Task 2 Leadership and Team Management

Participant
Melvin Alexander Mejia
Tuition
201803350
Career
Modern languages
Subject
Leadership and team management
Issue
Teamwork techniques
Facilitator
Mariola Felix
Date
3/8/2021
INTRODUCTION
The administration of a company and its operations are those that deal with
decision making within the system. One of the recent conceptual changes is
that your product or service is oriented towards customer satisfaction. The daily
schedule generation process works within the constraints of the aggregate plan,
taking advantage of all available flexibility to develop a practical schedule that
includes balancing production lines, inventory adjustments, use of overtime and
maquila, etc. Therefore, the nature and design of the information and data
processing system that connects the measurement of effective demand,
forecasting, inventory control and production control is of great importance. In
companies, the human factor that works in them is considered due to a well-
structured program, the staff will work with greater efficiency, performance and
quality. In general terms, it is important to review whether the appropriate
conditions exist for the proper performance of the operation in order to achieve
the company's objectives.
Specific objectives
• Know the skills and attitudes necessary to lead work teams.
• Identify the different leadership styles to apply.
• Show communication within the team as an instrument of motivation and
transformation of relationships.
2.1 Tools and techniques

1- Do not try to impose yourself by power
Don't think that leading through the power of a position is a good way out. An
authoritarian manager ends up discouraging and undermining the innovation
potential of his team.
2- Improve your knowledge
It is essential that a leader is always looking for ways to improve his leadership
techniques. Whether it's taking courses, reading books, attending conferences
or sharing experiences with other professionals. Seek to improve frequently.
3- Get to know your team
To lead, it is essential to know who you are leading. Therefore, try to
understand the particularities and needs of each person on your team. Only in
this way will it be possible to create a better relationship with them, as well as
know how to motivate them and extract the best potential from each one.
4- Flexibility
Don't try to limit yourself to extremely strict rules. Understand that changes are
common and that maintaining a very conservative stance can delay great
progress.
5- Admit your mistakes
Did you make a mistake? Admit it and correct it. A good leader never avoids
responsibilities and must be humble in acknowledging any mistakes.
6- Know how to listen
It is important to understand that a leadership position does not mean that you
should not listen to the opinions of your subordinates. So, listen to your team!
Many good ideas can emerge and be excellent opportunities for growth. In
addition, it can increase employees' creative potential as well as their sense of
motivation.
7- Focus on people
In addition to knowing the particularities and listening to your team, it is very
important for a leader to never lose contact with his employees. Experience
everyday life and always be aware, after all, it is crucial to know how to act
preventively and manage risks.
And never forget, you are leading people! So, recognize the boundary that
separates professional and personal life.
8- Be the example
Do you need your employees to be punctual? Well, I arrived on time. Be the
example, inspire your followers and earn their trust.
9- Act with balance
Always try to maintain balance and emotional intelligence, and not to
exaggerate in relation to those you lead.
Too many rewards, excessive charges or favoring some employees are
attitudes that should be avoided.
10- Know how to set goals
There is no point in setting goals that are impossible to achieve; besides not
only resulting in failure, it will only create a stressful and unproductive
environment.
Know your business, your team, and how to set achievable goals.
2.2 Techniques for the design and conception phase (prepare)
Service-oriented design uses a series of techniques and tools that enable the
process to be executed in order to discover, define, prototype and implement a
proposed solution. Below we will review some of these instruments.
In a service design process we have the mission of projecting significant
experiences through useful, desirable, meaningful and memorable proposals for
people and efficient and effective for organizations.
To do this, we must delve not only into the service and its interactions. We must
also look at the organizational system behind it: people, norms, values,
behavioral patterns, structures, procedures, hierarchies, tasks, resources, vision
and purpose.
This level of depth in analysis and intervention is achieved by using tools that
allow information to be obtained and processed optimally. For example, working
with a double diamond model (Designó) serves to unite the divergent and
convergent processes of design, through four stages: discover, define, develop
and deliver.
In this model, each of these stages is worked through a set of qualitative and
quantitative techniques and tools. Each of them helps us maintain processes
based on the five pillars of service design: people-centered, narrative, visual,
interdisciplinary and participatory.
Techniques and tools of the process
The choice of one tool or another will depend on factors such as the depth of
the research, scope of the project, disposition of the organization and resources
involved.
Below we will name some techniques and tools from the first two stages of the
double diamond model.
Discover
It is the immersion phase in the service ecosystem. It is necessary to
investigate and understand in depth contexts, systems(s), processes,
accessories, technology, channels and people. Specifically, information is
collected from primary and secondary sources to understand the business
model, organizational structure, current services, people in the ecosystem,
service technologies, channels and contact points, competition, among others.
2.3 Techniques for the evaluation phase (note)
Executing a strategy in your company requires leaders to have a wide variety of

leadership and management skills, appropriate to the level and role of each
leader.
In times of change, restructuring or rapid growth and especially if your business
environment is VUCA (volatile, uncertain, complex and ambiguous) it is
essential to know if your teams have the right skills, values and mindset to
improve performance.
Our specialized professionals determine how your leaders fit into their specific
management positions or roles. During the assessment, your personality,
attitudes, behaviors, competencies and potential are observed and measured
using a wide range of methods:
360º analysis, which evaluates not only competencies and skills but also
behaviors.
Group dynamics.
Motivation and leadership questionnaires.
Behavioral interviews.
Group and individual exercises.
Role-playing games.
Job shadowing.
Personality profile.
While these assessment methods are often used to measure the potential of
new professionals or leaders before moving into a new role, they can also be
applied to increase awareness of an individual's current strengths, weaknesses,
and behaviors and to co-create development plans that enhance leadership
effectiveness.
2.4 Techniques for the Execution Phase
Project Development is a methodology that seeks to establish a logical order of
the steps necessary to follow in order to achieve certain objectives in the most
effective way possible. It is not an end in itself, it is an instrument that brings us
closer but cannot guarantee that we will achieve success. In the sense of
promoting or leading cultural development processes, with the use of this
methodology, however, what is sought is to know and control the maximum
number of variables possible, in such a way as to reduce the margins of error
and uncertainty that we find in a reality conceived as dynamic and complex. As
we said, no methodology can ensure absolute success since it will be
completely impossible to achieve absolute knowledge and control of all
variables and all factors. This perspective allows us to understand that it is no
longer possible to maintain that the situations or problems present in reality can
be understood, characterized and confronted unilaterally. This way of
understanding local development is increasingly being questioned, and a
holistic, multidisciplinary, participatory and comprehensive approach is
recommended.
The situations present in reality do not have a single form of treatment, a single,
rigid and less universal formula for being addressed. That is why if we
undertake the exercise of attempting a participatory, integrative and
comprehensive approach, we will be in a position to generate greater
possibilities of success in our management of local cultural development
processes. In order to build an approximation from multiple points of view of
validity, for the development of projects it will then be essential to carry out
diagnoses that allow us to achieve the most complete characterization possible
of reality. To do this, we must take into consideration the maximum number of
factors and variables that come into play. In order to adequately address this
basic initial need - and also complex - that is presented to us, our proposal
consists of carrying out a diagnostic exercise trying to achieve the globality of
the system.
2.5 Evaluation and performance of the work team
Evaluating employees' work performance is essential in any company. Knowing
how to measure your productivity so that the results are as close to reality as
possible and you have reliable data is extremely important.
Only in this way can appropriate measures be put in place to achieve business
objectives.
Do you know what factors influence a company's work performance? What
parameters should you measure to know if productivity is correct? Or what
methods exist to evaluate productivity?
Step 1: Let go of individual needs

Each member must sacrifice his or her needs for the collective good, so that the
most important goals are met regardless of any individual ambitions that may
arise. To do this, it is necessary to evaluate their performance to ensure that the
quality standards expected by the company are met.
Step 2: Encourage responsibility

Accountability among team members is a good strategy to increase their
commitment because they will feel obliged to give their best. Instead of
evaluating each member, give group feedback accompanied by a fair grade that
reflects the degree of effort.
On the other hand, the global evaluation will encourage the development of a
group dynamic oriented towards achievement, although it is important that you
deliver personalized reports from time to time to recognize individual success
and motivate them.
Step 3: Detect and solve problems

While your intervention may be necessary to resolve specific conflicts, it is
essential that the team learns to make its own decisions to solve problems that
arise.
Searching together will strengthen the working ties between team members,
which will be fruitful if you provide them with methods to improve their work. It is
useful when there are divisions in the team, providing the possibility of
smoothing out differences.
Step 4: Propose a self-assessment

Once you have implemented the first three steps and the team is on track to
meet the company's primary objectives, it is advisable to encourage each
member to perform a self-assessment.
It will consist of an assessment of one's own performance that will be shared
with the rest of the group, but it will also include an opinion on the performance
of the other members.
Conclusion
In conclusion, we have learned that a very important concept in terms of team
management and leadership is teamwork, since it is the ability to work
cooperatively with others to achieve group objectives, a skill that is essential,
since leadership is not an individual sport. The essence of leadership is
achieving worthy goals through the combined efforts of others and that is where
teamwork skills are crucial, teamwork is the backbone of all leadership.
We also learned that the main objective of leaders is to motivate others to make
decisions and execute actions aligned with the organization's vision, objectives
and strategy. As a leader you need to direct, execute and lead, but the main
objective should be to empower others to make decisions and undertake.
Literature.
https://www.docusign.mx/blog/liderazgo-y-trabajo-en-equipo
https://es.slideshare.net/ruben157/liderazgo-y-gestin-de-equipos
https://beaprop.com/es/leadership-evaluation
http://www.fao.org/3/x2465s/x2465s0a.htm
https://www.oas.org/dsd/publications/unit/oea72s/ch14.htm
https://www.bizneo.com/blog/rendimiento-laboral/

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Participant

Melvin Alexander Mejia

2.1 Tools and techniques

2.2 Techniques for the design and conception phase (prepare)

Executing a strategy in your company requires leaders to have a wide variety of

Step 1: Let go of individual needs

Step 2: Encourage responsibility

Step 3: Detect and solve problems

Step 4: Propose a self-assessment

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