FinalImpasse Team Building
FinalImpasse Team Building
Thecase shows a leader shows a leader shows a leader who finds himselfis quite a predicament when trying to ensure teamwork. Peter a formerdirector at the Employment Services group is asked by the DirectorGeneral of immigration to take the position of Acting Director ofImmigration. This job is given to Peter as he has in the pastdemonstrated great performances at Employment Services. In essence,DG hires Peter on a provisional basis to turn things around inImmigration. Basically, Peter is charged with ensuring that variousproblems facing Immigration are resolved. At first, Peter isreluctant to take the job as he does not have any knowledge andskills when it comes to Immigration. However, he later accepts thejob when DG states that management and not immigration skills arerequired to handle the problems[ CITATION IPA12 l 1033 ].
Petertook the jobs with hopes that the journey to changing things will bea walk in the park. This does not happen as he faces many challengesranging from managers resenting him to individuals at the immigrationquestioning his ability to hold the position of the Director. Theproblems expressed in the case are common when trying to ensureteamwork[ CITATION IPA12 l 1033 ].Leadersare likely to encounter numerous challenges before they are able tocreate a strong team committed to the goals and objectives that leadto team building. For instance, a leader can easily encounterresentment among members. This is a common problem especially whenthe leader employs or embraces a wrong management or leadershipapproach. Lack of trust is also a challenge leaders faces when tryingto ensure teamwork. Basically, trust is earned. No one can forceother people to trust him or her. Peter struggled to earn the trustof the managers at Immigration. It was until he figured the problemor the factors that led to lack of trust that he was able to earntheir trust[ CITATION Mic107 l 1033 ].
Researchhas shown that team members tend to resent outsiders. It is essentialfor leaders to develop strategies that ensure team cohesion.Fundamentally, they must show the rest of the team that the newmember is important or must be treated as part of a team. Peter hadto prove to the managers that he was important before they couldaccept him. Equally, according to Topchik (2007), it is necessary forteam leaders to address any concerns raised by members to ensurecohesion and respect. It is evident from the case study that it wasnot until Peter started listening to the managers and their feedbackthat things improved for better. In particular, this is the time whenhe started to win their trust.Leaders should not just assume that they know what is best or goingon. It is best to seek others’ feedback to create a good workingenvironment[ CITATION IPA12 l 1033 ].
Itis also vital for team leaders to accept their mistakes and takenegative feedback in a positive manner. This is the only way they canbe able to encourage members to air their concerns and ideas withoutfeeling intimidated[ CITATION Dan05 l 1033 ].Peter demonstrated this character trait when he accepted the commentsmade by managers in regards to his poor leadership. He used thecomments to become a better leader with the ability to changeImmigration as desired.
Themost appropriate solution was for Peter to consider the work cultureat the immigration before determining the best management orleadership approach that will lead to the creation of a strong team[ CITATION Deb07 l 1033 ].One mistake Peter made when joining the Immigration was working underthe assumption that strategies that worked while he was working atthe Employment Services were applicable at the Immigration. Hewas forcing things or approaches that were not applicable consideringthe immigration work culture. In the end, he suffered resentment andlack of trust. Managers were busy trying to disapprove him instead ofimplementing his directions[ CITATION IPA12 l 1033 ].
Fundamentally,the fact that a leadership approach worked in one organization doesnot mean that it will work in others. There are many factors thatdetermine the appropriateness of a management approach. It isimperative for the management or a leader to examine all factorsbefore determining the best course of action. For instance, he or shemust consider work culture and how things are run to develop the beststrategy. Applying the right approach enables a leader to gainacceptance and trust[ CITATION Deb07 l 1033 ].Peter was treated as an outsider by the managers as he forced them toaccept things they are not used to. He was trying to apply anapproach that was not suited for Immigration. This is one of the mainreasons some managers assumed he did not know what he was doing. Assuch, they used every opportunity they could get to disapprove orintimidate him[ CITATION IPA12 l 1033 ].
Listeningis integral to winning trust and coming up with informed decisionwhen leading a team or trying to build a team or develop a teamculture[ CITATION Mic107 l 1033 ].It is evident from the case study that Peter tried his level best toapply the consultative approach. However, this was not good enough.There were many underlying issues and concerns he failed to address.It was until he used Tom the building facilitator that he was able tolearn about managers’ concerns. This gave him the opportunity tolearn the mistakes he has made in the past that affected his abilityto build a team and ensure teamwork[ CITATION IPA12 l 1033 ].
Answerto Specific Questions
Thecase study shows that at some point Peter asked Tom if they shouldjust call off the meeting and go home. Calling off the meeting wouldhave been a great mistake. Great leaders never quit. They continuetrying no matter how hard things may be. It is clear the Peterdecided to continue with the meeting. However, he almost gave up.Basically, giving up is a trait associated with poor leaders. Justbecause things are not going as planned does mean that a leader hasfailed. A leader must exhaust all options available and still presson until the last minute. If all leaders decide to give up wheneverit gets tough, nothing can be done. Every leader must experience arough patch at some point in when leading their followers. The samecase applies to team leaders. It is only though perseverance thatsuccess can be achieved.
Teambuilding can prove to hard task if not handled in the desired manner.It is important for team leaders to apply the right leadershipstrategies and approach to avoid resistance among members. They mustanalyse the team to ascertain the best approach to create the rightworking environment.
Adeniyi, M. A. (2010). Effective Leadership Management. Bloomington, IN : AuthorHouse.
IPAC. (2012). Impasse Team Building . Toronto, ON: Institute of Public Administration of Canada.
Mackin, D. (2007). The team building tool kit : tips and tactics for effective workplace teams. New York, NY: AMACOM.
Midura, D. W., & Glover, D. R. ( 2005). Essentials of team building principles and practices. Champaign, IL : Human Kinetics.
Topchik, G. S. (2007). The first-time manager`s guide to team building. New York, NY: AMACOM.