TEAM ANALYSIS 1
Team Analysis
Latoya Lester
South University
Leadership
Dr. Jason Britt
August 2, 2021
Team Analysis
Understanding a team is a good idea since areas of weakness can be realized, and the necessary measures can be taken. Every member of the group is devoted to delivering the best by working together with the other members. It is because of the unity in the team that makes it produce good results. The group was meant to ensure the problems of employees are evaluated and proper measures are taken to ensure productivity does not decline. The team members are obligated to reach out to all employees and assess their performance and the challenges they are facing. Considering the importance of the task, team members have to be prepared and possess the right skills needed to perform the job. This paper will look at the values shared by the team members and how they contribute to the team’s performance, the kind of empowerment programs put in place, the channel of communications used, and the general team design.
There are various values shared between the members of the team members like responsibility. Each team member is responsible for what tasks they are allocated and focuses on them. This value helps the leader assign various tasks because the leader knows each job will be handled well and within the set time. Team members are also accountable for whatever they do, and they accept their mistakes and request help. This makes it easy for the team leader to correct errors and issue directions. All team members are disciplined, and the team leader does not have to focus on punishment. The high level of discipline with all team members leads to a conducive working environment and sharing of ideas.
All team members have perseverance, and they perform their duties with passion hence ensuring deadlines are met. Members also have high-level integrity, and they fully adhere to the group’s set ethical codes and rules. This gives the leader humble time to focus on important matters that will result in high performance. The team leader is value-based because he understands his values and those of team members as well. The leader lives according to the values of the team and shows a high level of discipline, integrity, perseverance, fairness, cooperation, among others (ŽYDŽIŪNAITĖ, 2018). The group is guided and driven by values, and the leader should keep reminding the member of the importance of maintaining such values and the need to learn more values to ensure they are enhanced.
The leader of the team has a high level of emotional intelligence with a high level of self-awareness. The leader knows how to handle his emotions and knows that some behavior may affect the performance of team members (Maamari, & Majdalani, 2017). The leader behaves with humility, and this is one of the many strengths he possesses. The leader barely attacks the team members showing that he has a high level of self-management. The leader takes time to make decisions, and he rarely makes emotional decisions. The leader has good relationship management skills as he interacts with team members freely, showing a high level of empathy. The leader can put themselves in the team members’ shoes and work together to solve problems without destroying the good relationship.
In terms of social awareness, the leader has good social skills in that he is always open to receive bad news just as the good ones. The team leader has many skills that can be termed strengths like proper decision-making skills, interpersonal skills, social intelligence, change management, and courage. However, the leader shows some weaknesses in that sometimes he fails to set clear expectations and is overly critical in case team members fail to deliver. The team is marked by positive emotion, and there are several steps that the leader can take to increase the EI level. Taking note of how to react to people, examining how to respond in stressful situations, and taking responsibility for one’s actions are vital in improving EI.
The team leader is the most superior and has more power than the rest of the members. The managers come second, and then the subordinates staff involved in the team are at the bottom of the hierarchy. Power is not shared, but the team is highly empowered in various ways. The team leader is open to new ideas, and members can air their views without any discrimination. The leader is supportive and trustworthy as he responds to the needs of the team members in time and offers direction. Hardworking members are always rewarded and recognized, thus ensuring the team puts extra effort into their work. The team members are happy with the existing empowerment conditions, but training repeatedly can be a good measure of increasing empowerment.
There is proper communication in the team with an open door policy where team members are allowed to air their views while the leader listens. The team leader also provides reciprocal feedback, which is detailed and precise. The leaders give tasks clearly, making the team members understand their responsibilities fully. Sometimes entertainment and fun are used to keep the team member’s morale boosted. The team leader listens more, and that is the kind of communication he uses. The communication in the team is effective, but understanding diversity issues can improve the level of communication.
The team has a good design with an accurate description of the roles and responsibilities of each member (Cordery & Tian, 2017). The team leader has established a good framework for managing each individual task and avoiding confusion. The group’s objectives are well stated, and the leader ensures proper training for all members to ensure they understand the purpose of the team and the set goals. The tools used in data collection and methods of collecting data are also provided. The team is in the performing stage, and a consensus among team members is achieved. The team is well organized, functioning, and mature, with all members focused on the group’s mission.
References
Cordery, J. L., & Tian, A. W. (2017). Team design. The Wiley Blackwell handbook of the psychology of team working and collaborative processes, 103-128.
Maamari, B. E., & Majdalani, J. F. (2017). Emotional intelligence, leadership style and organizational climate. International Journal of Organizational Analysis.
ŽYDŽIŪNAITĖ, V. (2018). Leadership values and values-based leadership: what is the main focus?. Applied Research in Health & Social Sciences: Interface & Interaction/Sveikatos ir Socialiniu Mokslu Taikomieji Tyrimai: Sandura ir Saveika, 15(1).
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