Leadership & Team Building
Leadership & Team Building
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Leadership & Team Building
Contrasting the Two Styles
Directive
1. You alone are responsible.
Tells people what to do.
2. You assume you know the
best way.
3. People receive little
feedback.
4. Mid-course correction is
difficult. Top-down
communication.
5. Goals are not widely
shared.
Collaborative
1. You ask others to help.
There is a lot of
communication and people
can express their views.
2. Responsibility is shared.
Helps the team to discover
/ decide what to do.
3. There is flexibility and it is
easy to shift direction.
4. Two-way communication.
5. Everyone shares the goal.
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Leadership & Team Building
As a Facilitator you have to:
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Help people to learn, grow and develop.
Help people to work together.
Share information and be a communication link.
Encourage & help people to take responsibility &
problem solve, not to point the finger & blame others.
Encourage people to seek new ideas & possibilities.
Recognise and reward team success.
Be a teacher, an encourager, a coach.
Learn to step back and allow people to learn, grow,
develop, contribute and excel.
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Leadership & Team Building
Teams Work Best When
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Everyone joins in.
Everyone is willing to listen and really consider other
people’s point of view.
Everyone is pulling in the same direction.
Everyone feels they can share their ideas and concerns
without feeling that others may think them “unimportant” or
“silly”.
Everyone can accept that other people’s ideas and solutions
may be okay, even though you would have done it differently.
Everyone believes that teams can make a difference, that
they really will be listened to and can change things.
Everyone accepts responsibility for moving forward.
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Leadership & Team Building
Why Use Teams?
 Help to make decisions
 Find solutions to problems
 Take the initiative
 Be accountable for results
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Leadership & Team Building
• Teamwork is about delegation and
empowerment.
• As a manager you have to give up power and
control over your people to gain higher
effectiveness, motivation and productivity.
• Team working and empowerment is a
different way of people working together.
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Leadership & Team Building
Checking Empowerment
Signs of an unempowered workplace:
•People aren’t very interested in their work.
•People feel negative.
•People only do what they are supposed to do.
•Nobody says what is on their mind.
•People are suspicious.
•People aren’t willing to help out.
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Leadership & Team Building
Unempowered employees have the
following feelings:
•They don’t matter.
•No-one is really interested in their ideas.
•They have little or no control over what they
do.
•Only a small amount of their skills and energy
are used.
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Leadership & Team Building
Empowered employees have the
following feelings:
They feel they make a difference.
They are responsible for their results.
They are part of a team.
They can use their full talents and abilities.
They have control over how they do their jobs.
They use their initiative.
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Leadership & Team Building
Building a Team
Example
Suppose you want to encourage your team to
be more involved in decision-making. The
steps you take might be something like:
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Leadership & Team Building
• Step 5. Delegate.
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Ask the team to decide. They take control.
Step 4. Collaboration.
Reach a decision that everyone likes.
Everyone takes full responsibility.
Step 3. Dialogue.
Discuss each issue thoroughly before you
decide. Everybody then goes along with the
decision.
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Leadership & Team Building
• Step 2. Input.
You ask for input before you make a decision
and listen to inputs.
• Step 1. Directive.
You tell people what you have decided. Ask
what they think about it.
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Leadership & Team Building
6 Things Teams Need To Be Effective
1. Clear Targets
No team can operate effectively unless its
members know what its objectives are.
2. Adequate Resources
A team can only carry out its tasks effective if
it has the resources it needs. These may take
many forms – financial, material, people/skills,
meeting accommodation and so on.
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Leadership & Team Building
3. Reliable Information
Teams need information to carry out work
tasks, to contribute to problem solving and
decision-making, to plan for new
developments or changes, to work
effectively with other departments/ functions
etc.
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Leadership & Team Building
4. Training & Development
Teams have an ongoing need for training and
development - to address short-falls in
performance, to add skills or knowledge, to
develop problem solving capability, to
enhance the quality of teamwork etc. Very
often this may take the form of on-the-job
training or coaching from a supervisor.
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Leadership & Team Building
5. Regular Feedback and Recognition
Teams need to know the results their efforts
achieved against different performance
indicators. Feedback gives the team the
opportunity to manage their future
performance. They also need
organisational recognition for their
achievements.
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Leadership & Team Building
6. Technical and Process Assistance
Any working team will require a certain
amount of technical support to carry out its
task effectively. This might include support
for process management, HR, finance,
Health & Safety and so on.
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Leadership & Team Building
Team Development at DHL
In your team, discuss the following
questions:
1. What changes could you make to
encourage effective Team Working at
DHL?
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Leadership & Team Building
2. How will you set about making these
changes outside of this training.
(For some it will be relevant to consider such
questions as: Is this something I/we can just get
on with? Who else needs to be involved/give
approval? What time-scale(s) are appropriate?
How can we make sure we take people with us
– and don’t frighten them off? And so on).
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Leadership & Team Building
THE TIME OF YOUR LIFE!
Rules for completing time logs!
Select any two work days before the next
module.
Choose typical days, rather than a day when
you are involved in exceptional or infrequent
activities.
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Leadership & Team Building
From the moment you arrive at work until the
time you leave, record how you spend your
time. Record everything in as much detail as
possible – phone calls, meetings,
conversations with colleagues about work,
social conversations, breaks and so on. Try not
to do anything differently just because you are
completing your log. Your log is to help you get
the best from the training module – no-one will
be examining it but you.
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