Paychex Reflection

-Create an environment where team members can identify and solve problems on their own, delegating real power and responsibility - Demonstrate and articulate the values of the organization -Look for ways to use staff's interests and strengths in directly supporting people - Share decision making

Team development often requires organisational change and some staff are fearful of change and worried about working with people they do not know. Personality clashes sometimes may become issues. It is important when developing teams to recruit staff with the relevant skills and expertise required and new team members should be inducted in a way that they understand the team working principles and what their roles are so they

A working relationship based on trust, respect and professionalism will enable all members to feel part of a “team” all members should be given the information and any resources necessary to make sure that they can “fulfill” their role . Where there are difficulties these should be identified as soon

Respect and values work of others: When someone doesn’t feel that they fit in their workplace it can make other around them feel quite down as their can pick up a negative vibe, however if everyone just values and appreciates everyone and speaks nicely then everyone will interact perfectly fine and everyone will be feeling a lot happier, everyone should feel comfortable with each other because then everyone will be smooth running and the care will be delivered at a good pace and care. Making clear decision: Every team member who may be involved in something should always feel that they have the right to voice their opinion, however if there is an individual there who doesn’t feel involved enough to say something then their will need to be an agreed procedure to maintain the relationships between everyone and to keep everyone’s moods positive and try to get everyone to participate. Identify skills and approaches needed for resolving

Strong leadership is needed during times of change. For the proposed change to be successful, a clear vision of the proposed change needs to be

Thank you for taking the time from your schedule to interview me earlier today for consideration of employment with District 27 as a Probation Officer. I enjoyed meeting with you and Mr. Jason M.. It was very kind of you to make an adjustment in the interview schedule so I would not have to rush. Please know that I am very grateful for your thoughtfulness. I remain very interested in fulfilling the position and am certain I would be a great asset to the team.

It was a pleasure meeting you in person. I enjoyed speaking with you, meeting other members of the staff, and the opportunity to learn more about this position. I am very interested in this position as the job seems to be an excellent match for my skills and interests.

To overcome these two challenges I had to sell the team on my vision while listening to their ideas. As a team leader, I can assert that achieving my goals is paramount. Yet this doesn’t denote that I would extensively pursue my goals or blindly follow my objectives at all costs. For that reason, I was open to their opinions no matter how different theirs may be from mine. I am proud to say that the outcome of this stage exceeded my expectations; the team was more motivated and evolved from being a group of strangers to a united team with common goals.

You also must form a powerful coalition and create a vision for change. This begins with strong leadership and effective communication skills in order to communicate your vision. Another step in the process is to remove obstacle or barriers that may block or prevent change from happening. You must also motivate the team along the way by creating short term goals, building on change and anchoring the changes in corporate culture. Kotter put an emphasis on step one which is creating urgency for change. You must be convincing and open when presenting this change to your team to gain their support. It is important to give scenarios, show the benefits of making this change and the drawbacks of not making the change.

The area of team leadership attracts a lot of attention in the modern world because of the need to assemble and deploy diverse teams for the completion of projects. The future of many corporations relies more and more on the kind of team leadership they have for their projects. This paper explores a number of facets that constitute effective team leadership.

The authors were successful on this step by creating a valuable and diverse team that complimented each other, which was a necessity to ensure they had mixed points of views and opinions. Next, the team must create the approach they are going to take, and to be sure each team member has a clear understanding of the benefits for the future of everyone involved. This step was evident by the group meetings. Fourth, it is imperative for the team to demonstrate impeccable communication skills and the ability to influence others to comprehend the significance of the change (Kotter and Rathgeber 2006).

2: Build the guiding team – building a group of dedicated supporters to create necessity and desire for

In order to move forward and keep ahead, I believe an organization need change leaders who have capabilities to have their workforce go from change avoidance to change acceptance. “One of the most significant strengths of an effective leader is the ability to create a positive work climate where people are energized to do their best work, free of unnecessary distractions” (Cronkite, n.d.). During this part of the change process I feel the change leader would have better success if he would be tactful and harness the skills of others by working in a collaborative rather than hierarchical way. Leadership in an organization involves instilling motivation and enthusiasm in the employees. An effective leader knows how to manage and tackle difficult situations and people. Many reasons can cause a force of change in organizations but I feel it’s up to change leaders to manage these planned and unexpected changes. (Word count: 548)

Commitment and involvement- the team should be able to understand the goals and should be committed in achieving them

they must be committed to the teams success and they must be able to trust each person within