Effective Team Leadership and Management: Strategies for Success

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Lead and Manage Team Effectiveness
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TABLE OF CONTENTS
Task 1 – Written Questions.............................................................................................................3
Q1....................................................................................................................................................3
Q2....................................................................................................................................................3
Q3....................................................................................................................................................4
Q4....................................................................................................................................................5
Q5....................................................................................................................................................5
Q6....................................................................................................................................................5
Q7....................................................................................................................................................5
Q8....................................................................................................................................................6
Q9....................................................................................................................................................7
Q 10.................................................................................................................................................8
Q 11.................................................................................................................................................8
Q12..................................................................................................................................................8
Task 2: Project.................................................................................................................................9
Part A – Organising a team meeting................................................................................................9
Part B – Team Performance Planning.............................................................................................9
Part C – Documenting the Performance Plan................................................................................11
Part D - Performance Management...............................................................................................12
Part E – Policies and Procedures...................................................................................................13
Part F - Team rewards and recognition..........................................................................................13
References......................................................................................................................................15
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Task 1 – Written Questions
Q1
Following are the key strategies to manage the team and to ensure that all members are clear on
their works and responsibilities-
 Maintaining good communication – It is very significant to communicate properly with
employees and inform them about organisation’s work environment. It is also important
that firm encourage feedback and that the workforce feel that they can approach with any
questions and issues, which are addressed and accessible (Patanakul, 2015).
 Building strong work relationship – Building or rebuilding relationship with the clients
and employees is one of the major challenges within the organisation. These police will
help to build a positive relationship within employees such as monetary and non-
monetary consideration, conducting a seminar, workshop, training and development.
 Defining roles and responsibilities – The organisation can manage the team by defining
proper roles and responsibilities at every stage of department.
 Managing conflicts – It is also feasible for the organisation by resolving conflicts
between team members and other staff within the organisation.
Q2
To provide support to the employees and team members, below are some strategies to ensure
their engagement and commitment regarding quality and outcomes -
Sharing good practices and ideas between team – Providing an opportunity to the team
members to share and display their ideas and information, which will be the benefit for the
organisation as well as employees also (Alsharo, et al. 2017).
Understanding an individual’s needs and preferences – considering the individual’s need and
requirements concerning organisation will aids to the development of business as well as
personality of individual also.
Providing appropriate training and development - training and development is one of the
major aspects regarding workers participation and involvement. It gives proper training to the
employees within the organisation which reduces employees turnover and long term staffing
cost.
Advantage -
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It gives opportunity to build team – through training and development, employees share a strong
bond and create a positive relationship between team players.
Disadvantage
The cost of training never goes away –the cost of training will be 50% of the employee’s salary
for the organisation (Van Der Vegt, et al. 2015).
Q3
Below are the communication methods to communicate with the team members –
1. verbal communication – verbal communication refers to sharing information between team
members and management such as face to face discussions, staff meetings, formal and informal
conversations and presentations.
Advantage
It is easy to talk with individuals or employees to know the problem by using verbal
communication.
Disadvantage
There is no written record or evidence of verbal communication.
2. Non-verbal communication - it includes body language, gestures, postures, eye contact and
facial expression which makes easy to communicate with team .
Advantage
Information, facts, data and facts can be easily presented in non-verbal communication (Tokakis,
et al. 2018).
Disadvantage
In non-verbal communication, long term conversation an essential explanation are not possible.
3. Written communication – written communication provided as evidence and record when
something went wrong or impractical between the team and organisation.
Advantage
It covers all information regarding facts and knowledge.
Disadvantage
Written communication is time consuming method because it involves lot of formalities and
legal procedures.
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Q4
A good manager is always available to support his team members, encourages them and
motivates. First, A manager and team leader can create awareness between the team members
and also disturbs the thoughts. Second, manager can develop honesty and trustworthiness among
the team members to keep all the promises and commitments. Third, a manager can follow the
consistency concerning plans, rules and regulations, which means dealing with similar situation
in similar ways (Alliger, et al. 2015). Fourth, a team manager or executive can inculcate a
positive attitude and give confidence among the employees.
Q5
The involvement and participation of team members in the decision-making process can be
ensured by following ways-
Suggestion box- it is one of best way to help engage the workers by encouraging them to
suggest changes. It is not necessary to take all the suggestion into consideration, viable and
feasible suggestions can take into consideration by the workplace leader.
Logical feedback from employees – employee feedback can help to get a better result, to
increase productivity and effective participation in decision-making process within the
organisation.
Q6
Open communication between manager and his team members can enhance productivity and
motivation between the team players (Salas, 2015). Top managers and supervisors can improve
Open communication by implementing an open door policy or by conducting regular meetings to
move business forward. It promotes values such as –
Developing transparency between employees because no mediators or intermediaries are being
involved in open communication.
It provides ways to conflicts resolution among the individuals who work together. It also makes
easier for management when conflicts are too complicated and serious to handle.
Open communication provides innovation among the team members which can be beneficial to
manage potential problem within the organisation.
Q7
Five stage of group development-
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Figure 1: stages of group development
1. Forming- the first stage that is forming, under this the team members first meet with each
other, share their background, knowledge, facts and information with the organisation.
2. Storming – as the team begins to work together, move into storming stage. In this stage, the
team members accept their ideas and opinions and learn conflicts resolving techniques.
3. Norming – in this stage, healthy discussion is being placed within the members. The group
members begin to trust each other, working together and sharing knowledge between the
individuals (Denhardt, et al. 2018).
4. Performing – in this stage, group are functioning at an extreme level, the emphasis is on
reaching goals as a group.
5. Adjourning – in this final stage of group development, the work plan is coming to an end and
the team players are moving off into several directions.
Q8
 It will hamper the overall productivity and performance level of team members and will
increase conflicts within the organisation (Patanakul, 2015).
 There will be more communication gap between the team members.
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forming storming norming performin
g adjorning

 There will be a negative impact of an organisation’s reputation, and other team members
cannot rely on company.
 There will be an occurrence of a lot of trust issues and arises conflicts increase between
the team members (Bowers, et al. 2018).
 It will be impacted negatively on other members even whose have great idea.
 There will be a positive impact if team members share knowledge and skills with the
others because it will encourage the employees’ confidence and faith within the
organisation.
 Useful and important information will pass on easily between the team members within
the business.
Q9
1. Supervisors and managers are required to align tasks as per the capabilities and
knowledge of employees (Tokakis, et al. 2018).
2. Employees are required to perform the particular task in the time frame given with the
required quality.
3. Yes, the policy framework state the requirement of working for extended periods where
the employee is paid for the bonus time he/she has spent at the workplace.
4. By mentoring and coaching, the organisation can significantly increase the overall
performance of the employees and can also form a cohesive work environment.
5. The role of mentor is to guide and support the team members. The mentoring relationship
should be strong so that employees feel motivated to work in the company.
6. The process of mentoring include understanding and evaluating the individual’s
performance and articulate the goals and objectives which are required to be achieved.
7. The organisation is required to behave positively to control the situation, and by having a
brief communication and interaction, the conflict can be resolved.
8. If the issue is not resolved, then the situation can grow into a major problem which can
hamper the overall productivity and culture of the organisation.
9. Regarding privacy and confidentiality, the policy states that personal information is
needed to be protected from employees and other stakeholders.
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Q 10
 By giving gifts, coupons, rewards and recognition, tickets to seminars and offering career
development services.
 By providing managerial appreciation, appraisal techniques giving promotion or monetary
benefits.
 To meet targets and goals, encouraging confidence between team members, creating trust
and beliefs and providing appropriate training and development (Alliger, et al. 2015).
 By providing different types of monetary and non-monetary consideration to the employees.
Q 11
What is Consensus?
Consensus refers to total dependency on participants, who are having values, goals and broad
agreement on specific issue. Because of having consensus in organisation, everyone accepts and
supports the decision and understand the reason.
Concepts of Quaker model
Quaker base model is based on allowing or hearing individuals voice while providing a
mechanism for dealing with disagreements. This concept will help the team members through
formulating a proposal, discussing with the team, calling for consensus, modifying the proposal
and identifying and concerning the needs of individuals (Salas, 2015).
Q12
Thomas-Kilmann conflicts modes
1. Collaborating
Assertive and cooperative behaviour of others where an individual will work with another to
find a solution.
2. Competing
Assertive and uncooperative behaviour, where a person will satisfy their concern to win a
position.
3. Accommodating
Unassertive and cooperative behaviour, where an individual avoids their concerns to satisfy
another.
4. Avoiding
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Unassertive and uncooperative behaviour, where an individual pursues neither their own nor
other party’s concerns.
5. Compromising
Midway in assertiveness and cooperativeness, where an individual gets to ready to compromise.
Task 2: Project
Part A – Organising a team meeting
Prepare for a meeting
Meeting invitation to the team members via mail:
To: Promotions and Marketing Officer
Subject: Invitation to the meeting
Hello team,
This is written to inform you regarding the scheduled meeting this Saturday, i.e. on 16th March 2019 at
12:00 noon. You are being invited to this meeting to plan the performance of each team individual as well
as their roles in achieving the goals and objective of the project. The marketing and promotions officers
are cordially invited to attend the scheduled meeting along with the operational plan given.
The meeting will run for 15 to 20 mins to fulfil the purpose which is to gain insights about the aims and
objectives to make sure that everyone is aware of their roles and responsibilities to achieve the key result
areas or KRAs such as membership growth, volunteer development, and programmes and events
(Ashkanasy, et al. 2016).
It is a request for everyone to bring their copy as well as the operational plan concerning the development
of netball in the region.
Thanks & regards,
Marketing and Communications Manager (NNEC)
Part B – Team Performance Planning
The team was welcomed by me professionally and it started by telling or communicating the
purpose of the meeting with them. The purpose of the meeting is to understand the roles and
responsibilities of each for the development and administration of the mentioned sport that is
Netball in the area that is New South Wales.
We further agreed on the team ground rules which were based on proper functioning and
performance of the overall team. The ground rules developed for the same was to mentally and
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physically present as well as contribute to the meeting goals. The meeting further discussed the
rules to manage the conflicting situations as well as how will they participate and communicate
with while the whole project run time (Armstrong, 2016).
Moreover, several feedbacks were received during the meeting from the marketing and
promotions officer while assessing the aspects of the operational plan. It is further demonstrated
that there are no available resources present for the development and administration of netball in
New South Wales. Resources can be in terms of both finance and human to fulfil the
requirements of the NNEC association. Also, there are no planned activities or strategies in terms
of marketing and promotion of the same. To deal with the same, the marketing and promotions
officers are required to make clear and concise strategies for ensuring proper advertisement and
guidelines to carry out the operations. After reviewing each section of the operational plan and
listening to the reviews and concerns of the team, the team performance plan template is made to
set the roles and responsibilities of each member further.
In addition to this, as a marketing and communication officer, I used team-building techniques,
such as concise outcomes and goals to achieve the overall success in the development and
administration of the netball sport by the NNEC. Furthermore, I used active listening skills to
understand what my team members are trying to convey with regards to operational plan and for
the evaluation and motive of the overall meeting. To draw out certain issues and give focus on
the future challenges associated with the same, appropriate questioning skills were used for the
same. Questions regarding the entire plan and structure were asked further concerning the targets
to be set for this year to complete or achieve the overall aims and objective for the same. In
addition to the same, non-verbal communication such as gestures and expressions which
reflected positive and concerning attitude towards the topic or subject being discussed to make
the team members or individuals feel comfortable and open to present their ideas and views.
The meeting was closed after the roles and responsibilities of each individual was assigned, and
where each member was well aware of the tasks performance, they have to maintain.
An email has been sent to the team outlining the team ground rules that were agreed to in the
meeting:
To: Team members
Subject: Team Ground Rules
Greetings of the day!
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Dear team members,
This is written to inform you all about the agreed terms concerning the ground rules set in the meeting.
The ground rules objectified for the same are:
 The primary ground rule set is the prohibition of overshadowing in terms of a specific
brand or endorsement.
 Collaborative working is a must
 Usage of cost-effective and strategic techniques for marketing and promotion.
Above mentioned are certain ground rules which must be addressed. The team members are further
required to revise the rules and give feedback for improving the same.
Regards,
Marketing and Communication Officer (NNEC)
Part C – Documenting the Performance Plan
Team Performance Template Plan (attached)
Scheduled monthly meeting for 12 months (attached)
Two professional development programme will be attended by my team members and me:
Professional networking: Will be held at New South Wales at 4:00 pm
Job Shadowing: held at NSW at 11:00 am
Email:
To: Team Members
Subject: Team performance Plan
Greetings!
Dear team,
A team performance plan has been made to enhance the overall productivity of the team to carry out tasks
effectively.
The actions outlined in the plan are based on the meeting scheduled for 12 months which will go on till
January. Also, the plan includes activities such as work output evaluation and development of effective
promotional and marketing technique or strategies to fulfil the aims and objective of the development of
netball on NSW.
There are two actual professional development activities taken into consideration are Professional
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Networking and Job Shadowing activities (Mathieu, et al. 2015).
P.S. – Team members are requested to review the attached items in the mail and feel free to give logical
feedbacks on the same.
Regards,
Marketing and Communication Officer (NNEC)
Part D - Performance Management
Email to Claire:
To: Claire
Subject: Performance Management Meeting
Dear Claire,
This is to inform you about the scheduled meeting concerning your performance which has been not up to
the mark lately. Kindly meet me in my office at 4:00 pm on 16th March 2019.
Regards,
Marketing and Communicating Officer (NNEC)
Email to GM :
To: General Manager
Subject: Performance Management Meeting
Dear Sir,
As per the meeting conducted with Claire concerning her underperformance lately, I have found that she
is guilty of the way she behaved and hampered the overall productivity of the company.
In my discussion with Claire, I came to know about the actual reason for her underperformance from the
last three weeks. Claire is going through a tough time at home due to which she has to take calls to deal
with the situation.
However, we have come to a conclusion or solution for resolving this issue. She will keep her mobile
phone in the drawer while working and make sure that every call is picked by her to provide better
assistance to the customers. She will review, refine and implement performance management activities
such as a checklist, scheduling and more to perform better at the workplace.
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