{"id":290,"date":"2018-10-19T02:45:47","date_gmt":"2018-10-19T02:45:47","guid":{"rendered":"https:\/\/create.twu.ca\/layla11\/?p=290"},"modified":"2018-10-19T02:45:47","modified_gmt":"2018-10-19T02:45:47","slug":"response-to-hc1s-post-strategic-leadership-teams-hc1","status":"publish","type":"post","link":"https:\/\/create.twu.ca\/layla11\/2018\/10\/19\/response-to-hc1s-post-strategic-leadership-teams-hc1\/","title":{"rendered":"Response to HC1’s post “STRATEGIC LEADERSHIP TEAMS \u2013 HC1”"},"content":{"rendered":"

This is a response to Pierre’s post:\u00a0https:\/\/create.twu.ca\/pierreflorendo\/2018\/10\/16\/strategic-leadership-teams-hc1\/<\/a><\/p>\n

I believe Pierre did the right thing of using Strategic Team Review and Action Tool (STRAT; Hughes, Beatty, & Dinwoodie, 2014) to analyze the problems and learn from the former teamwork. It would be better to constantly use the STRAT tool for the new team as the STRAT is to “generate conversation among team members regarding what they do well and what they could do better” (Hughes, Beatty, & Dinwoodie, 2014, p. 228). Further, my understanding after reading the post is it is the team culture Pierre should focus on building. Besides the trust issue mentioned in the post, I also perceived the vulnerability among the inter-team relationship and teamwork. The team members with the past unpleasant experiences “felt ignored, suppressed, and disenfranchised” (Florendo, 2018, para 7). I think the team members are in the transition from the previous teamwork experiences to the new one. Hence, the transition is psychological, and it would be a danger for the team when conflicts are not well solved and team members feel like back to the old days (Bridges, 2009).<\/p>\n

With the shared direction, alignment, and commitment (DAC; Hughes et al., 2014), empowerment and genuine communication are indeed the best two ways for Pierre’s team to regain trust and create a healthy team culture. But considering the vulnerability as the potential risk hiding in the team, I would figure out an effective way or well-thought-out workflow to resolve conflict and minimize the harm to the team culture in advance. Being a strategic leader, we need to exert the conflict management skill and “use different points of view to stimulate information exchange and learning” (Galbraith, 2014, p. 92). We should tell the team conflicts can help the team grow and thrive. The team could learn from the conflicts and we can always help as “making the commitment to other people’s growth” is one of the most important traits of transformational servant leadership (Northouse, 2016).<\/p>\n

References<\/span><\/p>\n

Bridges, W. (2009). Managing Transitions: Making the Most of Change. Philadelphia, PA: De Capo Press.<\/p>\n

Florendo, P. (October 16, 2018).\u00a0Strategic leadership teams \u2013 HC1 (post 3.1) (health care). [web log comment]. Retrieved from\u00a0https:\/\/create.twu.ca\/pierreflorendo\/2018\/10\/16\/strategic-leadership-teams-hc1\/<\/p>\n

Galbraith, J. R. (2014).\u00a0Designing organizations: Strategy, structure, and process at the business unit and enterprise levels<\/em>.\u00a0San Francisco, CA:\u00a0Jossey-Bass.<\/p>\n

Hughes, R., Beatty, K. & Dinwoodie, D. (2014). Becoming a strategic leader: your role in your organization\u2019s enduring success<\/em>. San Francisco: Jossey-Bass.<\/p>\n

Northouse, P. G. (2016).\u00a0Leadership: Theory and practice<\/em>. Los Angeles, Calif: SAGE.<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

This is a response to Pierre’s post:\u00a0https:\/\/create.twu.ca\/pierreflorendo\/2018\/10\/16\/strategic-leadership-teams-hc1\/ I believe Pierre did the right thing of using Strategic Team Review and Action Tool (STRAT; Hughes, Beatty, & Dinwoodie, 2014) to analyze the problems and learn from the former teamwork. It would be better to constantly use the STRAT tool for the new team as the STRAT … <\/p>\n

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