Analysis of Leadership and Team Dynamics in Health and Social Care

This report provides a detailed analysis of leadership within the health and social care sector. It explores the features of effective team performance, methods for identifying and overcoming challenges in both developing and established teams, and the influence of different management styles on team outcomes. The report further examines strategies for developing and maintaining trust and accountability, as well as methods for addressing conflict within a team. It also investigates the components of a positive team culture, the importance of vision and strategic direction, and the process of setting objectives, facilitating team member participation, and enhancing skills and knowledge sharing. The report concludes with a discussion on monitoring progress, providing feedback, recognizing achievements, and managing performance issues. This report aims to provide a comprehensive overview of the principles and practices of effective leadership in the health and social care environment.

Leadership for Health and Social
Care

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
1.1 Explain the features of effective team performance..............................................................4
1.2 Explain how you identify the challenges experienced by developing teams........................4
1.3 Explain how you identify the challenges experienced by established teams........................5
1.4 Explain how challenges to effective team performance can be overcome............................6
1.5 Explain how you will analyse how different management styles may influence outcomes
of team performance....................................................................................................................6
1.6 Explain how you analyse methods of developing and maintaining:.....................................7
Trust and Accountability.............................................................................................................7
1.7 Explain how you compare methods of addressing conflict within a team............................8
2.1 Explain how you identify the components of a positive culture within own team................8
2.2 Explain how you demonstrate how own practice supports a positive culture in the team....9
2.3 Explain how you use systems and processes to support a positive culture in the team.......10
2.4 The creative and innovative ways of working together in a team.......................................10
3.1 factors influencing the vision and strategic direction of the team.......................................11
3.2 Communication of the vision and strategic direction to the team members.......................12
3.3 The ways to work with others to promote a shared vision within the team........................12
3.4 The vision and strategic direction of the team influences practice of the team...................13
4.1 identify the objectives of the team.......................................................................................13
4.2 The skills, interests, knowledge and expertise within the team can meet agreed objectives
...................................................................................................................................................14
4.3 The ways to facilitate team members to actively participate in the planning process.........15
4.4 Process for enhancing sharing skills and knowledge into team...........................................15
4.5 Analyse roles and responsibilities with team members.......................................................16

5.1 Setting the personal work objectives with team members based on agreed objectives.......17
5.2 To identify opportunities for development and growth for team members.........................18
5.3 To provide advice and support to team members to make the most of identified
opportunities .............................................................................................................................19
5.4 Using solution focused approach to support team members to address challenges............19
6.1 Explaining monitoring and evaluating progress towards agreed objectives.......................20
6.2 Provide feedback on performance to...................................................................................21
6.3 Awarding recognition when individual and team objectives have been achieved..............22
6.4 Team members are managed when performance does not meet requirements...................22
CONCLUSION..............................................................................................................................23
REFERENCES..............................................................................................................................24
Books and journals.....................................................................................................................24

INTRODUCTION
The management is the core blood of the any organization, it makes the organization
move and breathe (Weller, 2014). The health and social care is highly influenced by the
leadership and management of the organization. I am a leader of a health and social care unit.
This report is to show you the leadership aspects and the factors which influence the team and
leadership in the environment. It will tell you about the features and importance of an effective
management and efficient staff in the health and social care. This report will cover the teams
challenges and the ways of over throwing the changes and situations. It will focus on the
influence of many factors on the management and staff and the way to accept and deal with it.
1.1 Explain the features of effective team performance
I believe that an effective team can be attained when the unit is supportive towards each
other and are focused on achievement of a mutual goal. Team performance also relies highly on
the leader, a skill of leadership is important to penetrate the group's skill sets (Moran, 2010).
Every member within the team should be allotted with personal objectives which all together
form a mutual goal. All the members need to have knowledge of their role in the team and
should be responsible for his work. I suggest that there is an effective necessity for the unit to
have respect for the leader or senior support worker of the working party, only then the team
would be able to follow him/her with at most obedience. The leadership must be confident of its
decisions and should motivate the employees to work harder. An effective leader possesses a
quality of having a thorough knowledge about the strength and weakness of each member of the
team, which he/she uses to the advantage of the team by using the strength with right effect and
supporting the weakness in an effective manner. The staff and the manger must have a
communication between them which is really important, the members must not feel any struggle
in talking to the leader over any issue. Personnel must be aware of their abilities and weaknesses
so they can put helps efforts to facilitate the working of the team. Support to the whole team can
be provided with a strategic training to improve the skill sets of the members and enhancing
confidence, performance and the overall performance of the team.
1.2 Explain how you identify the challenges experienced by developing teams
I have studied that every team is a heterogeneous set of personnel with diversity in their
nature, which gives rise to legit lack of communication and relationship issues. A team which
consists of members with kindred skills and interests, may fail miserably. A squad must be made
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of members who possess a set of diverse skills and interest to achieve the desired goal. The
leader has the responsibility of providing the staff with a purpose and direction to achieve that
goal. A team with no strong leadership will fail to recognize its purpose, no accountability will
result in the team losing its momentum and morale is degraded in the process. Conflict between
the team members can't be avoided. I comprehend that he efficiency and communication of the
team is tested by the manner in which the members deals with that conflict. A training program
may help the employees get a better view about the conflict, training the employees helps the
staff gain confidence and strong relationship. When the team is unable to respect the leadership,
the members start to feel less accountable to the leader and work in an uneven fashion which
affect the proficiency of the group and momentum is lost.
Under a situation of conflict, the team is needed to work together to gain efficiency and
stay on track with the task. While the unit is assumed and made to work together as a group, but I
believe that it is also expected for every individual to know their respective role, this will reduce
the chances of role confusion within the group. In a situation of role confusion or not following
the roles the team will not be able to achieve organized state. The staff is made up of individuals
with diverse background, skills, and a different view of the world. A conflict arises when
understanding and acceptance of each member in the team is below the belt.
1.3 Explain how you identify the challenges experienced by established teams
An established team is endangered by the conflicts between the members, which are
mostly interpersonal in nature. These disputes may arise by the informal discussions within the
team. A team which is established may become self-satisfied, it is necessary to maintain
momentum of the service. I have experienced that a team of established nature go through the
inevitable scenario of power struggle among the members of the group. The employees are
forcing on each other and compete on agenda which degrades the efficiency and effectively of
the team. These situations of conflict tarnish the understanding and the members start to reject
ideas within the group and a negative environment is created through negativity within the
group. The group in order to avoid the conflicts agree with the members too fast, which kills the
room for health discussion and the ideas which are not too wise are selected.
Lack of understanding among the team members make the group unsupported of each
other and the team efficiency is lost, non-corporation and unsupported behavior leads to lacking
behind in the resources' availability as the members do not help each other. The leadership of the
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team also proves to be ineffective due to conflicts and sense of superiority in the members. The
members are not accepting the time to change and are unable to create results with the current
understanding and team work in the team. I understand that the members do stop thinking out of
the box and do the regular orthodox work. Motivation and morale hits the bottom as there is no
enthusiasm within the team members.
1.4 Explain how challenges to effective team performance can be overcome
I suggest that the challenges such as degradation in morale and consistency can be
overcome by keeping meetings for team where all the members can provide their opinion on the
problems and the solution to improve the performance of the team. I have come up with a
communication in which employees not working on the same task can suggest a task to other
employees. For keeping the team up to date and to enhance consistency this way is effective.
One person reminding you of the work which is unfinished is repetitive and frustrating for the
team members, so to avoid this situation, one on one supervision can be introduced.
When there is conflict among the team members and the decision of the task in-
statement cannot be taken, the system of supervision via communication book can be put on the
roll to increase group negotiation with team members communicating (Nancarrow, 2013). I have
studied that the supervision system also helps to find out the room for improvement, reflection of
work, personal sharing among the members of the team. Providing the members with
motivational words, hikes to highlight their performance. I suggest that the employees must
awarded which will make them feel chesty about their achievements and their role in the task .
The senior support worker must be willing to think out of the box, suggest the team members
with the task they have to work upon the given time scale. I believe that the team members
should understand the strength of working in a team and the understanding and acceptance must
be increased.
1.5 Explain how you will analyze how different management styles may influence outcomes of
team performance
I have experienced from my tenure in the field that the management style of leader has a
huge impact on the overall performance of the team. Style of administration vary with the kind
of situation the team is facing, the leader must be aware of all these styles to come up with a
solution in the current scenario and enhance the performance of the team. There are many styles
of managing a team, these include autocratic, democratic, paternalistic. I comprehend that to be
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effective as a leader it is necessary to study the situation and work according to the present
scenario. A leader has the qualities of being encouraging, motivating, supporting, directing and
taking accountability of the members of the team, and at the same time he must be a determined,
honest and concerned individual. These qualities make a leader an ideal for the team and
influences the team members which allows her/him to lead in an efficient manner.
I was in the situation of a crisis some time ago managed to learn that the team is as good
as its leader, being discussed, it contemplates that the skills of the leader are reflected by the
team in their performance delivery. The leader must have a knowledge of each team member's
personality, interests and situation, she/he must be able to manage them according to the
attributes they conjure. The leader of the team plays many roles in the group which is dependent
on the kind of scenario and the current mind set of the team. In my organization it is the duty of
the leader to instate jobs and direct the team members according to the skill set each one
possesses.
1.6 Explain how you analyze methods of developing and maintaining:
Trust and Accountability
In order to gain trust of the team members I had to work with them for some time and
build on their confidence in a period of working together, a leader should be willing to give time
to the team members to gain their trust as reliance is something which develops with the array of
shifts and working together. The team leader should show willingness to help and promote the
team members which builds trust between them and also effective communication is developed.
Trust with the team members can be developed with praising them for their work and talking to
the members when the performance hits below the belt. The leader must be cooperative with the
members and should promote cooperation in the working of the team (Nancarrow, 2013). I have
studied that when the leader is willing to work with the team and own up to any mistake that he
did improve his connection with the team members which leads to earning trust of the members.
As a leader, it is my duty to look out for the team members. A leader's diligence towards the
work proves to be the biggest trust earning factor for her (Day, 2004).
Accountability of the work done is important among the team members as low
accountability may lead to conflicts in the team. The team with a system for assignment in the
tasks duties have a better chance of tracking accountability. The team leader must make sure to
assign tasks to a member according to their skills and also be thorough in asking for a report on
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the given task, this will inculcate the accountability seed in the member and he will feel
accountable to his work on group action.
1.7 Explain how you compare methods of addressing conflict within a team
A team consists of individuals with diverse credentials, personality, background and
acceptance level, it is most unlikely inevitable to avoid a conflict. These group action may arise
due to a number of reasons. With an experience in engagement situations I act in the matter at an
early stage and with a rapid speed and address the decisions on logical basis. It is the duty of the
leader or senior support worker to address the situations and try to find a solution to the conflict
which has risen. I have found that there are many ways to address and resolve a dispute, the best
way is to talk about the issues with both parties and decide a solution to the problem but this way
often faced a difficulty as when all the parties to the conflict are present together there is an
argument within them. Under this method the solution can be achieved by negotiation among the
parties of conflict and a solution is achieved through talking and listening to both the parties.
Another method is addressing the conflict is to conduct separate meetings with the parties to the
conflict, listening to both the parties, making an account of the true situation and coming up with
a solution to the problem. This solution is must be most accurate and provide both the parties
with a gain and a loss which will mark the points equal on the table and both satisfaction is
achieved.
After that the solution is found to the conflict among the team members there is an
immediate need to find an effective way, create a plan accordingly and implementation of that
plan to avoid any conflict which of the similar kind to be rise in the future.
2.1 Explain how you identify the components of a positive culture within own team
The positive work culture among the team members comprise the values inculcated in the
team. I strongly believe the acceptance of culture, interest and diverse behavior of the team
members conclude the environment within the team. Every member should be valued and value
the others in the health and social care as they are to care for the other. Positive work culture also
suggest the co operation and support within the team members and the leader of the team must
give an extra emphasis on improving the positive culture in the team. I try to give efforts to
provide reasonable support to the members, being praised and motivated for the good
performance, taking in account the ideas provided by the members and using them will create a
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positive environment in the organization, this also encourages the members and the degree of
commitment increases in the minds of members. The leader must connect with the members and
ask for any areas of improvement in the organization and their needs for working (Melnyk,
2014), and fulfilling the needs of the employees. The team members feel more comfortable
maintaining integrity and seem to enjoy the work. I provide my team members with a feed back
on a regular basis with which implies on improvement and also positive comments to keep
balance and thrive them to improve with more commitment in their work. A leader must provide
an example to the team, leading from the front with a dedication fill the team with positive
energy and a higher degree of responsibility. The members with more responsibility,
commitment and a good performance should be awarded with an appraisal and encouraging
words, this kind of practice make the team members feel valued of the work they do creating a
positive culture within the team.
2.2 Explain how you demonstrate how own practice supports a positive culture in the team
A positive culture depends on a number of reasons. A leader plays an important role in
developing a positive culture, leader should take the responsibility of providing the members
with a good working environment. I regard positive culture is something achieved by the efforts
of leader of the team, as he is the one with the authority and control over the team. A leader must
be willing to help the members and provide support when in need. This practice is fairly
important as the trust and connection is build through this kind of practice. It is a leader's duty
inculcate a friendly and communicative environment between the fellows.
The team is the arsenal of the leader and he is to encourage the members to perform to
the best of their abilities and push their limits to achieve more, this way a positive vibe is created
in the team. Issues and needs of the team members should be taken care of by the leader as soon
as possible, this practice facilitates a good working environment. I am of the opinion that the
leader should be positive approach towards the members and should be willing to accept
criticism with an open eyes. She should push team members to come up with ideas and should
welcome new ideas and approach towards anything, as this kind of conversations increase the
connection between the team members and team leader. I once had to put in some working on
the care in a situation of crisis in the unit, I managed to clear the crisis through supporting and
helping the team members in need.
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There should be a certain degree of tolerance and acceptance created by the leader
towards the cultural and personality diversification among the members of the team. I believe
that these practices should be followed by the leader in health and social care to create a positive
culture.
2.3 Explain how you use systems and processes to support a positive culture in the team
To manage a team and also support a positive culture, the leader must follow some
systems and process to achieve the same as this plays a vital role in the performance of the team.
A regular batch of meetings should be conducted either on monthly or specific period, where the
team strategies can be discussed, performance can be judged and strategies can be remodel to
improve it, it is an ideal place for pitching up of new ideas and also the needs of the members
can be discussed in the group session. I deliver a directing hand to the members of the team in
some time to cover their work and also find the areas of issue and solution to the issue at hand.
Meetings with the service user are a critical part of the meeting system as this provides with the
experience user faced and if room for improvement is found them implementation can be done to
rectify the issue. A system for feed back is also a flexible approach towards the cultivation of
positive culture, as the members of the team do not lose and momentum and also it serves as a
motivation hand with positive feed back, recommendation and support is provided through this
system. Appraisal must be given in accordance with the performance which gives value
recognition and also helps the members find their next target(Brett, 2014). . I find that improving
on the batch and providing the employees with training help them perform better which gives
rise to positive culture. Team support and understanding increases thought these sessions and
meetings which enhance the spirit among my staff which in turn gives me better results in the
task completion.
2.4 The creative and innovative ways of working together in a team
I make sure that my team is structured with personnel with different ways of working,
distinctive abilities and interests to ensure a proper mixture. A strong heterogeneous team
enables a productive solution for every problem. In the health and social care the team members
need to satisfy service users and make them self reliant in taking care of themselves. The team
should be given roles taking in account the skill and competence of the employee, this will help
the team work together and get the maximum output out of the job. A creative base must be
developed within the team to gain stronger support from each other and adhere proper service.
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The team must be eligible to promote and suggest new ideas of improving the working
environment in the institution, these ideas must be communicated to the leader of the team.
Shifts done by the team members must be scheduled and should be made flexible in nature to
facilitate the employees on the schedule. Supervision must be given on a timely base to structure
duties and roles, the main aim must be to provide enough staff support with the employee
satisfaction in the job. I provide systematic feed back on the performance provided with a service
to ensure the quality of service provided and also recommend the staff with certain steps that ca
n be taken to meliorate the work done, this also contributes to the recognition and value provided
by the team work. Another way of working together is through acceptance of each other and
each others work in the team, that is the team members have a friendly environment among them
and they must appreciate each others work.
3.1 factors influencing the vision and strategic direction of the team
I strongly believe that the strategic planning is highly critical for making sure of the
challenges the team can take. The team is viable to face the challenges when they are aware of
they factor which may influence the vision and strategic direction of the team, these factors are
conditional and impact the team. The factors such as resources, skills and interest may affect the
working of the team completely. The team must have a clear idea and patch about the factors of
influence and the strategy to over such factors. The team leader must have a plan for the future
strategy of the institution. I have made a plan to avoid such factors and continue with the services
without hindrance. A strategic plan is created by the leader for the future growth and service
providing to the users in the health and social care unit. This strategic plan consists of the future
trends and plan to allocate the resources for the achievement of the aim of the team, it also is the
vision for the future of the organization. From this strategic plan a directional plan is prepared
which provides directions to the team members or supervision of the roles of the members. After
that a team plan is made which defines the instructions by which the team members will achieve
the vision and strategic plan. This is commonly referred to as the mission statement. Mission
statement roughly figures the vision of the organization as a complete unit. The team is intended
to be guided by the mission statement as it provides a larger visualisation of the organisational
plan and also the principles and values of the work environment for the team.
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3.2 Communication of the vision and strategic direction to the team members
The leader is the torch bearer of the group, he provides with the vision and the directions
to achieve the vision. A competent strategy is needed to be made to accomplish the vision. I have
installed a clear system of communication of the strategic plans for the team members as the
employees must be aware of the challenges they are to face in the current scenario.
Communication is a critical element in the health and care teams, as it provides with lucidity of
task and also develops common understanding between the staff. A line of clear formal
communication is important in the meetings. These meetings must also encourage new set of
innovative ideas and solution to the issues at hand. I ensure that the strategy is viable and also
my team has the skills and abilities to work on the strategy, and the resources needed in the
implementation. I set my vision clear in the meetings for the team to comprehend and make a
viable plan for the vision. I have clear view of expectations from my staff. These expectations
are standards for the team to work on, I monitor the task progress and also provide with feed
back for the team to make necessary modification. The leader is also liable to supervise the
duties or job to the employees once the strategy is in place. This allocation of role in the task are
issued on the basis of the skill sets of the members, every individual with is the respective
attributes is instated to work on the task.
3.3 The ways to work with others to promote a shared vision within the team
The leader and team go hand-in-hand in health and social care institute. Working together
is important to achieve a common goal. A proper display of the vision in the meeting and
preparation of strategy to achieve that the objectives is necessary. Plans must be made to develop
the services given in the organization. I supervise the workers to facilitate the undertaking of the
goal, the workers are given with their job on a daily basis to assess the progress. Carers are held t
o help in the process of care taking and also new service development is facilitated with their
contribution. I apply voluntary service providers to work for the members to improve working
capacity and swift working within the team. Other professionals are called or invited for check
ups and advice on the current condition of the patients. The practitioners are given certain duties
to fulfill the objective and this helps in development of the services by providing efficiency. I
also plan and take help from any other significant individual who can provide caring service to
the patients. Voluntary service providers are also assigned the task of taking care of the service
users. The vision of improving the services is achieved by taking care of all the services and
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