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Effective leadership styles in the workplace
Effective leadership styles in the workplace
Effective leadership styles in the workplace
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The following is a book report about: The Leadership Secrets of Santa Claus, and was written by, (Cottrell, et al., 2003). This is an eighty-page leadership skill-building book, published by the Performance Systems Corporation in 2003. There are eight main points (Santa Secrets) discussed by the authors in this book and I agree with them all. However, I will attempt to reveal why I agree that to “Build A Wonderful Workshop” is important, discuss one secret (“Listen To The Elves”) I see being practiced in my unit, and express how I will spearhead effecting to “Share The Milk And Cookies”. I agree with the authors’ idea of “Building a wonderful workshop”. This chapter speaks on making our mission our main idea while remembering our core values to help us stay focused on our teammates and purpose. Our mission, values, and team are the foundation, cornerstone, and core of what we do, how well we do it, why we do it, and how we see each other in our given roles. If we as a team earnestly keep this statement and all it incorporates as our focus, then I believe the other eight “secrets” cannot be far off. One of the “secrets” I see being practiced in my unit is: “Listen to the Elves”. In this chapter the author discusses the importance of inviting participation from the team. The author also encourages the reader to notice how others perceive them and to spend some time walking in their teammates shoes. I believe this motto involves the entire team, is a constant work in progress...
From the author’s perspective there are certain factors needed to build a strong team to overcome the obstacles the team faces. Davis, the author, thought that one of the factors necessary to build a strong team is to have a leader who can motivate the team to do their best. Another factor that the author thinks is necessary to have in the team is to have cooperation among the team
ADRP 6-22: Army Leadership; Chapter 10: Organizational Leadership, HQ, Department of the Army, Washington, D.C, 10 September 2012
“The team is faced with creating cohesion and unity, differentiating roles, identifying expectations for members, and enhancing commitment. Providing supportive feedback and fostering commitment to a vision are needed from the team leaders (Developing Management Skills).” ... ... middle of paper ... ...
Yukl, G. (2002). Leadership in organizations. Upper Saddle River, NJ: Prentice Hall. p. 1-19. Retrieved from http://www.blackdiamond.dk/HDO/Organisation_Gary_Yukl_Leadership_in_Organizations.pdf
In this essay, there will be a focus on the various aspects of team chemistry. There many areas that must be observed when discussing this subject. Firstly, there will be a detailed look at my personal definition of what team chemistry is to me. Secondly, an elaboration on the importance team chemistry is to me while I’m coaching. Thirdly, I will look at some of the systems and methods that are used to help the team flourish on an individual level and well as a team. The next
Northouse, P. (2010). Leadership: Theory and practice (5th ed.). Thousand Oaks, CA: Sage Publications, Inc.
The Army spends a great deal of time making followers into leaders and leaders into followers by utilizing several levels of training throughout their military career. This training allows a Soldier to perfect the knowledge and skills required to be an effective leader in every aspect of their job. ...
From looking at what makes up a team player, it is easy to see what a team player is not. To be a team player, one cannot be selfish or need recognition for one’s individual accomplishments. In not being selfish, a team player will always put the needs of others ahead of his/her own needs. Therefore, not needing recognition for one’s accomplishments is the strong point of the team player; he/she only expresses pleasure when the team as a whole is successful.
In conclusion, we feel as if we built trust in our team. Seeing as how we’re leaders in our own way, we each created a culture of trust among ourselves. Once we got to know each other personally and shared some personal information about ourselves, our families, hobbies, and other interests, that’s when we started to develop a bond and all the trust built up between us. And this paper assessed our group’s 3-5 major strengths and weaknesses and what successful strategies we hope to add to our team to build a more effective team in the future. Thank you for reading.
For the last year, my sports department in my high school decided to make me the Coach of sport’s team. As an athlete’s leader it was a good opportunity for me to show my leadership skills, talent, intelligence, enthusiasm, self-efficacy and conscientiousness. Being a coach of my team, I had recognized my responsibilities to motivate the team members. Give them full support and direction to attain the team’s goal. I also tried to help my team members to energize their capabilities and
A team becomes more than just a group of people when a strong sense of mutual commitment is involved into making a strong successful team, therefore generating performance greater than the sum of the performance of its individual members.
The collection of ideas, knowledge, and experience of different individuals is better than that of only one person. From problem-solving to innovation, organizations have relied on the high-performances of groups and teams to set the organization apart from the rest. Having a common goal will make each team member accountable for the success and failure of the team. Since each team member is accountable to the team, each member's behavior will have an effect on the team. To belong to a team requires that each member be clear on the goals and objectives of the team-to share a common vision. (Park, 2005) By doing so, a group can become a high-performance team.
A shared goal has a major impact on the success of a team. For such a common goal or vision to be understood and sustained, interdependence and mutual understanding must be developed. For this to happen, there must be support of the team must be present. Trust must be present and must be recognized (Loo & Loewen, 2003).
Know your role and the team’s goals. Be aware of your strengths and weaknesses and what you can contribute to the team.
The work community has several members, it is vital that these individuals act as a group, so that the common goal was achieved. This section describes the team, the team's importance, team building and why before-mentioned issues are important. This section also takes place through the cases and at the end of the self-evaluation.