The be tardy, not up to standard,

The leader must be able to lead and be able to motivate all the
followers’ either as individuals or
teams to create the cohesion of the team. 
Without the correct motivation,
the mission outcome or product would be tardy, not up to standard, delayed or
canceled probably due to the leader’s
disregard for the importance of motivation.  This lapse will produce uncommitted
workers, days off sick, high turnover of staff or they will just disregard the
rules including health and safety.    
 
Today our RAF cadet unit is the biggest in the wing and close to the Army and Navy, with good attendance and 4 students are attending the
palace to receive their D of E gold awards.
 

 

 

U341 AC 2.3: Explain the role that the leader plays in supporting and developing the
team and its members and give practical examples of when this will be necessary.
(160 – 300 words)

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You should give at least two practical and relevant examples from your organisation of when and how you supported and developed a team and
its members.

 

Referral

Pass

Good Pass

An explanation of the role that the leader plays in both
supporting and developing the team and its members is merely stated as opposed to explained,
or if explained, is incorrect, inappropriate or minimal.
 
No more than one practical example of when this will be
necessary is given.

A correct and appropriate explanation of the role that the
leader plays in both supporting and developing the team and its members is given although the explanation may be
limited.
 
At least two practical examples of when this will be
necessary is are given.

A thorough and detailed explanation of the role that the
leader plays in both supporting and developing both the team and its members
is given and is supported by several practical and relevant examples of when
this will be necessary.
 

 

The
leader’s role in developing and
supporting a team is vital and necessary to keep up the team’s enthusiasm,
motivation, and knowledge while teaching them at the same time. To
develop a team member, a leader should know their individual needs and should
know if they are not acting the same as they usually do.
 
A
practical example is when I oversaw my whole room (around 18 cadets) and a
camp and someone was feeling down and wasn’t acting the same as they usually
do. I noticed this, so I went to him and asked politely “are you okay?” It turned out that he was being bullied.
Someone had put melted chocolate on his pillow and poured all the items out of a bin into his sleeping bag. I went
to my seniors and asked for advice.
 
This
shows that if someone is acting differently, it doesn’t necessarily mean that
they can’t be bothered, and it could be caused by other circumstances. The cadet in the example above still
wanted to join in I explained what everyone was doing so far and gave him a
specific job while motivating him (“you’re
doing a fantastic job” etc.) After this,
he had gained more confidence to speak up about
issues like this and so his character had developed emotionally, and
his confidence developed. From that example, I did make sure I could, then
told the rest of the followers, to be a bit ‘softer’ with him. This shows
that the whole team developed together, and their communication all improved between them.
 
Another
example of me helping a team develop themselves
was when I oversaw all of them, but no one knew each other so I made some
icebreaker games and they all got to know each other. This is developing
their individual selves because they will feel more confident and relaxed around everyone else getting to know
them.
 
This
is also developing them as a team because they will now work better together
as they know each other, and confidence, enthusiasm
and motivation have further increased.
 
From
this icebreaker, I had used my
experience to create tasks (your name, one thing you like, one thing you
dislike etc.) and communicated to the followers that this is what I wanted
them to do which increases my communication skills as well as the followers.
And I also showed encouragement by getting them to speak for themselves.
This also teaches the followers to work as a team because not only did I know
their individual needs, the followers
knew each other also.
 
To
further develop followers, a leader should get to know and understand the
individual needs because the leader can then delegate
certain activities to certain people to improve their weaknesses.
 
However, to develop their characters in a different way, I split the
team up and picked a leader for both teams and set them a task to build a
tower out of spaghetti against each other. I gave them a full SMEAC brief and
making sure they understood the limitations
of the time limit. Because I set them
against each other I could see everyone’s
individual needs and the followers could identify how the other team works.
This means when they work together they will be able to work together effectively because they know the weaknesses
and strengths of everyone.
 
Finally, to further improve the development of the team, after tasks, I
will always tell them what they should improve on and what they did well on,
so they know what to improve on in the future which is developing them as an
individual effectively because they are essentially assessing themselves on
what they need to improve on.
 

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