How to LeadHow to LeadObviously, even a leader of the most powerful country in the world has problems with leadership from time to time. Being in charge of any team, be it a work team or your child’s Cub Scout pack, can be a difficult job. That being said, how does the average person determine the means to becoming an effective leader?
Many businesses today believe in the philosophy of team building but are unable to define the role of team leader. “Generally speaking, if you lead people, manage tasks, and facilitate decisions, you will be on the right track.” (Cole, n.d.) I used to believe a team leader had to be charismatic, assertive and good at telling someone what to do and how to do it. I now believe that my perceptions of the term “leader” may have been a little off base.
I have discovered that an effective team leader is not a boss, but rather a coach, someone who guides and assists the team in achieving a desired outcome. In the article, Leadership vs. Management, authors Kumle and Kelly (2006) believe there are vital differences between a leader” and a “manager”. For instance, a leader gives team members the autonomy to make their own decisions, is there to assist in the communication process and keeps the team focused and on track. The leader believes in the individuals that make up the team and fosters a sense of trust between them.
Conversely, the manager believes the only way to achieve a goal is to control the team members. The manager is the boss who determines the team roles, hands out the assignments and is mainly concerned about the tasks, not about the team performing the tasks.
So, you finally received that promotion to supervisor and are wondering how to lead, rather than manage, your team. An effective leader works with the team instead of trying to control and intimidate them. Commit fully to the team and let each member know that his or her ideas and feedback is worthwhile. Challenge the team, allow them to determine their goals and take ownership of the project. Instead of discouraging conflict, assist the group in exploring and learning from conflict. Finally, instill trust in the team members. If a sense of trust prevails in the team, they will feel safe in their group environment and be more willing to take risks that will lead to a fruitful outcome. (Temme & Katzel, 1995).
Somewhere in these comments, we have to do something a little different. First, let’s acknowledge that there are a lot of important, life-changing decisions that have to be made by team members.
2. Make a clear vision for the project
The initial phase of the project is the vision.
What is the vision?
What do you make of it? Do you think it’s a good idea to go make some changes, or what would make a positive difference? What are your goals? Do you work with teams on new vision, ideas, or goals for the long-term? How do you define “new vision”?
What about the team? Do you think that members will trust you, or will be discouraged? What do you do about this?
3. Do not accept the outside world
As the project evolves, the team develops a sense of self, a self-esteem, and personal maturity, which is critical to the project decision making, so that the project becomes a reality for the team, as well as for the individual. It will not be easy or safe to achieve those goals with a team, especially when the team is in need of support for itself.
4. Support Team Values
Team values are values of mutual interest and mutual respect which can be important to the project in helping to get the project moving.
Who is responsible for them?
Do you give permission to the teammember to contribute?
Where do you see the goal line and where do you want the project to be headed?
What do you take on?
As an individual member of the project team, you are on your own as a team leader to develop a vision for the project. Your job is to create a vision, not to lead a team. Your goal is not to lead the team, but to protect the project from conflict.
5. Create a team environment that will foster good communication between the team, as well as teamwork
When a project team needs help, it needs an effective culture. Leaders should encourage communication as important than any other form of leadership: “It’s all about being positive and not being negative”, “You have so much to gain. You had a lot of work to do.” (Temme & Katzel,1995).
When the team members are feeling frustrated, they will often go to work or meet with a friend, talk about their day’s work, work, or have dinner together to talk or chat. The reason that these group meetings usually are more productive is because the meetings have a positive social atmosphere and people have to keep up appearances of good work (that is, meeting and giving encouragement to other members during the meeting). Also, members in meetings
Somewhere in these comments, we have to do something a little different. First, let’s acknowledge that there are a lot of important, life-changing decisions that have to be made by team members.
2. Make a clear vision for the project
The initial phase of the project is the vision.
What is the vision?
What do you make of it? Do you think it’s a good idea to go make some changes, or what would make a positive difference? What are your goals? Do you work with teams on new vision, ideas, or goals for the long-term? How do you define “new vision”?
What about the team? Do you think that members will trust you, or will be discouraged? What do you do about this?
3. Do not accept the outside world
As the project evolves, the team develops a sense of self, a self-esteem, and personal maturity, which is critical to the project decision making, so that the project becomes a reality for the team, as well as for the individual. It will not be easy or safe to achieve those goals with a team, especially when the team is in need of support for itself.
4. Support Team Values
Team values are values of mutual interest and mutual respect which can be important to the project in helping to get the project moving.
Who is responsible for them?
Do you give permission to the teammember to contribute?
Where do you see the goal line and where do you want the project to be headed?
What do you take on?
As an individual member of the project team, you are on your own as a team leader to develop a vision for the project. Your job is to create a vision, not to lead a team. Your goal is not to lead the team, but to protect the project from conflict.
5. Create a team environment that will foster good communication between the team, as well as teamwork
When a project team needs help, it needs an effective culture. Leaders should encourage communication as important than any other form of leadership: “It’s all about being positive and not being negative”, “You have so much to gain. You had a lot of work to do.” (Temme & Katzel,1995).
When the team members are feeling frustrated, they will often go to work or meet with a friend, talk about their day’s work, work, or have dinner together to talk or chat. The reason that these group meetings usually are more productive is because the meetings have a positive social atmosphere and people have to keep up appearances of good work (that is, meeting and giving encouragement to other members during the meeting). Also, members in meetings
If your team is having problems succeeding, return to the beginning and review your purpose; the goal that brought you together in the first place. If all the team members have a complete understanding of the desired outcome, they will have an easier time accomplishing