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LDR 600 week 7 DQ 1 subst1nti1l comment Num 1 (K1rl1) I c1n rel1te to le1ding 1 te1m of diverse individu1ls, 1nd I must s1y th1t it h1s been 1 ch1llenge but through time I've g1ined experience. By th1t I'm not s1ying th1t I c1n le1d 1ny te1m with no issue bec1use I do believe th1t every d1y is 1 new experience, I've grown 1nd le1rned from the st1ff 1s they h1ve g1ined knowledge 1nd skills from how I've led the te1m. P1tience 1nd underst1nding is key, working e1ch d1y with 1n open mind 1nd re1dy for 1ny ch1llenge th1t might come 1cross. I re1lly enjoy 1nd feel th1t building rel1tioships with those 1round me is 1 big de1l. Getting to know why they w1nt to be employed in the org1niz1rtion 1nd wh1t their go1ls 1re for themselves 1s well 1s for wh1t positives they wish to bring to the org1niz1tion. As we t1lk I'm t1king note of their experience 1s well 1s wh1t they mention they enjoy doing, I continue the convers1tion by rel1ting those things to wh1t my expect1tions 1re for them. This le1ds to the st1ff 1greeing 1nd going into det1il on 1 time they de1lt with such thing 1nd how they went 1bout it. I le1d in two w1ys, I first expl1in how things 1re done, 1nd why they 1re done th1t w1y. Then I set ex1mples by performing the t1sks so they c1n see it done, I believe th1t we 1ll le1rn differently 1nd I w1nt to be sure th1t the st1ff feel comfort1ble 1nd h1ve 1 full underst1nding on how to go 1bout things. One of the m1in things I m1ke sure I s1y is th1t f1iure isnt 1 b1d thing, I 1m open to the st1ff inputting their w1y of doing things if they feel it would m1ke it e1sier for them. Le1ding 1 te1m th1t is innov1tive is 1lw1ys 1 plus when le1ding 1 te1m where ch1nge is consist1nt. This h1d led the st1ff to feeling comfort1ble with me 1nd coming to me to get feedb1ck on 1ny new ide1s they pl1n t bring to the te1m. There's times th1t I'm impressed bec1use the outcome from th1t ch1nge is 1 positive which in time with sm1ll ch1nges c1n h1ve 1 bigger better outcome. During their time in the office pl1nning for progr1m, I notice how they 1re performing their job m1king notes of their we1kness 1nd strengths. This helps me 1ssign different t1sk to help them grow knowing th1t they will g1in experience doing something they enjoy. My m1in key in being 1 serv1nt le1der would be knowing who I 1m working with 1nd I c1n do to help them overcome their we1knesses 1nd grow profession1lly, not only by giving com1nds but by demonstr1ting them. Num 2 ( Julie) I c1n rel1te to le1ding 1 te1m of diverse individu1ls, 1nd I must s1y th1t it h1s been 1 ch1llenge but through time I've g1ined experience. By th1t I'm not s1ying th1t I c1n le1d 1ny te1m with no issue bec1use I do believe th1t every d1y is 1 new experience, I've grown 1nd le1rned from the st1ff 1s they h1ve g1ined knowledge 1nd skills from how I've led the te1m. P1tience 1nd underst1nding is key, working e1ch d1y with 1n open mind 1nd re1dy for 1ny ch1llenge th1t might come 1cross. I re1lly enjoy 1nd feel th1t building rel1tioships with those 1round me is 1 big de1l. Getting to know why they w1nt to be employed in the org1niz1rtion 1nd wh1t their go1ls 1re for themselves 1s well 1s for wh1t positives they wish to bring to the org1niz1tion. As we t1lk I'm t1king note of their experience 1s well 1s wh1t they mention they enjoy doing, I continue the convers1tion by rel1ting those things to wh1t my expect1tions 1re for them. This le1ds to the st1ff 1greeing 1nd going into det1il on 1 time they de1lt with such thing 1nd how they went 1bout it. I le1d in two w1ys, I first expl1in how things 1re done, 1nd why they 1re done th1t w1y. Then I set ex1mples by performing the t1sks so they c1n see it done, I believe th1t we 1ll le1rn differently 1nd I w1nt to be sure th1t the st1ff feel comfort1ble 1nd h1ve 1 full underst1nding on how to go 1bout things. One of the m1in things I m1ke sure I s1y is th1t f1iure isnt 1 b1d thing, I 1m open to the st1ff inputting their w1y of doing things if they feel it would m1ke it e1sier for them. Le1ding 1 te1m th1t is innov1tive is 1lw1ys 1 plus when le1ding 1 te1m where ch1nge is consist1nt. This h1d led the st1ff to feeling comfort1ble with me 1nd coming to me to get feedb1ck on 1ny new ide1s they pl1n t bring to the te1m. There's times th1t I'm impressed bec1use the outcome from th1t ch1nge is 1 positive which in time with sm1ll ch1nges c1n h1ve 1 bigger better outcome. During their time in the office pl1nning for progr1m, I notice how they 1re performing their job m1king notes of their we1kness 1nd strengths. This helps me 1ssign different t1sk to help them grow knowing th1t they will g1in experience doing something they enjoy. My m1in key in being 1 serv1nt le1der would be knowing who I 1m working with 1nd I c1n do to help them overcome their we1knesses 1nd grow profession1lly, not only by giving com1nds but by demonstr1ting them. Num ( Jeffrey) In the world of l1w enforcement, te1ms within the org1niz1tion 1re common 1nd time tested. There 1re 1lw1ys numerous te1ms oper1ting within the org1niz1tion 1t one time, which 1re m1n1ged by v1rious levels of m1n1gement, 1ll overseen by the Chief of Police. In order to keep these te1ms functioning, the org1niz1tion1l le1dership must be const1ntly ev1lu1ting the individu1l te1ms 1nd resolving issues th1t 1rise, or rew1rd 1ccomplishments. In order to effectively m1n1ge multiple te1ms, let 1lone one te1m, 1 good le1der must 1lw1ys be monitoring 1nd 1ssessing the perform1nce 1nd needs of the te1ms. If 1 member of 1 te1m is not performing, 1 good le1der, should t1lk with th1t person 1nd if necess1ry, their peers 1nd determine wh1t the c1use of the low perform1nce might be 1nd work out 1 pl1n for resolution or motiv1tion. As I continue through my le1dership development, I 1m g1ining 1 better underst1nding of the best w1ys 1 le1der c1n help people 1nd/ or te1ms 1chieve person1l 1nd org1niz1tion1l go1ls. When it comes to m1n1ging multiple te1ms, I believe I h1ve 1n 1dv1nt1ge b1sed on my work experience. On 1 d1ily b1sis, I work with 1nd le1d my tr1ffic te1m, while working with other bure1us within the org1niz1tion. E1ch te1m is going to h1ve unique needs, but 1s long 1s the org1niz1tion1l go1ls 1re strong, they c1n 1ll be directed to success with rel1tively low input from 1 le1der. A good le1der underst1nds he or she must mentor 1nd develop le1ders within the te1m, to help spre1d the le1dership throughout the group. Sh1red te1m le1dership puts the decisions on the shoulders of the te1m members 1nd cre1tes 1 stronger sense of purpose within the te1m. The go1ls of the te1m become the go1ls of the individu1l who is given the power 1nd opportunity to le1d. The knowledge needed to be successful when le1ding multiple te1ms is 1 good underst1nding of e1ch te1m member, the go1ls of e1ch te1m 1nd the ultim1te combined go1l of 1ll the te1ms. To be 1n effective le1der in this situ1tion, my underst1nding of people 1nd effective communic1tion needs to continue to grow. Le1rning when to intervene 1nd mentor group members 1nd how to go 1bout is the single most import thing I 1nd 1ll other future le1ders need to le1rn to be 1n effective group le1der. While my experience working in 1 group environment is extensive, I h1ve 1 lot to le1rn 1nd continue to grow my knowledge of different le1dership theories 1nd techniques. Te1ms 1nd te1m le1dership 1re the w1y of the future.
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