Dheeraj decided to assign some of the repeat clients, at random, to their young trainers, to address the concerns of the CEO. Many young trainers appreciated him for giving them more opportunities.

Sudha Iyer, a senior trainer, popular for her training programs in “Deceptive Communication Methods,” was surprised to see that some of her long-standing clients were assigned to a young person. She was concerned that the clients would feel shortchanged. Moreover, she was chagrined that she was not even consulted. This led to the reduction in her number of training hours.

Since, Humane Dynamix incentivizes trainers who cross a mandated number of training hours every year, Sudha was also concerned about her possible revenue loss. Sudha wanted Dheeraj to stop assigning established clients to the young trainers. Which of the following actions would BEST help Sudha to stop Dheeraj from assigning her programs to the young trainers?

The correct answer is Option E, as it provides Sudha with a professional and constructive way to address her concerns. By explaining to Dheeraj that assigning her well-established clients to novice trainers might lead to the loss of those clients, she highlights a valid risk to the organization’s reputation and revenue. This approach aligns with the organization’s priority of maintaining client satisfaction and repeat business while addressing Sudha’s concern about her reduced training hours and revenue loss. Since Dheeraj’s role as the TAO involves balancing the CEO’s directive to train young trainers with ensuring business continuity, Sudha’s input directly supports his decision-making process without being confrontational or disruptive.

Option A, where Sudha approaches the CEO to request Dheeraj’s removal as TAO, is overly drastic and unprofessional. While Sudha may be frustrated, such an action would be perceived as personal and vindictive, rather than focused on the organization’s goals. Dheeraj is carrying out the CEO’s directive to give young trainers more opportunities, and targeting him instead of addressing the issue directly is unlikely to garner support. Moreover, this option risks damaging her relationship with both the CEO and Dheeraj.

Option B, contacting client companies and asking them to reject Dheeraj’s assigned trainers, is unethical and undermines the organization’s internal structure. Such behavior would create unnecessary conflict between the clients and the organization, while also eroding trust between Sudha and Dheeraj. This option not only harms Humane Dynamix’s reputation but also jeopardizes the morale of young trainers and the collaborative work environment within the company. It does nothing to address the root issue constructively.

Option C, confronting the CEO to argue that his concerns should not be addressed at the cost of her revenues, is unlikely to be effective. While Sudha has valid concerns, directly opposing the CEO’s directive without offering an alternative solution could make her appear self-centered and resistant to change. The CEO is already aware of the need to balance young trainer development with client satisfaction, and simply complaining about revenue loss does not contribute to resolving the issue in a productive manner.

Option D, proposing to train young trainers in her innovative methods to make them independent in the future, is a constructive suggestion but does not address Sudha’s immediate concerns. While mentoring young trainers would help them develop, this does not resolve the current issue of Sudha losing clients and training hours. Furthermore, this option assumes Sudha is willing to take on the responsibility of mentoring, which may not align with her immediate priorities.

Hence, Option E is the best choice as it allows Sudha to address her concerns directly with Dheeraj in a professional and constructive manner. By framing her argument around the risk of losing clients and revenue, she aligns her concerns with the organization’s goals, increasing the likelihood that Dheeraj will reconsider his approach while maintaining client relationships and organizational harmony.