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In order to effectively lead and build a successful evolving team requires that you “think outside the box,” and equip yourself to find new ways to lead your team. It may require a scenery change from time to time, leadership training classes, trust exercises, or a fun day to restore enthusiasm and satisfaction back into the team. However, leaders must retain a special set of leadership skills, patience, and tolerance. (Kreitner & Kinicki, 2013). My advice would be for Laszio Bock to take into account every team member's abilities and talents and centralize the operations around factoring in new innovative ways to bring greater impact for the organization. I would suggest bringing out more innovative practices such as introducing team building activities, whether monthly or weekly. This would help promote more trust among one another, better effective communication, and clear goals and purpose of the team. Additionally, I would also ensure that each group was properly trained on how to handle the some of tasks of the other areas within the organization. So in doing this, Laszio would need to ensure that everyone was properly equipped with the necessary tools to carry out the job. On top of that, …show more content…
maybe Laszio could appoint team leads to give weekly reports on the status of the what is being done and completed throughout the groups for the greater good of the organization. According to the Attend Unit 5, I would initiate to develop a team charter.
A team charter is defined as, “An agreement among members about how the team will operate and how it will achieve its goals” (Bethel University, n.d.). It is very critical that teams create a charter to ensure the team’s effectiveness. Also, the charter would help establish and clarify clearly defined rules, goals, and purpose. Additionally team charters help promote adaptability and create norms for the team. Furthermore, I think it would be very beneficial for Laszio to create one especially while leading a cross-functional team. Moreover to ensure success of the team, Laszio needs to instill trust, dependability, open communication, and proper recognition among the team
members.
There have been countless books, lectures, and and trainings, and retreats constructed around the idea of cultivating leadership in an individual. However, cultivating individuals’ ability to follow great leadership has received far less attention. Who are these people leading if each person within an organization is being trained to be a leader? The word follower has negative connotations, evoking the images of a weak, uncreative, milquetoast personality. However, Jimmy Collins, in his book, “Creative Followership: In the Shadow of Greatness”, suggests that the ability to be led brings as much creativity, consciousness, and indeed leadership to an organization or team as the leader himself.
Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.
teams were formed to review all areas of an organization to include the planning, leadership
“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 ... ...
“A manager manages using authority-or the right to get others to do things by virtue of their positional power. While a leader leads through the ability to influence other people to do things using a certain degree of personal power or charisma” (McLean, 2005, p. 16). By definition, leadership is about influence. Therefore, it is impossible to discuss the theme of leadership without including followers or to try to explain the idea of team building without explaining the influence of a leader. While each concept is unique, both have a direct affect on the other. A leader is not a leader without someone following him or her and a team will always develop a leader whether indirectly or directly appointed. However, leadership and team building are much like the preverbal chicken and egg; and many theories have developed over several years trying to explain the influence on each other and the successful development of teams and leaders.
In generally, I want to possess a leisure leadership, which empower members to express their ideas and use their creativity to accomplish their tasks. In addition, I would like to listen to members’ ideas and make final decisions after comparing and evaluating their ideas; therefore, if I was a leader, I would encourage diversity and innovation of my members. In order to an effective leader, I still have to develop various skills such as collaboration skill, communication skill, and task-taking skill. First, to become a good leader, I should motivate the cooperation of among my members and continually request feedbacks from my members about their collaboration to make them feel like they are contributor of our team’s success. Second, I should develop effective communication skill to clearly explain the mission and policies of our team to my members to help behave properly. Third, I also need to develop risk-taking skill, which not only means that I should have confident and courage to take risks, but also means I should have problem solving skills to comply with risks and challenges.
“Good leaders develop ideas. Great leaders develop people. The best leaders develop new leaders”, these are the words that were quoted by one of my teachers in high school who influenced and taught me some of the essential lessons in regards with being a good and effective leader. I always remember this saying every time I am working in a group or if I am given a task to lead a team. I’ve been involved in a lot of group activities in the past wherein I’ve witnessed a lot of group relationship that inspired me as well as taught me of the do’s and don’ts when it comes to leading people and getting along with your groupmates. Based from these practical learning experiences, I believe that I still have a lot of things that I need to learn and skills
Seven tasks must be included in consideration of team dynamics and structure. The first of which is defining the goal, mission or function of a specific team. The team must know what it is being asked to accomplish. The second area of consideration is assessing what skills, abilities, knowledge or potential to acquire such would be needed amongst selected team members. Identification of potential team members should include an assessment of the skills, knowledge and abilities or the potential to acquire such so that ultimately the team has the building blocks with which to succeed in its mission, goal or function. This assessment must include an understanding of realistic potential contributions by potential team members with the included assessment of whether or not the acquisition of skills and knowledge can be made available through research and analysis.
To start off on the right path, the team must understand what they are working towards. They must be committed to work hard in order to accomplish their goals. Each member should have expectations from everyone and themselves as part of the team.
A team's weak cohesion will result in poor performance that may prevent the team from reaching its goals. Individual team members must forget their arrogance and take their roles and responsibilities seriously. Managers, trainers and leaders must make a significant contribution to making the team come together. First of all the leader has to choose the right
To inspire and influence others, a leader must have many skills and abilities. As motivational speaker Jim Rohn, states, “ the challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly.” (2010) Moving an entire group of individuals toward a singular goal is a considerable undertaking. Without effective communication skills and a clear vision of what needs to be accomplished, one will feel like they are trying to herd cats rather than leading.
My goal as a new manager to develop team effectiveness within a new team is to try to get the team to be an effective as possible. When developing my new team I would seek out the factors that may affect team effectiveness, which are team composition, team structure, and team processes. Team composition entails who the members of the team are and what skills, abilities, and knowledge each member brings to the team. Some of the decision I will have to make for the team composition will be based on diversity, personality, team orientation and the size of my team. Exploring the differences in beliefs among my team members will help better my team performance. The personalities of team members affect the team 's composition
My involvement in the Learning Team environment at the University has been a great learning experience. When we were assigned teams at the end of the first week, I did not really know what to expect. I have worked on teams numerous times in my career, both in the professional and private sectors. The teams I have worked on have always been to either produce a product or improve a process. Learning has always been a part of these teams, but I have never been on a team whose specific purpose was centered on learning.
An individual’s contribution towards teamwork is a hidden factor towards high performance that not many people understand until they have had significant experience working with various teams. While interdependence amongst all team members is something people are familiar with, one tends to undermine the necessity and intensity of individual contributions. Hearing Professor Hutchinson’s lecture he made me realize that there is an “I” in team which motivated me further to improve my individual performance on the team (“Building Effective Teams”). Our first team deliverable was the Team Contract which encompassed all our goals, expectations and formal rules that would govern our team’s performance. After delivering our team contract, every team member had a clear understanding as to how our team would function. We had a common goal and very organic values and ideas.
To properly access teamwork one would need to know the definition of a team. People tend to use the terms group and team as synonyms. Do you have a team or just a group? It is known fact that all teams are groups, but not all groups are teams. All great leaders want to evolve a group into a team to gain the benefits of teamwork and to be a considerate productive in an organizational culture. Within this case study, leadership is tasked with implementing a new process to improving customer service within the Organization, by helping resolve a list of negative issues that are infecting the teamwork. In 1965, Bruce W. Tuckman created five steps to assist with developing a group into a team. Tuckman proposed a four-stage map of group evolution,