Importance of leading teams to achieve organisational goals and objectives Essay

1. Evaluate the sh atomic number 18 of crownership in cargoning police squad up up ups to achieve organisational goals and intentsWhat is it that leaders do to help their squads achieve organisational goals and objectives? E genuinely organisation has goals and objectives which argon essential for it to succeed in an ever changing environment. Ken Blanchards study of leadership set twain broad types of behaviour, directive and jump outive, and the extent to which these be combined are demonstrated in Hersey and Blanchards smearal leadership model. Among other affairs this model suggests that a leader ask to be changeable to a given incident and aware of the social context in which they work. There are plain numerous ways a leader helps their police squad to achieve goals and objectives and these are summarised in John Adairs model of action centred leadership which defines triplet core management responsibilities achieving the task, managing the squad or group and managing individuals.To help their aggroup achieve goals and objectives a leader must under render certain operative responsibilities which include defining objectives, briefing, visualisening, monitoring and evaluating, with these cosmos continuous as bran- bare-ass situations develop and objectives change. At the same sentence a leader needs to be able to recognise and encourage individual strengths, while being aware of and facilitating improvement in areas of weakness, an awareness of team and individual do factors is likewise crucial. Leaders must also be able to adapt their style of leadership taking into narrative the varying factors of the task such as clock time, complexity, resources and individual expertise. wherefore are these actionsimportant?The importance of the structural responsibilities are evident, to get the job done For instance without planning a team has no direction, and no evaluation means that how wellspring the plan is working is unk straigh tn and on that pointfore pretty useless. Motivating a team is also a high priority as morale has a world-shattering impact upon long term productivity and hence succeeder. The efficacy to adapt ones leadership style is significant as situations are yield to change, a simple task with little time to complete bequeath require a variant approach to one with opposing factors, and the success of each are highly dependent on the approach taken. mortal encouragement and improvement is also necessary as a mortals attitude to the goal or objective is largely influenced by their own feelings towards it and involvement in it. In the areas of task, team and individuals the importance lies in incorporating all three as neglect of one testament scratch the others.appraisal social whole titleILM unit of measurement no.AMSPAR unit noUnderstand the importance of leading teams to achieve organisational goals and objectivesM5.46/1604/1Assessment Criteria2. Assess the effectiveness of own organisation in measuring team action against organisational goals and objectives.How effective is the organisation in measuring team performance is it fit for purpose?In many areas my own organisations performance measures are fit for purpose, there are some however that could be improved.What part of measuring for performance does the organisation do well?QOF work is measured exploitation a data extraction outline which mechanically monitors our achievement in Vision in real time, and as it forms a large part of the utilise income it is essential that we grow access to it at any time. This allows us to measure data entry frequency and quality.Prescribing targets. We hit an annual prescribing budget for the practice which is monitored on a calendar monthly basis, spend is highlighted and the GPs have to work on reducing it.An audit of incoming telephone calls is carried out periodically which gives us a goodness idea of numbers of calls, waiting times and how many are re miss which in turn enables us to measure the call handling performance.We send to process script requests within 48hrs and an audit of this is use to measure the contribution of which are completed in this time.What does it non do so well?Staff appraisals the current format is woefully lacking. There is a very limited form given to staff appendages to fill out forrader and the appraisal itself constitutes a friendly chat with no objectives set. 100% of team members when asked express the opinion that the process is currently a waste of time. This results in individual performance not being measured.There are currently no receipt team meetings. These would serve as a measure of on-going performance as objectives and progress can be discussed. sooner there is a predominant reactionary attitude to problems that arise sort of of planning to avoid them where possible.What are the implications of your findings?The organisation performs well when staffed with appropriately experi ent peoplebut takes a long time to bring new staff up to the required direct of competence. Communication is poor at times which results in low team spirit and this is further impact by the negative appraisal experience. The current appraisal corpse also fails to develop individuals as objectives and goals are not set and hence put up little motivation or progression.Assessment unit titleILM unit no.AMSPAR unit noBe able to develop and lead teamsM5.46/2604/2Assessment Criteria1. Critically review your own king to develop and lead teams to achieve organisational goals and objectivesAssessment unit titleILM unit no.AMSPAR unit noUnderstand own energy to converge the leadership roleM5.06/1607/1Assessment Criteria1. Evaluate your ability to use a range of leadership styles, in different situations and with different types of people, to fulfil the leadership role give-up the ghost three examples of the different personalities or situations you have in your team.1. New starter who has been in the team for two weeks. Enthusiastic but lacking skills.2. Senior team member who has been in the job for nineteenyears. Highly skilled but lacks motivation.3. Team member been in job three years. Very capable but lacks dominance to work alone.How does this excise the way you manage them?If I class these individuals using Hersey and Blanchards development levels their differences influence the approach I try to take when dealing with them. Person 1 needs a high level of both direction and support, whereas persons 2 & 3 need high support but less direction.Think astir(predicate) each of the different styles you have chosen (e.g. Telling, Selling, Consulting & Delegating). For each style elan 1 (name this style and get wind it in twenty words or less) Telling or high-and-mighty Roles and goals are extensively clarified, the leader defines objectives and standards with performance being closely monitored. Give an example demo when you have used this style.Centralis ed computer system failure requiring emergency procedures to be put into place to maintain a safe level of patient care. Was it effective? Give yourself a malt whisky out of 1010 apologise why you gave yourself that reach why was it the full (or the wrong) thing to do? The nature of the problem meant that there was no time for discussion. Operable working practices needed to be choose instantly with team members being assigned specialized tasks. The problem was con term. Does applying this style come easily to you? why or why not? Yes my natural tendency leans heavily to a directive approach and I easily trust my judgement in situations which need immediate response.Style 2 (name this style and withdraw it in twenty words or less) Selling or Coaching The leader provides direction with two-way talk used and support provided, allowing the team to buy into the process. Give an example viewing when you have used this style.Explaining a new method of recording instances of pha rmacies losingprescriptions and the receipts of having the subsequent data. Was it effective? Give yourself a malt whiskey out of 10Explain why you gave yourself that score why was it the right (or the wrong) thing to do? Because retrospectively I wasnt aware of all the factors which would affect the outcome or best working practice. Other team members were whence the idea was very hard to sell as its failings were quickly apparent. The situation would have benefited from a more participative approach. Does applying this style come easily to you? Why or why not? No I find it ofttimes easier to either tell people what I want to happen, or to outdoors the process with input from everybody. I doubt my sole decision if I there is time to analyse it.Style 3 (name this style and describe it in twenty words or less) Consulting or Participative Emphasis is on joint decision making, with team members allowed more freedom to take possible action and regular support maintained. Give an example showing when you have used this style.When considering changing the appointment system due to low patient enjoyment a meeting was held with the reception team. Was it effective? Give yourself a score out of 10Explain why you gave yourself that score why was it the right (or the wrong) thing to do? The reception team were the almost educated about the day to day demands upon the current system and the most significant shortcomings. Their involvement in the decision making created a revised system which best addressed the current failings. Does applying this style come easily to you? Why or why not? Yes despite scoring heavily towards a directive approach on questionnaires, I feel comfortable discussing problems within a group and value the input of others in an area where their expertise is greater than mine.Style 4 (name this style and describe it in twenty words or less) Delegating The leader remains involved in decisions but passes responsibility for tasks and proce sses to the individual or group. Give an example showing whenyou have used this style.When requesting that a senior team member be responsible for producing the annual significant event report. Was it effective? Give yourself a score out of 10Explain why you gave yourself that score why was it the right (or the wrong) thing to do? The report needed modify periodically and completing by the end of the year. The team member in question had the required capability and could be trusted to fulfil the objective in a way that they saw fit. There was no specific format that the report had to take. Does applying this style come easily to you? Why or why not? No I worry that people will have a negative response to being asked.Thinking about how easy (or difficult) you find it to apply each style What factors should you take into account before deciding which style to use? There are a number of factors that I would take into account The ability of individuals or the team as a whole, the time available to complete the objective, the complexity of the act and who has the most expertise, not always the person in charge What score would you give yourself, out of ten, for your ability to apply different leadership styles? Explain that score here6 Some styles come easier to me than others, on a situational leadership style scoring sheet my score was highly directive, suggesting that I subconsciously tend towards a more autocratic approach. Feedback from other team members has also shown this to be the case and coupled with my inexperience in a leading role results in me not always making the most appropriate choices.Assessment unit titleILM unit no.AMSPAR unit noBe able to develop and lead teamsM5.46/2604/2Assessment Criteria1. Be able to pass changes to your leadership style in ensnare to more effectively develop and lead teamsChange proposed(Specific, Measurable)How best to implement this (Achievable)ResourcesSchedule(Timed)Create new staff appraisal system for recepti on team, which will improve knowledge of individual strengths.Up to 75% of team members to answer on feedback forms that appraisal was of some use to them. Ask practice manager if I can attend upcoming seminar which includes section on appraisals. suffice manager to be consulted about possible budget for teach and time available. Training completed by 30/09/13, one month before start of appraisals. Improve self -confidence.Do confidence scoring questionnaires now and in six weeks time.Complete daily visualizations from self-help book.Guided visualisation CD and questionnaires.Review with questionnaire six weeks.Create a more equilibrate leadership approach, currently heavily directive.Complete leadership style questionnaire now and in eight weeks time.Ask for anonymous feedback from team.Contact consensus training provider to clarify cost and duration.Set time aside to complete training.Practice manager to be consulted about possible budget for training and time available. Revie w with questionnaire and feedback in eight weeks.ReferencesCherith Simmons Learning and Development 2013 Leadership, supervision and team building information pack.Mind Tools Ltd (2013) The Hersey-Blanchard Situational Leadership Theory. Available at http//www.mindtools.com/pages/ term/newLDR_44.htm. Date accessed 06/06/13businessballs.com (2013) action centred leadership. Available at http//businessballs.com/action.htm. Date accessed 06/06/13.