Team Leadership Paper free essay sample

Entering into a new market segment will be a particularly challenging project to implement into our current structure. Many factors will need to become more apparent when we attempt to initialize a set plan that suits not only the strategical needs of the organization but those of the employee’s involved. Instructing my team to use initiative and putting such faith in my individual members will be crucial for executing within a designated time frame so we can be ready for our new department to take off on its own. Each and every person involved within our new departmental team will be evaluated and then properly utilized in the implementation of the agreed upon plan. Understanding the way that my team thinks and the way they demonstrate such thoughts into positive outcomes will be of the essence. I had each of them take a Jungian Assessment which can assist me in regulating what role they should identify themselves with and then to adapt to that role according to the situation in question (Human Metrics, 2013). We will write a custom essay sample on Team Leadership Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page My first team member is Latish Jenkins; she applies herself constantly in expressing her ideas and recommendations to complete assigned projects. It was determined that Latish is very organized, compulsive, private, trustworthy and practical. The assessment related those traits to a career as an office manager, accountant, business manager, tax agent and public servant. Latish would be most effective in the implementer role in constructing daily work plans and helping to ensure that those plans are effective in meeting our departmental goals (Merchant, 2014). Only negative affect I can foresee from this role is that if changes do have to be made then it may take more time for her to adapt to these changes due to her personality traits. The next member we will need to evaluate is Adegboyega, he is well liked by his members to produce an above quality experience for all who interact within the team or cross functionally across different departments. It was determined that Adegboyega is realistic, logical, analytical, decisive and has a natural head for business or mechanics. The assessment related those traits to a career as a corporate executive, medical technologist, curator, health-care administrator, teacher and dentist. Adegboyega would be most effective in the monitor-evaluator role where he would apply his critical thinking skills to assist in our decision making abilities that will secure a positive outcome (Merchant, 2014). Only negative affect this might have in our plans is slowing down our pace to efficiently conduct our plans in a timely manner. Our third member will be Richard; he has great knowledge on what we need to do as a team to accomplish certain goals without exhausting all of our resources. From the assessment it was determined that Richard is outgoing, unconventional and spontaneous. Richard would be most effective in the shaper role where he would bring a positive attitude towards all employee engagement and possess exceptional communication skills that will accommodate to motivating other employee’s (Merchant, 2014). Only negative affect this might have is that Richard may not contribute as much towards the productivity we are trying to attain. This could cause conflict among others even though Richard is still playing an important role in keeping everyone upbeat and enthused. I myself also took the assessment to evaluate where I could use improvement and just determine how I fit within my team. The assessment determined that I am people-oriented, creative and highly optimistic. I would be most effective in the coordinator role where I would listen to my entire team member’s in their opinions, ideas, problems and concerns. I would guide the activities of my team members and delegate the duties of what must be accomplished to be the best in class (Merchant, 2014). Negative effects that could come with this role is becoming too manipulative in directing my team, which could cause members to become futile. A process for culture change The process described below has been applied successfully in a number of organizations to bring about culture change (Thornbury, 2003). At a very high level, it consists of three phases: 1. The first phase is about establishing the starting point: fully understanding the existing culture of the organization. 2. The second phase is to do with setting the parameters for the culture to which the organization wishes to move. 3. The third phase is the ongoing process of organization development that supports the new culture and makes it a reality. If we can acknowledge that our current culture is ineffective we can modify the vision in which we as an organization can adequately relate to this particular market segment. Organizational or corporate culture covers many facets of organizational life, such as management styles, appraisals, rewards, and communication styles used by employees. If we can adjust too many varying styles of management, which includes myself, I believe that our control over this new market will be so strong that many competitors will attempt to become strategic partners. If this does evolve into new business partnerships then our leading edge towards new and improved innovation will be the benchmark for other corporations to follow. Not only will we be a leader in our distinct business sector but we will be the foundation for others to follow. There are many leadership theories that we can use to approach certain individuals and situations depending on what constraints we must overcome to efficiently and effectively manage. The Path-Goal model is a leadership theory that says the leader’s job is to assist followers in attaining their goals and to provide direction or support needed to ensure that their goals are compatible with the goals of the group or organization (Robbins Coulter, 2012). Most of my current team members believe in goal attainment for themselves, the team and the organizational as a whole. As the leader I must adjust to the environment and follow four behaviors that must be adapted to the certain situations (Robbins Coulter, 2012). Directive leader: Lets subordinates know what’s expected of them, schedules work to be done, and gives specific guidance on how to accomplish tasks. Supportive leader: Shows concern for the needs of followers and is friendly. Participative leader: Consults with group members and uses their suggestions before making a decision. Achievement oriented leader: Sets challenging goals and expects followers to perform at their highest level. If these behaviors are upheld with the highest respect for the individual, team and the organization then there will be no error that can’t be resolved. The decision made on what behavior to apply is crucial and can produce flaws with the system if done incorrectly. Say for instance you are being more directive towards an individual team member when they are seeking for more support. It will make that employee believe that you don’t care about their needs and may become hostile towards myself, the team and the organization. Through our continued efforts to support each other in accomplishing not only our individual goals but those of the company also, we will build relationships that can produce some of the most productive results that will thrive throughout the organization. With my own insistent attempts to being the most creative leader that I can be, with the strong team that I have will only continue to prosper. There will always be room for error but when we do come across such errors we will make sure to use those as an educational tool to properly adjust and then lead the way for continued success.