Unit 5 Activity 2
There are three leadership decisions that a leader needs to make regarding team functioning: whether to monitor the team or intervene, is the intervention needed at the task level or relationship level, is the intervention needed internally or externally? (Northouse, 2016). If the leader decides to take action, they need to identify whether the action required is internal or external. Internal actions can further be divided into task related or relationship related. (Northouse, 2016; Rowe, Guerrero,2016) . As per them the internal task actions are taken to improve the team’s ability to improve task performance and get the job done. These internal actions are:
-Goal focusing.
-Right structure/structuring for results.
-Facilitating decision making.
-Training team members in tasks through development, education/seminars.
-Setting and maintaining standards.
The most important of these in terms of a group project are keeping the team focused, structuring of the team, training, and setting standards. Depending on how long a project takes to completion, it is vital for the success of the project that the team members stay focused on the ultimate goal. The team needs to be structured according to the task at hand, making sure the right people are designated the right job to maximize their potential. Roles of team members might change during the course of the project; the team leader needs to make sure that they receive the right kind of training in these situations. Team members also might need training in task skills as the project moves along. For the team to perform optimally, all team members have to be held to the same standards of punctuality and efficiency.
Internal relationship actions are those required to improved team members’ relationships (Northouse, 2016; Rowe, Guerrero,2016).
-Coaching team members on interpersonal skills.
-Encouraging collaboration.
-Managing conflict and power issues.
-Building / enhancing team commitment.
-Satisfying needs of individual team members.
-Modelling ethical and principled practices.
For the success of a group project, the most important relationship actions are coaching in interpersonal skills, managing conflict/power issues, and building team commitment. The leader could intervene if the team members dont seem to be getting along. The team members might need to be educated to consider each other’s opinions, and support each other. The leader should encourage team members to separate intellectual conflict from personal conflict. It is also important for the leader to promote by example in-group and out-of-group fairness.
External actions. These are actions a leader might need to take in order to protect the team and connect it to the external environment. (Northouse, 2016; Rowe, Guerrero,2016).
-Networking to form alliances and gain access to information.
-Advocating and representing the team to environment.
-Negotiating with senior management for recognition, support and resources.
-Protecting team members from environmental distractions/diversions.
-Accessing external indicators of team’s effectiveness.
-Providing team members with environmental information, to keep them educated about the changes in the environment.
An effective leader should introduce the team members to leadership out of the team. The leader also plays an important role in bringing to light the team’s success to superior leadership and help them get their due recognition. Team members feel appreciated if they are included in the bigger picture. If the leader feels that the team is not getting enough resources to accomplish their goal, the leader can advocate on their behalf.
References
Northouse, P. G. (2016). Leadership: Theory and Practice. Thousand Oaks, CA: SAGE.
Rowe, G.W., Guerrero, L. ( 2016). Cases in leadership. Thousand Oaks, CA: SAGE
Great integration of the various perspectives from these authors.
I’m wondering if you have ever given any thought to how you, as a leader, might create the conditions so a team can stay focused on the goal. You write: “Depending on how long a project takes to completion, it is vital for the success of the project that the team members stay focused on the ultimate goal.”
In transformative leadership theory, the focus on the goal is the central focus, and a transformative leader is one who helps team members achieve more than they thought possible because they so deeply believe in that goal.
Do you think this works as well with more short-term projects?
— Leadership Prof
Dr Penfold Navaro
Thanks for asking that question, it made me think in concrete terms as to how how I as a leader could create conditions for the team to stay focused. For long term projects , sometimes the team members ( and even team leaders ) risk getting too involved in the day to day of work, that they might need reorientation to the goal. I thing regular interactions with team members, sharing progress reports with them, positive reinforcement with carefully worded reminders of each member’s contribution towards the ultimate goal could all help . Asking for feedback from team members as to their progress rather than giving them goals, could also be a positive way of ensuring that they stay aware of the goal.
This approach could work for short term projects as well, but I don’t think it is as essential as it is for long term projects.