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

1.1- develop the features of efficacious squad performanceThe features of utile squad up up performance is set up by means of cocksure leading whatsoeverthing which is developed and nurtured. An effective group will make unneurotic, be focus and expective of each other to achieve and reach goals. For a team to be effective, each team member requisite to be unmortgaged on their fibers and responsibilities relating to their job. Team performance will be much effective if thither is respect for the leader/manager and an understanding towards their job role and responsibility. The leader/manager should also be aw ar of the skills or helplessness within the team and be able to contribute support where prerequisite and also utilise their strengths. Training and support will enable module to improve performance, develop confidence and lift spirits within the team.1.2- excuse the ch tout ensembleenges experienced by developing teamsWhen you bring a group of divers(a ) singulars together to form a team, challenges much(prenominal) as communication and birth issues give the sack result. If a team consists of members with similar skills and interests, the purpose of the team whitethorn not be achieved, thence choosing team members who have a locate of contrastive skill sets and interests is essential. Teams need leaders to offer a superstar of purpose and direction. Lack of effective leadership challenges effective team development. Without a strong leader to guide the team and hold members accountable, the team whitethorn lose morale and momentum. Conflict within a team is inevitable. How team members deal with conflict is critical to team development. Investing time in training for yourself and your employees in conflict resolution skills is beneficial, for example, studying a instruction course.With the skills to effectively resolve conflict, your team can work together to lodge on track without your constant intervention. Even thoug h a team works together to achieve a goal, each person needs to know his specific role within the team, otherwise, role confusion results. When team members lack an understanding of their specific roles or choose not to companion through with their roles, the team cannot develop as a organised and well-functioning unit. either workplace is make up of individuals who shoot the breeze the world diametricly. Conflict occurs when there is a lack of acceptance and understanding of these differences.1.3- Identify the challenges experienced by established teamsInterpersonal differences leading to misunderstandingsPower struggles and competing agendasMembers who appear to reject fresh ideas and bring a constant sense of negativityTeam that agrees on everything too quickly just to avoid conflictLack of comely support and resourcesIneffective leadershipMembers resistant to change or a new carriage of working- set in their ways and unable to see from an outside perspective.Not enough complimentary skills on the team1.4 Explain how challenges to effective team performance can be overcomeChallenges such as team consistency and lack of mental faculty moral can be overcome through holding team meetings where mental faculty argon invited to express their opinions and ideas on ways to improve and move forwards as a team. We have a communications book for staff who may not be on shift together for a eagle-eyed period can express any ideas or note tasks that need to be carried out by others. This is a great way to lay aside the team up to date and consistent within their roles. It can purport very draining and repetitive if one is constantly repeating or reminding others to carry out certain tasks that ar not being completed, therefore if this continues to happen, one to one supervision can be held to address these issues. watchfulness can also help overcome staff conflict, i.e if two or more members of staff have a disagreement and are not willing to move on f rom this, one to one supervision will be held with the intent of group intermediation with all staff affect. supervision is also a chance to discuss with individuals any areas that need amend professional progression praise their practice reflect on work practice and discuss any concerns of the individual. Appraisals are a great way to empower staff and highlight their strengths and improvements, thereof enabling individuals to tactile sensation lofty of themselves and their role within the team.1.5- Analyse how different trouble styles may process outcomes of team performance.Managers perform many functions and play many roles. They are blasphemeworthy for discourse many situations and these situations are usually different from one other.When it comes to handling such situations, managers use their own vigilance styles. Some management styles may be best for the situation and some may not be. indeed, cognisance on different types of management styles will help th e managers to handle different situations the optimal way. Different management styles are capable of handling different situations and solving different problems. Therefore, a manager should be a fighting(a) person, who has insight into many types of management styles such as Autocratic- In this management style, the manager extends the sole decision maker. The manager does not care nigh the other staff and their involvement in decision make. Therefore, the decisions reflect the record and the opinion of the manager. The decision does not reflect the teams embodied opinion. I fagt disembodied spirit this type of manager would surmount or achieve the best from a team in a social care place as in many cases, staff work shifts and spend the most time with those who they are caring for. Therefore the opinions and views of the staff are imperative.However, I can see how in some cases an Autocratic style is necessary for making decisions on poor staffing and arranging suitabilit y etc. Democratic- In this style, the manager is open to others opinions and welcome their contribution into the decision making process. Therefore, every decision is make with the majoritys agreement. The decisions made reflect the teams opinion. For this management style to work successfully, strong communication between 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 sharp 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 usually for the best interest of the company 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 mana gement style, work-life counterpoise is emphasized and it eventually maintains a high morale within the organization. In the long run, this guarantees the loyalty of the employees. One disadvantage of this style is that the employees may become dependent on the managers. This will limit the creativity within the organization.However, I have 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 unceasingly emphasise the importance of our health before work and it was evident that through this approach to managing, staff would feel at ease being withdraw due to sickness but this would not be a invariable occurrence as loyalty towards the manager was strong.1.6- Analyse methods of developing and maintaining dedicate and accountability. Trust- develops from consistent actions that envision colleagues you are reliable, cooperative and affiliated to team success. A sense of confidence in the workplace better all ows employees to work together for a common goal. Remaining honest with employees about twain positive and negative aspects of the business builds trust. The Management team are also pass judgment to maintain the same level of honesty with the employees. This sense of integrity makes employees and colleagues more trusting 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 environment through cooperative work. Emphasize group achievements to show you are aware and proud of your employees and their successes. order all input from your employees. Encourage staff at all levels to piece of ground their ideas for improving the company and listen with an open mind even if you dont ultimately choose to follow a suggestion made by an employee.Acco untability- 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 occur when employees dont subsume accountability only with negative consequences. If employees do not fear failure, if managers severalise 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 replete(p) performance management principles such as involving staff in setting clear, challenging yet attainable goals and objectives, and give them the authority 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 good performance, both formally and informally.1.7 comparability methods of addressing conflict within a team.When conflict arises between staff members, it is eventful 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 meagrely mirror their body language so that they feel you are relating to them. Do not interrupt as this will only cause the individual to feel that they are not being listened to completely and always show positive regard to that individual. Once all views are eventn in to account, it should be suggested that all staff involved have a mediation meeting where the manager/team leader will listen to both sides of the conflict. Resolutions can be made effectively through mediation and suggestions to via m edia 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 encouraged to take a time-out and continue resolving the conflict at another arranged time.