Leaders have to set the standard by being empathic, supportive and use a range of different leadership styles to develop and maintain the team, they also have be fair and consistent, as workers that feel they are unfairly treated by a manager will not show loyalty and will do the minimum. The leader also has to demonstrate capability and experience, as having workers that are more highly achieving than the leader breeds resentment. Tuckman (1965) described the stages of team development as ‘Forming, Storming, Norming and Performing. As teams travel through these stages trust, respect and understanding of individual’s strengths and tolerance of their weaknesses is established. This process allows individuals to learn about each other personalities, coping strategies and response to pressure, allowing for bonds between members to be formed.
A sense of humor appears irrelevant but sometimes a little joke with the team can go a long way. What is your personal philosophy of leadership? The leader must be part of the team he or she is leading. Leaders have to listen to the team’s opinions and ideas and analyze the situation prior to make any decision because the leader’s decisions affect the entire team as well as each of the team members. The leader must always think about the most good for the most people while still working toward a common goal.
Decision making with your employees will let them gain respect for the leader and become more determined. This style will bring strength between you and your employees. Laissez-Faire-This style is used when the leader is lazy or distracted, it’s more of a you do what you want style. This style can be used when the team is highly capable and motivated, it’s when the team doesn’t need close monitoring or supervision. This style can cause failure when the leader expects the group to make the decision between themselves when they are un sure about what they need to achieve and how they need to accomplish the task.
Instead, a good leader is to ensure that his or her team learns from the mistakes that they have made to avoid future failures. No leader has full control over their team and their actions, but they do have full control over how they act, and have the
It greatly influences the story, what will happen in the story, and what theme the story will communicate. The extremely solid characterization of the two main characters, Doodle and his brother, leads to the finale, which communicates the theme. The clear mistakes made in the story, like the excessive and unsupervised rehabilitation of Doodle, that occur because of the characters characterization, really show the reader what the main characters did wrong, and shows that to the reader not to do it either. After all, as it is said in the story, “Pride is a seed that bears to seeds; life and
You can be honest without telling people exactly what you are thinking, because some things are better left unsaid. Trust / Reliability Trust is something I truly value in one´s character. I learned it the hard way that not everyone can be trusted and trust needs to be earned. Reliability is under the same category. In decision making one needs to have earned trust so the decision itself can be relied on.
Brothers Are The Same The New World Dictionary defines courageous as “The state of quality of mind or spirit that enables one to face danger with self possession confidence, and resolution; bravery.” Just like kids standing up to their bully and telling them to stop after many years of pain. In the short story “ Brothers Are The Same”, by Beryl Markham, Medoto proves to be such a character. His audacious domineer made Temas believe he thought dissatisfactory of him. This manipulated him to letting his nerves get the most of him, when he fought to be warrior. The first way that Medoto showed his undaunted side was when he sought out his jealously “ My comrade, we who are Masai know the saying, a man asks not
She has a clear understanding of different leadership styles and is able to adopt a different approach if called for by a certain situation. The only criticism that could be highlighted from this study is that on some occasions she tries a little bit too hard to be ‘everyone’s friend’. It is an excellent quality to be able to keep everyone happy in their work, but if a situation arose where a real hard message had to be given to one of the team, or one of the support staff had to be disciplined, the Inclusion Manager would find it difficult. Adamen (2006) reported that it is very easy to become emotionally attached to the people we work with daily. When this happens, managers begin to identify way too closely with one or more individuals, and eventually those individual agendas start to become the manager's agenda.
It is important to deal with people with respect for their abilities, personal space. But communication can also be used in the wrong way for example sarcasm, gossip. It must always be correct communication with the correct and factually truths, for it to be received and understood. After all we would expect no less ourselves. Just talking to your team on a daily basically makes all the difference, the team feel wanted and needed.
It spoke to me as a teacher. So often we have rules and policies imposed on us by administration, or even other teachers; departments, and senior teacher of the ways that they have always done things. I have felt as a younger teacher and a female, amongst male teachers, that I was too scared to challenge the ideas or be rejected of my new ideas. Your piece really gave me the confidence to be ok to stand up for what I believe in and it reassured me that I will always win when I follow my own ethics, even if I just do it silently, without protest. This holds lesson too for teachers.