Leading Teams in Health and Social Care

Leading Teams in Health
and Social Care

Table of Contents
INTRODUCTION...........................................................................................................................1
Role of leadership in leading teams.................................................................................................1
Role and importance of leadership when leading teams within the Health and Social Service
Care Environment...................................................................................................................1
Value of using theoretical models....................................................................................................2
Analysis of theoretical models...............................................................................................3
Healthcare leadership model..................................................................................................5
Leadership styles....................................................................................................................5
The stages of team development and plan to motivate team members to achieve objectives.........6
Tuckman’s Team Development Model..................................................................................6
Nine Belbin Team Roles........................................................................................................7
Motivation..............................................................................................................................9
Mayo’s Motivation Theory.....................................................................................................9
Maslow's need Hierarchy theory............................................................................................9
Recommendations for open communication to support team development..................................10
Potential barriers to communication:....................................................................................10
Examples to conflict resolution approach:...........................................................................11
Expectation of staff with 6 C's:............................................................................................11
Report summary and conclusion....................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Leadership is basically an art of motivating and directing other people in order to guide them
to act toward achievement of common goals thus, plays a vital role in team formation and
directing members to meet overall organisational goals and needs in an effective manner (Dimas,
Renato and Rebelo, 2016). The current assignment is based on Hannah who started working as a
nursery nurse and later on decided to work as social care after witnessing the care and
compassion in health care filed. Apart from this, Hannah is now a part of team development and
also oversees building of new care support thus, needs to get better understanding about
management and leadership theories.
Therefore, the main aim of current investigation comprises of developing and setting out
better understanding about leadership and team management theories. Further, the main purpose
and objective of current investigation comprises of evaluating about the main roles of leadership
in leading effective team development along with facilitating and leading out an effective
communication and motivation for employees and team members to effective manage a team in
order to boost their performance and efficiency level. Further, emphasis on working with CQC
and local authorities is also lead out along with meeting compliments and developing effective
training strategy for health care workers.
Role of leadership in leading teams
Role and importance of leadership when leading teams within the Health and Social Service Care
Environment
Leadership is defined as a process of encouraging and motivating individual and group
towards achieving a common goal or objective. In simple terms leadership involves directing
colleagues, individual and workers to meet strategic objectives of organisation for the benefit of
company and customers (Kelly, 2018). Leader is an individual who commands a group or
individuals towards accomplishing common objective. Leader inspires and motivate with
dedication and passion which is positive characteristics of a leader. While if it is talked about
negative characteristic a leader, lacks of accountability and inefficient ability to delegate are
some of the negative characteristics of a leader. According to the analysis of present case study it
has been identified that Hannah is required to involve in the process of designing and planning a
new facility in order to provide efficient support to 30 individual with dementia in a specialist
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dementia suite, and 49 extra care apartments for those in need of extra care. In this Hannah is
required to conduct the role of managing a team of registered managers with compliments and
complain and development of training strategy and training resources for organisation. She is
also required to work with local authorities and support chief executive officer. It has been
identified that Hannah really enjoys in managing a team in a very motivated manner, but it is
essential for her to have proper understanding of leadership (Field and Brown, 2019). Thus, by
having positive characters of a leader which is passion, communication, self-awareness, gratitude
and empathy Hannah can accomplish the objectives of new project with great efficiency. In
present scenario it is essential for Hannah to have two ways communication with all the
members associated with new project in order to identify the measure through which they can be
motivated. In addition to she is also required to understand strategy in context to engage all the
associated individuals of new staff.
It has been identified that leaders are having authority to undertake decision but in order to
be a successful individual it is essential for leader to undertake suggestion of other individuals
and employers in order to empower them. This will not only enhance engagement but also
increase motivation among individual through which common objectives can be fulfilled with
great effectiveness (Jones and et. al., 2020). Hannah is also required to clarify actual roles and
responsibility along with the aim and mission of new project. In context with the present case
study it has been identified that with the help of behavioural management theory Hannah can
influence individuals with more efficiency and can assure higher profitability. It is the serial for
Hannah to be a successful leader for which it is important for her to implement leadership style
according to situation. This will effectively allow her to guide individuals towards a right
direction. Alone with this, with the help of strong communication strategy leaders within health
and social care can understand the behavioural aspect and perspectives of individual those who
are associated with new project. With the help of this project aim can be fulfilled with higher
efficiency. In addition to this Hannah can also undertake advantage of Belbin and tuck man team
management theory (Ahmed and et. al., 2020).
Value of using theoretical models
Use of theoretical models leads out a constant balancing and efficiency between self interest
and group interest for building a successful team. apart from this implication and use of
Management theories and other theoretical models helps in addressing and evaluating how the
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supervisors implement strategies to accomplish organizational goals and how they motivate
employees to perform at their highest ability. The viable leadership theories that could be
adopted by Hanna that would lead benefit results in leading effective team management and
meeting along with leading successful team to achieve set objectives are provided and evaluated
as below:
Analysis of theoretical models
Scientific Management Theory
This theory of leadership is provided by the Frederick Winslow Taylor in 1909 which helps
in optimising and simplifying jobs of an organisation. The main principles and theories of
scientific management theory comprises of replacing the hit and trail method of working and
decision making with the rule of thumb or with the some more effective habit and common sense
to study work and more effectively determine the most efficient way of performing specific task.
Apart from this, use of scientific management theory also facilitates leads out to an assignment
of jobs on basis of capability and motivation level of employees therefore facilitates maximum
efficiency level for heath care workers (Roth and Reichert, 2019). Beside this, effective
monitoring of social worker performance along with viable instruction and supervision is also
ensures by implication of scientific management theory that facilitates and ensures to more
effective management and supervision by Hannah to ensure efficient working and collaboration
with CQC and local authorities along with meeting the set regulatory authority. Beside this,
effective allocation of work and communication between manager and employees is also
encountered by the scientific management theory which leads to effective timely planning by
Hannah to provide regular training and viable resources for effective task performance (Orchard,
Rykhoff and Sinclair, 2020).
Administrative Management Theory
The main aim of administrative management theory is to promote efficiency and
specialisation in workforce to increase their accuracy and speed. The administrative theory of
management is provided by the Henri Fayol which comprises of 14 principles that leads out a
complete technical and managerial efficiency thus, provides an effective managerial support for
Hannah effective run their own care services. The main principles of Administrative
management theory consists of division of work that leads to specialisation in health care facility
along with principle of authority and discipline to upheld a team through leading responsibility
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and suthority in mind. Beside this, unity of command and unit of direction to properly coordinate
health care workforce along with meeting out subordinates of individuals interest to general
interest to ensure and lead out high motivation in health care worker to boost their efficiency and
performance level. Apart from this, fair remuneration, centralisation, scalar chain and order also
forms out vital part of administrative theory to ensures effective compliance with set rules and
regulation along with placing all health care services, facilitates and care resources in proper
order and at perfect place (Pearl and Greenberg, 2020). Apart from this, an analysis could also be
made out that the Equity, stability of tenure of personnel, initiative and espirt de corps are also
provided and associated by the administration theory of management which ensures and
promotes higher team sprit and unity in heath care workers to lead out better success and
effective team building by the Hannah.
Behavioural Management Theory
This theory is often called an known as human relationship theory or movement that
emphasis and focuses on the addressing human dimension of work that comprises and consists of
motivation, conflict, expectations, and group dynamics to have improved level of productivity
and efficiency. This behavioural theory and human relation model is basically developed by the
Elton Mayo who has conducted various experiments on human behaviour and mind set and
finally designed the behavioural theory to improve productivity through leading out the
foundation for the human relations movement. Therefore, behavioural management theory is
most suitable and viable for Hannah as it lead and sets out most viable set of management if a
team by the means of clearly defiling and measuring the changes of behaviour of team members
by the means of enhanced credibility (Dimick, 2019).
On the basis of above discussion and analysis can be drawn that scientific management
theory is effective in leading effective decision making and leading better coordination in
resources but it lacks in meeting the humanity needs of an individual. The use of scientific
management theory leads to achieving maximum workplace efficiency but ignored the humanity
of the individual thus not much helpful for Hannah to leading better understanding of human
nature. On the other side, administrative management theory is a complied managerial theory as
comprise of a lot of principles and theories that is hard to implement and adopt (Ng and Tung,
2018). Therefore, implication and use of behavioural management theory is most suitable for
Hannah as it leads to ensure and focus on the human dimension of work through leading better
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motivation, conflict resolution, meeting expectations, and group dynamics to have better
management of team performance and efficiency level.
Healthcare leadership model
Healthcare Leadership Model is mainly used to the worker in health and care to become
better leaders by describing and leading out better things and understanding about the leaders
doing at work and is organised in a way that helps all team members and employees to see how
they can develop as a leader. Beside this the use of healthcare leadership model is vital for
Hannah as it describes and facilitates better understanding about the nine dimensions of
leadership for developing and leading out effective healthcare services. These nine dimension
that are helpful for Hannah comprises of leading out more effective care by the way of sharing
the vision along with leading enhanced influencing for results. Beside this, the healthcare model
is also viable as it leads to engaging the team role by the way of evaluating information along
with inspiring the shared purpose for success of team (Kyle, Aveling and Singer, 2020). Further
better management of training and services is also lead out by the meeting of healthcare
leadership model by Hannah by the way of connecting their service along with leading the
effective developing capability by the means of holding to account for leading better and
successful management of teams and its members though implication of healthcare leadership
model for Hannah to meet its objective of effective and successful leadership and management of
team through implication of vital dimensions of health care.
Leadership styles
Various type of leadership styles are that can be adopted by Hannah to meet its set
objective of facilitating and leading out an effective communication and motivation for
employees and team members by the way of leading effective direction and guidance and
analysis and implication of which is provided as below:
Trait leadership style
This theory of leadership was given by Thomas Carlyle which basically aim at
identifying the specific personality traits that leads to a distinguish between the leaders from non-
leaders thus, focus on the fact that leaders are born with specific set of characterises and traits
(Sifaki-Pistolla and et. al., 2020). The leadership qualities under trait leadership are basically
analysed under leadership qualities against which the candidate is assessed which comprises of
Results, Integrity, capability and direction. Apart from this, a list of leadership traits is also
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provided by this leadership styles which should be present in an individual to become a
successful leader which consists of adaptability and flexibility, assertiveness, capacity to
motivate people, courage and resolution along with Creativity, Decisiveness and Intelligence and
action-oriented judgment which must need to develop by Hannah for accomplishment of set
objectives.
Contingency/situational leadership style
The situational or contingency leadership style is mainly based on the theory that the
models and styles of leadership must get adjust and changed as per the current situation and
circumstance which are present and faced by a team of leader (Dickinson and O'Flynn, 2016). In
simpler way the use of situational leadership style focuses and emphasis on making change in
leadership approach as per the prevailing situation to ensure better coordination among operation
of a team and prevailing situation.
On the basis of above discussion a summarisation can be made out that trait leadership
styles is posses on a born leader and provides a set of characteristics that needs to be posed by a
leader since birth thus, it is not much viable and suitable for the Hannah in present scenario. On
contrary the, use and implication of contingency and situational form of leadership is more
appropriate and suitable for Hannah as it ensures and lead out more flexibility in implication of
leadership model as per the current needs and situation to lead out and bring more effective and
better management of team as per current scenario to have enhanced success and better team
performance for accomplishment and achievement of set objectives (Johnson, 2019).
Great man theory: It is a theory that is used to maintain larger explanation about the
impact towards great men and heroes as they influence others by which sustained level of change
within personality is processed with perfection. As per accordance to this theory it is estimated
that leaders have that quality to influence other as from their birth and under this they have
fulfilled necessary and required attribute as with support of different trait by which clear
assumption is addressed with support of authority and position. Basically a leader is the one who
helps other and of themselves as well to get attain standardised goals and objectives in timely
constraint. It provides adequate belief that is based on following assumptions and it is as
addressed below as:
 A great leader is posse’s special skills and attributes by birth and it enable them to
maintain lead and rise on continuous basis.
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 It provides adequate information about leaders that is arise as per need and demand of
certain condition.
For instance, Alexander, Julius Caesar etc. are few leaders that are great and have this quality
by their birth. It also seems that right person emerge to make effectual control about every
situation by which long term success and growth is attained in successful manner.
Leadership is used to inspire, motivate, encourage and guide others by which participation
level is getting enhanced as with this rate of success and its directives is enhanced. For this
effective and clear communication is developed as with this clear action are facilitated by which
team work also gets promoted.
The stages of team development and plan to motivate team members to
achieve objectives.
Tuckman’s Team Development Model
Use of This model can be made by Hannah to ensure better development of successful team
which provides 5 vital stages of team development for building a high functioning team which
are described below:
 Forming- it leads to be the first stage where are the team members are pleasantly and
polite introduced by each other by Hannah to lead ad crated better understanding and
knowledge about the member's skills, interest, project goals along with set timelines to
achieve set objective in more efficient manner.
 Storming- It beings the second stage where the efforts are made by a leader to identify
the possible set of clashes among team members so that timely corrective action can be
taken by Hannah to resolve them on time for success and maintaining efficiency of team
(Brown and et. al., 2020).
 Norming- under this stage the main efforts and viable strengths of the team members
should be appreciated by the Hannah which encourages and motivates team members to
contribute their best for success of organisation through boosting their morale and
motivating them for working as a cohesive unit which will improve their performance.
 Performing- this is the stage of actual performance where the true skills and
competencies of team members is reflected. Thus, to maintain the efficiency and
performance kevel of its social worker Hannah should focus and emphasis on leading
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confident, motivated and familiar with project goals and targets under effective
supervision in a practical way for achievement of goals (Neeley, 2017).
 Adjourning- it makes out the last stage of team development model after which an
effective team comes to an end after meeting and achieving its set objective in an
efficient and viable manner and after which all the team members are sent back to their
original work after achievement of set objective.
On the bass of above discussion and analysis can be made out that making use of Tuckman’s
Team Development Model by Hannah would leads out to build an effective and strong teams
that will enable to develop a dynamic cooperation and coordination between team member. This
model provide proper orientation and introduction of team members which makes them aware
about strengths and weakness of each other and also reduce the chances of confusion and
conflicts through properly defining the objectives and goals of team.
Nine Belbin Team Roles
This theory developed by Belbin has provided and leads out to 9 important roles of team
members which are essentially required and needed to make a team which further classified in
three broad categories provided as below:
Action Oriented role
 Sharper- this team member is having the responsibility to act as a driver of team that
have maximum responsibility for effective accomplishment of set goals (NHS England,
2016).
 Implementer- this team member tends to have responsibility of timely application and
execution of strategy within a team.
 Complete Finisher- the role of in scrutinising and polishing is played by this team
member who is having an overall responsibility of meeting the quality of work performed
and leads out by a team.
People Oriented Role
 Co-ordinator- this member of team is having the responsibility of aligning the behaviour
of team member along with the predetermined goals and targets for leading better
accomplishment and achievement of gaols.
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 Team worker- creation of positive atmosphere and effective interaction among team
members is lead out by the this team member for leading and developing team spirit
among team members (Jantunen and et. al., 2020).
 Resource Investigator- this member is having a vital role in properly allocating or
distributing the resources in team member to avoid in order to avoid the risk of
insufficient resources in future through better management and control over resources.
Cerebral roles
 Planet- this person is having the most important role in developing better and healthy
relationship between vendors and customers.
 Monitor evaluator- unbiased decisions making is lead out by this member thus, able to
maintain a proper equality and fairness among the team members (Best and Williams,
2019).
 Specialist- bringing in-depth knowledge about key area in the teams along with
supporting effective decision making is ensured and lead out by this team members who
is performing the role of specialist.
Use of Nine Belbin Team Roles could be made out by the Hannah to improve performance of
its teams and to make them more effective as this theory create balance in a team through proper
allocation of different role and duties on the basis of skills and capabilities of an individual thus
reduce the conflicts and delays for better achievement and accomplishment of set objectives.
Motivation
Use of various forms of motivation theories can be made out by Hannah for directing its
members and social worker in more efficient manner for accomplishment of set objectives which
are discussed as follows. Motivation is basically an insight that enhances the working sufficiency
and dependency of an individual by which work and sustained task is completed over a limited
period of instance. It is also be a process that is used to promote and take a validate guidance by
which positive change in behaviour is addressed and it also surpassed goal orientation practices.
Hannah as in initial stage worked as a nurse and from there, she learns about to be more
compassionate and care so that her ability to provide better treatment to workers is promoted. In
this domicile working also promote her through which she learns about managerial working
standards that assist her to oversee new care services so that better support is offered. As she
never studies management and leadership before and on other side she is excited about to plan a
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facility by which she support 30 of people and 49 extra care apartments by which ability to offer
extra need to people is fulfilled.
Mayo’s Motivation Theory
This theory of motivation was provided by Elton Mayo, that employees and team members
are not motivated by pay and environmental factors where as positive relational factors play a
bigger role in enhancing productivity and success level of employees (Ash, 2016). Thus, this
theory of motivation divided motivation of team members into four main sub categories consists
of that employees aren’t that motivated by pay and environmental factors. Instead, positive
relational factors play a bigger role in productivity which are simply ineffective in terms of
productivity where as the other are Groups with high cohesiveness and low norms that have a
negative impact on productivity. Apart from this, Groups with high norms but low cohesiveness
are there whcuh have a limited positive impact on productivity along with Groups with high
norms and high cohesiveness which comprises of the teams that can make the greatest positive
impact on productivity (Dimas, Renato and Rebelo, 2016).
Maslow's need Hierarchy theory
This theory was basically developed by renowned scientist Abraham Maslow during the
year 1940. According to Maslow the human beings tends to have a certain hierarchy of
requirements which reflects their basic needs and are need to be addressed before satisfying
other higher level wants to motivate team members in an effective manner.
• Physiological needs:- it forms out to be most basic and biological needs comprises of
food, shelter, water, clothes, etc. Thus, fulfilment of Physiological needs by Hannah are
necessary to lead proper survival of team members to make them function optimally (Kelly,
2018).
• Safety needs:- leading and providing of safety needs comprises of meeting the security
and safety, law, stability and freedom from fear through preserving team members from all kind
of harmful elements at workplace that will lead to improve the performance and success of team.
• Social needs:- this consist of feelings of belongingness and social needs of team members
meeting of which is essential to provide better interpersonal relationship which is helpful in
motivating employees for better performance.
• Esteem needs:- it comprises of leading out a feeling and sense of confidence through
achievement and meeting competence, independence and knowledge level and expectation of all
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team members which is associated with the attainment of esteem to improve the dignity which is
necessary to improve performance of team members and success of team (Field and Brown,
2019).
• Self-actualisation:- It is associated with providing and realising highest level of personal
potential, self fulfilment along with seeking personal growth and peak experience for enhanced
performance level for the success of a team.
Recommendations for open communication to support team development
In health care settings, in order to ensure that all the patients receive proper care, it is
very necessary to have proper communication. There are three main types of communication
used in healthcare settings including verbal, non-verbal and written communication. However,
among all the three, verbal communication is very much important to communicate information
appropriately. So, the health care professionals should make use of good verbal communication
to present and explain the ideas clearly as well as listen carefully to other people. Using this
method saves time and provide proper understanding of communication delivered (Jones and et.
al., 2020). Apart from this, non-verbal communication should also be use by professionals as it
can help you presenting information easily by using audio visual and visual means.
Communication refers to the process which is very prominent for the individual person that
helps in reflecting the ability of a person to transfer and get the information effectively and
efficiently. It is very significant to bring together all the team members closer so that they can
work corporately and task can be attained within a specific time period. During the effective
communication managerial actions can be attain appropriately. In this Hannah can adopts the use
of communication process so that they can remove the gap related to information transfer. Due to
this data and information can be flow successfully. In this Hannah is the sender who send their
message to team leader and in this encoder play a role of transfer the information into codes and
convert it into the understandable form. Further in this Interpreter can work for handling the
team so that tasks can be done effectively and efficiently. After transferring the message to
Hannah they can take the follow-up to their team members so that if they can face any issue it
can solve effectively. For this Hannah can adopts the oral, audio-visual medium so that data can
be deliver effectively.
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Potential barriers to communication:
There are some potential barriers of effective communication in healthcare settings which the
healthcare professional should strive to eradicate. These barriers include:
1. Inability to listen to others: In effective communication, active listening is a crucial
aspect as if an individual is not listening properly, then they cannot engage in
communication. So, inability to listen to other people is one among the barrier faced by
healthcare professionals.
2. Cultural differences and language: This is another which is faced by healthcare
professionals while delivering care services to patients. There are various cultural and
linguistic differences which are very necessary to understand properly by the care
professionals. If the cultural differences are not recognised properly, then an individual is
not able to communicate effectively (Ahmed and et. al., 2020).
Examples to conflict resolution approach:
Conflicts are evident in every organisation and proper resolution of these is very
necessary. Some of the conflict resolution approaches includes:
 Avoiding: It is very necessary to ignore the conflict in order to resolve it. By withdrawing
from conflict or denying existence of conflict, it can be resolved. For instance: if any
conflict arises between care practioners, then it is necessary to avoid it in order to resolve
the conflict immediately.
 Collaborating: This approach involves finding out the solution which completely
satisfied the concerns of all the involved individuals. Engaging as well as working
collectively towards the solution help in resolving conflict (Roth and Reichert, 2019).
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Expectation of staff with 6 C's:
In effective nurse leadership, 6C's plays very crucial role. In leadership, effective
communication skills are significant as without it, a leader cannot be able to delegate right task
to right individual effectively. Apart from this, confidence is also very crucial aspect of
leadership in nursing. Without having good confidence, a leader cannot be able to deal
effectively with the adverse situations. Moreover, good leaders motivate others as well as foster
collaboration culture (Orchard, Rykhoff and Sinclair, 2020). Developing cohesion by showing
appreciation towards others and develops a supportive work environment will help in having
good working relationships that supports in delivering good care services.
Apart from this, Conflict resolution is also a vital part of Expectation of staff with 6 C's
as it deal with all sort of confrontation and conflicts through determining capability and leading
effective leadership style to insure mitigate of conflict(Six C’s to effective nurse leadership,
2019.). Beside this, Courage and Commitment to excellence are also a vital leadership role that
is recommended for Hannah as it lead to develop a culture of trust and engagement through
having a team fully committed to making things work along with cultivating an environment of
learning for better training of team members for achievement of set objectives.
Emotional intelligence defines as a process of ability of manages, understands, and
adopts the working criteria in an appropriate manner. It helps in eliminating the emotional stress
and builds the high interaction so that probability to overcome the challenges is maximised. It is
very vital to creating the positive impact on team members so that they can share and complete
the goals within perfection. This case study is based on the Hannah that is working in a team and
focus on resolving the conflicts by avoiding the use of accommodating strategy. This emotional
intelligence can helpful in developing the internal and external relations. Due to this CQC and
other higher authorities relations can be maintained that can bring sustainability to better
efficiency. This would benefitted her to maintained the higher success within the marketplace
and also sustain for a longer period of time.
Report summary and conclusion
On the basis of above assignment, a conclusion can be made that leadership play a vital role
in team formation and directing members to meet overall organisational goals and needs in an
effective manner. Leader inspires and motivate with dedication and passion which is positive
characteristics of a leader. Further, it has been analysed that leader for which it is important for
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her to implement leadership style according to situation and also leads to adopt vital management
theory that sets out better understanding about the behaviour and mind set of teams members.
Further, it has been also used that use of various team development theories like Tuckman’s
Team Development Model are made for development for building a high functioning team along
with implication and use of Nine Belbin Team Roles which essentially required and needed to
make a team successful through bifurcating roles of all team members. At last, an implication
can be made out that the use of motivation theory like Maslow's need Hierarchy theory to meet
the need and expectation level of team to boost there performance along with leading and setting
out effective communication and conflict resolution.
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Six C’s to effective nurse leadership. 2019. [Online] Available Through:<
https://anmj.org.au/six-cs-to-effective-nurse-leadership/>.
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