Team Leadership Development

Written by Michael Federico
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Team leadership development workshops and seminars are the perfect places for a business to get its managers and department heads on the same page. It is almost impossible to fully appreciate what a skilled manager can bring to an organization. Team leadership development ensures that those who are in supervisory positions have the ability to motivate their people, resolve conflicts between employees, and get the business as a whole to operate at an optimum level.

Often, managers fall into one of two categories: those who leave the work up to others, or those who take all the work upon themselves because they are afraid to delegate. Many managers are unaware of these tendencies. Instituting a 360 degree feedback program can help managers identify their strengths and weaknesses. Most programs involve the manager and his team taking time to answer survey questions that are designed to reveal vital behavioral patterns of both the manager and the team as a whole. Questions tend to deal with general personality traits and how they affect a worker's on-the-job performance. A manager may be asked if he is apprehensive, if he sizes people up, and if he displays strong loyalty. The others taking the survey will be asked the same questions about the manager. When the results are explored, a manager will have a better idea of what aspects of his managerial style are effective and which are not.

Team Leadership Development Retreats

Sometimes the most effective method of team leadership development is simply getting out of the office. Going to an outside location gives participants the chance to engage themselves completely in the task at hand, without worrying about phones ringing or unanswered emails. Also, outdoor settings or specialty facilities offer a wider variety of training activities than your run-of-the-mill office conference room.

If you employ leadership coaches to design and implement your retreat, they can help lay a foundation for further development. They can also help employees better understand the 360 degree feedback they may receive. Often, when an external individual points out specific things that can be done to improve relationships with the staff, the suggestion is more likely to be followed. If a manager's feedback suggests that he takes on too much and does not delegate, a coach may step forward and suggest that he take the time to make the entire team aware of what steps should be taken to achieve the team's goals. Follow-up sessions with that coach are a good idea--evaluating forward progress may spur employees on to make even more positive changes.

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