So as team leader, we must learn how to provide regular feedback to our team and correct them. In teamwork also has problems. Firstly, lack of team support and trust. Team leaders who do not motivate the team members enough may find it hard to work on the team goals and if team members do not trust each other only weaken the team’s efforts. Without a level of trust, members tend to hold back or doubt information shared within the team.
There are many different benefits to having diverse dynamics within a team. Communication seems to be the key to making the dynamics of a team work. A team is very much an interpersonal relationship with many potential benefits as well as pitfalls. The dynamics can often cause conflict within that team which can negatively affect the team's performance. It is common for people on a team to try to ignore or bury problems due to a desire to not create a scene.
The organization wants to perform at its best, but the toolkits it uses lack instruction regarding the implementation of Standards of Excellence and Elements of Success. I recommend that the organization rewrite the toolkit so that anyone who uses it knows what is expected at HBI and what it values. This will take time and experience because it is not easy to identify what is expected and how that should be used in your daily routine. Another core value related concept stems from the frustration that is higher when contracting with partners who were not familiar with HBI’s guiding philosophies. This is caused from not choosing partnerships who are familiar with the strict government levels of accountability and the philosophies that guide HBI in their decision making process.
It meets the team’s goals, while supporting the individual needs of the team members. It often involves a more creative approach than the other methods, and usually results in an entirely different solution than used in the past. Collaboration is the exact opposite of all of the other methods, and can involve more time being needed to resolve the issue. There are many different conflicts to consider when talking about working within a group. Leadership, Roles, Schedules, and Disagreements will always be an issue when people have to come together and work as a team.
Character Mistreat others Trust others Mistrust others Communicate Avoid Conflicts Build others Blame others Do right no matter the cost Don’t discount others These are just a few of the do’s and don’ts that are important to leadership. As we know becoming a leader is not a straight path, it is filled with twist and turns, often an agonizing process that involves dead ends and quick stops and starts before progress is seen. “Too many leaders forget that they are under scrutiny and that they could be called to account at any time. They forget that something’s being legal doesn’t mean it’s right. And they forget that what the public giveth, it can take away” (Bennis 2009).
Team Solutions for Conflict Management When co workers form teams they will find that they disagree or need to find ways to express their differences (Engleberg, Wynn, 2006, p. 147). Conflicts may arise from tight deadlines and short tempers, but most team members may not know what to do. "Despite the inevitability of conflict, many of us go out of our way to avoid or suppress it" (Engleberg, 2006, p. 147). When working in a team environment, co workers must find effective solutions for the numerous conflicts that may arise. According to Jim Temme et al.
Decision Making One of the most important topics or factors in any group/team is decision making. The decision-making process will have a direct impact on the outcome of a project, the way a team works operates, and so much more. This is usually not an easy process, because decisions that need to be made are often complex, and have multiple factors involved. When making decisions, it is best to try to make the most informed decision possible, as we all know the risks of going blind into a decision or situation. If teams take the time to learn more about the decision-making process, they will find it easier to make smarter decisions.
Often we may think we can readily distinguish between right and wrong, but it can be a lot harder than anticipated. For instance, one way to treat everyone equally in my unit means no favoritism. In order to prevent favoritism, everyone needs to take special precaution of his or her action. If a leader realized or suspected that he or she is showing favoritism, I would challenge that individual to seek help from other leaders or professionals. This is not what the military teaches, we want our leaders who make ethical decision because we have read and understood the Army doctrine.
The personalities of others is definitely important when composing a team. Not everyone will think the same, they will believe in different procedures and steps, and they will react to situations all different from one another. There is really no two people or more that have the same exact personality. There will always be one who thinks different from others, or shows different emotions and feelings towards the situation. Also, team members should be totally different or alike, but they should compliment each other and their individual ability to complete the task.
Each department is managed by a leader, who possesses in depth knowledge and experience on that type of function. Some advantages are, since organization group their activities by function they capture the benefits that result from the division of labor and specialization. The individuals that are grouped together according to similarities can communicate with share information with each other more easily. Also it makes it easier for individuals to learn from one another’s experiences. Some drawbacks would be that if the company wants to expand its products or services their functions can begin to experience difficulties because they might not be experts in this new area.