However, team performance can also be measured by the sense of mutual respect between team members, and the presence of healthy rather than destructive forms of conflict.
Part II: Implementation and Evaluation
1.
State the rationale for your selection of the competency. What is this the most important competency for your immediate self-development? Why?
To foster cooperation, there must be trust between team members. The team must trust that the leader is setting feasible goals, and the leader must trust the individual team members to achieve those goals. Trustworthiness and integrity, and being able to convey this sense of security to fellow team members on the part of the leader is critical, and it is not enough merely to be honest, one must convince others of one's honesty.
2. What were the results of your implementation? Were you successful? How do you know? What was the impact on others?
Although it is too soon to say that particular company goals are being met more quickly, there is a more genuine and open exchange...
When people feel that the leader has integrity they are less worried about their ideas being stolen, or not receiving credit for their ideas. Greater teamwork also makes workers less possessive of their ideas.
How can you improve your performance of this skill even further? What will you do differently in the future?
Creating trust-building exercises during the forming stage of teambuilding is another way to foster a sense of community and trust that everyone is pursuing the same goal.
What have you learned as a result of this assignment, and how will it help you in the future?
The skills for being a good leader are more similar to being a good team member than one might initially expect. Leadership on teams is often less about charisma than it is about trust, and creating a healthy work environment where team members feel comfortable sharing their ideas. Team members are less intimidated by high goals than may be previously thought, so long as these goals are not blatantly unrealistic.
