who is at a high post in the company,obviously he has a personality that is why he is a Director of the company.
I also think Keller could have acted gently and have coached Brodsky rather than just putting the negative points about him.
If Brodsky doesn't want to talk about his personal life or mix his professional life with personal life is totally fine, every person has different way of living and we should respect it. I sometimes think that Keller has made up his mind to keep accusing Brodsky for all the things he do apart from Keller's ideals or way which is totally irrelevant.

Q.My assessment on Brodsky?
According to me i would give "Good" to Brodsky as per the overall rating but there are things that Brodsky should take care of like "hands on management styles".
Brodsky has good sense of making analytical decisions which has also helped for the betterment of the company.
I think to cover the faults that Keller has pointed in the appraisal he should take part in communicating more with people, where he lacks.
To some of the things that Keller has pointed out that Brodsky must often go to "field trips" but I think not doing so helps other employees to move ahead in their careers and getting more experience.
Brodsky being more introvert should work more comfortably with the employees as the work is based on sales.
But some of the minor incidents that reflected on Brodsky's lack of judgement like e.g.:- For the flight to Munich he assigned all the front seats in the airplane to Konigsbrau's sales personnel and all the back seats to the distributors because of which both the groups were not able to communicate.
And due to many other small incidents made me hard to give him "Excellent" ranking.

Q.Underlying causes of Brodsky's performance problems?
I believe there are several factors of Brodsky's performance problems. First, Keller has a different kind of managing style, he likes to be hands on with the distributors and make relationships with them but on the other hand Brodsky has an analytical way of managing style without getting to personal with the delegates.
Two person has two different mindset which is the reason of the conflicts.
Secondly,Keller keeps on discouraging Brodsky's work which makes him more stubborn towards his attitude.

Q.Recommendations for Keller?
I would say rather than micro-managing Keller should look over the companies perspective because by not doing that he will make several others employees feel insecure about that.
Keller must tend to be patient before taking actions because that gives the impression that he is intruding in others activities.
Keller must not use hard words for Brodsky that he is "of a low level leadership and no personality" because that makes the person more frustrated and stubborn towards his attitude which becomes unlikely to be changed.
Keller should work in teams and explaining the type of work he wants to be done in a encouraging manner rather than hurting someone.
Keller should listen Brodsky's perspective and then find a way to do the work together to achieve the level of performance Keller wants it to be.