Team effectiveness and principled leadership

Teams comprise people who together, form a microcosm of an organization; they exist in the same or separate geographical locations and work to actualize an organizations’ objectives (Northouse, 2016, p. 363).

Put simply, the effectiveness of a team is the extent to which the team is able to actualize its objectives and ensure its members continue to work in harmony (Northouse, 2016, p. 368). Hence, the critical functions of team effectiveness as described by Northouse (2016), are team performance and team development.

For a team to stay effective, Hackman’s 2012 study (as cited in Northouse, 2016) asserts that there must be organizational support. Further, the team must exist and constitute the right persons; it should be bound by a compelling purpose, have norms that guide its conduct, and benefit from team-focussed coaching (Northouse, 2016, p. 368).

Corroborating Hackman’s 2012 study (as cited in Northouse, 2016), Larson & LaFasto’s 1989 study (as cited in Northouse, 2016) identified eight attributes which if all exist, could enhance team effectiveness. These attributes which embody those described in Hackman’s 2012 study (as cited in Northouse, 2016), are summarized as (a) a collaborative climate with external support and recognition, (b) clear and elevating goals pursued by competent team members, (c) unified commitment and a results-driven structure for achieving goals, and, (d) principled leadership that provides standards for excellence.

In my leadership context, I had the opportunity to lead the team that created the first “eat-out” only restaurant in my community. The members of this team were carefully chosen based on their expertise. In addition to providing material support, I and other supervisors routinely engaged with them and together, we formed a strong bond; the result was a success! I believe this exemplifies collaboration and individual competence; two of the attributes of an effective team adapted from Larson & LaFasto’s 1989 study (as cited in Northouse, 2016).

I conclude with a brief discussion about principled leadership (PL). PL defines how leadership should influence a team. It addresses four processes which affect a team’s effectiveness, they are cognition, motivational, affective and coordination (Northouse, 2016, p. 371). I personally applied coordination during the selection of the team earlier described. Specifically, we chose people with different skills who could also synergize. This synergy and the genuine passion displayed by the team, among others, helped in actualizing the team’s objective to create something unique for our community.

 

References

Northouse, P.G. (2016). Leadership: Theory and Practice. (7th ed.). SAGE Publications.