TOPIC: LS 10 WEEK Almost every individual who have worked in an organization must have faced some of the problems. It is either because of the personhimself or the with the team members that he has been working with. The problem or the issue remains there until and unless discussed or solved with other team members. The complete package of activities presented by (Raelin, 2010) for developing leadership, team facilitation, and team reflective practices is the best way to point out the weaknesses and improve it for betterment. The leaderful development practice helps in identifying whether the right leadership style is followed and accommodates every individual with its integrity and individualism or not.
Later practices of Team Facilitation help each member to come up with whatever they feel while working with the team. Leaderful Behavior is as important as any other working component in an organization therefore, especial emphasis should be laid to analyze whether correct leaderful behavior is observed or not. After going through each one of the several leadership styles, it was quite easy to prioritize the best leadership style.
To ensure that, with what framework I personally believe in, I appeared in the Leaderful Development Questionnaire and I got a profound result as I got 43 as a grand total which clearly indicates that I believe in Leaderful Practices which I truly believes in that transactional or traditional leadership cannot take along all the members as a strong team because it does not provide room for expression which isolates an individual and compel him to be more robotic then being creative at work or does not let him/her aim things differently for better outcomes.
To map the continuous series of Leaderful Team Development, (Raelin, 2010) presented the best possible practice to examine the team contribution on the whole, rather than focusing on an individual or manager. (Intaher Marcus, 2010) It is believed that a team is a chain where the performance of each member is interconnected, therefore if a performance of an individual fails to meet the desired level; it affects the outcome of a chain reaction. This would definitely motivate each member to think together as a team and focus for the betterment of a mutual outcome. Team Reflective Practice for Self Renewal encourages individual to do their self analyses and come to a point where they find hard to work or react to.
This practice would bring out several subsided or overshadowed issues that needed to be rectified before small problems take a big course. Personally I have observed after appearing in these activities that communication gap creates many problems like presented in (Raelin 2010) in hang time activity and how Bob solved his problem when he learned to communicate well with others.
Likewise, managers should keep each individual under his nose to verify any problem or any changes if occurred and communicate with the team to solve any issue if started surfacing. Similarly, Individuals should think collectively that at the end of the day, outcome of a goal matters no matter how hard was it to achieve it. A famous proverb defines it well “We reap what we sow”. To sum up I would like to say as (Skiffington, 2008) communicating with the team and framing out the issue is half done.
There are some of the initial traits that have to be adopted like adopting the right leadership style, constructing healthy organizational structure, exchange of currencies, being flexible and receptive to changes, involve and motivate people for their output, engage team through constructive delegation, and build faith, unity and discipline among all the team members. All these key point keeps every working individual in order and are interlinked; if one is skipped then it might leave an impact and could cause negative repercussions.
REFERENCES: Joseph A. Raelin, 2010, “The Leaderful Fieldbook: Strategies and Activities for Developing Leadership in Everyone” Nicholas Brealey Publishing pg 8-20, 80-83. Intaher Marcus, 2010, “Journal of Global Strategic Management”, University of South Africa. Zeus and Skiffington, 2008, “Global Leadership Development -A Behavioral Coaching Approach” McGraw-Hill, New York