Groups and Teams
Tonio12070514
Becausewehaveemphasizedthatleadershipisagrouporteamfunctionandhavesuggestedthatonemeasureofleadershipeffectivenessmaybewhethertheteamachievesitsobjectives.docxBecause we have emphasized that leadership is a group or team function and have suggested that one measure of leadership effectiveness may be whether the team achieves its objectives, it is reasonable to examine a model specifically designed to help teams perform more effectively: the Team Leadership Model , or TLM 47–49 (shortened from earlier versions that called it the Team Effectiveness Leadership Model). Another way to think of this model is as a mechanism to first identify what a team needs to be effective, and then to point the leader either toward the roadblocks that are hindering the team or toward ways to make the team even more effective than it already is. This approach is similar to McGrath’s50 description of leadership, which suggested that the leader’s main job is to determine the team’s needs and then take care of them. This approach also will require us to think about leadership not as a function of the leader and his or her characteristics but as a function of the team. As the title of the model suggests, team effectiveness is the underlying driver.
Because we have emphasized that leadership is a group or team function and have
suggested that one measure of leadership effectiveness may be whether the team
achieves its objectives, it is reasonable to examine a model specifically designed to
help teams
perform more effectively: the
Team Leadership Model
, or
TLM
47
–
49
(shortened
from earlier versions that called it the Team Effectiveness Leadership Model).
Another way to think of this model is as a mechanism to first identify what a team
needs to be effective, and then to point the leader either
toward the roadblocks that
are hindering the team or toward ways to make the team even more effective than it
already is. This approach is similar to McGrath’
s
50
description of leadership, which
suggested that the leader’s main job is to determine the team’s needs and then take
care of them. This approach also will require us to think about leadership not as a
function of the leader and his or her characteristics b
ut as a function of the team. As
the title of the model suggests, team effectiveness is the underlying driver
.
Because we have emphasized that leadership is a group or team function and have
suggested that one measure of leadership effectiveness may be whether the team
achieves its objectives, it is reasonable to examine a model specifically designed to
help teams perform more effectively: the Team Leadership Model, or TLM
47–49
(shortened
from earlier versions that called it the Team Effectiveness Leadership Model).
Another way to think of this model is as a mechanism to first identify what a team
needs to be effective, and then to point the leader either toward the roadblocks that
are hindering the team or toward ways to make the team even more effective than it
already is. This approach is similar to McGrath’s
50
description of leadership, which
suggested that the leader’s main job is to determine the team’s needs and then take
care of them. This approach also will require us to think about leadership not as a
function of the leader and his or her characteristics but as a function of the team. As
the title of the model suggests, team effectiveness is the underlying driver.
