The Five Stages of Team Development
Among the five stages of development, one should stress forming, storming, norming, performing, and adjourning. It is important to emphasize that team members are independent at the stage of forming because they do not have a specific strategy and do not actively interact with each other. The stages of storming and norming aim to structure the team and its activities (Scandura & Gower, 2019). Each team member must realize they are part of the entire working mechanism at these stages.
A significant transition for the team is the fourth stage of development, performing. Team members must work together during this phase to achieve their goals and objectives. The final fifth stage of development is adjourning, during which, after a fruitful collaboration, the team is divided into several groups, each performing its tasks.
The Leadership Grid Theory
Two Dimensions
The first dimension of the Leadership Grid theory assumes prioritization in a team that will be directed to concern for people. This approach involves caring for staff and creating a high-quality, friendly working environment. Examples of management related to this dimension are country club and team management. The second dimension, in contrast, focuses on achieving specific results without paying particular attention to people’s needs and desires. The most active stage of the second dimension corresponds to the authority-obedience type of management
Management Types
The two management types, middle-of-the-road management and impoverished management, assume that creating a friendly team and trust between employees will positively impact the results of the team (Lussier & Achua, 2022). In this context, the leader should listen to their subordinates, adjust the team’s work according to the work’s goals, and consider the team members’ needs and wishes.
Hersey and Blanchard’s Situational Leadership Theory
It is important to emphasize that another theory, Hersey and Blanchard’s Situational leadership theory, considers the interaction between the leader and followers (Lussier & Achua, 2022). In particular, it is a fundamental principle that a leader must change their conduct following the work of their subordinate and the particular wishes they express. In other words, leadership, according to this theory, implies a high degree of adaptation to changing events in the team and the behavior of its participants.
The Four Ways of Providing Team Leadership
The first component of team leadership is setting understandable goals for all team members. Employees must understand for what purpose they are part of the team (Lussier & Achua, 2022). As the second way of providing leadership, one should stress a leader’s ability to deal with difficult situations and conflicts. The leader must demonstrate determination and calm to interact with misunderstandings (Lussier & Achua, 2022).
The third way is to inspire coworkers to do efficient and productive work. In this situation, the leader should act as an example of admiration for the team’s action strategy. The fourth way of providing successful team leadership is to collaborate with all members and discuss all topics regarding the specific team’s goals sincerely.
References
Lussier, R. N., & Achua, C. F. (2022). Leadership: Theory, application, & skill development. SAGE Publications.
Scandura, T. A., & Gower, K. (2019). Management today: Best practices for the modern workplace. SAGE Publications.