Developing, Managing and Leading Individuals and Teams Report

This report examines the critical skills of team management and leadership, focusing on how to develop, manage, and lead individuals and teams to achieve success within an organizational context, specifically using Marks and Spencer as a case study. The report begins by exploring theoretical models, such as Tuckman's stages of group development and Belbin's team roles, providing insights into team dynamics and effective leadership strategies. It then delves into practical approaches to management, including collective ownership and conflict handling, and strategies for managing teams, such as monitoring performance and implementing learning and development programs. Furthermore, the report analyzes techniques for assessing current and future team capabilities, including identifying skills and experiences and identifying future organizational needs, as well as the recruitment process. It also covers approaches to responding to challenges in managing teams, like building relationships and time management. Finally, the report discusses methods to monitor and manage team performance, good practices for supporting high-performance teams, and motivational techniques to enhance team effectiveness. The report provides a comprehensive overview of the essential skills needed to lead and manage teams effectively.

DEVELOPING,
MANAGING AND
LEADING INDIVIDUALS
AND TEAMS TO ACHIEVE
SUCCESS

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO1..................................................................................................................................................3
1.1 Theoretical models developing, managing and leading teams..............................................3
1.2 Practical approaches to effective management and leadership..............................................4
1.3 Strategies of managing team .................................................................................................4
1.4 Approaches to respond to challenges of managing teams.....................................................5
LO2..................................................................................................................................................6
2.1 Techniques for assesing current and future team capabilities ..............................................6
2.2 Process of recruiting team members .....................................................................................6
2.3 Factors which impact on selection of learning and development activities...........................7
2.4 Use of coaching and models to support team development...................................................7
LO3..................................................................................................................................................8
3.1 Methods to monitor and manage team performance .............................................................8
3.2Good practice to supporting high performance teams ...........................................................9
3.3 Motivational Techniques ......................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................10

INTRODUCTION
Management and leadership skills refers to skils which are used to organise employees to
reach towards common and shared goals of the company. It refers to motivating individuals to
complete to complete a series of challenging task which guide towards success of the company.it
is one of the many soft skills that are highly valued by employer and employees. Marks and
Spencer is a major British multinational retailer with its headquarters in Londo, England that
specialises and master in selling home, food, clothing and various other products and services
which are mostly under its own label. Present report will brief on managing, developing and
leading teams, approaches to achieve balance of sills and experiences in teams, and various
techniques for leading individuals and team to achieve success.
MAIN BODY
LO1
1.1 Theoretical models developing, managing and leading teams
A group is collection of individuals who co-ordinate their individual efforts. On other
side team is a group of people in Marks and spencer who share with common team purpose and
meeting challenging goals who are mutually committed for same and fot each team member
(Correia, 2017). This could be understand better with
Tuckman's model of group development- It includes stages
Forming- It states that team members are polite and positive. It is the stage where team members
roles and responsibilities are not clear, it is stage which last for some time as people start to make
efforts to get to know there colleagues.
Storming- This stage push against the boundaries established in forming stage, it relates to
confilcts between employees due to different working styles which may cause unforseen
problems such as worload, stress which may be frustrating .
Norming- It is the satge when people start resolving there conflicts, appreciate efforts of others
peers and respect authority as a leader in Marks and Spencer. Employees socialise with each
other and began to help other with there problems which comes in way of compelting task and
job, also by oproviding constructive feedbacks (Natvig, Stark, 2016).
Performing- This stage states to employees performing hard to achieve success of company. As a
leader one should focus on delegating much of work and focus on developing team members.

Adjourning- it relates disbanding of projects as they lst for specific period of time, which may be
difficult as team members has developed close relationship with each other by working together
on a project.
The Tuck man model is being significant as it helps in recognising that team does not
start off fully functioning and formed. It is being suggested that groups develop by clearly
defined stages, which is being by creation as teams of individuals to task focused and cohesive
teams. Disadvantage is It is being stated that it was being created for group that are beings
small, and at that time distributed groups were not in existence and not able to working together
as frequently and easily as they are in modern times.
Belbin theory of team development – it includes 9 stages
The monitor evaluator- They make decisions on basis of rational thinking and facts as opposed to
instinct and emotions. They are critical thinker and excel at strategic planning.
The specialist- These are team members who are experts in specific fields. They have strong in
depth knowledge and perform well as and when required.
The plant- These are creative and free thinkers who suggest innovative ideas and new ways of
doing things and produce ideas which are being original.
The shapers- These are extroverts who tend to push themselves and motivate and inspire others
to achieve the goals and results.
The implementers- These are organisers who like to structure with their environment and
maintain discipline and order.
The completer- This are also known a finishers and are introvert individual who leads with
providing quality work during key stages of project .
The coordinator- These are mature individual who have excellent communication and
interpersonal skills. They are normally in management position (Lynch, Lynch, Clemens, 2018).
Team workers- This are normally extroverts with friendly and mild dispositions. They tend to be
positive listeners and leads to coordinate efforts to team units.
Resource investigators- These are individuals who are being extroverts and who have talent for
networking. They are enthusiastic and positive individual who explore new opportunities and
investigate with new development

Advantage of this theory is it specifically designed for teams and designed which is used
in work setting and of disadvantage which measures behaviours, not personality and have
cultural biasness.
1.2 Practical approaches to effective management and leadership
There are various approaches to effective management which leads to communicating
goals and vision of maks and spencer that is to make aspirational quality accessible to every
region, by providing depth and range of products with theb helps of each department knowing
the same. This can includes concepts related to
Collective ownership- It refers to the ownership of all means of production by all members in
Marks and spencer for the benefit of all its members. It implies open- access, holding of assets in
common. It refers to holding assets rather than in names of individual employees or group of
employees as a common property (Gunderson, 2018). As it relates to ownership of various
means , it brings sense of understanding between employees where they will be committed
towards delivering and ensuring better performances as they are part of ownership which will
serve as part of effetive managemment and leadership for Marks and Spencer.
Conflict handling- it is the process of resolving conflicts or problems which arises due to
uncertain means between parties to business operation such as employer and employees of
company which ensures on part of managers and leaders talk with parties about various
diagreements and understanding reasons which leads to conflicts at woprkplace. It is practical
approach to effective management and leadership as it takes into consideration and developing
plans to work oneach conflict, priortising various areas of conflict and reaching towards
alternatives and choices that best support interest of bot the parties, which in turn helps in
creatingh trusting environment and elimination of negative culture and support effective
management (Jit, Sharma, Kawatra, 2016).
1.3 Strategies of managing team
There are various strategies to manage a team in Marks and spencer some of which aere
mentioned s below
Monitoring performance- It refers to strategic approach to management which equips teams
and people at various levels with a set of techniques and tool to continuously and regulary
monitor performances by the means of taking review performances. It is regular verifying and
tracking how well teams are performing which also takes into consideration various areas of

improvements which can be improved upon to determine success it is important strategy to
manage team as it accounts to seeing mistakes which team can commit in process of achieving
target which hinders success of company. It builds better relationship and improving the same
betweeen employer and employees as by this strategy employer ensures employees in
improvements of mistakes being committed by them which helps in increasing efficency and
effectiveness of there performance which in turn helps team members at Marks& spencer to
develop personally and professionaly (Noguera,y Guerrero-Roldán, Masó, 2018). It can also be by
providing support and guidance to team which helps them to focus on there task.
Learning and development- It is the strategy adopted by Marks and spencer to manage its team
effectively by continuously engaing team members in training new skills and letting them to
acquire knowledge, which contributes towards there learning and development and which helps
company with having workforce that is highly talented and retaining the same to gain and build
competitive edge and win in marketplace.
1.4 Approaches to respond to challenges of managing teams.
There are various methods to repond to challenges of managing teams which can be by
Building and developing relationship – It relates to maintaing relationship with team members
on part of leaders and managers as result of there engagement in various business process which
foster meeting up with various challlenging task in Marks and spencer and relates to growt of
company. By building relationship it ensure favourable or positive culture which embraces
effective performance of teams. It helps in building trust, which derives higher level of job
satisafaction, mental peace that motivates employees to derive results for company and to take
tasks in dynamic business situation as it serves as support system for both employer and
employees in regard with meeting common goals of company.
Time management- It refers to way how team members allocate there majority of time in
managing there work where employer of Marks and spencer need to ensure assigning of role and
resoponsibilities which should be managed within given time period by employees to respond to
varied challenges in managing team such as deriving there productivity and quality of work,
managing with the workloads in given business scenario, also facilitating effective flow of
communication and seving to various business support (Collins, 2016).

LO2
2.1 Techniques for assesing current and future team capabilities
There are various techniques for assesing future and current team capabilities such as
Identifying skills and experiences- This Technique refers to analysing skills and experiences
possesed by team members against the requirments of Marks and spencer in meeting there goals
and objectives which in turn helps employer or company to known strength of team in workplace
which can help in meeting goals of company with efficiency and utilising it to maximum level
which helps in faster accomplishment of organisational goals . It just not helps in understaning
strength but also lays understanding for managers to assess weaknesses of its team members
where improvement needs to be made which if not considered can lead to hindering growth of
Marks and spencer. It ensures areas of improvements by continuous training and development
which adds up to individual team members skill and knowledge which helps in assessing current
as well as future capabilities of its team members .
Identifying future organisational needs – This helps in assessing needs of organisation such as
its strategy, plans, project and other which helps in laying down employees who can match up
with the same which in turn helps in reviewing capabilities of each member who can contribute
In serving towards the need of organisation where it assess there level of knowledge, training
required required to understand business dynamic which in turn helps manager and leader to
assess with requirements current and future team capabilities (Bakhshi, Ireland, Gorod, 2016) .
2.2 Process of recruiting team members
It refers to the process of enlisting new employees in the company which can be assessed
by variou means such as mentioned below
Labour market research-It refers to identifying sources from where managers and leaders can
recruit employees or team members to suit for the job vacancy in Marks and Spencer which takes
into consideration various cost allocaed with the same of recruiting highly talented staff and
retaining the same to win in marketplace and get competitive edge over competitonn (Upasna,
2020). By doing proper labour market research in process of recruitment it helps in attracting
talented staff who productively contribute in increasing efficiency for achieving common golas
of company, this could be done through advertisment of vacancy on various social media
platform and getting insights aboput various employees skills and experience which can serve as
fullfilling various job specification and job analysis and can also be by means of reference from

existing employees, consultation firm who help in meeting staff requirement at Marks and
Spencer and fulfil process of recruiting.
Internal recruitment- It states filing of job vacancy from and within existing workforce which
ensure manager and leader to reduce time to hire and fill vacancy, saves lot of efforts in term of
time, cost which can be in ways of posting job vacancy on different portals and various other
means which in turn helps in increasing team engagement in Marks & Spencer (Engesser, 2018).
2.3 Factors which impact on selection of learning and development activities
Return on investment- It states that what is the value created to Marks and Spencer by selecting
employees for the job role. It relates to measuring employees performance in terms of
contribution made to success of company which is in regards with contribution made company
towards hiring of employees which indicates cost incurred by company in hiring new employees
and how they cotribute and derive results for same. In a layman language it can be understood as
what company get in terms of its investment which is in regards with selecting employees for
particular role.
Development and learning activities.
It includes activities which motivtaes employee for better prformances such as training and
development which ensures continuous learning new skills which enhances there productivity,
increase there efficiency and help company in deriving from them maximum return on
investment, which is in accordance to budget/funding, viability of location for each team
members, and with compliance with various industry regulation (Hu, 2017). It can also includes
on the job training which is real-time training for employee to face various situation which helps
Marks and spencer to ensure that where they invested is in accordance with there desired
objetives or the need to invest more to achieve the outcome which can be considered as factor
that impact selection of employees in terms of return on investment made by company.
2.4 Use of coaching and models to support team development
Coaching to support team development can be through various mean such as imbibing
organisational culture in Marks and spencer which is fun loving and favourable for team
members where as support they get high degree of job satisfaction which boost up there morale
of performing better as there is friendly environment where everyone co-operates with each other
to perform task and derive results which helps company to retain talented team members and
fulfil there needs and wants effectively. It could be understood better by

GROW Model- This model just states 4 stages of developing people where G stands for goal, R
for current reality, O for obstacle opr options and W for Will or way forward.
 Establishing goals where team members need to look at the behaviour which they
need to change, which can be then structured as a goal. Team members need to
ensure that goals should be SMART, that is specific, measurable, achievable
realistic and within a time frame.
 Next step is to examine current reality where it needs to be ensured by team
members what is there current position or starting point which will guide them
reaching towards the goals (Baker, 2019).
 Once reality is being known now is time to explore variou options which helps in
reaching towards goals
 By establishing current reality and exploring various option, now team members
can follow there way, plan which they have decided to achieve the goals of
company (What is the GROW Model?,2018).
LO3
3.1 Methods to monitor and manage team performance
There are various method to manage and monitor team performance such as-
Qualitatitive measures – it includes measures such as taking customer feedbacks, opinion,
thoughts on the various areas which accounts to improvement on the part of team in delivering
product and services more efficiently which helps in improving existing line of product and
services of Marks& Spencer and reaching to end customer more prominently by the effort of
team which are being continuosly monitored and manged by taking into consideration various
customer feedbacks about how team members deal when they interact in marketplace.
It can be by means of certain quantitative measure such as evaluating performance through
seeing whether the SMART goals are being achieved by team members, which if not achieved
by team members helps in mamangement knowing areas where they need to work by providing
training to various team members who are lackingh with the same to achieve desired result
which can serve as way of there performance review for company (Masri,2020) .
Balance Scorecard- It refers to strategic performance management tool used by manager at
Marks and Spencer to to keep track to execution of various activities by its team members who

are under there control and monitor consequences from there action where its major focus is on
monitoring performance in accordance with led objectives of Marks&Spencer.
3.2Good practice to supporting high performance teams
There are various practices that support high performance of teams such as Rewards
which can be both in term of monetary and non monetary as this are the most valuable resource
for which team members in Marks and spencer exist to work. By providing rewards and
incentives it ensures company not to account to employees turnover in company. It helps
employees to feel engaged and give them high sense of belongingness for company as they
believe and trust that there are efforts in company are worth while and are being highly valued
which can be in terms of providing fair and adequate compensation, which in turn boost up there
morale to be highly performance oriented and contribute in path of success of company (Jewell,
Jewell, Kaufman, 2020). It can alos be by the ways of providing recognition, which can be terms
priase, fame, promotion which serves as to non monetary meanfor deriving high performance of
various team members as manager or leader in Marks& spencer beieves that by providing and
inculcating good practices it leads to assurity on part of employees that by performing better and
efficent they will be highly rewarded which opens the way for the career development
opportunites and explore new alternatives.
3.3 Motivational Techniques
There are various techniques to motivation which can create high performance in team such as
enabling vision and purpose of Marks and spencer and communicating same to team members
by laying down various benefits associated with the same on accomplishiment of the vision
which motivates team members to perform with productivity and achieve success for company.it
could also be through deriving a culture in Marks and Spencer where everybody in team
cooperate with eah other and listen to each other and where leader and manager helps its team
members in solving various issues and accouting to satisfy there needs and wants which
motivates individuals to be highly motivated and derive high performances.
Vroom's Expectancy model
It states that team members performances are based on individual personality, skills, experiences
and abilities. It states that there is positive correlation between efforts and performances, the
desire to satisfy wants is string enough to make efforts worthwhile. It is based on

Valence- it refers to emotional connection which employees hold with regards to outcomes such
as rewards.
Expectancy- it relates to expectation and different level of confidence of employees about what
they are capable of doing in Marks and Spencer (Chopra, 2019).
Instrumentality- It refers to perception of team members as to whether they will get what they
desire to and what is being promised to them by managers or leaders.
CONCLUSION
From the above report its is being understood that company needs to consider various
aspect to monitor, develop and manage team. It is being understood that team passes through
varriety of stages in order to achieve goal of the company. It led to understanding on various
practical appraoches to manage teams. It led to understand various factor that impat selection and
methods on how to coach team members to achieve success. It also led to understanding of
various method to increase high perormance and let to undertsnding on how to motivate
employee which derive there job satifaction. It led to explanation on how to recruit team member
and led to unerstanding of various qualitative and quantitative measures to monitor and manage
team performance.

REFERENCES
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