Situational Leadership Theory at Cavi

After working at Cavi for over a month and a half at this point, I believe I have a good grasp on the different leadership styles that my bosses use.  One such leadership style that I have witness consistently at Cavi is Situational Leadership Theory. As all the workers at Cavi are working remotely, it is important for the leaders there to adapt their style of leadership to this unique type of work environment. One such way that the leaders at Cavi have adapted to this unique work environment is by giving the workers at the company an extreme amount of autonomy to complete their projects.For example, the interns at the company were given the ability to choose what projects they wanted to work on and were not given deadlines on some of them, other than by the end of the program of course.It would be quite challenging for the leaders at the company to try and monitor every little thing that each worker is doing due to the fact that most people are working in different parts of the country, so leadership was forced to adapt to this type of work environment by giving workers freedom and autonomy.

At Cavi, we use a business application called Trello which allows people to assign themselves to different tasks. each task has a brief description of what needs to be accomplished, however, they do not explain most of the projects in great detail. this allows the workers to choose what projects they would like to work on and complete them however they see fit to the project assignment. While to some this style of leadership may seem ineffective, it has been quite effective at Cavi so far. When speaking to my boss, Sam Chin, he told me that in order for a company to grow they must rely on their employees to do their jobs effectively without an inordinate amount of oversight. CEOs that try and dictate and manage every little thing that is going on at their company often fail due to the fact that they don’t trust their employees enough. while it is important for leadership to check in with their workers and make sure that the tasks are being completed, it wastes a lot of time and energy for leadership to approve every little task that workers are capable of doing without leadership’s assistance. For example every week I have at least one phone call with my bosses to discuss what I have been completing and what needs work on.