The leadership dynamic in the work team I was a part of before was typified by a blend of
official and informal leadership. Even though we had a formal team leader, there were also
visible informal leaders that arose from experience and ability in particular areas.
Our official leader was in charge of establishing the team's general direction, laying out goals,
and making sure that everyone was in agreement with the organization's aims. But because of the
nature of our work, which required creativity and sophisticated problem-solving, informal
leaders developed organically. These people, who were frequently subject matter specialists,
were vital in helping the team overcome technical difficulties. Because the shared leadership
approach allowed for the assignment of duties according to individual talents, it proved to be
especially effective.
The formal leader was largely responsible for arranging work, establishing deadlines, and
making sure that goals were accomplished (Haugen et al., 2023). This led to task-oriented
attitudes within the team. In the meanwhile, unofficial leaders were essential to maintaining
group dynamics. They encouraged team members, shared expertise, and provided direction in
order to create a cooperative and encouraging atmosphere. Task-oriented and group-maintenance
behaviors worked together to create a harmonious and effective team environment.
Regarding my personal impact on the team, I concentrated on offering my specialized knowledge
in a certain field and taking the initiative to assist the group's goals as a whole. I took care to
work well with both the official and informal leaders by being transparent in my communication,
exchanging ideas, and sharing insights. My objective was to establish a reputation as a
dependable and committed team player by continuously doing excellent work and actively
engaging in team meetings.
To sum up, my work team's leadership employed a combination of official and informal
frameworks, fostering a flexible and dynamic approach to our assignments. A cohesive and
effective team atmosphere was fostered by the interaction of task-oriented and group
maintenance behaviors, and my own efforts were made to establish myself as an important and
cooperative team player (Ge et al., 2024). I further cemented my status as a committed team
member by aggressively interacting with both official and informal leaders to make sure my
contributions matched the team's goals. The team's overall performance was eventually
facilitated by this dynamic interplay of leadership styles, which improved our problem-solving
skills and encouraged a feeling of shared responsibility.
References
Ge, X., Liu, S., Zhang, Q., Yu, H., Du, X., Song, S., & Shi, Y. (2024). What facilitates the
emergence of shared leadership? The predictive role of team personality
composition. Chinese Management Studies.
Haugen, K., Tosterud, R. B., Wangensteen, S., & Honerød Hoveid, M. (2023). An interpretation
of study programme leaders’ mandates in higher education. Scandinavian Journal of
Educational Research, 1-16.
Reply 1
My own team used a dual leadership approach, consisting of an official designated head and
growing informal leaders. To keep the team on course, the official leader set clear goals and
deadlines. As we navigated technological obstacles, we received natural guidance from
unofficial leaders who held specific expertise. This combination made it possible to have a
flexible leadership style that balanced the official leader's strategic vision with the useful advice
from those with specialized knowledge. The official leader effectively oversaw task-oriented
behaviors, but the informal leaders were great at maintaining the group dynamic and encouraging
cooperation. For my part, I discovered that actively participating in task-oriented and group
maintenance components improved my reputation in the team. I tried to establish myself as a
dependable and cooperative team player by continuously producing high-quality work and
encouraging my colleagues. This would let the team see how dedicated and committed I am to
the job.
Reply 2
In a similar vein, leadership within our team was a shared duty that combined the direction of the
appointed leader with the knowledge-based impact of unofficial leaders. The team's official
leader prioritized task-oriented behaviors while guiding them toward larger objectives.
Meanwhile, unofficial leaders who were acknowledged for their expertise—were essential in
preserving a cohesive unit by providing assistance, imparting information, and inspiring team
members. The combination of these leadership philosophies produced a productive and lively
workplace. Regarding my impact, I concentrated on demonstrating my knowledge in particular
fields and actively took part in both group and task-oriented upkeep activities. My goal was to
establish myself as a proactive and dedicated team player by always offering insightful
contributions and encouraging teamwork. In addition to improving team performance, this
collaborative leadership style let individual abilities show through, fostering a positive and
productive work environment. Furthermore, the dual leadership approach fostered a climate of
respect and cooperation between participants in addition to encouraging task completion
efficiency.