Leading and managing effective teams - Essay

Leading and managing effective teams
Essay

Leadership is all about the capabilities of the person to influence the thought of others
so that they follow them. The success of every company is majorly relied on the quality of
leaders and leading people is considered as one of the scientific methods. Thus, they are very
crucial for managing teams as well. The present report also deals with understanding varied
theories, methods as well as approaches of managing teams effectively. The paper will also
going to evaluate different tools along with methods of assessing and developing current and
future team requirements. Additionally, it will also focus on the balance of skills and
experience and best practices in both the areas. The final section of the report will include
reflection on how these techniques and approaches have shaped core values as ethical and
value based leader along with a summary of key points of all the sections of the report.
Once an organization is formed there is a requirement of group of people generally
referred as team for attaining the goals and objectives. Consequently, their management is
essential for better functioning. Earlier, different theories were being adopted by the
managers for managing and leading teams such as scientific management theory which pays
attention on offering incentives to the workers for increasing production (Boxall and Purcel,
2016). The other one was bureaucratic management theory which emphasized on hierarchical
management structure and division of labour. There were several flaws in these theories from
the source of motivation of team members and failed to increase the productivity and
efficiency. Considering the current business environment, organizations are required to
become more flexible as now they need to lead and manage multiple and virtual teams as
well. For achieving success and team effectiveness, different theories and models can be
adopted by the leaders and these are:
Rubin, Plovnick and Fry's GRPI model – The model is being anticipated in the year
1977 in which the acronym GRPI means goals, roles, processes and inter-personal
relationship. Four major sections are being reflected in this model which are essential for
managing effective team. The first and the foremost is goal. Each and every member of the
teams should know and understand their goals effectively (Armstrong, 2016). It is obligatory
on the part of managers to make sure that the goals are well-defined and clearly
communicating desired outcomes, priorities as well as expectations. The second element is
role, which implies that accountabilities of team members should be again well-defined and
must be approved by the leader. The third one is process. Leader should adopt decision
making processes which are clear and simple and work procedures should not be ambiguous.
As in the present time, most of the workers are working virtually, thus manager or leader
should focus on flexibility and trust to improve inter-personal relationships which is the
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fourth element of the model. Good communication will enhance relationship and motivation
within teams. This model is quite simple and consider great when a new team or multiple
teams are started. Furthermore, if this model is adopted by the leaders of present time then
they can resolve any issue encountered by them due to unknown cause.
The Hackman Model of Team Effectiveness – In the year 2002, Richard Hackman has
projected a team effectiveness model known as “The Hackman Model”. The model being
suggested by him includes five conditions that needs to be present for teams or individuals in
order to work with each other efficaciously (Beer, 2015). Moreover, the study of analytic
teams of Hackman in the United States of America intelligence community has confirmed the
soundness along with usefulness of these five situations and these are described underneath:
Existence of a real team than insignificant team – Each and every team which is effective
have some boundaries which clearly defines who will be a part of the team, who will be not,
who will be the independent members and so forth. The membership of each team member
also remains stable. The direction of the leader or manager should be compelling – This
signifies that leader should set clear, challenging and achievable goals and must be of
adequate importance as through this teams will be motivated to achieve more and work
together for the same. Structure should be empowering which tolerates teamwork – It is
crucial for the manager to develop such structure within an organization that does not
obstruct teamwork rather enable teams together. For instance, if only single person has to
make improvement of the work of twenty people then such type of structure is hampering the
effectiveness of team. Supportive context – Again, it is necessary that the manager should
develop a supportive background within the firm so that teams and individuals can work
efficiently (Compare business products, 2019). In other words, teams should receive
satisfactory knowledge, rewards, possessions, power, support and collaboration for
completing their work or task. Proficient leadership as well as coaching – a team will become
effective only if they get expert advice and coaching. A good mentor can support members
and individuals to resolve issues and problems. Consequently, both of these models are
effective for managing and leading teams particularly when teams are multiple and virtual.
In this altering business environment, each and every company along with their
employees are required to acclimate fast. It is obligatory on the part of the managers and
leaders to understand the type of skills, knowledge, experience and capabilities being needed
by the company to make alterations smoothly. Besides, they must also know what their team
already have and what competencies are lacking in them. On the basis of this, training as well
as seminars can be organized for filling the gap in the skills and experience. Here are some
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