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Leadership Module: Lesson 7

We started by reminding you what we had covered in Lesson 6 where we highlighted the characteristics
of great leaders, pointing out that there is place for both efficient managers as well as inspiring leaders in the
world of work and that the key reason why people follow leaders is ‘Power’. Also that the most important
power for you to develop is what we describe as ‘Personal Power’ that this course is helping you to develop.
We explained that you have to understand individual needs when you want to motivate others to follow
you as a leader but that the focus in Part II is on Leading Teams. Here we also clarified that, as much as most
of us have a need to belong to a group, there is a huge difference between a group of people working as
individuals and an effective Team where everyone works together!

Following this (as in all preceding Lessons) we provided you with the Learning Objectives for this lesson –
found in Slide # 3 on the next page.
Then, in Slide # 4 we clarified why Teams tend to take better decisions than individuals (and that the only
real advantage of individual decision-taking is speed). you to Part II: Team Leadership highlighting that
leadership is about inspiration and passion rather than relying on a managerial position.

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Slide # 5 introduced you to the 4 Stages required for Teams to develop into high performance teams
where members work together to ensure effective outcomes.

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In Slide # 6 on the next page we shared some important learnings about this development process -
specifically that you may be able to speed up these stages but they can’t be avoided. Always remember that
transforming from a group to a Team is a process and you shouldn’t panic during Forming and Storming.
Also in this slide we explained the concept of ‘Groupthink’ and the consequences of allowing this to take
over the Team decision-making process. Some of the problems with groupthink are:
1. Poor Decision Making - as group members tend to avoid constructive conflict and ignore dissenting
opinions in favour of reaching consensus
2. Lack of Innovation. It can stifle creativity and innovation as members tend to conform to the majority
view and suppress alternative perspectives
3. Limiting Options as exploring alternative options is reduced – leading to a narrow range of possible
solutions
4. Overconfidence - leading to a false sense of certainty about the group's decisions and actions, which can
result in unwarranted risk-taking and failure
5. Exclusion of Minority Views and Perspectives - resulting in marginalized groups feeling ignored
6. Decreased Motivation and Engagement as individuals begin to feel disengaged or frustrated by the lack of
participation in the decision-making process
Remember, your job as leader is to encourage critical thinking, constructive conflict and diverse opinions!

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Slide # 7 offered you the example of why meetings are often ineffective and then Slide # 8 on the next
page provides the rationale for why it is likely that the major cause of ineffective decision-making in teams
will be found in the Team Process.

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If the majority of problems lie in the process then the solutions lie in running effective Team Meetings,
which can have a significant impact on team decision making. Effective Team Meetings lead to;
1. increased collaboration as all team members get to ‘have a voice’ in the decision-making process. This can
help to build consensus and increase buy-in from team members
2. improved communication as well-run meetings provide a platform for open and honest communication
that, in turn, prevents misunderstanding and promotes a better grasp of the issues at hand
3. clearer goals and objectives as well-run team meetings help to ensure that everyone is ‘on the same page’
and working towards a common purpose
4. enhanced problem-solving as well-run meetings provide the opportunity for team members to discuss
problems and brainstorm solutions – leading to creative solutions
5. increased accountability because part of the process should be to review progress and then hold team
members accountable for their responsibilities
In conclusion then, running an effective team meeting can help to improve team decision making by
fostering collaboration, communication, goal clarity, problem-solving, and accountability

In Slide # 9 on the next page you were presented with an example of simple steps that can be taken to
make decisions. These are;

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Step 1: Identify the problem or opportunity that requires a decision. The team should define the issue clearly
and establish a shared understanding of the problem.
Step 2: Gather relevant information that helps to understand the problem and identify potential solutions.
This may involve research, analysis, and consultation with stakeholders.
Step 3: Generate alternatives for addressing the problem or opportunity. This may involve brainstorming,
scenario planning, or other techniques to encourage creativity and diverse perspectives and then evaluate
each alternative based on established criteria, such as feasibility, cost and alignment with strategic goals.
Step 4: Decide on an alternative as the preferred solution. The team should strive to build consensus and
encourage open discussion to ensure that everyone supports the final decision.
Step 5: Take action to implement the solution. This will involve assigning roles and responsibilities, setting
timelines, and establishing performance metrics.
Finally the unsaid Step 6 – to monitor and evaluate the implementation of the solution to assess its
effectiveness and constantly identify opportunities for improvement.

then Slide # 10 points out it is likely that the majority of problems are caused by Team Dynamics, which you,
in the position of a Team Leader would have to effectively address to ensure Team Objectives are achieved.
As a leader, you play a crucial role in shaping and leading team dynamics towards more positive
communication, collaboration, mutual respect, trust, and shared accountability.

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Effective actions that YOU, as a Team Leader, could take to improve Team Dynamics include;
1. establishing Clear Expectations for the team's behaviour, goals, and objectives. This begins by creating a
shared sense of purpose and then a clear and compelling sense of direction
2. making sure that you foster Open Communication among team members by creating a safe environment
where team members can express their opinions, concerns, and feedback freely
3. building a culture of Collaboration and Teamwork by encouraging team members to work together and
leverage each other's strengths
4. building Trust to fostering positive team dynamics by encouraging transparency, follow-through on
commitments, and acknowledging issues openly and respectfully
5. encouraging Constructive Conflict to foster critical thinking without creating a hostile environment
6. supporting the Development of your team members by providing opportunities for growth, training, and
development
7. fostering a culture of Accountability where team members take ownership of their responsibilities and
hold each other accountable for meeting their commitments.
8. celebrating Success as a team to build a sense of shared accomplishment and foster positive morale.

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