A successful leader must have the ability to inspire the members of the team. It is in the best interests of the team and unit if its members are performing to the best of their capabilities. People need to be motivated to work with consistency and enthusiasm. Motivation is the core reason for people to do what they do. The things that motivate people are the rewards at the end. Under bad leadership these motivators could be based on the fear of loss of “perks” or fear of reprimand.
Being made to feel insecure in the work place if performance targets are not met. A good leader would create a system of fair performance appraisal and assessment tools with the rewards based on that system. Also a leader can improve participation from individual team members in meetings by encouraging the use of a persons communication skills and evaluating the progress being made by all team members. The reward could be recognition for a job well done, financial incentive or prize of some description depending on resources available. What motivates one person will not necessarily motivate another. Successful motivation takes careful thinking about how to encourage people to accomplish things that make a difference, and how to tailor incentives to individuals.
Younger members of a team have a different outlook on life than the older members of the team. But directed and encouraged to work together, the older person can help the younger with professional experience while the younger can help with other areas of knowledge and new idea’s and the use of modern technology such as computers. There are countless skills and responsibilities as a Team leader, but one of the most important is their ability to inspire team members. This makes understanding the basic fundamentals of team leadership so crucial. You must know where you are heading and fully understand your unit’s objectives and vision. This vision must be effectively communicated to others so that every one understands and is working toward achieving that goal as a solid unit.
The Essay on Team Members Leader Rewards
... in learning... How will the team keep members motivated? a. Walk your talk b. Be Supportive c. Be a leader with vision d. Use ... to be financial rewards although they may be. ... behaviors that are rewarded, so the rewards need to suit the personal characteristics of the people on the team. b. These rewards do not need ...
The team leader’s passion for the goal will motivate the team to want to share in the excitement. Always look for ways to tap into the staff’s creativity and look for ways to provide individuals with decision making authority. By allowing them to act independently and use their discretion in making choices, this displays confidence in their abilities inspires them to better trust there own judgement. Even with decisions that the team leader must make them selves. Proceeding with out the input of the others in the unit can have negative consequences.
Especially if the decision being made directly affect’s them and their ways of working. When confronted with an unexpected problem, involve the team in seeking the best possible answer. This not only demonstrates a respect for their opinions, but opens doors to innovative solutions that may have not been considered. If a team leader does not agree with the ideas suggested, there will not be any bad feeling generated as long as the rational behind the decision is openly discussed.
Delegation is important. Trust team members with responsibility and follow up on their progress. Work together through challenges together and celebrate their success. The result will be a team of individuals who care as much as the leader and who will work together to resolve and challenges that may arise creativity, flexibility and speed. Always clearly establish individual roles and responsibilities.
The Essay on Team Behavior Members Time Member
Upon reflection regarding last weeks team assignment, certain truisms became immediately apparent. Regarding the five stages of group development, which include forming, storming, norming, performing, and adjourning, the team members found the following at each stage of development: 1. Forming - during this stage, the team members became aware of qualities they each had in common, such as ...
Unclear roles can lead to frustration, especially in busy or stressful periods. Make clear what is required of each staff member. Keep the lines of communication open as confusion in colleagues efforts can result in poor performance and wasted time. Consider carefully how to best utilise team members talents. Let people do what they are best at. Often one person’s strengths can counteract another person’s weakness, making them and the team stronger.
Short comings left un- addressed can hinder the effectiveness of the team leader and overall productivity. Always take time to praise the efforts of the staff via e-mails or publicly during meetings, giving specific examples of how individual strengths and efforts collectively contributed to the success of the team. Successfully leading and motivating staff, regardless of size, can at times be an enormous task. Keeping team members inspired is a juggling act in itself, and it is essential that the team leader stays on top of things at all times. Confidence that is placed in others can often be greater than the confidence they place in themselves. As a team leader it makes it so important to fully comprehend the unit’s vision, and to continuously convey it to the members of the team as well.
By doing so, this will help release the full potential of every team member and ensure the units goals are consistently met.
