Leadership Styles Developed By Sogeti With The Team Park Implementation

In team leadership, the Hill Model is stated by Northouse (2016) as “to simplify and clarify the complex nature of team leadership and to aid leadership decision making for team leaders and members” (p. 366). This model has several key concepts and practices that this paper will look at and exploit the aspect of influence and processes that people in a groups or teams interact and the force within the group acting to unit all the members or leadership functions. Whether traditional leadership of teams or groups with a formal leader or a self-directed group with no specific leader all benefit from an shared leadership with the attention and focus of all members on the groups process dynamics. This is more so the case in virtual teams benefiting from shared leadership. Team-based structures in organizations have several positive characteristics and are capable of increasing production, allocation and use of resources, effective on making decisions and problem solving, increased quality and services as well as, fluent innovation and creativity, as listed by Parker (as cited in Northhouse, 2016, p. 364).

Because we did not begin with an assigned or designated leader, different types of power showed up in each person's leadership as a result of personalities and previous experience. The team roles were adopted informally by all the team members. The leadership role was not formally assigned so everyone just worked on their assigned asks. We trusted each other for completing the tasks. However, leaders emerged in the group as leading email discussion, leading face to face group discussion, or leading discussion on webct.

Agreement and consensus is largely formed among the team, who respond well to facilitation by leader. Roles and responsibilities are clear and accepted. Big decisions are made by group agreement. Smaller decisions may be delegated to individuals or small teams within group. Commitment and unity is strong. The team may engage in fun and social activities. The team discusses and develops its processes and working style. There is general respect for the leader and some of leadership is more shared by the team. The leader facilitates and enables.

Urban Meyer is the head coach for The Ohio State Buckeyes football team. He is 49 years old and was born in Toledo Ohio. He attended University of Cincinnati where he played football. Coach Meyer is married and has three children. Prior to coaching Ohio State he retired from coaching was working as a sports analyst for ESPN. Before retiring and working for ESPN, Coach Meyer was the head coach for the University of Florida. He led the Gators to two BCS championship wins and he held the highest percentages of wins for any active college football coach. (www.ohiostatebuckeyes.com).

Shared or collective leadership is best described as the leadership style that incorporates every team member as a leader. Leadership is claimed by the entire team not just individual managers. The decisions and who makes them is distributed and aligned between individuals and their respective areas of responsibility. This style of collective leadership is structured in a multi-directional and transparent manner within a flattened hierarchy. Direction, decisions, and communication is generated and dispersed within the team of leaders. With this style of leadership responsibility for the success of an organization or an idea is distributed amongst the leadership team.

I found it scary to think and yet very true when Gandolfi and Stone (2016) discussed in a rather recent article that leadership is so crucial that not only can organization or communities suffer from poor leadership but also even our society as a whole can experience a huge negative impact. The importance of leadership in an organizational setting is to motivate individuals to complete a common goal. There are several leadership styles and it is a good idea that we view various models in order for leaders to get a better understanding how to involve those working alongside other colleagues thus allowing everyone to move forward together and accomplish set goals for an institution (Volckmann, 2012). A few examples include, Behavioral Approach, Path-Goal, and, Situational and thinking

Groups are dynamic in nature and are characterized by energy and vitality and growth and development (Carron & Eys, 2012). Although all teams are regarded as groups, not all groups can be regarded as teams (Franz, 2012). In this sense, team cohesion can be defined as special ingredients that change a collection of people into a team. This happens after the members have understood the dynamic of that team. Then the team members begin to interact with one another during the forming stage. Immediately after the process has been defined, the team members cease to intermingle with external entities in the same way as before and the team starts to become an entity in itself (Cox R.H., 2007).

Leadership style in the organization is complex since it is a large department and can be often misinterpreted through many channels. However, leadership style is important to an organization because it existence, non-existence and methods influence employees behavior and work (Dunn, 2015). Barbara Garcia and the executive team leadership style centers on democratic uniformity. Staff members are reminded that the SFDPH’s goal is to unite every staff in the health department to stand together and work together to resolved issues. It is frequently stated as a department with “one voice”, meaning everyone will go through the same channels to report issues or request for resources and make sure everyone knows the provided information is correct

The Hill Model for Team Leadership theory is broken down into subdivisions: leadership decisions, internal leadership actions (task and relational), external leadership actions (environmental), and team effectiveness (Northouse, 2016,). One key concept is development (team maintenance). Effective leader uses team maintenance to build team effectiveness, internally. For instance, creating team effectiveness includes ?foresting collaborating and building commitment and esprit de corps? (Northouse, 2016, p.378). Foresting collaboration is when a team has creative ideas, opinions, and cooperation.

Working in teams is considered to be a large part of the American culture. Marvin Weisbord, a well-regarded author and development expert said, “Teamwork is the quintessential contradiction of a society grounded in individual achievement” (1982). People are more successful when they collaborate and work together, which produces a strong team working together towards a common goal. A great part to having a strong leadership competency is to build and lead an organizational culture with a strong team. For teams to be effective, they must successfully perform both task work and teamwork which is done by capitalizing on the plethora of talents, skills, knowledge, and personalities that you find across the various members of your

This program is designed for all the Team Leaders both recently enrolled and other who have been supervisors before. The purpose of the program is to sensitize them towards team work and the importance of sharing information and maintaining and open communication with other leaders to get feedback and enrich other teams. The course is based on the supposition that all leaders are new to their positions and will give them

Research indicates that there are a number of approaches to assessing ones leadership styles. One study (Malik, 2012) of the Relationships between Leaders Behaviors and Subordinate Job Expectations reveals that the leader’s role is to ensure that they provide guidance and support while demonstrating behavior that is motivated by inspiring followers to work diligently to achieve organizational goals that were carefully outlined to facilitate success. Therefore, the purpose of this research was to teach leaders more about the path-way leadership style in addition to exposing the conduct and character of leaders while investigating situational contingencies that transform those behaviors.

Being involved with organizations and teams are a valuable aspect of the human experience, to enrich who we are, but also to teach us valuable leadership lessons. Often there is an accompanying hierarchy of which the leadership is divided, but the main aspect of successful teams is the importance of each person doing their part to keep the whole team moving forward. Like a finished puzzle, each person adds something resulting in a full picture. When a team or organization works together gracefully, the possibilities are endless because of the potential a well working team provides. But as most things, teams aren’t always perfect, and as a result many improvements could be made.

Team-based organizations have proliferated because of their ability to improve organizational performance, increase efficiency, and enhance customer satisfaction (Miller, n.d.). However, a team-based approach undoubtedly affects the dynamics within an organization. For example, it alters how employees perform their jobs. Additionally, it changes the conventional view of leadership because different leadership approaches are necessary once organizations flatten their hierarchy structure (Morgeson, DeRue, & Karam, 2010). Nevertheless, effective leadership is essential for team-based organizations. Without competent leadership, team-based organizations would erupt with chaos. This essay will explore the

The idea to succeed can only go so far, it is the paths chosen that can make the end result a success, or a failure. We all want to succeed, but as a leader you have to determine what approach to make. Shall I take on this idea alone, or should I create a group to assist me, whatever it takes to succeed, right? Some ideas can be accomplished by an individual alone, but usually bigger ideas need a team to see it through. Working in a team environment can have its drawbacks, but it also has many benefits. In this paper I am going to provide research to support the setbacks and benefits of both the individual environment and the team environment. I found that what an individual may lack is a team’s gain, vice versa. The important result is the success achieved by either a team, or an individual.