Developing Your Team: Report on Leadership and Team Dynamics

This report focuses on developing effective teams through various leadership and management techniques. It begins by exploring the creation of diverse teams, emphasizing the importance of respecting and celebrating cultural identities and outlines steps such as focusing on metrics, customizing strategies, and investing in leadership development. The report then delves into methods for improving team dynamics and employee behavior, including fostering supportive cultures, addressing problems promptly, building communication, and creating team charters. Finally, it describes two management techniques – one-on-one check-ins and effective communication – to ensure new teams align with the company's mission. The report highlights the significance of open dialogue, feedback, and consistent communication in driving team success and organizational alignment, supported by relevant references.

Running head: DEVELOPING YOUR TEAM
Developing your team
Name of the Student
Name of the University
Author Note

DEVELOPING YOUR TEAM
Table of Contents
Creating a diverse team of employees with different strength:..................................................2
Method to adopt to improve team dynamics and employee behaviour:....................................3
Describing two techniques of management to be implemented for ensuring that new team
aligns to the company’s mission:...............................................................................................4
References list:...........................................................................................................................6

DEVELOPING YOUR TEAM
Creating a diverse team of employees with different strength:
An organization can improve its business if it has a diversified team as the decision
making process would incorporate various different perspectives. A diverse and team with
different strength can be created by learning to respect, embrace and celebrate cultural
identities of the team. Some of the steps that organization should take for developing a
diversified team are as follows:
 Focusing on metrics and impact- Metrics based on strategy and customized vision is
identified and it is ensured that measurement of metrics involves both input and
output.
 Customizing strategy and vision- In order to fit into the culture of organization, it is
important for the organization to customize its definition, vision and rationale.
 Focusing on selection practices and recruiting- Strategic partnership should be
established that would connect diverse talent pipelines and for any selection process
and unbiased interviewing, training should be provided.
 Prompting ongoing discussion- At different organizational level, employees should
regularly engage in honest, open and multidirectional dialogue. Shared understanding
for achieving diversity should be developed and every member of the team should do
hard work to achieve this (Safrul and Abdullah 2018).
 Investing in development of leadership- A range of formal and informal
development tool such as coaching, mentoring and opportunities for education should
be employed. Internal talent should be evaluated on regular basis for ensuring that the
pipeline of employee development incorporates such employees (Firsova et al. 2019).

DEVELOPING YOUR TEAM
Method to adopt to improve team dynamics and employee behaviour:
There are a number of ways by which one can improve the team dynamics and the
employee behaviour. These are stated here as under:
 Know your team: One must create a supportive culture in their work team. Team
unity is very essential for the flourishment of any team. In order to create effective
relationships amongst the team members’ one must make team building exercises.
The workplace must be such that it promotes employee wellbeing, success and
enthusiasm for the work (Willis et al. 2017).
 Address problems quickly: One must address to the problems arising in the team in
relation to work. Also the unhelpful or any uncooperative behavior in the team must
be addressed at earliest by either speaking to them directly or by discussing with them
their behavior and how it can be altered so as to change the goals of the team.
 Build communication: The team members must be equipped with tools to drive them
to have open communication as well as they must provide encouragement to the
members of their team to have transparency in regards to their work, which
consequently helps them to get quality results for the assigned tasks.
 Create a team charter: Focus is the most primary point when it comes to getting the
team members achieve the set targets by the managers. In case there I team charter
already prepared in hand to the members of the team then it becomes quite easier for
the team to progress with the assigned task. Also the team gets motivated to work
combined towards the goals and address to the responsibilities which are given to the
employees (Thorpe and Gold 2016). In case there is no team charter provided to the
team members in advance then it becomes a little difficult for the team to coordinate
in accomplishing the given task in the allotted time with higher productivity level.

DEVELOPING YOUR TEAM
 Always pay attention: The team should be free from any kind of bullying which can
hamper the productivity level of the task done by the team members. Also, it can have
an unhealthy impact on the person mental health. So, the team leader must ensure that
the team is free from any kind of bullying.
Describing two techniques of management to be implemented for ensuring that new
team aligns to the company’s mission:
One of the greatest practice of management is one on one check ins as it offers an
opportunity to make a discussion on the updates. Any opportunity to have a discussion on any
updates on the objective are provided by check in which are briefs. Any priorities for the
upcoming week are discussed by the managers so that the expectations can be clarified again
and ensuring that the team are focused on the objectives. Progress should be checked and the
performance should be driven by providing actionable feedback. Expectations are
consistently reviewed so that the team are acquainted with the facts they are accountable for.
In addition to this, retention strategies and engagement is supported apart from supporting the
achievement of goals. Such technique of check in helps manager in discussing about the
development planning of employees and communicating the strategies of company
(Podsakoff and Podsakoff 2019).
It can be said that communication serves as a building block of organizational
alignment. Communication is the key to driving alignment and bringing about the success at
a certain level in the workplace. Also, it is a well-known saying that when the employees are
properly aware of their task and their overall business, then nearly 91 percent of their work
will be striving towards success.
On the other hand there are a lot of studies which say that poor communication is
expensive affair and can lead to alignment and the engagement to face difficulties in

DEVELOPING YOUR TEAM
achieving the goals and targets as set by the company. The lack of communication in the
company can result in many other issues arising at work which includes lack or absence of
accountability in the employees and finger pointing, finger pointing, reduced opportunities
for innovation apart from the lower level of collaboration in between the colleagues. The
arrival of the grapevines may be also experienced where unofficial people might bring about
the distorted information which can bring about negative effect upon the Morales of the
company’s employees (Brezuleanu et al. 2017). Any feeling of being not involved can be
very detrimental for the mental health of any working employee of the company.

DEVELOPING YOUR TEAM
References list:
Safrul, S.; Abdullah, T., The Effect of Transformational Ledership, Integrity and Teamwork
on Lectures Work Effectiveness. In First International Conference on Technology and
Educational Science. European Alliance for Innovation (EAI), 2018
Firsova, I.; Balova, S.; Zvyagintseva, E., Management Leadership and Its Development.
In Sustainable Leadership for Entrepreneurs and Academics 2019, 141-149. Springer, Cham.
Willis, S.; Clarke, S.; O'Connor, E., Contextualizing leadership: Transformational leadership
and Management‐By‐Exception‐Active in safety‐critical contexts. Journal of Occupational
and Organizational Psychology 2017, 90(3), 281-305.
Podsakoff, P.M.; Podsakoff, N.P., Experimental designs in management and leadership
research: Strengths, limitations, and recommendations for improving publishability. The
Leadership Quarterly 2019, 30(1),11-33.
Thorpe, R. and Gold, J., Leadership and management development: the current state.
In Gower handbook of leadership and management development 2016, 29-48, Routledge.
Hamlin, B. Evidence-based leadership and management development. In Gower handbook of
leadership and management development 2016, 223-246, Routledge.