GB600 Unit 3 Assignment And Rubric

Gb600 Unit 3 Assignment And Rubricgb600 3propose A Team Approach To A

Consider your current work environment or one you desire to join. Through a PowerPoint® presentation, propose a team approach to achieve a long-term business goal. Develop a slide presentation that includes the following: a title slide, an introduction that identifies the long-term business goal, organizational actions, leadership actions, individual actions, and a conclusion with a call to action. Include detailed notes for each slide, demonstrating mastery of the topics, research, analysis, and persuasive communication. Use research and citations in notes, and ensure the visuals are professional, engaging, and well-organized. The presentation should be 10-12 slides, visually appealing, and free of grammatical errors. Submit to the designated Dropbox by the due date.

Paper For Above instruction

Introduction

The effective achievement of long-term business goals hinges on a strategic team approach that integrates organizational policies, leadership capabilities, and individual contributions. This presentation proposes a comprehensive team strategy to realize a specific long-term business objective, emphasizing the importance of collaborative efforts across all levels of the organization. The selected business goal is to significantly enhance customer satisfaction and loyalty within the next five years, which necessitates a robust team-based approach involving organizational reforms, leadership development, and individual contributions to foster a customer-centric culture.

Organizational Level Actions

According to DuBrin’s framework (DuBrin, 2019), seven key actions are crucial at the organizational level to enable effective team dynamics: establishing a shared vision, fostering participative decision-making, ensuring adequate resources, promoting training and development, implementing performance management systems, establishing clear roles and responsibilities, and promoting organizational culture aligned with teamwork principles. Currently, the organization has effectively established a shared vision and a performance management system; however, it needs revision in areas such as resource allocation and fostering a culture of continuous improvement. Recommendations include restructuring resource distribution to prioritize team development initiatives and embedding customer-centric values into the organizational culture through targeted training and internal communications (Cameron & Quinn, 2011).

Leader Level Actions

Leadership actions are vital for guiding the team toward long-term success. Using DuBrin’s 12 actions for leaders (DuBrin, 2019), three strengths are identified: effective communication, transformational leadership qualities, and conflict resolution skills. Conversely, opportunities for development include delegation proficiency, emotional intelligence, and strategic thinking. To enhance leadership effectiveness, it is recommended to implement leadership development programs focusing on emotional intelligence, strategic planning, and coaching skills, which are essential for fostering an environment conducive to team success (Goleman, 1994; Bass, 1999).

Individual Actions and Self-Assessment

My personal conflict resolution style, as identified through Leadership Self-Assessment Quiz 12-3, is primarily collaborative, which promotes open dialogue and consensus-building. This style aligns well with team leadership but requires balancing assertiveness with empathy. Regarding team player attitudes from Quiz 9-1, I demonstrate a cooperative attitude but need to improve in areas such as proactive communication and advocacy for team goals. To enhance contribution, I plan to participate in conflict management and teamwork workshops, focusing on assertiveness training and active listening (Tjosvold, 2008). These efforts will support my development as a more effective team member and leader.

Conclusion and Call to Action

Achieving our long-term business goal of elevating customer satisfaction requires a collective effort supported by organizational policies, capable leadership, and committed individuals. I invite stakeholders to sponsor this initiative by investing in leadership development, fostering a culture of continuous improvement, and emphasizing individual accountability. Together, we can build a resilient, customer-focused organization that outperforms competitors and secures long-term success.

References

• Bass, B. M. (1999). Transformational leadership: Industrial, military, and educational Impact. Lawrence Erlbaum Associates.
• Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley & Sons.
• DuBrin, A. J. (2019). Leadership: Research findings, practice, and skills (8th ed.). Cengage Learning.
• Goleman, D. (1994). Emotional intelligence. Bantam Books.
• Tjosvold, D. (2008). The conflict-positive organization: It depends on us. Journal of Organizational Behavior, 29(1), 19-28.