Teams and Leadership - Essay Example

Moreover, some of my personal attributes such as remaining calm and composed even during tough times, ability to delegate duties to people easily and self-confidence anchor the suitability of the role of chairman. The role of chairman needs someone who can be decisive when necessary, an example well portrayed when I had to decide and convince the team members that we needed a clear set of achievable objectives. This happened when we were having difficulties moving forward since every team member had different opinions and the argument was getting out of hand.

The team members also listen and respect my inputs into the team just as I strive to give an ear to every team member. In regard to the above mentioned attributes, the example actions and outcomes can be used to justify my agreement with the role of chairman of the team who is the social leader of the group and is tasked with ensuring that all team members contribute fully (Fisher, Hunter & Macrosson, 2001). Part 2 For a team to perform successfully and fully achieve its objectives, it is imperative that all the Beblin’s roles are implemented when tackling tasks (Belbin, 2010a).

Sometimes, despite clear roles and responsibilities, it can occur that a team is not performing at its best and falls short of its full potential. Absence of one or many roles in a team may have various implications to the team which could lead to underperformance or total non-performance of the team. Firstly, lack of implementation of all the Beblin’s roles can lead to a team becoming unbalanced and lacking focus. For example, lack of proper delegation of roles may lead to the team having to many people performing one role which may lead to unhealthy competition between team members thus derailing the team.

Conversely, if no member has been identified to perform a certain role, the team may end up lacking in that field and fail to achieve its objectives. Secondly, if all the Beblin’s roles are not implemented when tackling tasks, the team may find that it is not able to get the job done or achieve its objectives. This is because those who are needed to turn the team’s ideas and concepts into practice are lacking. The team therefore becomes stagnant and fails to achieve its objectives (Beblin, 2010b).

The team identified and delegated to the team members the roles of Coordinator or Chairman who was tasked with the overall social leadership of the group, Implementers who turned the ideas into practical actions and plans, Team Workers who were responsible for overseeing the general working of all members as a team, Monitor-Evaluators who analyzed the ideas and proposals presented by others and were also tasked with monitoring the overall progress of the team, Plants to come up with new ideas and approaches, and a Completer-Finisher to ensure that the team delivers in time and deadlines are met (Belbin, 2010b).

The team, however, lacked shapers to ensure that the team did not become complacent or stuck when faced with a challenge. Therefore, the team was prone to become ineffective when faced with new problems. Lack of shaper in the team could lead to inertia and possibility of team members quitting due to lack of encouragement to push on and how to find the best approaches to solving problems. The team also lacked a resource investigator to lead the team in exploring new ideas and