Bykrishna Battua: Manager Or Leader Is The Person Who Leads ✓ Solved

Bykrishna Battua Manager Or Leader Is The Person That Leads You

A manager or leader is the person that leads you in any organization. The difference between a good and bad manager lies in the fact that a good manager allows you to work with all the trust while a bad manager makes you do the work no matter what the consequences are. Being a manager, I would rather select a team that is not very successful but skilled enough as the successful team can bring you the outcomes easily but being the manager or the leader the real abilities and capabilities lies in the fact that the slow runners ultimately wins the race through constant efforts and hard work. The skilled and learned leader helps the team to achieve the desired results by providing them the right directions and thorough support (Fapohunda, 2013).

Being a manager I would like to lead a team that doesn’t have pre-defined methods and changes during the progression will disturb the team’s motivation. A less successful team will look for more motivation and ideas and ask for guidance so that they could work collectively to achieve the goals. I would not select a successful team as they will have their ways to perform. They will be skilled enough to complete the tasks on their own. On the other hand, the team that is not successful will listen to the directions and instructions from their manager.

Managerial traits will help to encourage the team members and will allow them to explore more ways to achieve the desired results. New innovative techniques and opportunities will be provided to the team members so that they can explore their abilities to work in complex work environments. Therefore, I would rather select a not-so-skilled team and train them to better and successful so that they could easily adapt to the changes and work effectively to achieve the goals (Miller, n.d.).

Highly successful teams can perform under pressure with minimal supervision and little training. The most successful teams tend to have a highly competent and experienced leader, and are willing to accept significant risks and rewards. They have strong communication skills, especially with others within the team and the team leader. Team members are skilled at summarizing problems and issues, helping each other with problems, sharing information, and making decisions. Team members are highly motivated to help others, are able to work with other team members, and are confident in their abilities to manage conflict and develop constructive ideas about team processes.

Team members are often extremely critical of themselves and others about their abilities and effectiveness, and they often believe they do not work well with others. This may result in the team not working effectively, making sure other team members are doing their jobs properly, or taking on tasks that they feel are more important to others. As noted above, many teams have had a number of team members who have successfully created a culture of openness, creativity, and collaboration with a sense of self-satisfaction. If successful, team members are able to explore new approaches that take away from internal conflict, and they are also able to establish boundaries and expectations that ensure that their behaviours contribute to team outcomes—in other words, fostering team building. Perhaps the most important takeaway from this research is that creating a positive work environment can be done in almost any environment in the organization.

The well-being of an organization needs to have efficiently working teams that are managed properly and are used for the completion of important business tasks. It is a strict responsibility of a manager of a team to guide the team members towards betterment. A manager can ensure the success of the team when the elements of effective communication, delegation, strength, and efficiency of the team, collaboration, innovative ideas, and mutual support exist among the team members. These features are necessary for the success of a team, and further this team leads the organization to higher levels of success as well (Deakinco, 2016).

However, being the manager of a less successful team would be a better opportunity as there would be a potential for mutual growth of both, team members and the company. A great leader always leads a team to greatness, hence to help out a less successful or failing team, a steadfast and resilient leader/ manager must be appointed. Dealing with an unsuccessful team as a manager could be difficult but it is an essential role because the responsibility of raising the standards of a team could be challenging. To deal with such a situation, it is preferred to start the management of a failing team by building a rapport with all individuals of the team, discussing the multiple viewpoints of the members, making reports side by side for better understanding and planning, noticing the members that are working efficiently and pin-pointing those who are not putting the required efforts to the assigned tasks, setting up some defined rules for the team members, welcoming constructive criticism, and introducing advanced methodologies that might prove helpful in lifting the spirits of a failing team (Kashyap, 2019).

Working with such teams that need a good manager's help is helpful for the leader as well because such tasks are like tests for their leadership qualities as well.

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The significance of effective management and leadership in organizations cannot be overstated. Managers and leaders play crucial roles in determining team success and overall organizational performance. Differentiating between a manager and a leader is essential, as they possess distinct characteristics and approaches to guiding their teams. A good manager fosters trust among team members and allows for personal development and empowerment, while a bad manager enforces strict compliance and often stifles creativity.

A successful team requires a competent leader who understands the importance of creating a supportive environment. As proposed by Fapohunda (2013), the ability of a manager to cultivate trust can lead to increased engagement and performance among team members. Trust allows employees to feel secure enough to share ideas, voice concerns, and contribute to achieving organizational goals without fear of negative repercussions.

When leading a less successful team, it is imperative for managers to be more engaged in day-to-day operations. A less successful team presents a unique opportunity for growth and development, as they often seek guidance and encouragement. By providing the right direction, encouragement, and support, managers can transform a team’s dynamics (Miller, n.d.). Empowering less skilled team members not only builds their confidence but also sharpens their abilities, enabling them to adapt to changing demands.

Moreover, encouraging innovation within the team will foster a culture of collaboration and creativity. Team members who feel valued and supported are more likely to contribute positively and explore novel solutions to complex problems. This creates an atmosphere of mutual respect and opens doors to enhanced performance and productivity (Heathfield, 2008).

Nonetheless, managing a less successful team can pose several challenges. The responsibility to raise the standards and performance of a failing team is daunting. As suggested by Deakinco (2016), effective communication, clearly defined roles, and mutual support are essential for team success. Establishing several ground rules, allowing for feedback, and recognizing accomplishments, no matter how small, can motivate team members to strive for excellence.

A manager’s effectiveness can be tested when leading underperforming teams. Engaging with team members individually helps build rapport and uncover underlying issues that might hinder productivity. Such engagement also helps in identifying those who may need more personalized support or coaching. Setting collective goals and celebrating milestones can boost morale and empower team members to elevate their performance (Kashyap, 2019).

Creating a successful team environment demands continuous support from a manager. As team dynamics evolve, it is crucial for a leader to remain agile and adapt to shifting needs. Establishing an open line of communication encourages team members to speak up about their concerns, allowing for swift resolution of issues before they escalate.

Additionally, research has shown that investing time in team-building activities and initiatives can enhance team cohesion and overall morale (Todorova, 2019). A manager who recognizes the importance of nurturing their team can drive significant change and improvement, ultimately leading to greater overall success for the organization.

Ultimately, an effective manager or leader can make a profound difference in the trajectory of a team's performance. By focusing on the potential of less skilled teams and leveraging leadership qualities, a manager can take underperforming teams and turn them into successful, high-performing units. This demonstrates the importance of not only having success but also recognizing opportunities for growth through intentional management and leadership practices.

References

• Deakinco. (2016). The five elements of successful teamwork. Retrieved from [link]
• Fapohunda, T. (2013, January). Towards Effective Team Building in the Workplace. Retrieved from [link]
• Heathfield, S. M. (2008). Twelve tips for team building: How to build successful work teams. Human Resources, 7-11.
• Kashyap, S. (2019). Tips for Managers to Rescue a Failing Team. Retrieved from [link]
• Miller, L. M. (n.d.). Team Management: The Core Practice of A High Performance Organization. Retrieved from [link]
• Todorova, G. (2019). Building and managing great teams: An evidence-based approach. Journal of Commercial Biotechnology, 24(4).
• [Additional references if needed]