Entering Week 6 of my internship I have observed the relationships between leaders and members in great detail. Relating back to class,\u00a0The Leader-Member Exchange (LMX) is dyadic relationship between the leader and follower. In its real world application, it has been fascinating as it pertains to real life interactions in the work place, particularly between BDRs and their managers \/ directors. A major component of Salesforce’s core values is innovation, something the company has been doing since its inception. While innovation is a goal of the company, it is also something employees are encouraged to do in their own ways to improve process, which in a way embraces failing in the sprit of greater learning. Why I find this interesting is because in such a numbers driven company where the relationship between leaders-members is often dictated by performance metrics it is also not only accepted but encourage to fail, and fail fast.<\/p>\n
<\/p>\n
Furthermore, during my time so far at Salesforce it has been very interesting to observe how the dynamics of change when managers rotate or leave the company. Every February at the start of the fiscal year the ENTIRE company realigns, meaning a lot of changes happen in regard to whom people report to. This effect can be seen in the Leader-Member Exchange Theory directly in the output of members under new versus old managers. While all managers and quotas across roles and segments are the same or comparable the strategies managers utilize to generate activity from the members have a palpable effect. Examples of these manager techniques include assigning time blocks, being physically present, and digital presence.<\/p>\n","protected":false},"excerpt":{"rendered":"
Entering Week 6 of my internship I have observed the relationships between leaders and members in great detail. Relating back<\/p>\n","protected":false},"author":3945,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"colormag_page_layout":"default_layout","footnotes":""},"categories":[76611],"tags":[],"class_list":["post-1380","post","type-post","status-publish","format-standard","hentry","category-theories-in-action"],"jetpack_featured_media_url":"","_links":{"self":[{"href":"https:\/\/blog.richmond.edu\/jepsoninternship\/wp-json\/wp\/v2\/posts\/1380","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.richmond.edu\/jepsoninternship\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.richmond.edu\/jepsoninternship\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.richmond.edu\/jepsoninternship\/wp-json\/wp\/v2\/users\/3945"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.richmond.edu\/jepsoninternship\/wp-json\/wp\/v2\/comments?post=1380"}],"version-history":[{"count":0,"href":"https:\/\/blog.richmond.edu\/jepsoninternship\/wp-json\/wp\/v2\/posts\/1380\/revisions"}],"wp:attachment":[{"href":"https:\/\/blog.richmond.edu\/jepsoninternship\/wp-json\/wp\/v2\/media?parent=1380"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.richmond.edu\/jepsoninternship\/wp-json\/wp\/v2\/categories?post=1380"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.richmond.edu\/jepsoninternship\/wp-json\/wp\/v2\/tags?post=1380"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}