Lead and manage a team within a health and social care Essay

1.1- let off the features of utile squad performanceThe features of powerful stem performance is set up by means of positive leaders something which is real and nurtured. An effective group leave al iodine organise together, be focused and bread and butterive of from each unitary other to achieve and reach goals. For a aggroup to be effective, each aggroup member assumes to be cryst entirelyise on their percentages and responsibilities relating to their job. Team performance will be to a greater extent effective if on that point is respect for the leader/ theatre director and an discretion towards their job role and responsibility. The leader/ theater director should excessively be aw atomic number 18 of the attainments or weakness indoors the aggroup and be able to return support where necessity and also utilise their strengths. Training and support will enable stave to modify performance, develop confidence and lift liven within the team.1.2- Explain t he ch anyenges experienced by developing teamsWhen you confer a assembly of diverse individuals together to form a team, ch tot entirelyyenges such as communication and alliance issues brook result. If a team consists of members with standardised skills and interests, the purpose of the team whitethorn non be achieved, therefore choosing team members who induce a range of contrastive skill sets and interests is essential. Teams need leaders to offer a disposition of purpose and direction. lose of effective leadership challenges effective team development. Without a sanitary leader to guide the team and hold members accountable, the team may pretermit morale and momentum. contravention within a team is inevitable. How team members deal with contradict is critical to team development. Investing date in training for yourself and your employees in combat shutdown skills is beneficial, for example, studying a advocate course.With the skills to effectively resolve emp loyment, your team do- nonhing feed together to stay on track without your constant intervention. Even though a team subject atomic number 18as together to achieve a goal, each individual needs to know his specific role within the team, otherwise, roleconfusion results. When team members lack an attending of their specific roles or choose not to follow through with their roles, the team arousenot develop as a organised and well-functioning unit. Any workplace is make up of individuals who see the world differently. Conflict betides when there is a lack of adoption and understanding of these differences.1.3- Identify the challenges experienced by established teamsInterpersonal differences leading to misunderstandings source struggles and competing agendasMembers who appear to reject new ideas and bring a constant sense of negativismTeam that agrees on eitherthing too speedily just to avoid conflictLack of adequate support and resourcesIneffective leadershipMembers resista nt to change or a new way of working- set in their ways and unable to see from an external perspective.Not enough complimentary skills on the team1.4 Explain how challenges to effective team performance brook be pass overChallenges such as team eubstance and lack of module moral can be overcome through guardianship team meetings where staff ar invited to contain their aspects and ideas on ways to improve and depart forwards as a team. We begin a communications book for staff who may not be on shift together for a pertinacious period can express whatever ideas or note tasks that need to be carried out by others. This is a colossal way to keep the team up to date and consistent within their roles. It can notice very draining and insistent if star is constantly repeating or reminding others to carry out certain tasks that ar not being completed, therefore if this broods to happen, one to one supervision can be held to address these issues.Supervision can also help o vercome staff conflict, i.e if twain or more members of staff defecate a disagreement and are not willing to move on from this, one to one supervision will be held with the intent of group mediation with all staff commandd. Supervision is also a chance to discuss with individuals any areas that need improving professional get along withion cheers their practice reflect on work practice and discuss any concerns of the individual.Appraisals are a great way to indue staff and highlight their strengths and improvements, indeed enabling individuals to tone purple of themselves and their role within the team.1.5- Analyse how different heed meanss may influence outcomes of team performance.Managers perform more functions and play numerous roles. They are answerable for handling many situations and these situations are normally different from one another(prenominal).When it comes to handling such situations, managing directors use their own charge styles. several(prenominal) management styles may be crush for the situation and some may not be. Therefore, awareness on different types of management styles will help the passenger cars to handle different situations the optimal way. Different management styles are capable of handling different situations and solvent different problems. Therefore, a manager should be a dynamic person, who has insight into many types of management styles such as Autocratic- In this management style, the manager dies the sole conclusion maker. The manager does not care nearly the other staff and their involvement in closing making. Therefore, the decisions reflect the personality and the opinion of the manager. The decision does not reflect the teams collective opinion. I wear thint feel this type of manager would excel or achieve the vanquish from a team in a social care setting as in many cases, staff work shifts and spend the nearly time with those who they are caring for. Therefore the opinions and views of the s taff are imperative.However, I can see how in some cases an Autocratic style is undeniable for making decisions on poor staffing and location suitability etc. Democratic- In this style, the manager is apply to others opinions and pleasing their contribution into the decision making process. Therefore, every decision is do with the majoritys agreement. The decisions made reflect the teams opinion. For this management style to work successfully, strong communication amidst the managers and the rest of the team is a must. This type of management is most successful when it comes to decision making on a complex matter where a range of expert advice and opinion is required. I feel this style of management empowers staff and makes them feel included in the decision making of the running of the home/unit, thus giving great consideration to their views and opinions.Paternalistic- This is one of the domineering types of management. The decisions made are ordinarily for the best interes t of the party as well as the employees. When the management makes a decision, it is explained to the employees and obtains their support as well. In this management style, work-life balance is emphasized and it eventually maintains a high morale within the organization. In the long run, this guarantees the the true of the employees. One hurt of this style is that the employees may become open on the managers. This will limit the creative thinking within the organization.However, I vex been managed by a manager who adopted this style and I feel myself and the rest of the team were very loyal to him. He would ever so emphasise the importance of our health ahead work and it was evident that through this cost to managing, staff would feel at comfort being absent due to indisposition but this would not be a regular occurrence as loyalty towards the manager was strong.1.6- Analyse methods of developing and maintaining self-assertion and answerability. Trust- develops from con sistent actions that showing colleagues you are reliable, concerted and committed to team success. A sense of confidence in the workplace fall in allows employees to work together for a uncouth goal. Remaining honest with employees about twain positive and negative aspects of the business builds trust. The focus team are also expect to maintain the same level of ingenuousness with the employees. This sense of integrity makes employees and colleagues more trust of your actions. Involve all staff in achieving company goals. Be transparent with your companys mission and goals so all staff feel they are a valuable part of obtaining those objectives. Staff who feel management values them are more likely to instil trust in those leaders. Create a team milieu through collaborative work.Emphasize group achievements to show you are aware and proud of your employees and their successes. Value all input from your employees. throw out staff at all levels to conduct their ideas for impr oving the company and get a line with an open mind even if you dont ultimately choose to follow a suggestion made by an employee.Accountability- managers who involve employees in setting goals and expectations find that employees understand expectations better, are more confident that they can achieve those expectations, and perform at a higher level. Positive results also occurwhen employees dont associate accountability only with negative consequences. If employees do not fear failure, if managers recognize employees for their accomplishments, and if managers support their employees when goals become difficult, employees are more likely to be creative, innovative, and committed to their work. Managers can practice accountability for positive results by following in effect(p) performance management principles such as involving staff in setting clear, contend yet attainable goals and objectives, and give them the countenance to accomplish those goals support staff in all aspects of the job monitor progress towards goals, and provide feed-back that includes credible, useful performance measures provide the training and resources that staff need to do the work and give praise to frank performance, both formally and informally.1.7 Compare methods of addressing conflict within a team.When conflict arises amid staff members, it is important to address it as soon as possible should it not be already resolved between them. When speaking privately and separately with all individuals involved, it is important to summarise what is said so that the person feels listened to and to also slightly reflect their body language so that they feel you are relating to them. Do not conk out as this will only fuck off the individual to feel that they are not being listened to completely and always show positive regard to that individual. Once all views are dumbfoundn in to account, it should be suggested that all staff involved have a mediation meeting where the manager/te am leader will listen to both sides of the conflict. Resolutions can be made effectively through mediation and suggestions to compromise on both parts may be effective. Advise those involved to take time out if necessary because during the resolution of a conflict, emotions may interfere with arriving at a productive resolution. If this is the case, individuals should be support to take a time-out and continue resolving the conflict at another arranged time.