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Leading People

Autor:   •  April 21, 2013  •  Essay  •  1,572 Words (7 Pages)  •  1,138 Views

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Issue

The issue that I’m currently facing is to find ways to keep the motivation of my team high and get certain team members to start performing to higher levels. I inherited a team of 5 people, when their previous manager retired. From the leadership pipeline I consider myself at passage one. I have been using pacesetting and coercive as my dominant leadership styles in most of the situations. Since hiring is not frozen, I have to find ways to increase the output levels from my team. I cannot fire people who are not pacesetters as my company policy doesn’t let me hire or replace any existing position. 2 of the team members are performing well where 2 others have been lagging behind. Although the team worked in a coherent fashion in the previous project, I’m seeing some issues in the current project.

From my personal values questionnaire, I see that I have a high need for achievement. My job does require the teams to work in multiple projects and constantly deliver on schedule. This has worked well for me in the past when I was an individual contributor, but all the team members that I inherited are yet to adapt to the aggressive schedule. I do lay more emphasis on getting technical work done. This has prevented me from focusing on coaching and training team members. This was reinforced by the feedback that I received from the annual management feedback survey. I was rated in the lower percentile for coaching and working on the career development for my direct reports. I need to find a balance between working on developing potential leaders and working aggressively to meet project deadlines.

Framework

From lecture on Aug 28th, I used sections explaining motivating high performance as part of my analysis. Performance is measured by ability *support*effort. I also used the whole brain model exercise to understand all the team members. I used my leadership assessment style from the management style questionnaire to develop insights and address gaps. Lastly, I used the Leadership pipeline chapter 2 to understand the issues that I’m facing in the leadership passage.

Experience

I set clear expectations to the team members at the beginning of the project. I evaluated their technical strengths and weakness and assigned challenging tasks to each of them. I expect everybody to look for company’s training material to develop any additional skill sets that they needed. I do expect them to self train themselves without requiring close monitoring. I was clear on the methodology that I wanted and the timelines when I expected the results. In the meantime, I talked to management to volunteer for additional tasks for validating key features. I was happy with the assignments that my team was given. The team members were motivated and well challenged. I laid emphasis on team work in my meetings and the team members were

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