CREATING A PLAN FOR POSITIVE INFLUENCE
In today’s rapid expanding business environment into international markets, the need for handling big projects has presented itself. One of the more common ways to address these large projects is by using teams and deploying teamwork. One definition of leadership is an organizational role that involves (1) establishing a clear vision, (2) sharing (communicating) that vision with others so that they will follow willingly, (3) providing the information, knowledge, and methods to realize that vision, and (4) coordinating and balancing the conflicting interests of all members or stakeholders. (Leadership, 2010) Effective teams have effective leaders who know how to spark the team members need for motivation to complete team goals, satisfaction in the team as a whole, and performance both individually and as a team.
When forming the team to take on a large project it is especially important to recognize that not all team members will be the same. One tool that is used to assess the team members initially would be a personality test, for example a DISC Assessment or other personality tool. These tools will allow the leader to know how each employee operates and how to motivate the team members individually. The team chosen for this project was given a DISC Assessment to assess each team member. The team members were assessed and it was found that two of the team members were in the Dominance style and two of the team members fell into the Steadiness style. In this case, the leader recognizes that the Dominance style persons will be fast decisive producers. The team members who fall under this style also tend to be efficient, structures, enjoy being busy, and are easily secured with control and leadership. Some weaknesses in this personality style are that they may impatient, insensitive, and can be critical when under stress. The team members who fall into the Steadiness category are good at listening, teamwork and follow through. The weaknesses for this category of people are they are slow to action, over sensitive, and can sometimes lack a global instability. When managers gain such an understanding, they are enabled to create a workplace environment that lends itself to motivation, satisfaction, and ultimately improved performance.
The team leader also had the team complete assessments in regards to their emotional intelligence, job involvement, diversity, and job satisfaction. In completing these surveys, the team lead was able to determine the team members’ attitudes towards their responsibilities. In relation to the big project the team is working on their attitudes will allow them to collaborate effectively. Managers have to be aware of work place attitudes and make changes according to the attitudes and/or atmosphere at work. “David Maister provided evidence that workplace attitudes affect a company’s financial success.” (Valadez, 2008) The leader has taken a proactive approach to organize the team to work on this new project. The team members were all scored around the same in these categories, which was a symbol that the team has similar belief systems in regards to their work ethics and their job involvement. Attitudes are the most important part of the team members’ performance. The attitude of each individual will affect his or her reactions to assignments.
The successful leader assesses the team and their skills and abilities they find creative ways to motivate the team and encourage them to perform at their best. The team leader will not have the foresight to prevent all problems but by proactively assessing the team’s strengths and weaknesses, they have an idea of which team member would be the best for each assignment. Regardless of the employee’s set of values, a leader should be aware of these values and create a plans and action for each individual employee to achieve their set of values in a designated period. The effective leader will talk about the value of each employee and the work they are expected to preform. They will recognize their team members, build camaraderie, and initiate and delegate work according to their strengths. This will be advantageous for completing the project and keep the team running smoothly.
Leadership. (2010). Retrieved January 09, 2010, from Business Dictionary: http://www.businessdictionary.com/definition/leadership.html
Valadez, R. M. (2008, November). Developing A Barometer at Work. Retrieved January 09, 2010, from http://gbr.pepperdine.edu/073/wpa.html