Leading and Developing a Work Team

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UNIT 9 LEADING AND DEVELOPING A WORK TEAM
Distinguish between management and leadership and assess the implications of each on effective team performance. Managers depend on their people. They cannot do without their wholehearted commitment and support. But gaining that support, motivating and engaging them and ensuring that they know what they are expected to do and how to do it is down to managers and it is a difficult task. This book How to Manage People of Michael Armstrong 2008 is designed to make it easier by going into the main actions that managers have to carry out to get things done through people, namely: managing effectively overall, leading, motivating, team building, delegating, interviewing, managing performance, developing and rewarding people, managing change and handling people problems.

As a manager you are there to get things done through people. You are engaged in a purposeful activity involving others. But you are concerned with defining ends as well as gaining them. You decide what to do and then ensure that it gets done with the help of the members of your team. You deal with programs, processes, events and eventualities. All this is done through the exercise of leadership. People are the most important resource available to you as a manager. It is through this resource that other resources are managed. However, you are ultimately accountable for the management of all resources, including your own. When dealing with immediate issues, anticipating problems, responding to demands or even a crisis, and developing new ways of doing things, you are personally involved. You manage yourself as well as other people. You cannot delegate everything. You frequently have to rely on your own resources to get things done. These resources include skill, know-how, competencies, time, and reserves of resilience and determination. You will get support, advice and assistance from your own staff and specialists, including human resources, but in the last analysis you are on your own. It is important to examine particular aspects of managing people, such as leadership, organizing and motivation including teamwork. There is a need to exercise your people management responsibilities effectively. It starts with an overall look at the criteria for managerial effectiveness. This is followed by a review of the attributes of effective managers. The rest of the chapter deals with a number of the key aspects of management.

As a manager and a leader you will be judged not only on the results you have achieved but the level of competence you have attained and applied in getting those results. Competence is about knowledge and skills – what people need to know and be able to do to carry out their work well. You will also be judged on how you do your work – how you behave in using your knowledge and skills. These are often described as ‘behavioral competencies’ and can be defined as those aspects of behavior that lead to effective performance. They refer to the personal characteristics that people bring to their work roles in such areas as leadership, team working, flexibility and communication. As a manager of people your role is to ensure that the members of your team give of their best to achieve a desired result. In other words you are a leader – you set the direction and ensure that people follow you. It is necessary to distinguish between management and leadership: Management is concerned with achieving results by obtaining, deploying, using and controlling all the resources required, namely people, money, facilities, plant and equipment, information and knowledge. Leadership focuses on the most important resource, people. It is the process of developing and communicating a vision for the future, motivating people and gaining their engagement. The distinction is important. Management is mainly about the provision, utilization and control of resources. But where people are involved it is impossible to deliver results...
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