Team leadership is essential for guiding a team to achieve common goals. There are five stages of team development: forming, storming, norming, performing, and adjourning. Effective teams have a shared identity and values, complementary skills, clear roles, and celebrate accomplishments. There are different leadership styles like democratic, authoritarian, and laissez-faire. Leaders take on task, cultural, and symbolic functions to help the team perform well and define roles.

1. Team Ledership
Assignment (1)
15ATV114 - Advanced TV/Film

2. Part 1
Team leadership is an essential part of guiding a team to achieve a common
goal wheather it may be personal our professional. Good leadership skills willl
define the outcome of the stucture and sufficanticy of the work force. There
are always going to be different types of bosses with different types of
leadership qwality’s and the stages of what the team goes through. Here are
some of the following:
 Forming
 Storming
 Norming
 Performing
 Adjourning
Forming
This is the introduction stage where the team gets together to discuss their
role in the project and demonstrate enthuisam and excitement to achieve the
goal.
Storming
This is the uneasiness of forming team roles and responsibilitys. There can be
conflict within the work force because of individuals that would prefer a certain
role rather then the one they were givin by the boss our manager depending
on the curcumstances. This can also cause conflict with the relationship with
the work force and manager/Director “however” sometimes storming works
out well in a situation that isent so comman that everyone is happy to perform
their duties from the role they were givin depending on the individual.
Norming
This is the settling down period for team members. This is when the
relationship is tested by how well the team members work together as a group
and how well they can overcome obsticals in the project. Complacancy is an
issue that can be encountered in the work force. A boss might think he/she
has all the answers and become ignorent to the views of he/she’s workforce.
Some bosses might debate that they worked hard for what they got and now
deserve the rewards but then become more observational and laid back
rather then practical and hands on in the project and subjectively taking it out
on the work force if something goes wrong in the project.
Performing
This part of the process is when the team is succesfuly demonstrating skill
and qwality to the project and getting good results in the role they potray. The
team are positive and confident in what they are doing and enjoying the
process. Sometimes this can leave open gaps of reality in the projects that

3. havent beein considered and need to be dealt with that could deminish
confidence in a team if certain contents are not reognized before its too late.
“However” performance is a confidence boost aslo and depending on the
problomatic topic a well enforced team should be able to improvise and solve
the problem.
Adjourning
This refurs to the orginal team braking up after the task has been completed.
The team shares the improved process during this phase. When the task is
completed there is a since of acomplishment accompanied with the reluctance
to say good-buy if there was a good relationship within the workforce. These
relationsips usualy continue long after the team disbands.
What Makes a Good Team
In order to make a project work there must be an effective team that can
achieve this goal. Here are some aspects of an effective team.
 Indentity
 Shared Values
 Complimentary skills
 Common Goal/Vision
 Good Leadership
 Clear Roles/Responsibilities
 Agreed Ground Rules
 Non Insular
 Celebratory
Identity
This is what a team stands for. What image does your team repersent in the
workforce? Every company designs a logo to show what they are as a
business and what they can give to the consumer our audience they attract. A
logo can reflect the type of business your team and mark a label of identity
that people can relate too depending on the type of business it is. If it’s a retail
company “any supermarket” they will attract the consumer to buy good and
other domestic necessatiys. Identity very important in business as it shows us
its purpose and vision.
Shared Values
This is the concept of beliving in your work force that they will complete the
task and achieve the goals they have been givin. To overcome and help each
other carry out tasks and respecting your fello team mates.

4. Complimentary Skils
This is to acknowledge the different skills of the work force and who will work
well with each other on the team. Different jobs with different skills set there
must be a sybolic relationship so all the jobs are carried our sufficantly.
Common Goal/Vision
The aim is to achieve the end project correctly. This is the vision of the
workforce to accomplish this task.
Good Leadership
For a team to perform good learship will be required by the boss to give
guidance and direction the team. To enforce and motivate a team by setting
goals that are not to overwhelming at first.
Clear Roles/Responsibilities
People need to know their boundaries in the workforce. They need to know
what outputs are expected. They need to have permission to do the key
elements of their jobs. The team need to have a clear defined description of
what their job will be in order to work affectivly and get a good result and be
responsible for any setbacks that may occur and deal with the problem
sufficantly.
Agreed Ground Rules
As a manager, you are concerned with not only on getting the work done, but
on “how” the work gets done. Ground rules are an important tool for helping
individuals function together as a team. They reflect what is important to the
members about how they work together. Ideally, the rules are set at the first
meeting, allowing them to become second nature to the team. Discussing
ground rules after problems arise is much more difficult. Ground rules should
focus on three elements:
 Tasks – Expected activities and deliverables for the team.
 Process – How the activities will be carried out.
 Norms – Ways in which team members will interact with each other.
Celebratory
This is the the final result of the project where the team Celebrate their
achivements in the project. Despite the result of the team this is still a positive
reflection of how they progressed in the work force and how much they have
learned making them more experianced in the job and have learned from their
mistakes to focus in the near future when taking part in new projects for the
company.

5. Part 2
There are many different types of team leaders. Here are some of the
following
 Democratic
 Authoritarian
 Laissez-Faire
 Innovator
 Implementor
Democratic
The democratic leadership style is a very open and collegial style of running a
team. Ideas move freely amongst the group and are discussed openly.
Everyone is given a seat at the table, and discussion is relatively free-flowing.
Thish style is needed in dynamic and rapidly changing environments where
very little can be taken as a constant. In these fast moving organizations,
every option for improvement has to be considered to keep the group from
falling out of date.
Authoritarian
This is a leadership style in which the leader dictates policies and procedures
and decides what goals are to be achieved and directs and controls all
activities without any meaningful participation by the subordinates.
Laissez-Faire
This type of leadership is when all the rights and power is givin to the
workforce to carry out.
Innovator
There are (visionary’s.)The goal of the visionary style of leadership is to
move people toward a shared dream. Visionary leadership articulates where
the group is going and sets the direction, but does not dictate the specific way
to get there. (Pace Setting). In the pace-setting style of leadership, the
leader sets high standards for performance and leads by example. He pushes
himself as well as his team to the limits of what they can achieve. This is a
style that should be used sparingly, in small doses, to avoid burn-out and
discouragement. Those were some examples of Innovator leadership. An
innovator knows how to get the best from his people.

6. Implementor
Implementers are the people who get things done. They turn the team's ideas
and concepts into practical actions and plans. They are typically conservative,
disciplined people who work systematically and efficiently and are very well
organized. These are the people who you can count on to get the job done.
Here are some of the different approaches to leadership.
 Task Functions
 Cultural Functions
 Symbolic Funcions
Task Functions
Actions that help the group perform and define clear roles. They also include
behaviours that help the group to interact and give other fellow workforce
social support.
Cultural Functions
cross-cultural leadership has developed as a way to understand leaders who
work in the newly globalized market. As a way to adapt to all the different
methouds of business world wide and the different techniques involved.
Symbolic Functions
This can mean the gender plantform of male and female in the work force.
Creative an eqwal respect for both gender and eqwal rights. To diminish any
racist our sexist remarks and ideas in the work force that wont be tollorated.
Symbolism also can mean a logo for a company to define their purpose in the
market to attract audiances. Also this can mean the the chemistry of the
workforce and how well they connect and get along.