Mark Terns's Impact On Employees

Emotions of a leader are so important in this aspect of leadership. It is through emotions that the leader will be categorized as ‘toxic’ or

Only been in the company for 18 months and now an Engagement manager. Probably did not know his role completely.

A successful leader will be contagious within the organization. When you, the manager, are faced with change, whether it is changing a process or it is the higher management wants to lower their human capital, you are going to have to be the engine that drives your employees even if you are not involved in the decision making. Leaders must display strength and

Positive leadership is important for effective team performance. Everyone needs to work together and be focused by supporting each other to achieve shared goals. It is very important that each member of the team is clear on their roles and responsibilities. Staff should have respect and understanding for their manager. The manager needs to be aware of the skills and the weaknesses within the team and be able to provide support when necessary. Training and support improves staff performance and develops confidence and team spirit.

The team leader’s ability to manage and improve team performance will be limited by his or her own authority and ability to influence others. There may be restrictions in terms of organisational policy; there may be financial, resource, or time constraints, or team members themselves may be reluctant to participate and to accept change.

Leadership will certainly run into challenges if they are not aligned with a company core values and hold employees to that standard as well. Leading team is all about growth in the organization including professional growth with all employees. Any leader of an organization should be a servant leader and ensure that all employees are treated fairly and know they are important to the organization. Jim Blanchard, Jr. the leader of Synovus stated “Our culture is rooted in the notion that people are valuable and they are entitled dignity, respect and appreciation” (Hess & Cameron, 2006).

Depending on if Mark’s new job had any responsibilities that had other employees now reporting to him could become difficult as well. If Mark now had employees reporting and answering to him, they could decide to not listen to him, or follow his orders.

In today’s business environment, leadership is a major topic of discussion and concern. Having the right leaders in place could be the difference between a successful business and unequivocal failure. There are many different leadership styles that are proven to be effective and then there is the type of leadership that leads a business in the opposite direction. This type of leadership is known as toxic leadership. Research has shown there to be many defining characteristics of a toxic leader and there are identifiable signs that may be indicative of a toxic workplace. The effects of this type of leadership and the environment that it creates can be far-reaching. However, there are ways to assist individuals with protecting themselves from a toxic leader and the negative results of working in a toxic environment.

The Groups Dynamics of a team can be effected if the category of leadership is not in place. Leadership means “the activity of leading a group of people or an organization or the ability to do this.” In order to be a good leader you must have a strong value that you can give to your team. A good leader must have strong values to pass on to their team. At the top of the teams hierarchy is a leader, so that the leader can put input towards everything the team does, so that the team would be successful because the leader controls and guides the team.

One of the most important is that this supervisor’s employees were completely denied the opportunity to learn and grow. This definitely breeds resentment among the employees, as the entire staff begins to feel that shortness in opportunity is preventing them from moving forward professionally (Walker, 2002). Furthermore, a lack of learning and developing leads to low self-esteem, motivation, and moral. It was very obvious that the entire team felt this way, as they were not trusted to take on these situations. This, in turn, negatively affected the entire company, as talent was not being properly developed.

Interestingly, I read a book called the “Five dysfunctions of a team” by Patrick Lencioni. It is a leadership fable that tells the story of a team of executives that are not working as a team. They struggle with recognizing their true potential in themselves and their team members. The team also struggles with accepting responsibility and coming to any agreements resulting in negative morale that influence their subsequent departments in a negative way, as well. And what resonated with me is that behaviors, attitudes, and activities like this really happen in the culture of an organization. I saw evidence of each dysfunction in RHS from lack of trust, fear of conflict, lack of accountability, and inattention to results. (Lencione, 2010) You see as a teacher, the assumption is that your main focus is your students in your classroom nothing else matters because the things outside of those walls are things you can’t control. However, when you see things through the lens of a leader, certain activities, attitudes, and behaviors are not as controllable or seem right anymore. Therefore, upon that light, as principal you reach out to your leadership team for insight into the causes for the problem of practice and actions needed to

Leadership is about the interaction between the leader, the followers and the situation (Hughes, Ginnett and Curphy (2015, p. 15-26). If a given situation changes, the interaction between the leaders and followers can change dramatically. The leaders who understand well this interaction have a huge advantage because leaders are able to:

The impact of leadership style in the change process of an organization influences the performance; Leadership as stated by Martin, Liao and Campbell (2013) remains one of the most consequential contextual influencers of employee performance. Latson (2014) elucidated that some leaders may have the best intentions, but the impact will not be in alignment with the intension. But leadership trait is the ability to inspire, motivate and engage the followers to make the inspired vision happen beyond their normal capabilities (Mendez, Munoz & Munoz 2013). A change is the most frequent phenomenon of today's reality and a good understanding of how to manage the change process is very essential; Change is translation from one state into

Effective leaders clarify the path to help their followers achieve their goals and make the journey easier by reducing roadblocks and pitfalls. Research demonstrates that employee performance and satisfaction are positively influenced when the leader compensates for the shortcomings in either the employee or the work setting.

Schultz (2011) writes favorable outcomes result from shared collective leadership as a result of mutual inspiration between leaders and followers. This change in mindset from a focus on an individual leader to an emphasis on leadership affords organizations an atmosphere of shared accountability and distributed workload (Schultz, 2011). Other benefits of shared leadership include a team environment, intrinsically motivated staff, decreased job related stress and resultant absenteeism, and retention of knowledgeable members (Hlupic, 2016). Ironically, by giving away control in a shared leadership situation, a leader actually garners greater power and enjoys the profits of increased worker productivity (Hlupic, 2016).