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From the perspective of experience and working style, we can distinguish two sides in the company, which are the creative and business sides. During all the MGI meetings, the two sides did not maintain a constructive dialogue with one another. Dana and Henry (business side) wanted to focus on the implementation of the ideas and defining the goals and objectives of the company. Whereas, the creative side were just happy brainstorming with zero structure and direction. I would say both sides were like two trains that were going in two different directions. The first solution I would suggest is to remove Sasha from the group. This alternative will probably solve the basic problems of communication and working in team, resulting from Alexander's poor communication skills, conflict handling, and lack of thinking about possible painful consequences of his words. As Sasha stated, he had never been shy about expressing his opinion even then it can hurt other people. Conflicts and dissatisfaction that arose in the MGI project group were mainly caused by Sasha. Even though I do not consider him to be the main problem in the case analysed, and we acknowledge his contribution and relevance to the team, his complicated personality sometimes worked as an obstacle to the progress with the project. .
However, we must admit that this is an extreme alternative. It can have serious consequences to the work of the whole group. Sasha was one of the key people in the group and he played an important role; apart from being one of the co-founders, he was quite experienced as a business person and had useful skills (in organizing things, marketing, fundraising), without whom this project may fail to be implemented. According to the case, Sasha caused many internal conflicts but he was also the one who motivated others and kept everything in check. Despite some conflicts among the co-founders, they were quite close and cohesive as a group.