Leadership: A Communication Perspective, Essay Example

My current leader operates in a challenging work environment, and this has posed a difficult set of circumstances for the team. However, I believe that there are strategies to address this lack of leadership that will enable the team to be more effective in its efforts to produce at a high level with a continuous focus on growth and experience. This is an important step towards a collective discovery of techniques that will have a positive impact on individual team members and create a means of working with an ineffective leader at the helm. Most importantly, the team must possess a cohesive and united front that will motivate team members to make a difference and to be proactive in working towards a successful set of outcomes for the team as a whole.

In many ways, the reactionary behaviors of team members must be examined as a critical factor in whether or not the team is successful, in spite of its ineffective leader (Powell, Lovallo, & Fox, 2011). Under these conditions, it is imperative to support a framework where team members are able to utilize their strengths wisely and effectively and to make the most of the circumstances, in spite of the issues that a poor leader represents (Powell et.al, 2011). Although other team members are not necessarily seeking to stand up and to “take one for the team,” this requires a concerted effort that involves much compromise and support of each team member’s actions in order to successfully manage the potential outcomes that are likely to occur. Without an increased contribution from team members, then the team as a whole is not likely to succeed at the desired level.

From a communication-based perspective, all team members must be able to effectively contribute and to take the steps that are required to share ideas and to be fully engaged in all aspects of the team experience and in motivating each other on a continuous basis with each and every encounter (Hackman & Johnson, 2013). There must be a greater focus on the development of each team member’s strengths; therefore, these must be defined early on in the process and must be supported by each member in order to maximize each contribution at a high level. This effort will support their objectives and provide a basis for examining the different perspectives of the team and how it might be able to overcome poor leadership in favor of a more successful experience. Therefore, communication must be a critical factor in this process and encourage each team member to move out of the comfort zone in order to make a difference.

When a team leader is ineffective, regardless of the circumstances, other members must be willing to share the load in an effort to produce effective results. This requires each person to be proactive in taking on part of the leadership role, using individual strengths to accomplish the intended goals and objectives (Bergman, Rentsch, Small, Davenport, & Bergman, 2012). This also requires an examination of the different tools and perspectives that will facilitate effective results and aim to exercise sound and reasonable judgment in decision-making. Each member must be willing to expand the contribution and to make a difference, in spite of any adversity that might be encountered. This will reflect a means of recognizing the value of each contribution as a driver in achieving team success, in spite of a poor leader.

A team with an ineffective leader requires team members to be proactive in their efforts to overcome adversity and to make a difference in the team environment. This is an important step towards the discovery of a dynamic that will be effective in meeting the needs of the team and in modifying the existing strategy to accommodate change and to bring the best out of each member. It is important to recognize that the leader is only one component of the team experience, but it is also necessary to be proactive in working towards a strategy that will utilize individual strengths and promote an environment where success and achievement are critical in advancing the team’s chosen strategy at a high level and in supporting the professional growth of each team member.

References

Bergman, J. Z., Rentsch, J. R., Small, E. E., Davenport, S. W., & Bergman, S. M. (2012). The shared leadership process in decision-making teams. The Journal of social psychology, 152(1), 17-42.

Hackman, M. Z., & Johnson, C. E. (2013). Leadership: A communication perspective. Waveland Press.

Powell, T. C., Lovallo, D., & Fox, C. R. (2011). Behavioral strategy. Strategic Management Journal, 32(13), 1369-1386.