These goals need to link with the organisations goals and KPI’s to help create a more efficient workplace. These goals become your team’s/team member’s performance measures in the form of KPI’s, These KPI’s measure your team’s effectivness and assist in highlighting strengths and weaknessess in the team. 2) Create and maintain a supportive, committed team How members of a team relate to each other dictates how successful that team will be, so having a supportive and committed team is critical and can make a significant difference on the performance of individuals and the team as a whole. Establish your teams rules, the ground rule are a set of standards that address how
This approach must know how to handle and resolve crisis when they arise. As a leader, they must show favorable behavior for the employees to mirror to have a favorable outcome. One common indicator of leader effectiveness is the extent to which the performance of the team or organizational unit is enhanced and the attainment of goals is facilitated (Yuki, 2010). Strengths The strength of the behavior approach in leadership is a situation arises, and they deal with it efficiently. Whether it is one or more issues at a time, they juggle each one to resolution.
* Effective Decision Making is vital to a team’s progress. Team members should be aware of various methods of decision making and when and how to use these methods. This will enable them to collect the information needed and understand and problems to enable them to make the right decision. * Balanced Participation to make sure that all members of the team are fully involved and actively contributing to discussions and meetings. By listening to everyone’s opinions they will feel a valued member of the team which will improve their wellbeing and job satisfaction.
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.
Ensuring adequate training is received by all, allowing individuals of to provide feedback and feel like they are part of the “team”, and offering quality production incentives can be implemented to help keep the turnover rate down and increase the production and quality of performance are some of the changes that can help management meet organizational goals. 2. Using the above scenario, consider Organizational Level 2: Entity (Culture) and Strategy (Mission). Which Leadership Challenge response is most appropriate: Defining, Shaping, or Publicizing? Using the theories discussed in Chapters 1-4, explain why you chose that response.
Hence this leads on to the support network that is created not just by the effective teamwork but also externally too, by the training and supervision they may receive, the recognition of doing a good job etc. The leader will have to manage the team, make sure that everyone is working towards the same goal by monitoring and acting to support all the notions above. The logistics of a team has long since been a studied subject, there are many theories that seek to explain the workings and analyse the how and why but one theory usually builds on another they usually will have the same grounding as each other with the same underlying principles as explained above. A good example to
Leaders set the overall vision for the organization and establish its goals and processes. “[A leader’s] ability to bring forth—maximize—the potential and abilities of those under [his] leadership marks [him] as a great competitor and leader.” (Wooden and Jamison, 2005 p.289-290). The next step is completing an assessment tool or survey which will allow opportunities as we proceed forward with creating and defining our organizational culture. The best way to determine the source of an issue is to ask the right questions to those that are truly effected by the issue. The survey will allow the participators to express publically or anonymously the specifics truthfully.
To be effective the program manager must create an atmosphere conductive to teamwork and have the following characteristics that were reference from Kerzner page 149: • Team members committed to the program • Good interpersonal relations and team spirit • The necessary expertise and resources • Clearly defined goals and program objectives • Involved and supportive top management • Good program leadership • Open communication among team members and support organizations • A low degree of detrimental interpersonal and intergroup conflict At this point Tim needs to work on his team building skills to create an atmosphere to get his employees to communicate with each other, understand the prime objective of the project and to get them committed to the project. Organizational skills
Which provides and clarifies employees their new responsibilities, outcomes and most important individual performance. Feedback should be practiced for each individual employees via meetings, or other devices to reinforce team performance and effectiveness with intention of providing motivation for team 2. Why is encouraging participation in the planning, decision making and operational aspects of the team's work important for developing team cohesion, and what role does feedback play in doing this. Offering feedback and reinforcements is important because it commends and offers opportunities to review and reward its members for their contribution, and the standard of cooperation to the work produced. Investing feedback in developing team cohesion is vital for the teams dynamics to work, because it inhibits or enables employees to be more productive.
Unit 2: Team Leadership in the Uniformed Public Services 1 Understand the styles of leadership and the role of a team leader 2 Be able to communicate effectively to brief and debrief teams 3 Be able to use appropriate skills and qualities to lead a team 4 Understand what makes an effective team. Introduction Your Objectives: In this chapter you will learn about the following: The styles of leadership and the role of a team leader The process of briefing and debriefing teams The appropriate skills and qualities required to lead a team The things that make a team effective 1. Leadership Styles 1. What are leadership styles? Definition: Leadership styles may also be known as management styles.