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Lessons From StyleForYou: Building Success With Strategy and Leadership at

The root causes of StyleForYou’s failure

Entrepreneurs looking to make their mark in online retail have found fertile ground in the fashion e-commerce sector. It’s a competitive market with fickle customers and constant new developments and innovations. The unfortunate demise of StyleForYou serves as a sobering StyleForYou are the following factors:

Lack of Business Execution Skills: The company’s senior management mainly had poor business execution abilities, which was a major problem. Despite receiving praise for its forward-thinking, StyleForYou lacked the financial savvy to implement its ideas successfully. These judgments frequently depended on gut feelings rather than hard evidence (Cunningham, 2020); for instance, when the company ran into financial difficulties, management did not thoroughly review the company’s cost structures and income streams to locate potential problem areas. Instead, the company’s financial problems were compounded by impulsive choices.

Overreliance on Nepotism and Favoritism: Employees felt that promotions and bonuses were not usually based on merit but on personal relationships or favoritism because of this culture. Dissatisfaction arose due to this problem, and teamwork suffered as a result. There was an air of bias and discontent since certain workers were given special treatment, such as private parties and bonuses, while others were not (Cunningham, 2020).

Communication Issues: StyleForYou’s challenges were compounded by their inability to communicate effectively. Salami et al. (2022) depict that misunderstandings and unresolved problems persisted due to the company’s failure to communicate effectively. For instance, workers often experience ambiguous managerial expectations and guidance. Employees were left bewildered and frustrated because they could not focus on the same objectives.

Inexperienced Workforce: The workforce was mostly made up of young people with little to no expertise in the fashion sector, which presented another challenge for the organization (Cunningham, 2020). The company’s preference for recruiting “cool” individuals who projected the brand’s image contributed to the high turnover rate, which is typical among youthful personnel. For instance, upper management expected these young, less-than-two-years-in-the-field workers to carry out their duties as if they were seasoned veterans. Therefore, it was difficult for StyleForYou to offer well-defined paths to learning new skills and advancing in one’s job.

Founder’s Overcommitment: Too much dedication from founder Roxie Steele contributed to the demise of StyleForYou. Despite her hard work and commitment, Steele was exhausted; she could not properly manage the team or cultivate the corporate culture due to the many hats she had to wear. The company’s troubles and ability to respond to new situations were exacerbated by this lack of strategic focus, as identified by Camillus (2008).

Diversification and Expansion: The company’s quick growth and strategy of diversification put a strain on its resources. While branching out into new sub-brands and markets is a popular method of expanding a business, StyleForYou spread itself too thin, resulting in higher overhead and more complexity than it could handle. StyleForYou, by way of illustration, has spread itself too thin by branching out into several distinct sub-brands, such as SFYSIS, SFYFLA, SFYLUX, SFYSUB, and Mr. SFY.

Financial Mismanagement: Roxie Steele’s choice to borrow a sizable sum of money with a personal guarantee to fund expansion projects contributed to StyleForYou’s financial mismanagement. She reasoned that, compared to accepting equity, borrowing would be less expensive and would offer the necessary funds to hasten expansion; her choice, however, turned out to be a costly error, as highlighted by Woodruff (2019). The corporation ran into financial trouble when unforeseen spending exceeded revenues. For instance, Steele’s hope that the borrowed money would spur expansion was not realized, and the business soon found itself in a difficult financial bind.

Changing Market Environment: Investors are now expecting better returns on their retail investments, which has led to a dramatic shift in the e-commerce industry. StyleForYou had difficulty adapting to the changing market and meeting customer needs. For instance, StyleForYou could not avoid bankruptcy because of a lack of capital and an absence of investors as the e-commerce industry expanded worldwide.

Recommended Organizational Structure and Systems

Recommended Organizational Structure and Systems

Source: Tushman & O’Reilly, (2002).

A functional organizational structure is suitable at first. Employees are organized into operational managers according to their competence areas (e.g., design, marketing, operations). To encourage cross-functional collaboration as expands, consider switching to a more adaptable framework, such as a matrix structure. should think about adopting a matrix management structure to help it grow. Incorporating features of both functional and divisional structures, the matrix setup promotes organizational agility and cooperation (Schnetler et al., 2015); this will allow to run efficiently because it is divided into departments devoted to specific tasks, such as Marketing, Sales, Design, and Operations. In addition, the organization can increase its responsiveness and precision by setting up product or market divisions to work in unison with functional units. These sections could be grouped by geographical regions like East Coast and West Coast or by apparel categories like women’s fashion and accessories. This two-pronged strategy allows to capitalize on the talents of its specialized departments and its market- or product-focused subsidiaries, thereby satisfying a wide range of operational requirements.

Benefits of a Matrix Structure

First, the Matrix structure encourages collaboration by bringing functional experts and divisional teams together. Second, the matrix structure allows for quicker decision-making since divisional teams focused on particular goods or markets may make choices rapidly at their level (Schnetler et al., 2015). In addition, it improves flexibility, letting quickly react to market shifts by redistributing resources and reorganizing departments as required. Likewise, the matrix organization ensures effective use of resources by combining the expertise of separate functional groups with the focus of product or market teams.

Specific HR Practices can only succeed by adopting HR strategies that integrate well within a matrix organization. The first step in achieving this balanced approach is adopting dual reporting, in which employees report to a functional manager (such as the Marketing Manager) and a divisional manager (such as the Women’s Fashion Division management). Second, HR should offer in-depth training and development programs that equip workers with the skills they need to succeed in a matrix organization, particularly in promoting cross-functional communication and collaboration. Employees can be motivated to strike a good work-life balance if their performance reviews reflect their contributions to departmental and organizational goals (Tamunomiebi & Oyibo, 2020). Moreover, it is crucial to have effective methods for conflict resolution within HR to deal with disagreements between functional and divisional managers and promote a peaceful workplace inside the matrix structure. For instance, Roxie Steele’s track record of leading multicultural teams at her previous company, StyleForYou, attests to her skill in negotiating intricate corporate hierarchies. Through a matrix structure, can capitalize on its strengths, manage its expanding and diversified staff, and meet the unique requirements of its various product lines and market segments.

The leadership and team management style and practices

As she has done so well in the past, Roxie Steele should embrace a transformational leadership approach. To achieve organizational goals, transformational leaders must inspire and motivate their teams to go above and beyond what is expected (Tushman & O’Reilly, 2002). Therefore, Roxie must set an example and foster a compelling organizational concept. According to the case study, Roxie’s leadership style was fully displayed when she convinced a street artist, an entrepreneur, and a famous stylist to join the StreetBunch as her collaborators. She is a transformational leader because of her ability to motivate and steer this group (Jaroliya & Gyanchandani, 2022).

Employee empowerment: Roxie should push her superiors to allow their staff to empower their teams. Giving workers a voice in workplace decisions is a key empowerment component since it promotes responsibility and pride. Leaders must believe in their employees to make choices that further the company’s mission (Jaroliya & Gyanchandani, 2022). At StyleForYou, where Roxie was the company culture architect, employees were encouraged to explore personal interests and creative pursuits outside of work (Cunningham, 2020); this method helped foster an environment where ideas might flourish.

Communication: Roxie must encourage team meetings and give workers a voice in decision-making. As was typical of her leadership approach, she should maintain a clear policy and be available to her staff. For instance, Roxie’s clear policy at StyleForYou was well-received by employees, as seen in the case study. This method allows the CEO to have open contact lines with their employees.

Conflict Resolution: should establish a formal procedure for resolving disputes. While disagreements are unavoidable in any workplace, they must be resolved productively to maintain morale. Roxie should stress the importance of prompt and impartial resolution of conflicts to management. Despite the generally favorable work environment at StyleForYou, conflicts and favoritism occasionally arose (Cunningham, 2020). A more structured approach to resolving disputes could have improved handling these problems.

Skill Development: Investment in management training and education that fosters effective leadership is essential. These courses provide them with the knowledge and tools to manage teams, resolve conflicts, and make sound decisions. Take Roxie’s move from StyleForYou to as an example; she now has the chance to apply what she’s learned from her experience. She can guarantee that supervisors obtain leadership training to scale up and manage a more extensive staff. Overall, Roxie Steele, drawing on her experiences and the problems she has experienced, may establish a thriving culture at by emphasizing these leadership and team management strategies.

People and Culture

Building an Inclusive Culture: Roxie Steele should prioritize diversity and inclusion at Embrace diversity and foster an inclusive workplace for the benefit of all; this necessitates an appreciation for differences in gender, color, and culture, among others (Wong, 2019). Based on the case study, we can infer that Roxie values diversity and inclusion because she assembled a varied group of people she calls the StreetBunch to work on her new business endeavor together. The group’s wide range of experiences and perspectives reflected her commitment to diversity.

Fostering Creativity and Innovation: Winning, C. (2020) suggests that the company’s culture should be built around fostering a creative and innovative atmosphere. Roxie needs to foster an environment where employees feel safe using their imaginations and offer ground-breaking suggestions for the company’s future success. Take Roxie, our case study protagonist, who has developed her reputation as an entrepreneur on the strength of her ability to spot and capitalize on shifts in streetwear. She can keep at the forefront of the fashion e-commerce sector by encouraging a culture of creativity and innovation.

Promoting Work-Life Balance: The “fun and exciting” environment Roxie hopes for can only be sustained by encouraging a healthy work-life balance. Make allowances for employees’ mental health and raise knowledge about the issue. According to the case study, staff at StyleForYou felt appreciated and supported by Roxie’s open-door approach. She can guarantee that remains a pleasant and welcoming workplace for its staff by instituting programs that promote work-life balance (Cunningham, 2020).

Creating a Fun Work Environment: Workplace fun can be achieved by organizing team-building exercises, special theme events, and festive gatherings. Keep things interesting at work by enforcing a casual dress code in tune with current fashion trends. Roxie’s former business, StyleForYou, was well-known for its upbeat and joyful atmosphere. Bringing this philosophy to will keep the staff interested and motivated.

Recognition and Appreciation: Create a formal appreciation program to show your staff how much you value and respect them. Consider programs that emphasize and reward exceptional performance, such as “Employee of the Month” honors or peer recognition campaigns. While Roxie’s philosophy of keeping an open door and promoting creativity was well received, the case study demonstrates that formal award programs can further encourage staff and make them feel valued. By emphasizing these characteristics of the company’s people and culture, will continue to be a dynamic and welcoming place to work under the leadership of Roxie Steele. She can build a culture that attracts and maintains top talent in the cutthroat fashion e-commerce market by drawing on her experiences and lessons learned from past ventures.

Role Profile

Role Profile

The CGO selection process at comprises multiple stages: an initial review of resumes and applications, followed by various interview rounds, including behavioral, technical, and panel interviews, to assess strategic thinking and leadership. Assessment exercises, such as case studies, evaluate problem-solving skills, and reference checks ensure integrity and alignment with company values.


Camillus, J.C (2008). Strategy as a Wicked Problem. Retrieved from:

Cunningham J.L, (2020). A Tale of a Fashion E-Tailer: Scaling Dilemmas Entrepreneurship. Retrieved from:

Jaroliya, D., & Gyanchandani, R. (2022). Transformational leadership style: a boost or hindrance to team performance in IT sector. Vilakshan-XIMB Journal of Management19(1), 87-105.

Salami, C. G. E., Orishede, F., & Morka, O. (2022). Enhancing employee productivity through effective conflict management in Transmission Company of Nigeria. Journal of Global Social Sciences3(12), 101-113.

Schnetler, R., Steyn, H., & Van Staden, P. J. (2015). Characteristics of matrix structures and their effects on project success. South African Journal of Industrial Engineering26(1), 11-26.

Tamunomiebi, M. D., & Oyibo, C. (2020). Work-life balance and employee performance: A literature review. European Journal of Business and Management Research5(2).

Tushman, M.L & O’Reilly, C., (2002). Managerial Problem Solving: A Congruence Approach. Harvard Business School Press, 2002, p. 59. Retrieved from:

Winning, C. (2020). Fostering a culture of creativity and innovation. Action Learning: Research and Practice17(3), 314-325.

Wong, C. (2019). Changing organizational culture: From embedded bias to equity & inclusion. Professional Safety64(08), 26-30.

Woodruff, J. (2019). The Advantages and Disadvantages of Debt and Equity Financing. Retrieved from:


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