Question.877 - Scenario As a team manager, you have recently completed training on professional growth and leadership, which you will need to turn around and implement with your team members. You are directly responsible for a team of 10 employees, and you will be creating a growth development plan for each member of your current team as well as future professional development plans for your team as a whole. Instructions As part of your team development plan, you will need to complete each of the following deliverables in one document. 1. Team assessment and reflection on the findings. For your team assessment, each member was given an EI assessment; the results are as follows: Name: John Self-Awareness: Low Self-Management: Medium Social-Awareness: High Relationship Management: High Name: Samantha Self-Awareness: High Self-Management: Low Social-Awareness: Medium Relationship Management: Low Name: Alex Self-Awareness: Medium Self-Management: High Social-Awareness: Low Relationship Management: Low Name: Bada Self-Awareness: Low Self-Management: Medium Social-Awareness: Medium Relationship Management: Medium Name: Anthony Self-Awareness: Medium Self-Management: High Social-Awareness: High Relationship Management: High Name: James Self-Awareness: Medium Self-Management: Medium Social-Awareness: High Relationship Management: High Name: Kelly Self-Awareness: Low Self-Management: Medium Social-Awareness: Medium Relationship Management: High Name: Cassie Self-Awareness: High Self-Management: Low Social-Awareness: Low Relationship Management: Medium Name: Mary Self-Awareness: Low Self-Management: Low Social-Awareness: Low Relationship Management: Low Name: Fatima Self-Awareness: High Self-Management: High Social-Awareness: High Relationship Management: High Reflect on the findings for your team. In what areas does your team have strengths based on this assessment? In what areas does your team have weaknesses based on this assessment? What are the opportunities for growth and development for each of your team members, and why did you identify these areas for growth and development? 2.Create a list of Social Awareness strategies for your team. How would you incorporate these into your team strategy? Identify any team members who could be a mentor to other members. How would you incorporate mentoring and modeling into your plan? What sort of training/support might these mentors need? 3.Prepare a self-management strategy for the following individual team members: Samantha, Bada, and Fatima. How would these strategies differ and why? 4.Develop a relationship management strategy for the following individual team members: Alex, Cassie, and John. How do these strategies differ and why? 5.Develop a time management plan for your entire team as a whole. How would these plans differ per team member (individual versus team), and why? 6.Reflect on how your personal learning and growth development impacts you as a leader to the team. How does self-awareness enable you to be more effective?
Answer Below:
Professional Development Plan for Your Team Markus CaravacaRasmussen University Professor Katharine Bentham, Joyce ConnerBoyd and Kendall Woods March 4th, 2023 Professional Development Plan for Your Team Reflection on Team The team has capabilities in areas such as social awareness and relationship management, according to the EI assessment findings, with numerous individuals scoring highly in these categories. Nevertheless, there are some gaps in areas such as self-awareness and self-management, with certain members scoring poorly in these areas. Every team member's prospect for growth and development are dependent on their unique strengths and shortcomings, but usually involve strengthening self-awareness, self-management, and social awareness skills in order to improve as effective communicators and team members. Social Awareness Strategy of the Team Social Awareness techniques based on the scenario for the team might include increasing cultural competency, exercising empathy and understanding diverse views, and enhancing active listening abilities. These strategies might be included into team meetings and discussions, and team members with high levels of social awareness could act as mentors to other members, demonstrating these abilities and giving support and criticism. Mentors could require coaching and communication skills training. Self-Management Strategy A self-management approach for Samantha might include defining clear objectives and priorities, reducing things down into manageable chunks, and creating stress and emotion management skills. A self-management approach, according to Bada stats, might involve time management skills, such as utilizing a planner and prioritizing work, as well as establishing self-motivation tactics. A self-management approach for Fatima might include cultivating good habits such as exercise and self-care, as well as creating methods to deal with distractions and interruptions. These tactics fluctuate depending on the requirements and skills of each team member. Relationship Management Strategy A relationship management approach for Alex might emphasize the development of communication and conflict resolution skills, including reflective listening and problem-solving. Establishing trust and rapport with team members, exercising assertiveness and boundary-setting, and developing abilities to resolve disputes might all be part of Cassie's relationship management plan. A relationship management approach for John may involve developing compassion in terms of team members welfare and understanding diverse points of view, as well as fostering rapport and trust with team members. These strategies fluctuate depending on the strengths and weaknesses of each team member. Time Management Plan A team-wide time management strategy might involve defining clear goals and priorities, establishing deadlines, and developing a calendar that takes into consideration individual work styles and preferences. Plans may change based on individual requirements and preferences, but they must be consistent with the team's general goals and priorities. Personal Learning As a leader, self-awareness allows me to better understand my own strengths and shortcomings and to interact with team members more effectively. Recognizing my own emotional cues in accordance with how to accommodate them within a corporate setting and motives allows me to better manage and convey them to others, resulting in a healthier corporate culture and more productive workplace. Furthermore, by modeling self-awareness and other EI abilities, I may assist my team members in developing these skills and becoming better communicators and team members. Revision Based on Feedback Detailed Analysis of Self-Management Strategy and Relationship management strategy for the teams’ stakeholders: As a team manager, it is my responsibility to ensure the growth and development of each team member. To create a growth development plan, I assessed each team member's emotional intelligence (EI) level. Based on the results, I will analyze the self-management strategy for Samantha, Bada, and Fatima, the relationship management strategy for Alex, Cassie, and John creates a time management plan for the entire team, and discuss the value of working face-to-face with team members versus virtual collaboration. Self-Management Strategy a) Samantha: Samantha has high self-awareness, but low self-management skills. She needs to develop a plan to manage her emotions and stay focused on her goals. To improve her self-management skills, she should prioritize her work, set achievable goals, and practice stress management techniques. b) Bada: Bada has medium self-awareness and self-management skills. He needs to work on managing his time effectively and prioritizing his tasks. He should also develop a habit of taking breaks between work to avoid burnout. c) Fatima: Fatima has high self-awareness and self-management skills. She should continue to focus on developing her strengths while working on her weaknesses. Relationship Management Strategy a) Alex: Alex has low social awareness and relationship management skills. He needs to focus on developing his emotional intelligence and empathy towards his team members. He should practice active listening, take feedback positively, and work on improving his communication skills. b) Cassie: Cassie has low relationship management skills. She needs to develop a habit of collaborating with her team members and seek their input. She should also work on building trust and rapport with her team members. c) John: John has high social awareness and relationship management skills. He should continue to work on building strong relationships with his team members by showing empathy and respect towards them. Time Management Plan To manage time effectively, the team should follow the following plan: Prioritize tasks and focus on the most critical ones first Set achievable goals and deadlines Avoid multitasking and work on one task at a time Take breaks between work to avoid burnout Use tools such as calendars and reminders to stay organized Value of Working Face-to-Face versus Virtual Collaboration Working face-to-face has several benefits, such as: Effective communication: Face-to-face communication allows for a better understanding of nonverbal cues and expressions, which helps in building trust and rapport with team members. Improved collaboration: Face-to-face collaboration leads to better brainstorming and idea sharing, which leads to higher productivity and creativity. Building relationships: Face-to-face interaction helps in building relationships and social connections, which leads to a more positive work environment. Issues get resolved at a quicker pace. Ability to build an inclusive environment where the team members and the leader will be able to break the ice that holds back smoother communication. The inclusive environment enables the team leader to work on certain operational elements like responsibility and accountability over the tasks at hand and monitor the team members on their performance throughout the project. The tone of communication won't be a problem anymore, and the team leader and their stakeholders will have complete authority over what needs to be communicated. However, virtual collaboration also has its advantages, such as: Flexibility: Virtual collaboration allows team members to work from different locations and at different times, which increases flexibility and reduces commuting time. Cost-effective: Virtual collaboration reduces the need for office space and travel expenses, which results in cost savings for the organization. Conclusion In conclusion, developing a growth development plan for each team member is crucial for their growth and development. By analyzing their emotional intelligence, self-management, and relationship management skills, we can create a plan that caters to their individual needs. Moreover, effective time management and collaboration techniques are essential for the team's success. While working face-to-face has several benefits, virtual collaboration also has its advantages, and both should be used based on the team's needs and circumstances. References Goleman, D. (1998). What Makes a Leader? Harvard Business Review, 76(6), 93-102. Mintzberg, H. (1994). The rise and fall of strategic planning. Prentice Hall. Northouse, P. G. (2018). Leadership: Theory and practice. Sage Publications. Robbins, S. P., Coulter, M., DeCenzo, D. A., & Woods, M. (2019). Management (14th ed.). Pearson. Wong, C. S., & Law, K. S. (2002). The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. The Leadership Quarterly, 13(3), 243-274.More Articles From Leadership Management
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