Team Leader in a Workplace - Term Paper Example

SELF-REFLECTION REPORT Name Course Tutor Date Table of Contents Introduction 3 Serving as a Role Model or Team Leader in a Workplace 3 What to do to Improve as a Role Model or Team Leader 3 Standards that should be Reinforced for Ethical Reasons among Team Members 4 Contribution Towards Rolling out of the Improved Standards or Company Values 4 How to Gather Feedback from Internal and External Stakeholders in relation to Rolling out the Improved Standard 5 Performance Plan of my own Performance and Key Performance Indicators 6 Conclusion 7 References 8 Introduction This self-reflection report covers my own professional development by outlining on how to serve as a role model or team leader in a workplace and what I can do in order to improve as a team leader. The reflection also covers the standards or company values that are supposed to be reinformed for the purpose of improving ethics among the team members. Further, the report shades light on some of the contributions towards rolling out my improved standards. Information on how to gather some feedback with regard to improved standards is also highlighted herein, from both internal and external stakeholders. The last section also illustrates my performance plan and the key indicators upon which they can be measured. Serving as a Role Model or Team Leader in a Workplace Serving as a role model in the workplace requires a number of traits such as helping the co-workers in a number of ways so as to become someone they can look up to. It also requires being up to the things that can move the company to the next level, such as enthusiastically performing difficult and challenging events or jobs. A complaining attitude should not be encouraged at all (Hawkins, 2014). As a role model, it will also require encouraging others in their various levels of performance. Further, a role model at workplace should be able to keep healthy relationships with others and resolve conflicts when they arise. This goes along with listening and respecting others while they also make their contributions. What to do to Improve as a Role Model or Team Leader When a team leader, there are several things that can be done in order to improve. The world is continuously changing so being a conservative may not help a lot. It’s, therefore, wise to adapt to changes in the working place, read more encouragement books or journals in order to learn from other role models (Roberts & Hogan, 2001). Within an organization, there are those co-workers who have best practices that can be emulated and a role model should be up to appreciate and imitate good standards from the co-workers as well. However, there has to be a reason for mimicking someone’s behaviour, for instance someone who offers some charity support to co-workers when faced with other life challenges and volunteering in both physical and social activities the off-duty hours. Any behaviour that is damaging should not be emulated. For instance, lateness and unnecessary civil unrests should not be emulated because they contribute little to development. In any way, the improvements of the company can contrite directly to personal growth as well. When a company makes more profits, it is the shareholders and employees who benefit. Employees benefit through increased rewards and compensation. Standards that should be Reinforced for Ethical Reasons among Team Members Among team members, there are some ethical standards that should be reinforced in order to promote the workplace operations. Ethical standards have got a long-term effect on the success of the company because it drives the relationship between the company and its consumers, employees and employers. According to Larmer (2002), the main ethical standard for employees is to have a culture that does not use the business and workplace for their personal interests apart from the compensations they derive for working. Team members should be encouraged to work hard for the success of the company whereas management team members should be encouraged to offer good treatment to employees, be consistent in their services and promises, set appropriate working conditions and offer fair compensation to the employees. Further, it should also be a co-operate social role for all the team members at all levels to reinforce standards aimed at protecting the workplace and the environment at large. Contribution Towards Rolling out of the Improved Standards or Company Values A good standard or value should be rolled out in order to contribute towards the company’s success. The best way to roll it out is by putting up implementation steps that are measurable. I fell this is a continous process that requires tactical and strategic planning. Asking questions is one way I use to contribute towards rolling out some values to the organization. By asking questions on areas that are not clear, different leaders are put to task on looking for the solution. Further, instead of asking questions, it is also wiser to research for the solution on the Internet or other articles and share the results with others within the organization. However, the general way of implementing good standards is by being someone people can emulate within an organization. How to Gather Feedback from Internal and External Stakeholders in relation to Rolling out the Improved Standard For a company to grow, feedback from both internal and external stakeholders is very necessary. It helps the company to understand the needs of its employers, employees, and most importantly, the customers. The feedback can be uses to develop the brands, and improve service delivery (Bristol & Yeatts, 2010). Internal and external surveys are important techniques that can be used for collecting evidence. The internet is a good platform through which direct feedback can be sent through the use of emails. During meetings among the team members and the external business stakeholders, a number of issues can be deliberated, thus forming a good feedback. What is more, external feedbacks can be collected through reviews and testimonials. On the side of the customers, their feedback should be acted upon with immediate effect in order to eliminate uncertainty and unnecessary hesitations. Another way of collecting feedback is by sending some documents or items to both internal and external stakeholders where they can make their comments and reviews. This will make the process more efficient in tracking and managing human tasks with regard to processes. All the collected feedbacks should then be consolidated and be converted into a single record for action and future reference (RAELIN, 2008). In general, it is through a good mechanism of collecting and acting on external and internal feedbacks that a team and a business can move to greater standards in terms of production and service delivery. Performance Plan of my own Performance and Key Performance Indicators Figure below represents my performance plan The figure above illustrates the performance plan where the institution’s mission is covered, alongside the strategies and objectives. This is broken down into short-term objectives and strategies, together with the management plan and implementation plan. Key Performance Indicators Performance indicators are measurable and can be used to reflect on some main success factors in an organization (Ahmed, Siantonas & Siantonas, 2008). They can reveal some picture about the organization. For my case, they offer me with real-time views on the progress I am making and consist of trends, charts and reports. I normally use time trends showing the quantity output among other figures in order to determine the output out of my efforts’ application. Conclusion In a nutshell, this report highlights on good performance and the role models who are to be emulated in a workplace following their distinguished performance, and ethical standards. Feedback comes from external and internal sources and appropriate ways of collecting the feedback should be applied. Besides, key performance indicators and a standard performance plan are crucial during the implementation of company’s goals and objectives. References Top of Form AHMED, A., SIANTONAS, G., & SIANTONAS, N. (2008). The 13 key performance indicators for highly effective teams. Sheffield, Greenleaf. http://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=525555. Bottom of Form BRISTOL, P., & YEATTS, G. (2010). Speak the language of leadership. PMI Global Congress 2010--North America. Proceedings, SFT04NA10_LG.PDF. Newtown Square, Pa, Project Management Institute. HAWKINS, P. (2014). Leadership team coaching: developing collective transformational leadership. LARMER, R. A. H. (2002). Ethics in the workplace: selected readings in business ethics. Belmont, CA, Wadsworth Thomson Learning. RAELIN, J. A. (2008). Work-based learning bridging knowledge and action in the workplace. San Francisco, Jossey-Bass. ROBERTS, B., & HOGAN, R. (2001). Personality psychology in the workplace. Washington, DC, American Psychological Association, c. Read More