Leadership - The ladder to success
Leadership & self-managing teams
Leadership in our teams is determined on a situational level. How does this relate to teams with whom we have worked in organizations? In an organization, it is customary to institutionalize leadership structures. For example, the chief executive officer (CEO), the chief operating officer (COO) and the general manager. If you look at leadership within teams, a shift has taken place in recent years. You could say that we prefer to work in self-managing teams. Decision Who decides if the leadership is determined situationally? There is no time for extensive consultation or long meetings. Decision-making must be carried out quickly and effectively. To maximize our efficiency, we work in small teams. Decisions are made in consensus. At first, it seems a contradiction. That's not it. Prior to the expedition all possible scenarios were discussed and analyzed. This allows decisions to be taken quickly. It is very important that there is a consensus on the strategy to be followed because decisions not only influence top success or failure. Wrong decisions can lead to losses and letting down of the morale of the team. Therefore, every decision must be supported by all team members. Trust and situational leadership At specific times or during specific tasks, the leadership can quickly be transferred to another team member. This sounds complex, in practice it works well. We know each other's strengths and weaknesses. Switching to a different leader does not require long discussions, but effective corporate speaker skills. This process is seamless, it is briefly discussed or the person who leads takes the initiative. It is extremely important in this situation that all team members have full confidence in each other's leadership skills. Trust, respect for each other and for each other's abilities and the flexibility to adapt quickly are necessary to ensure that situational leadership is successful. These four questions help you create support and strengthen your leadership position: Inspiration: Do I inspire my team to reach the team goals? Support: How do I help my team members in achieving the team goals and their personal goals? Development: What value do I add to the development and improvement of the team? Integrity: Do I give a good example? Effectiveness Our experience is that if you use the four questions as a compass for your leadership, your leadership within the team will naturally be strengthened. When talking about team goals, it is crucial that personal goals are in line with team goals. If this is not the case, the effectiveness of the team will be seriously undermined. Success factors for situational leadership are the shared experiences, the trust and the alignment of personal and team goals. The four questions give you focus and create a basis for effective situational leadership.