Leadership is a proactive process where one creates an inspiring vision of the future while motivating and inspiring other people to engage in that vision hence creating a team. A successful team therefore would be a team that not only operates with a high degree of interdependence but also shares authority and responsibility by being accountable for the collective performance and effectively working towards a common goal and shared rewards. Empowering teams to independently shape group tasks and processes while at the same time generating knowledge by exploring innovation will definitely be a key factor that makes an effective team. This essay will discuss the steps necessary to create more successful teams at various levels within an organization.1) What are important factors to consider when leading teams within the various levels of the organization
Important factors that should be put into consideration while leading teams within the various levels of an organization include team cohesiveness, efficient communication, team diversity and role identity. Team cohesion will affect the extent to which members get along with each other while effective communication is crucial in order to understand the scope of a goal and agree upon the channels to reach the goal. Teams with highly diverse members are likely to have more instances of creativity, ingenuity, and resourceful productivity hence contributing to a team’s success. Role identity will mean that a team is able to recognize the individual potential in each member and identify the roles best suited for that member hence developing subject matter experts. This will create a wide range of capabilities necessary to achieve a goal and at the end make the team a success (Wellington, 2012).
2) What factors are important to consider when leading teams at the executive level
At the executive level, merely sitting around the table will not necessarily mean an effective executive team. Therefore key factors that will ensure an effective executive team include the composition of the team which should be a mix of skills and experience that will influence the teams’ ability to effectively work. That means that the extent to which members will share common principles and perspectives will considerably influence their interactions. Similarly, the structure of the team including the chief executives decision regarding the team membership, its size, goals, specific formal roles on the team and the nature of collective rewards has an impact on the teams’ effectiveness. An important aspect to note is the succession method. An executive team created as part of a succession situation will most likely affect the members’ perceptions about how their performance and conduct might influence their prospects for promotion.
3) What aspects are essential in identifying appropriate members for teams and ensuring the teams are successfully launched
It is important to select team members who are motivated enough to demonstrate their skills. Each member should not only have interest in the overall objective but also be answerable for their own performance in relations to the general teams’ performance. Similarly, a team with diverse knowledge and skills will ensure that the team is well rounded and capable of dealing with any unique task that may avail itself. It is crucial to determine the roles of each individual member and how each of their roles relates to each other and the general objective of the team. This will emphasize on the integral role each member plays in fulfilling the general goal of the team (Wellington, 2012).
4) What factors are important to ongoing team dynamics Describe guidelines to evaluate the function and productivity of teams.
Some factors that are important to ongoing team dynamics include the teams’ purpose which should be made clear to all members. Diversity of team members are factors that may influence team dynamics because people have different experiences, communication skills and behavioral characteristics. Integrating all this may influence how the team operates. Teams resources that include money, equipment technology and information authority affects how a team operates. Without such resources a team may not be as effective as it should be. Conducive physical working environment also plays a great role ion team dynamics, Work spaces should therefore be built to focus on both work safety and positive team dynamics (Franz, 2012). .
Guidelines to evaluate the function and productivity of a team will ensure optimal productivity by setting appropriate expectations. Regular performance reviews can be conducted to ensure job-specific competencies. This will also ensure that each team member has the knowledge, skills and experience to perform optimally. A leadership competency model can also be established to asses each team members personal level of effectiveness, make strategic decisions and willingness to mentor and couch others. A poll can also be taken on a regular basis to determine the morale of the team members. From their feedback it will be possible to tell whether the team members feel overworked or disengaged in any way.
5) As a leader, how would you empower your teams through compassion to honor diversity and support equality for all members as they work toward a common goal
As a leader, I would empower my teams through compassion by ensuring positive relations among all members. Good quality relationship built on respect and trust brings out the fundamental principles of trust, respect, integrity, honesty, fairness, equality justice and compassion which are important determinants of organizational success (Zhu, Trevino & Zheng, 2016).
Finally, I will embrace the act of service by adopting the servant leadership. This is because it is through our willingness to serve others that we release a combined energy and potentials that would be of benefit in achieving the team goals.
References
Franz, T. M. (2012). Group Dynamics and Team Interventions : Understanding and Improving Team Performance. Malden, MA: Wiley-Blackwell.
Wellington, P. (2012). Managing Successful Teams. Philadelphia, PA: Kogan Page.
Zhu, W., Trevino, L. K., & Zheng, X. (2016). Ethical Leaders and Their Followers: The Transmission of Moral Identity and Moral Attentiveness. Business Ethics Quarterly, 26(1), 95-115. Doi:10.1017/beq.2016.11
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