Marine Corps Leadership Principles

The company is struggling with consistency of performance among its teams, not all managers are demonstrating the capability of leading and creating self-sufficient teams. “Too many managers assume that if we just put people together on a team, they will know how to function effectively” (Dyer JR, Dyer, & Dyer, 2013). Organizations and its leaders must understand the critical role that they play in the effectiveness of a team. Team members must be trained to be cohesive and contributing members. It is why managers play an enormous role in the efficiency of a team. They guide the daily operations and overall organizational atmosphere. Managers can create poor performing teams or high performing teams, create a path for success, and produce
When closely analyzed, it can be determined that the Marine Corps leadership principles set a significant foundation on how to establish successful teams in any operational environment. By introducing and applying these principles in the organization positive result with upsurge. They will create an atmosphere of cohesion and unity. Ultimately, these principles carry fundamental points to create a successful and self-directed team. A team becomes self-direct and high performing with the guidance of managers. Struggling managers can follow the subsequent plan to improve negotiation and conflict resolution skills. Managers can create a SMART goal, which engage the team members and allows them to feel that their contribution is significant to meeting the organizational goals. “SMART goals allow leadership and team members to collaborate on developing goals that specifically address what work team members should perform, how work performance will be measured, and when the work is due” (Intellipath, 2017). SMART goals give managers an additional tool to create success within their
People have a nature to contribute and work with others; it just takes guidance and molding from a great leader. Team Building by W. Gibb Dyer, Jeffrey Dyer, and Williams Dyer dedicated a whole chapter to defining specific steps that struggling organizations can implement with their managers and teams to improve negotiation and conflict resolution skills. Among these steps are making tasks clear, providing appropriate training for team members, recognizing and rewarding performance, and periodical review of performance. Once team performance has reached its desired tempo and outcomes, the organization and its managers continue to be responsible for the upkeep of those conditions. They must continue to observe, supervise, and guide their employees through tasks and conflicts. The organization must conduct periodical team performance reviews. It can do so by conducting organization wide surveys and revise the overall performance of the company (Dyer JR, Dyer, & Dyer,