Leadership Skills: Approaching the Team

BU450 Leadership Skills
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BU450 Leadership Skills
1. Describe two (2) ways that you could you approach the team.
First, being truthful and honest while speaking with the team is crucial. In any organizational setup, the employees always reflect or radiate what the manager emits. By being honest and straightforward, the team will also learn to be the same with each other as well as with the leadership. I would have a meeting with everyone and explain the change in detail. When the extroverts in the room have had a chance to digest the information, I would make myself accessible to the introverts. I would allow for open discussion and questions for the extroverts in the room. This strategy begins with a conversational strategy and would help in dealing with change as a team.
As a manager putting everything in writing is crucial for easier comprehension by the team. Additionally, anything put in writing can make it easier for record keeping as well as formality. Things will be taken more seriously if they are put in writing. As a manager I would write a note or email outlining the adjustment. Again, this communication has to be truthful and open, outlining what is known and what is uncertain. I ought to make every effort to portray the change favorably. I will start with the advantages, or what the team will see as the advantages of the change. I will then describe the elements that could not be advantageous for the team and provide resources that can help it survive the transition. The team should have some time to process the change before the meeting (Penno, 2022). A meeting invitation should come right after the memo. The manager should initiate the meeting by quickly summarizing the communication and the topics covered before inviting questions and discussion. If at all feasible, the manager should bring in some change advocates who can assist the meeting go well and promote the change (Cameron & Green, 2019). Change advocates usually identify the individual element of growth and continuous improvement by picking out ways in which the organization can embrace prudent risk taking. The manager should conclude by emphasizing once more that they are there to help the team and are accessible in private if necessary.
2. How much of your personal feeling should you share? Provide one (1) supporting fact to justify your position.
A competent manager, in my opinion, will be sincere, possess the ability to interpret the mood in the meeting. It is crucial that the message and tone are consistent. If the manager chooses to express their emotions, they must do so with caution so as not to fuel greater apprehension or opposition to the change. I believe it is okay to mention that you wish you had more influence or notice into how the change was carried out, but keep in mind to attempt to frame the change itself in a positive light. Even if you are a manager, it is also part of your job to be a change advocate in this circumstance. The key to solving this problem is understanding your team's wants and emotional preferences (Batool & Inayat, 2019). If the team is mostly composed of rational minds, they will likely be satisfied with merely the facts. The man...