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The focus on team leadership within the Military employs behavior-oriented techniques as derived within the scope of works. Team leadership approaches employ behavior-oriented approaches that are derived from the respective analytic methods. Team leaders have distinct functions and roles, which are often evident when practiced on people under them. Leaders undertake diagnostic functions through the monitoring of team performance and comparing the accepted standards coupled with remedial functions of taking necessary actions towards improving group performance. Leadership performs forecasting functions through watching environmental conditions coupled with their respective effects to team performance. For a military leader, the focus also has a preventive function especially by averting negative effects in a volatile combat environment.
I deserve to take over the leadership function for the team leadership as I have the practices and skills shared by successful team leaders. Team leadership involves building trust as well as inspiration of teamwork. I can facilitate as well as support team decisions through the expansion of team capabilities. It is important to create team identity while making definitions for team differences. I will be able to foresee and influence change. The military teams require an operant conditioning technique to team management. There is an outline of the monitoring, feedback, as well as team coordination characterizations where the leader carries out maintenance duties to team performance. I propose a model of team leader styles such as overpowering, power building, empowered, and powerless leadership.
Overpowering leadership involves coercive, punishing, and autocratic practices. Powerless leadership involves intermittent, distant and directionless actions which are perceived to be ineffective styles. The evaluation of styles will be posited through power-building leadership as permitted in the management of behaviors and guidance in the encouraging delegation, reinforcement, as well as culture development. Similarly, the empowerment of leaders will call for behaviors of modeling and boundary spanning such as networking away from the team. I will assist the team member through coaching and mentoring while allowing more teams to achieve self-leadership. Research takes social psychological approaches to advancing the focus on team leadership while guiding previous work on processes and dynamics of a group. Expansion of earlier work outlines the skills and knowledge required by military leaders when responding appropriately to teams and environment. For example, knowledge of team processes improves data gathering skill as well as diagnostic skill. For purposes of taking action, the military team leadership should have knowledge of change processes, creativity, negotiation skills, as well as decision-making skills for carrying out planned techniques. Team leadership will monitor the actions of the larger social system.
Acquisition of team leadership processes calls for an understanding of the nature of team functioning. The understanding enhances better articulation of leadership roles in fostering overall team effectiveness. Team focus will separate all team leadership models from previous leadership models due to the central focus of team units. Teamwork can be characterized by the recurrence of cycles for mutually dependent interactions. The temporal cycles for goal-directed activity are divided into distinctive phases. The transition phase allows teams to engage in the evaluation and planning activities structured to foster overall goal attainment. Action phase pushes teams into performing work activities with the direct contribution towards goal accomplishment. With time, I will ensure that teams have a repeated cycle of the transition as well as action phases.
The performance cycles among collective teams permit such an occurrence. Teams will work based on transition and action phases as they encounter differentiated challenges arising from teams, organization, as well as environmental contexts that the military team operates. The challenges threaten overall team viability while making it difficult to accomplish respective goals because such challenges affect difficulty for teams in regulating goal-directed behavior. In application, the issues create distinctive needs in teams while requiring satisfaction for purposes of achieving success.
I will consider different potential team leadership sources that reflect on the attempts of satisfaction of team's needs. The leadership sources are conceptualized based on the structural dimensions of leadership and the formality of leadership. The dimensions will have an interactive approach towards yielding distinctive bases for team leadership. The leadership dimension will indicate my role in leadership as a team member. I will engage in the teams overall task cycles and leadership tasks for members in advancing team roles outside a team's daily activities. Formality of the leadership dimension will be a reflection of the responsibility of team performance as a formalized implication in an organization. This is irrespective of the direct responsibility for the team's leadership performance.
The internal and formal aspects of leadership are representations of formal assignments to leadership while maintain membership within the team. The leadership will position me as an effective team leader or project manager. The external and formal leadership will be a representation of formal assignments of leaders with membership roles for teams. Therefore, it is important to perform team's daily tasks. Such leadership involves team sponsorship, coaching, and advisory. The internal and informal aspects of leadership occur as leadership responsibilities have shared roles for team members and the respective team members emerging from informal leadership. Finally, informal and external leadership happens as individuals away from team meet team's critical needs. The individuals have a distinct reference to team mentors, executive coordinators, or team champions.
Team spirit and motivation will be created through the composition of established and shared goals. Team leadership function will define the military's team mission. The activity involves the determination and communication of the performance expectations in the organization for the members. I will do this in a manner that I will break them down to more tangible and comprehensible pieces. Team members will have a clear structure about the expectations while team leadership will process the team's missions and purposes. Primary leadership tasks will ensure that team's mission has clear, challenging, compelling goals that are shared by the team members. The definition of the team's mission will ensure that team members develop common understanding of the mission through important satisfaction of team needs as well as directing teams towards goal accomplishment. Particularly, the focus on team leadership function will provide a foundation for the common identity. I will form a cohesive relationship aimed at developing team membership.
I will clearly define team's mission to ensure that the troubled team member aligns his purpose, goals, and tactical plans for the organization's strategy, values, and expectations. The subsequent leadership functions enhance a representation of dynamic shifts of operations for team membership while members focus on more involvement in developing a future together. The leadership function will involve the establishment of performance expectations while setting the team goals. Teams that have formal team leadership calls for working with individual team members in developing goals as well as expectations for task performance and goals relating to learning as well as team development.
Teams with increased informal leadership structures allow team members to have active facilitation of goal setting processes. This will determine how team members are held accountable based on their performance expectations. The team's mission, as well as the overall purpose, will establish focus on setting the realistic goals for teams while outlining extended performance expectations for the goals aids for purposes of accomplishing team's tasks. Review of team goal-settings interprets teams with well-defined goals with an outperformed approach to teams that lack goals on full standard deviation. Team leadership will provide a compelling setting to address challenging goals, as well as clear performance expectations within important leadership functions, and facilitate effective team performance.
Leadership actions will be directed through coaching, mentoring, and developing teams through showing an enhancement of team processes, and effectiveness from different informal and formal leadership sources. For instance, the findings will relate to the structuring and planning of teams engaging in collective processes for peer-to-peer coaching as well as mentoring with an effective technique…[continue]
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