How Can The New Team Leader Avoid The Problem Of The Previous Project Team?

In the case 7, the elected team leader, Christine, was worried that her group will not be able to do on the assigned project, since one member of the group did not fully complete the work (Schermerhorn, Osborn, Uhl-Bien, Hunt, 2012). In my opinion, Christine did not understand the team development stages very well, thus she lost the control over her group. According to Shermerhorn et al. (2012), there are 5 team development stages that each newly created team goes through: forming, storming norming, performing and adjourning. During the initial forming stage, members of the formed team are become acquainted with each other and discuss their strengths and weaknesses (Schermerhorn at al., 2012). In my opinion, Christine knew a little about her teammates, since she described Diane being a quiet, Janet reliable, Steve-business oriented and Mike as a clown (Shermerhorn et al., 2012). However, she did not recognize that Mike’s personality is different from the other group members and did not address this issue with anybody.

The Conscientiousness and Agreeableness traits have been proven to be good indicators of an individual’s team performance (Neuman & Wright, 1999). The combination of achievement-striving and consideration for others can contribute to a team’s success. I have always been a good team player and scored very high in Achievement (See Figure 4) and Altruism (See Figure 5). I am very cooperative and ambitious and I see myself as a team player who genuinely cares about the success of the group as well as the individuals.

Team members need to know that problems encountered can also be used as a teaching tool and their input is , damages for mistakes that have been made. Everyone makes mistake and staff need to feel that they won’t be punished, but if they are held accountable that the discipline be done quickly so they are not walking around with a feeling of impending doom. All staff at some point will have corrective action, but it needs to be fair and a teaching plan must be done.

The fourth step is to identify the root causes. In this case, the root cause of the problem appears to be the teammates inability to consistently attend practices. It is possible that his inability to attend practices is because of other commitments he made. The reason causal factors like frustration and a lack of trust seem to exist between teammates is because of consistent losses or lack of wins during games. The fifth and final step is to recommend and implement solutions that will also keep the problem from reoccurring.

There will always be different opinions and disageements with team members. The best way to deal with disagreements is to know what each team member role is, and to have a plan put in place to deal with any disagreements. The first metod would the four main stages of team development. Forming, Storming, Norming, and Performing. Later a fifth stage of Adjourning/Transforming can be added. The forming is the initial phase of team building, members are ambiguous about their roles, rules, norms, and expectations from them (Kumar, 2014). Also, the next step is, storming where members tend to get into competitiveness, defensiveness, protectiveness, and conflict over roles and personalities; members may become critical of the leader and of each other (Kumar, 2014). Also, in norming members get to know each other, agree on the norms, working styles and systems to follow (Kumar, 2014). In performing the teams works with positive and inspired attitude to accomplish their goals. Finally, in adjourning, after completion of the team tasks, members bring a sense of closure and a connection between members (Kumar, 2014). The second building method would be Mentoring and coaching skills are a must for leaders and managers. Furthermore, in

Have a one on one meeting with that specific team member to find solutions to move forward. Any team may have different points of view;

Analytical data includes different psychological aspects of a player’s mentality. Stopwatches record times, tape measures calculate distances and heights, plus video gives scouts and coaches a visual look at player performance. However, for all their usefulness, they do little more than categorize athletes based on a series of numbers.

In this assignment, the role of a team leader working in a care home environment will be described. Then, the effect of transformational leadership theory will be critically analysed and evaluated within the human services and care home setting, using a situation where working together with external agency/agencies support the welfare of a vulnerable group, highlight the challenges, ambiguities and gaps of theory. In the care home sector, a team leader works alongside the manager and their role offers direction and inspiration to others (Law & Glove, 2000). Furthermore, the job requires following organisational policies and procedures in carrying out duties which include supervising and monitoring a team of care, support workers to ensure

The obvious fact is that I am in total agreement with the result of Myers-Briggs Type Indicator exercise. The knowledge of different personality types helps in future groups’ interaction, as one turns to value and appreciate differences between people. This exercise will help in dealing with future group mates who would behaves oddly and succeed more in engaging group members offering different affections. The exercise has further consolidated my skills in tackling team assignment contributions more effectively by leveraging my noted personality shortcomings. Noting that my personality encompasses a persona of a quiet observer until a problem appears, setting

Now, when I reflect on and relate it to the course learning, I can understand why my third project team underperformed the way it did. In the first two teams, we knew each other personally. That was the foundation for the trust that existed between team members. This gave huge opportunities for healthy discussions concerning the issues faced by the team. But, that wasn’t the case with my third project team. We hardly knew each other and the group seldom spoke of anything other than work. Everyone in the team operated within their own personal boundaries and were highly concerned about finishing their individual work rather than achieving the team goal. This gave rise to a lack of trust. We never had any healthy discussions, and

Some teams didn’t have adequate directions from their managers. Team members were seeking help from others who were not on the team because they didn’t have faith or confidence in their managers. Every time there was a mistake the team spent time blaming each other instead of finding solutions to fix the issues they had. Team members seem to be at competition with each other. Everything seem to be a competition, especially for resources and training.

In 2014, I managed a team who was tasked to improve the overall performance of a newly implemented large application. The performance of the application was so degraded at the time, that the problem gained executive level visibility. As a project manager, I was tasked with the creation of a team to address the performance issues. My performance remediation team comprised of 10 members, all highly technical IT resources. Work was organized around specific problem areas, and resources were assigned to specific tasks. Within four months, my team achieved their goal, and the team was disbanded. To this day, I regard my performance remediation team as one of the most effective teams I ever worked with.

2. Hold a meeting among all team members and coaches to communicate honestly and openly in order to find and solve the problems especially

How would you ensure you have consulted with your team effectively and identified the necessary resources required?

Our team comprised of four members; Emily, Cileena, Chelsea and I. We were all delegated with an individual role each term and I was designated team leader for the first term for our group. I felt at the time that this role did not suit me as I am the type of person who is more on the shy side. In addition, the course had just begun so I was relatively unsure of how the course was handled which also affected my ability to serve as the team leader to the best of my capabilities. During the first term, our team responsibility was the evaluation team. We created a well planned and carefully executed evaluation rubric to assess each group’s performance. The start of this term was when the phases of group development initiated. The first stage of any group is forming (Harris and Sherblom, 2010, p. 58). At this time, we were all still getting to know each other and were uncertain upon one another