Leadership qualities are an integral part of the characteristics of individuals who set themselves the task of effectively developing and directing teams. At the same time, this skill requires careful study and improvement to achieve the most productive results and success. Thus, in order to gain the best memory of what aspects of leadership an individual has and in which areas changes may be required, it is necessary to conduct a close analysis and critical review. This procedure will allow for making realistic and practical recommendations for further actions that are focused on the ability to develop and lead teams to achieve organizational goals and objectives.
The first step in this analysis is to conduct a critical review of the ability to develop and guide the team. This skill is necessary for faster and more effective achievement of the goals set for the group. The Team health check survey was conducted to gain an understanding of studying my level of performance as a leader according to the team. The main categories in this list were the purpose, empowerment, relationships, flexibility, optimal productivity, recognition and appreciation, and morale. Each of these indicators was evaluated on a scale from one to six, from the lowest to the highest indicator of agreement with the statement.
The purpose was the first category that was considered in this analysis. It is the most valuable component of leadership, as it directs the team and concentrates on “whole ecosystems, where connected interests and relationships among multiple stakeholders create more opportunities” (Malnight et al., 2019, p. 71). Thus, purpose provides an opportunity to build the most cohesive team ready to fulfill its goals. All indicators in this category were marked on the most significant scale, which confirms the success of leadership activities.
The obtained estimates show that team members can describe and are committed to a common purpose; therefore, organizational goals are fulfilled in a timely manner and most successfully. In addition, this fact was facilitated by the clear resolution of the main aims and mission teams in the company, who also had some degree of challenge and relevance to the overall purpose. The indicator of a clear definition of the strategy for the performance of work and the distribution of roles in the team was also highly appreciated. A productive leader knows how to properly organize and divide work between employees, depending on their individual characteristics and capabilities. Therefore, it can conclude that the purpose category is my strength.
The following section of the checklist was empowerment, which also had reasonably high indicators but required some improvements. Hence, the positive aspect was that team members felt a personal and collective sense of power. This indicator is valuable because it helps to strengthen relationships between employees, thereby positively affecting their productivity as a team (Vu, 2020). Moreover, the objectivity of policies and practices to support individuals has a similar indicator. The importance of this aspect is that employees should feel the assistance and respect from the leader and that their needs and desires are taken into account to create empowerment in the team. It becomes especially valuable that the group has mutual respect and a desire to help each other, which also has a positive effect on work. However, the area that requires change is accessibility to skills and resources. To improve this indicator, it is necessary to conduct a survey of the team and identify educational initiatives.
Relationships within a team have a significant contribution to its productivity and cohesion. In this section, all indicators had the highest score, which shows successful compliance with this component of leadership activity. A team in which a high-level relationship indicator can express themselves openly and honestly, without fear of condemnation, and perceive each other with warmth, understanding, and acceptance. Furthermore, this team participates in active listening to each other, which strengthens the ties between individuals and promotes awareness of the existence of different opinions and perspectives, each of which can have a valuable contribution to the work of the team.
One of my leadership weaknesses was the team’s insufficiently high ability to adapt to changing demands. This indicator is critical since any transformation is inevitable, and the task of the leader is to train individuals to calm and effective perception of these circumstances (Binci et al., 2020). Therefore, to improve this aspect, it is necessary to improve problem-solving skills and build flexibility in the team. On the other hand, regarding other aspects, the team can perform different roles and functions as needed, and each employee shares responsibility for team leadership and team development. Moreover, various ideas and approaches are encouraged in the team.
Optimal productivity implies compliance and maintenance of such important indicators as quality and output and quality. The evaluation of these aspects is high, proving the activity’s productivity and the team’s functioning thanks to well-established leadership. At the same time, the decision-making and problem-solving process have reduced indicators, which leads to the inability to adjust and respond in a timely manner to changes and problems in the team.
Recognition and appreciation in the team play a vital role in establishing such aspects as individual contribution and recognition by the leader. The value of this indicator is that employees need to feel that they are worth to the organization, and their work occupies a special place in its success, which builds a particular involvement (Wiles, 2022). This scope includes recognition and appreciation of individual contributions, team accomplishments, and the value of the work that is being done.
The last but no less critical indicator of the analysis of leadership activity is morality. It causes a good feeling in employees regarding their membership on the team and general confidence and motivation to perform their actions and tasks. In addition, this aspect implies establishing a sense of pride and satisfaction, cohesion, and team spirit. These indicators are the result of the activity of a leader who must constantly reinforce team members and give awareness of the importance and value of the organization.
SWOT Analysis
Changes to Leadership Style
Based on the information received after the critical review in Q1, it is necessary to implement changes to the leadership style. Kurt Lewin has identified several leadership styles, each of which can be applied to improve performance and team cohesion in the workplace. Among these approaches, there is laissez-faire, democratic, and authoritarian (Crosby, 2021). The closest to mine is the democratic style, which is the most effective for me and which I strive for. I believe that this approach allows me to build the healthiest working relationship between the leader and subordinates for long-term and productive development. To fulfill these aspects, I need to follow the following plan:
Following this plan will provide an opportunity to significantly improve my skills regarding the introduction of a democratic leadership style. In addition, I will learn how to work better with the team so that individuals feel that they have meaning and value in the activities of the organization. Access to resources to improve skills is also necessary in democratic leadership, as it ensures the strengthening of equality in the workplace. It is worth noting that when implementing this plan, timescale may change depending on the speed of achieving the expected outcomes.
References
Binci, D., Belisari, S., & Appolloni, A. (2020). BPM and change management: An ambidextrous perspective. Business Process Management Journal, 26(1), 1-23. Web.
Crosby, G. (2021). Lewin’s democratic style of situational leadership: A fresh look at a powerful od model. The Journal of Applied Behavioral Science, 57(3), 398-401. Web.
Malnight, T. W., Buche, I., & Dhanaraj, C. (2019). Put purpose at the core of your strategy. Harvard Business Review, 97(5), 70-79. Web.
Vu, H. M. (2020). Employee empowerment and empowering leadership: A literature review. Technium: Romanian Journal of Applied Sciences and Technology, 2(7), 20–28. Web.
Wiles, J. (2022). Employees seek personal value and purpose at work. Be prepared to deliver. Gartner. Web.