How My Team Members Respond To My Leadership

My team members responded both positively and negatively to my leadership. One of my team members appreciated my ability to take charge of what needed to be done and being able to constantly track our team’s performance. They also acknowledged my ability to respond to questions or concerns promptly and do my best in ensuring that their voices were heard and made aware to the rest of the team. Another one of my team members pointed out that I did not do a good job of delegating roles and responsibilities to other team member when I was the leader. They felt that they were not contributing to their full potential because they were acting individually, without any kind of guidance or direction from me as the leader. Two team members also pointed

I went through each category and ensured that our team was on par with this model while I was team leader. For example, the composition category of the team effectiveness model allowed me to take into account the abilities of my team members, their personalities, and their flexibility and members. This helped me in delegating roles that I felt each member was capable of doing. For example, one of my team members has a very outgoing and friendly personality and loves to talk to people. As team leader, I decided that they should take on the task of communicating with the organization and to gather more information that we may need in order to move forward with the project. The team member was more than willing to contact the organization and was able to get the necessary information that we needed. Another management skills theory that greatly benefited me as team leader was understanding the Dunning-Kruger Effects and its implications. The Dunning-Kruger Effects states that “our lack of self-awareness often robs us of learning how incompetent we are.” During my first attempt at being team leader, I was not aware of the various shortcomings and bad practices that was negatively effecting the team. After reading more into this effect and how detrimental it can be to the team as a whole, I asked that the team members give me feedback as I was leading the team and to bring

The first major challenge was the lack of communication that was apparent for almost all team members. Since we had conflicting schedules, it was difficult to reach out to team members and check up on them to ensure that they were on task and were getting their work done. With the help of another team member, we asked each team member when they were available throughout the week and when was the best time to communicate with them. This allowed us to efficiently communicate with each other and to allow for better scheduling of meetings. Another major challenge that I faced as team leader was being clear about what needed to be achieved. Although we had an idea as to what the deliverable was and the due date, I had a hard time communicating exactly what needed to be done to the rest of the team. The team at times were unable to identify what their tasks were because of my inability to clearly assign tasks to them. I decided to address this issue by drafting a list of tasks that I felt needed to be accomplished and using the team effectiveness model, was able to assign these tasks to the team members that I felt were able to accomplish them. By compiling a list of tasks and assigning them appropriately, the team and I were successful in completing the