This week, you will continue to examine your team by using the concepts from the readings and lectures. Consider the following categories and answer the questions:
You might need to interview some team members to gather the answers. You should do some research to help you formulate the necessary action steps. If you are the leader of the team, you should ask members of the team to help you develop answers to the questions.
Week 2 project
South University – Online
If the leader is self-conscious, he would be aware of how he feels and how his emotions and behaviors affect those around him at all times. Being self-aware in a leadership role also entails having a clear understanding of your strengths and weaknesses, as well as acting with honesty. To improve self-awareness, the leader should, as much as possible, keep a journal Self-awareness is enhanced by keeping a journal (De Vries et al., 2010). You can increase your self-awareness by spending just a few minutes each day jotting down your thoughts.
The team handles their emotions by Learning more about what is going on in the world. People sometimes need to have their sentiments acknowledged. When you talk to them about the problem, they will most likely feel relieved. As a result, after an outburst, schedule a private meeting with your team (Goleman, 2021). This is your opportunity to get to the bottom of the situation. Begin by asking simple inquiries such as, "It appears that you have strong feelings about something – what is the source of those feelings?" Pay close attention to the answers and use your active listening abilities. People may feel frightened or believe they have failed. They can be concerned about their workload and think they won't be able to handle it.
Adjust to Emotional Changes Check in with your coworkers regularly to see how they're doing. It might be as short as five minutes after one-on-ones or team meetings. This does not have to be a set amount of time, and you are not obligated to reply to your team members' issues immediately (Guerrero, 2021). Give them a chance to speak up. When people refuse to speak, their body language might provide important information. A worried team member, for example, would clench her jaw. Slumped shoulders can indicate boredom or detachment, but quivering and twitching can show enthusiasm.
Emotional intelligence in this team is moderate as team members can give constructive feedback when interacting in the group and among the group members. Research shows that teams with high EQ and IQ have excellent communication, which leads to the necessary sharing and collaboration. If they are to progress and go forward together, teams must learn to give and receive feedback (De Vries et al., 2010). Engineers and operators are bright people with high IQs, but many need to work on their emotional intelligence to communicate more effectively. Teams with a high EQ will consistently outperform those with a low EQ since they can learn and accomplish more."
I feel this is an area the team leader should help team members to improve on as Early Symptoms of an Emotional Crisis to Look Out for It is impossible to dismiss a full-fledged emotional outburst. However, suppose you notice more subtle emotional behaviors, such as a team member who appears withdrawn or grumpy. In that case, it is advisable to keep a close eye on them rather than taking immediate action (De Vries et al., 2010). This may seem illogical. Even the most talented and professional people sometimes have "off days" irritable, preoccupied, or angry. People need to know that they can talk to you if they want, but they may not want to. People often want to "get to the end of the day" and "keep their heads down."
I would describe the leader communication style as persuasive as our leader inspires individuals to collaborate, achieve more than they ever imagined possible, strive for seemingly unattainable goals, and set personal interests aside (at least temporarily) in favor of a more significant communal aim (De Vries et al., 2010).
There are these two members in our group whose communication style is persuasive every time they interact with our group members. They utter a word of encouragement to other team members to do their best to achieve the goal of the group by the end of the group discussion. Leaders' communication styles affect members in different ways as the link between leadership style and communication extends to group communication structure (Guerrero, 2021). Democratic, participative, and transformational leadership styles promote a decentralized communications system in which each team member communicates with each other regularly.
The team members are driven by theory Y as leaders have a positive, upbeat attitude toward their staff and manage in a decentralized, interactive manner. This encourages the leader and his or her team to collaborate and trust one another more. When members of the team are given more responsibility, leaders encourage them to improve their skills and recommend changes. (Goleman, 2021). Performance appraisal are held on a regular basis, but they are used to promote open communication rather than to supervise members of the team, since they are in Theory X businesses.
As a leader, I have adopted democratic leadership, where team members make decisions without imposing their ideas. The action step I will take as a leader to enhance leadership style in my team includes Deciding what you want to achieve as a result of your efforts. Please make a list of the steps you'll need to take, and then stick to it. Set deadlines and prioritize projects. Set goals for yourself. Determine the required resources. Make a mental picture of your strategy. Keep an eye on things, assess them, and make changes as needed.
De Vries, R. E., Bakker-Pieper, A., & Oostenveld, W. (2010). Leadership= communication? The relations of leaders’ communication styles with leadership styles, knowledge sharing and leadership outcomes. Journal of business and psychology, 25(3), 367-380.
Goleman, D. (2021). Leadership: The power of emotional intelligence. More Than Sound LLC.
Guerrero, I. M. (2021). Predicting Objective Career Success: An Examination of Leadership and Proactive Personality.
Week 1 Project: Starting a Team
South University – Online
One of the key leadership skills that leaders ought to possess is to understand how to work effectively with other members to make positive changes. Ensuring operations run smoothly perhaps demands managerial skills as well as leadership skills to facilitate, oversee the group, promote team working, and manage conflict (Drew & Roggenhofer, 2016). When establishing a team to work on a specific project, it’s important to evaluate if the members selected are the most appropriate by considering if they can communicate transparently and frequently, will understand their goals, and work jointly to achieve them, when each member is allocated roles will play them excellently and skillfully, supportive and eager to share knowledge, insights, and news, and lastly, if given the role of a team leader, will they be patient, knowledgeable, and open to help every member. For the week 1 leadership project, I decided to form a group with other three members hoping to change our community for the better by coordinating a community-based organization to conserve the environment.
The team members and purpose of the team.
As identified earlier, the team will consist of four members who include the Chairman of the Global Community in my area, a lawyer specializing in environmental law, a religious leader, and I, we hope to make a difference in our community. The purpose of forming the group is to coordinate a community-based organization that will focus on empowering members of the community to conserve the environment by creating awareness on the importance of conserving the environment and different environmental laws.
My roles in the group.
We are already interacting with the team members whereby we meet two days a week to discuss the progress of the group objectives, I'm the overall coordinator and so I act as the leader since most of the other members are much preoccupied with personal matters. We shared the roles amongst ourselves and my role as far as this assignment is concerned is to research specific ways to empower members of the community and evaluate the expected benefits after implementing the plan. This is different from my previous roles of coordinating, planning, and heading meetings for groups, Pelton (2019) claim that the United Nations reported that between market between 2016 and 2030, over 470 million jobs will be needed to fill the gaps for new entrants into the labor market, one way of doing so is by empowering the communities and helping them establish projects that may create jobs.
I justified that before doing so, it will be important that the group first evaluate various community needs and opportunities for services by conducting a community assessment and involving and committing views of community members. I identified that the community may be empowered through training on how to conserve the environment sustainably through learning how to reduce paper waste, encourage more recycling, reusing and reducing, encourage the use of renewable resources of energy such as solar, wind, falling water energy, plant more trees, embrace cleaning up garbage, and participate in an energy audit for their community center.
Effective leadership characteristics
Landry (2018) argue that there is no single right way for a leader to effectively lead a team, but there are several similar characteristics that enable leaders to be successful. I hope to practice the following characters towards achieving the group objectives, first, influence other members by motivations and encourage them to share their opinions and utilize their views to make a change and show that their ideas are valuable. Second, practice transparency by being open about the organization’s goals and challenges, making it easier for colleagues and community members to understand their role and their contribution to the entire plan. Third, conveys a commitment to fairness by practicing value ethics and integrity to ensure all stakeholders feel safe.
After reviewing the seven habits by Stephen Covey, I noted that they are very essential tools to any leader in whatever position juts like Frase & Downey (1993) claim that the Seven habits teach leaders how to be highly effective and how to lead themselves. I hope to incorporate the Seven habits by Stephen Covey in different ways in my leadership. First, I hope to be valuing the importance of something and handle it with care at the right time to avoid rashness. Second, I hope to always focus on what matters most, for instance, concentrate on making sure the program runs smoothly and the community's needs are met. Third, be listening first to understand others before deciding on the most appropriate action. Fourth, practice the character of Sharpening the saw by gaining confidence, new skills, and strengthening my relationship with all stakeholders day after day. Fifth, begin with the end in mind by always setting and leading the goals to add value. Sixth, I hope to do what I desire now before reaching to a point of looking for someday to do the same. I will be proactive by thinking ahead of others and focusing on leading them to a bright future where members of the community will have realized the importance of conserving the environment. Lastly, I believe that the resonant leader style is the most appropriate style to use in this group because it embraces visions, coaching, affiliative, and democracy.
Drew, J., McCallum, B., & Roggenhofer, S. (2016). Journey to lean: making operational change stick. Springer.
Frase, L. E., & Downey, C. J. (1993). Book Review: The Seven Habits of Highly Effective People: Restoring the Character Ethic.
Pelton, J. (2019). UN Sustainable Development Goals for 2030. Handbook of Small Satellites: Technology, Design, Manufacture, Applications, Economics and Regulation, 1-30.
Running head: ANALYZING THE TEAM 1
ANALYZING THE TEAM 5
Analyzing the Team
South University- Online
Analyzing the Team
Value-based leadership is an administration hypothesis that worker and business conduct depends on the organization's expressed values. Values might differ; however, for the most part, they spin around the connection between the organization and its clients, representatives, society and the world. Many organizations use value-based leadership to move their representatives to make more professional, viable and useful organizations (Frost, 2014). We have seen that our group has gained ground over the most recent fourteen days and are expected to dissect the group, so we share many basic beliefs collectively. A portion of the guiding principle we share are validity, responsibility, believability, inspiration, and empathy. Imparting values to the group is extremely useful for leaders as we offer these convictions that help the group push ahead and succeed. Having everybody share similar values settles on it more straightforward to settle on choices collectively. Everybody has these in a group like us because specific individuals need to show responsibility and compassion to our work by conserving the environment. We leave the work designated to our colleagues, and the environment relies upon us. Also, when one has a dependent, it propels one to give a valiant effort.
After concentrating on group leaders utilizing what I know from emotional intelligence, the leader has to be extremely tough individuals. Under mindfulness, the pioneer shows both fearlessness and emotional mindfulness. The leader realizes how to peruse the feelings around her and use them to settle on her choices. She is additionally exceptionally acquainted with her capacities and the effect she has on individuals around her. With regards to self-administration, she is hopeful and versatile. Not every one of the spots we visited was similar, so she needed to adjust to the climate. She is truly adept at settling on her choices in a squint of an eye. Leaders likewise see useful things in each circumstance we face.
Leaders express compassion. I found out that when we strolled in the shoes of the individuals who helped us. She is likewise proficient in every one of the administrations that the group is responsible for. Relationship, the board leaders, are motivating. I don't think the leaders have any shortcomings in their emotional intelligence. Our group is viewed as a compassionate team as we work towards achieving a common goal. I don't think any of our colleagues have encountered negative feelings through this experience. We keep on keeping up with positive feelings since we realize we are helping the world. The main thing that the team needs to address is meeting time. The team should meet more regularly, which is more than one time per week. This should be accounted for and check whether there are more days in the week when everyone is free.
Power is dependably disseminated all through the group. For what reason isn't possible? Significantly, all individuals from our group feel empowered. The explanation is that the more grounded you have, the more you need to do. By going out and securing the environment, one can repeatedly carry out the tasks. When you help individuals, you feel great inside, which is a source of motivation and empowerment.. If one feels strong, the chain response will begin. Worldwide interest in ecological contemplations is engaging as the group perceives that it is doing internationally conspicuous something.
Persuasive correspondence can be characterized as the interaction by which individuals attempt to impact the convictions and practices of others. Persuasive correspondence regularly affects individuals who are imperative to one another. Guardians impact there youngsters, kids impact there folks, and companions impact one another. The most widely recognized kind of communication in our group is persuasive communication since it impacts one another. We impact each other through communication as well as impact each other through our activities. We as a whole pay attention to one another and get the air that somebody radiates. The leader is a convincing communicator. We as a whole have similar convictions as leaders. However, that doesn't keep them from impacting us. We as a whole go to gatherings one time each week. At these gatherings, we think of another arrangement for the following week. Everybody talks their musings, and before the finish of the gathering, we as a whole concur. Toward the finish of the gathering, we set the strategy in motion.
We as a whole cherished our work, and there were no contentions, so I think we have a genuine, very much well-organized group. The main thing we can do to develop our group further is to add more individuals to our group and get more thoughts on improving our environmental approaches. To have the option to think of it. Likewise, if we have gatherings one time per week and do various exercises related to climate protection in some measure one time each week, I figure we can improve. I think it is important to grow the group and proceed with the chain response with that in mind.
Frost, J. (2014). Values-based leadership. Industrial and commercial training.
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