Situational Leadership

Correct Answer: Adopt the Coaching leadership style. The team is obviously committed but lack knowledge about the new technology.

In the given scenario, the team is highly competent and motivated but is reluctant to adopt new technology. This suggests that they are not well-versed or familiar with the technology. As a leader, the best style to adopt under these circumstances is the Coaching leadership style. This means guiding the team and providing them with the necessary training and knowledge to properly use and understand the new technology. The other leadership styles such as Delegating are not appropriate in this scenario as there might be a lack of knowledge or confidence related with the new technology. Supporting style might encourage the team, but without proper knowledge and training, the results are likely to be sub-optimal. Finally, the Directing leadership style could possibly create tension in the team and might lead to poor performance as it comprises forcing the team to adapt to the new technology rather than understanding their reluctance and working through it.

Correct Answer: Coaching: Provide clear direction and guidance while also encouraging and supporting the team member's efforts to develop their skills.

The coaching leadership style is most appropriate in this situation. According to Situational Leadership theory, coaching is suitable when a team member is enthusiastic but lacks the necessary skills to complete tasks independently. In this style, the leader provides clear direction and guidance while also encouraging and supporting the team member's efforts to develop their skills. This approach helps the new team member gain confidence and competence over time. Delegating is not appropriate because the team member lacks the skills and experience to work autonomously. Directing focuses solely on task completion and does not prioritize skill development, which is crucial for the new team member's growth. Supporting provides minimal guidance, which is not suitable for someone who needs more direction and support to develop their skills.

Correct Answer: Schedule a one-on-one meeting with Alex to understand the root cause of his disengagement and collaboratively develop a plan to reignite his enthusiasm.

The best approach in this situation is to schedule a one-on-one meeting with Alex to understand the root cause of his disengagement and collaboratively develop a plan to reignite his enthusiasm. This approach aligns with situational leadership principles by addressing the specific needs of the individual team member.

Reasons why this is the best answer:
1. It directly addresses the issue with Alex, showing concern for his well-being and performance.
2. It allows for open communication and helps identify the underlying causes of disengagement.
3. It involves Alex in the solution-finding process, increasing his sense of ownership and commitment.
4. It demonstrates effective leadership by taking a personalized approach to team management.

The other options, while potentially helpful, do not address the root cause of Alex's disengagement as effectively:

Assigning Alex to mentor junior team members might provide a new challenge, but it doesn't address the underlying issues causing his disengagement.

Increasing team-building activities may improve overall team morale but doesn't specifically target Alex's individual concerns.

Reassigning Alex to a different part of the project could be beneficial, but it's premature before understanding the reasons for his disengagement.

By choosing to have a one-on-one meeting, the project manager can gather necessary information, show support, and collaboratively develop a targeted plan to re-engage Alex, which is crucial for both individual and team performance.