Team Contract, Intervention Design, and Implementation, Leadership Change - Research Proposal Example

Student’s Name: Instructor’s Name: Course Code & Name: Date of Submission: Table of Contents 1.0 Introduction. 1 3.0 Team Contract. 1 3.0 .1 Team Diagnosis 2 4.0 Intervention Design. 3 5.0 Intervention implementation. 3 6.0 interventions Evaluation 4 7.0 Leadership Change. 5 8.0 Conclusion. 7 9.0 Reference. 8 1.0 Introduction. According to Werhane (2007), Leadership is a process of directing people towards attaining a particular goal or objective. It is an act of directing a group of people to achieve certain objectives in an organization. It demonstrates the ability to lead an organization or a group towards achieving target purpose. The main aim of leadership is to generate team contract, team vision and strategies, team spirit and motivation, rules and procedures and effective feedback mechanisms that aims at gearing a group of people to achieve set goals and objectives. Leadership employs principles and guidelines that are followed to establish a base for achieving higher performance and success[Sco11]. Leadership is an aspect that applies to various fields of life. As a leader you ought to observe various requirements of your clients, develop principles aiming at promoting their needs and to analyze its outcomes of post results. During the assessment of the team, the team vision on teamwork and diversity respect was realized. The members of the team coordinated together to realize the goals and objectives of the team, they understood the aspect of working together towards achieving a common goal. Members of the team coordinated with good verbal and nonverbal cues to ensure perfect and quality performance is achieved. The team should concentrate on various areas of key interest in leadership development includes development of team vision which defines clearly how to achieve the objectives and goals of a group in the future. The vision is to support group activities by enhancing proper directing and planning and to mobilize the entire group to facilitate leadership change (Werhane, 2007). To facilitate the work of all groups that was formed. This vision should relate directly to the objective and effectiveness of assessment carried out. The major objective was to establish key leadership techniques and skills through effective formulation of mission and group vision. 3.0 Team Contract. The ream showed effective team contact qualities by ensuring that every member was punctual to tutorial programs , fair distribution of the work, effective responses to emails and other forms of communications every four days, frequent asking of questions and coming up with diverse projects. Team contract is an important aspect when assessing group of people with certain objectives to achieve. According to Professor Wagner T. chief director in APC financial services, the key objective of leadership contracts is to develop effective rules and procedures to be followed by a certain group in developing leadership skills. Rules and procedures involve members of the group being honest and truthful. The team acted in a proactive manner that portrays leadership aspects. They acted honestly by providing truthful information regarding their feedbacks (Werhane, 2007). The set rules and regulations were fully adhered to by group members. There was a good flow of communication from one member to another. Other members within the group were well informed thus building trust among fellow members. The success of the team was as a result of Proper Corporation among members of the group. The interest of the entire team was a core objective to the group. They put forward the interest of the team while keeping aside their personal interest. This helps them to achieve similar goals and objectives within the group. 3.0 .1 Team Diagnosis According to diagnosis carried out, various levels of ratings are applicable to the team. Goal setting was fair, teamwork was good and active listening was awesome. The members of the team coordinated their activities towards achieving specific goal s and objectives. They set goals that reflect their activities while engaging themselves in active listening to each other. Team diagnosis is an important aspect that ought to be observed in leadership. The group needs to collaborate and use current knowledge and experience to achieve set goals and objectives. This aspect was betrayed by the group when they interacted together to incorporate stability and improvement in their performance (Scouller, 2011). According to Northouse (2007), team diagnosis is a leadership approach that views the team as being dynamic. A team is a living unit that is more than the totals of its own parts. A team is well spoken having unique characteristics and its own spots and moods that define it. The mode of presentation exhibited by the team showed the dynamic nature of the team. Team diagnosis shows that members of the team were collaborative. They worked together towards achieving their target goals and objectives. However, some individuals complain of nonperformance by other members of the team. The diagnosis process was fair an applicable to all members equally. 4.0 Intervention Design. The method of intervention adopted depends with the goal the team wants to achieve or improve among its members. According to rating team rating 2, realizing full potential is among the last three poorly performed. Therefore, there is needed to be prompt intervention in order to rectify the situation. The design of intervention will major on developing confidence, knowledge and equal participation of all the group members in order to give each member opportunity to contribute. Confidence of members will be build by rotating team leadership position in order to give all members opportunity to lead other members and those will low rating will be frequently appointed to lead team in some special task in order to nurture their confidence. Knowledge develops confidence, thus team will be given topic to research and meet to discuss findings where everybody needs to participate. To make it interesting, members will be rated and the highly rated member will be given a prize. In order to achieve uniform excellence and confidence among members, the team will be required to exercise equity in participation. Therefore, contribution will be made in systematic sequence giving those with low rating to have better position in contribution rotation. The design above will be resourceful for realization of uniformity in member realization of their full potential. 5.0 Intervention implementation. The most important part in the team is implementation since development of strategies will be useless if team members do not implement them properly. The implementation of realization of members’ full potential will go on for two month. The implantation will be carried out by permanent team leader for aforementioned period. The implementation will be carried out in 8 phases (weekly) and team members will meet twice a week. The table below illustrates implementation for full realization. Week Chairing Member Research topic Research criteria 1 1 Impact of organization behavior Individual research 2 7 Stress management Members grouping (2&7,3&6, 1&4&5) 3 2 How to develop leadership and management skills Members grouping (2&7,3&6, 1&4&5) 4 6 Becoming indispensible Individual research 5 3 Professional ethics Members grouping (2&7,3&6, 1&4&5) 6 5 General knowledge (politics, economics and social issues) Individual research 7 4 Business startups (challenges, successful ventures etc) Members grouping (2&7,3&6, 1&4&5) 8 6 Leadership styles and theories Members grouping (2&7,3&6, 1&4&5) Member number 6 will be given chance to lead the team activities twice in order to ensure that he develop enough confidence in order to realize his full potential. 6.0 interventions Evaluation The intervention evaluation will be carried out in three stages. Stage one will entails rating each member on how he/she leads the team in its group activities on a scale of 0-10. Stage two will entail rating of individual contribution in groups’ activities rating will be between 0-10. Stage three will be individual’s contribution in sub-discussion groups and ratings will be between 0-10. The rating will be accumulated and converted to percentage. Evaluation will be carried monthly that is twice in the whole session. Improvement in members rating will signify improvement in member’s self realization through increased confidence and knowledge. 7.0 Leadership Change. There are several factors that contribute to positive performance exhibited by members of a team. Such factors motivate the members of the team towards achieving common goals and objectives. It enables them to work as a team, to understand rules and procedures set easily and develop positive relationship with fellow team mates. Such factors include; Respect is a key skill that is needed towards achieving of goals and objectives in any team. Respect is an aspect that involves appreciating the key interest of fellow participants in a team. Respect does not only build a positive team spirit but also indulge high levels of motivation among team members. According to Johnson, a senior lecturer, University of Chicago, respect is an internal feeling that drives one to appreciate the efforts of another. Behind the success of every team, the secret of respect lies with it. It is an essential aspect to be possessed by every team to perceive positive attitude towards attaining better performance and presentations. The success of every group is based on trust between members participating in the team. Leadership incorporates the aspect of trust that builds positive culture and relationship among members of a particular group. Trust is the act of believing in other people’s activities. Trust among members of the team is built when similar objectives and goals are identified. Members should never complain of nonperformance exhibited by some team mates (Zaleznik, 1989). Trust is built on good communication skills that are built on both verbal and nonverbal cues. Leadership skills fight to induce positive attitude among the people through playing key roles and responsibilities within the society. It incorporates the aspect of planning, organizing and directing people through formulation of objectives and policies that aims at achieving certain goals and objectives. (Rowland, D. and Higgs, 2008) Openness and accountability is the key success factor towards achieving specific leadership goals and objectives. Every leader has to be accountable for his actions and decision making process. Accountability builds trust among members of the team while inducing positive relationship among members of the team. It refers to an act of displaying required information and presentation according to set standards and regulations. The aspect of accountability involves following instructions, rules and regulations by members of the group and the ability to cope up with such instructions faster. Portraying correct feature as required in leadership field set a good base for accountability and transparency. (Gray, 1990) The team should display participative leadership where the all team members are involved in decision making process while leaving major decision making to top managers (Northouse, 2007). Participative leadership portrays team spirit and positive relationship between members of the team. They should be able to think beyond their vision and to generate new ideas aimed at promoting the targets of their team. This aspect enables the team to be flexible through incorporation of new ideas to improve their presentations. Other factors to be considered when assessing teams include good communication skills and techniques. The group members should be able to clearly demonstrate the aspect of leadership and creativity. It involves being clear both verbally and non-verbally by relating key ideas to objectives of leadership (Mahajan, 2011). It is important for every team to evaluate their strengths and weaknesses and to formulate strategies aimed at improving their performance. (Chen, C. and Lee, Y, 2008). Leadership involves leading a group of people towards achieving specific goals and objectives. To achieve high level of performance, teams should set goals and objectives and define clearly measures on how to achieve the set goals (Drucker, 1989). Formulating group vision is an essential procedure to be adhered since it sets a pathway where ideas and contributions by members of the team are implemented. Set goals make it easier to generate rules, procedures and set of instructions that can be followed to ensure quality leadership. It draws boundaries to be achieved and measures to employed by a team in achieving their goals and objectives of the group. (Newton, 1980) Participative form of leadership should be enhanced to promote positive integration between members of the team. One team mate should be able to appreciate the activities of his team mates. According to Making Leadership change (1989), members should be able to follow set procedures and to be accountable for their own actions. Transparency should be reinforced among team mates since it builds positive trust in the group. Listening and understanding is a key area which needs to be improved by members of various teams. A leader seeks to identify the problems exhibited by his clients by listening to their problems and formulating effective solutions. (Gilmore, 1988) Communication skills among members should be strengthened to achieve better performance. The information should be clear, precise and to accomplish intended purpose. It should be able to demonstrate both verbal and nonverbal cue while relating its vision to core objectives and goals of a certain team (Hiebert & Klatt, 2001). It should bring leadership aspect clearly by drawing clear illustrations on leadership. According to Mary, senior manager APC financial services, communication are an important aspect of leadership that helps members of a team to gain confidence and optimism to achieve its targets. [Joh11] Coaching refers to the process of directing members of a team towards achieving target goals. However, it might be difficult to implement changes in a group if members are non-flexible to changes. Leadership changes incorporate the aspect of reforming and group diagnosis to establish key problems in the group (Giltinane, 2013). Proper measures are to be taken in order to establish good base towards achieving goals and objectives. Changes in leadership will only be achieved if a team observes respect, team spirit, resources, motivation, and team intervention and positive team responsibility (Covey, 1991). 8.0 Conclusion. In summary, leadership is a process of directing a group of people towards achieving set goals and objectives in the society. To achieve high levels of performance it requires team members to collaborate together towards building strong team spirit and positive relationship amongst themselves. However success factors such as good decision process, better working procedures, setting of goals and defining boundaries covering a group. Following rules and regulations regarding leadership skills and techniques ensures achievement of better performance. The aspect of accountability involves following instructions, rules and regulations by members of the group and the ability to cope up with such instructions faster. Portraying correct feature as required in leadership field set a good base for accountability and transparency. Proper communication channels such as good verbal and non-verbal cues enhances good leadership skills and techniques 9.0 Reference. Cariño, T. (1998). Chinese big business in the Philippines. Singapore: Times Academic Press. Chen, C. and Lee, Y. (2008). Leadership and management in China. Cambridge, UK: Cambridge University Press. Covey, S. (1991). Principle-centered leadership. New York: Summit Books. Drucker, P. (1989). The new realities. New York: Harper & Row. Ferris, G. (1981). Leardership, Job Perceptions, and Influence: A Conceptual Integration. Human Relations, 34(12), pp.1069-1077. Gilmore, T. (1988). Making a leadership change. San Francisco: Jossey-Bass Publishers. Giltinane, C. (2013). Leadership styles and theories. Nursing Standard, 27(41), pp.35-39. Gray, R. (1990). Business Ethics and Organisational Change. Leadership & Org Development J, 11(3), pp.12-21. Hiebert, M. and Klatt, B. (2001). The encyclopedia of leadership. New York: McGraw-Hill. Sco11: , (Scouller, 2011), Joh11: , (Johnson, 2011), Read More