For Creative Instructor: Vision, Alignment, and Paradigms

ANALYZING THE TEAM

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Analyzing the Team

The team formed is dance moms to provide designed costumes for the two teams, the Entertainers and the Legends. The team has some set values that are expected to be observed by all the members. These team values depict the uniqueness of the group, and offer it a team culture that it properly identifies with. Further, there is the emotional intelligence that is highly experienced on daily basis. Though it is difficult to comprehend the extent of its effects on potential or current relationships, emotional intelligence has a number of competencies that most people fail to recognize. Good leaders are known to handle their emotions well to bring a positive output effect to their team members (South University Online, 2014).

Furthermore, the paper will explain leadership communication aspect and how well it is likely to implicate whether positively or negatively on the team members. Communication is always considered a good aspect for success in the teams. In addition the paper will focus on the need and the process of empowering each of the team members to achieve what they are able at their best (Northouse, 2014). Empowering makes the team feels that their input within the team is always recognized and appreciated. Finally, there is the team design. The focus here will be on how effective the team design is, where improvements are needed on it and the teams stages of development (Amendolair, 2003).

Team Values

The team encompasses certain values that they consider fundamental to the effectiveness and efficiency of the group. These values includes; listening to each other, knowledge and information sharing, decision making on the basis of reasoning as opposed to rank, a not-to-blame culture, no exhibition of ego, integrity, expansion of experience and improvement oriented workforce (Northouse, 2014).

Such core values, the leader is able to get every individual feedback on a given topic or project and further ensures that failure is the pain of the entire team just as success is the joy of all of them. Further, the leader is able to offer directional policy on consideration of all the views of the members as all are required to keenly listen to each other’s opinion (Covey, 1990).

However, sometimes some of the team values may be detrimental to the success of the team such as basing decision making on reasoning other than as on rank. Sometimes the team leader may feel undermined. Besides, the team needs to include such values as honesty to ensure that no team member undermines the other. Finally the team leader practices value-based leadership as they uphold integrity and the general values of the team. Avoidance of distraction and maintenance of trust among the team members would lead to improved team values (UOregon.edu, 2009).

Emotional Intelligence

The team leader is effective and efficient in performance. She recognizes her role and is well enlightened on her duties as the team leader. Moreover, she is organized and has ability to handle her responsibility with proper management. Again, she has full knowledge and understanding of her fellow team members and is able to work with them perfectly well (UOregon.edu, 2009).

Lastly, she has a good working relationship within the management. Her competencies include; being proactive, thinking in win-win manner, synergize and encouraging the team. However she misses out on giving things that are first priority. Despite that, the team members are generally marked by positive emotions about the group (UOregon.edu, 2009).

Empowerment

The group is divided into smaller sub-groups with each of them with unique responsibility and own leadership. These divisions have a positive impact as they are independent in making decisions in their own sub-groups. Members feel they have a real chance to present their views. The sub-groups have also contributed to the effective growth of the members. They feel empowered to having their responsibilities achieved. Further, the general nature of free debate on team and sub-grouping matters ensure that the empowerment of the group is ever growing (Amendolair, 2003).

Communication

The team generally uses a relationship mode of communication where all team members are free to give their opinion and object to those things they feel are not to the best interest of the group. In most cases, members are able to exercise their communication skills correctly with each other and also among the different sub-groups (Covey, 1990). Generally, the leader has a clear and direct communication style and listens although at times she becomes persuasive especially on matters where some members feel their interests in the team are threatened. However, persuasiveness should be properly checked to ensure that it does not result to manipulation which could have negative effects on the team (Northouse, 2014).

Team Design

The team is model under the general stages of a group development including; forming, storming, norming and performing. The formation of the team is effective and efficient to the team’s performance. The team is able to meet its goals and objectives under the current formation. Currently, the team has reached the performance stage and finely operating in achieving its aims and objectives of costume design work (South University Online, 2014).

Conclusion

In conclusion, the team’s values are largely effective in helping the leader to perform her responsibility to the fullest. There is also composure in the discussions within the team during decision making. The emotional intelligence and the communication skills within the team structure work to the interest of the team. Moreover, team members are well empowered within their sub-group where each member is in a sub-group where they are poised to perform best. Finally, the team model is workable and helping achieve the goals of the group. However, there exist some challenges that team members are committed to address.

References

Amendolair, D. (2003). Emotional intelligence. Nurse Leader, 1(6), 25-27. doi:10.1016/j.mnl.2003.09.009

Covey, S. R. (1990). The 7 habits of highly effective people: Powerful lessons in  personal change. New York, NY: Fireside.

Northouse, P. (2014). Introduction to Leadership: Concepts and Practice [VitalSouce bookshelf version]. Retrieved from http://digitalbookshelf.southuniversity.edu/books/9781483324166/epubcfi/6/26

South University Online. (2014). MGT3102: leadership: Week 1: leadership defined. Retrieved from http://myeclassonline.com

UOregon.edu. (2009).Leadership Characteristics. Retrieved from http://leadership.uoregon.edu/resources/exercises_tips/skills/leadership_characteristics